In my new communication business, my big focus is “communication as systems and culture.”
We tend to think of communication as a skill that individuals are good or bad at. And that’s true as far as it goes…
…but whether individuals are good communicators or bad communicators doesn’t mean much if the organization’s communication systems aren’t working, or if its culture discourages good communication.
Today, I’d like to talk about an element of workplace culture no one ever seems to mention.
It’s making sure your workplace has a Culture of Why.
This one change, if done right, can drastically improve both the morale of your teams and the success of your projects.
That’s why I’m about to share some of the information that you’d normally get in several email follow-ups to my freebie 5 Communication Gaps to Look for in Your Organization. That free PDF helps teams identify their systemic communication gaps, one of which is working without the “why.”
Working without the “why” is when people assign tasks without explaining their purpose and context. And unless you’re trying to train the next Jason Bourne, this is a serious problem that needs to be fixed.
But before we talk about how to fix it, we need to understand why it’s a serious problem. Because until we understand why, we don’t get serious about fixing it.
Which is my point in a nutshell.
