How To Close Communication Gaps For A New Corporate Strategy

As an executive in a large Jamaican company, how do you ensure that good strategic ideas spark the right conversations between important stakeholders? Too often, these dialogues get trapped at the top or bottom of organisations so that fruitful meetings between leaders and those being led never take place. Sadly, poor corporate results ensue leaving everyone mutually mystified, annoyed and disenchanted.
           

By contrast, small companies have it easy. In a start-up in which I'm involved, a person with a bright idea is never more than one or two steps away from someone who can implement it. There's lots of opportunities to explore ideas in deep conversations, tearing suggestions apart in order to improve them. Obviously, this can't be done via email, memo or in a speech. These channels just don't get the job done.

If your company employs hundreds or thousands, quick water-cooler or coffee conversations simply don't take place. They take too much work. It's easier to let the status quo remain, along with stubborn, distant feelings. The top-down, one-way communication that remains is stilted, dry and dull. Over time, you'll also see the following three problems crop up.

The net result of these problems is that key information and strategies never make their way from the top of your organisation to the bottom, and vice versa. Left to fester, this condition makes the company vulnerable to disruption by smaller, nimble competitors. A typical example? Jamaica's Cable and Wireless in 2001 had leaders who ignored the threat of Digicel, even as many of their own employees knew better. How can your company and other large firms reduce the risk inherent in their size?

1. Offer internal strategy conferences
Conduct an internal symposium in which employees present critical trends and ideas. Demand a high standard of content and use it to shape the firm's strategy. Where necessary, teach employees the complexity lying below the surface via structured learning opportunities.

2. Create long-term brainstorming sessions
In structured workshops, give employees a chance to look 25-30 years ahead to select a preferred future.

3. Conduct research
While companies often rely on outside experts to tell them which direction an industry is heading, motivated employees can often do a great job if given the same time and resources. Their findings may have higher quality as they will be informed by their exposure to daily reality.