{"id":1328,"date":"2008-10-06T10:00:34","date_gmt":"2008-10-06T14:00:34","guid":{"rendered":"http:\/\/www.AchieveMax.com\/blog\/?p=1328"},"modified":"2013-07-03T11:36:27","modified_gmt":"2013-07-03T15:36:27","slug":"communication-as-a-strategy","status":"publish","type":"post","link":"https:\/\/achievemax.com\/blog\/2008\/10\/06\/communication-as-a-strategy\/","title":{"rendered":"Communication as a Strategy"},"content":{"rendered":"

In my role as a speaker\/trainer\/consultant<\/a>, I’ve had the opportunity to work with a large number of organizations across all industries. Each has a tendency to think that\u00a0it is\u00a0genuinely unique in its pursuit of success. However, over the years, I have found it to be quite evident that where you find people, you find common threads. It’s the nature of the beast … regardless of the size of the organization.<\/p>\n

Most companies divide their leadership into three groups.<\/p>\n

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  1. Upper Management<\/strong>\u2014top leadership, decision and policy makers.<\/li>\n
  2. Middle Management<\/strong>\u2014those who act as a buffer between the other two while trying to execute strategies.<\/li>\n
  3. First-line Supervision<\/strong>\u2014those who act as an ambassador between leadership as a whole and the front-line staff who actually carries out the tasks.<\/li>\n<\/ol>\n

    If you could sit down with members from each group and discuss the challenges and short comings of the organization, I’m certain you would find a major common thread. In most cases, the group you are talking to will readily admit that any blame and\/or faults which may exist can be found in the other two groups! It never fails. Here’s a sample of many of the comments I hear from each of the three groups … regardless of their age, size, industry, product, or service.<\/p>\n

    Upper Management<\/strong><\/p>\n