How Oversharing is a Good Thing! How Oversharing is a Good Thing!

By: Dr. Nels Lindberg, Production Animal

Consultation

By: Dr. Nels Lindberg, Production Animal Consultation

Have you ever wondered what it would be like to work in an organization where people were performing to the max, drama was virtually absent, and all your customers were extremely pleased most all the time and were understanding in individual failures?

Have you ever wondered what it would be like to work in an organization where people were performing to the max, drama was virtually absent, and all your customers were extremely pleased most all the time and were understanding in individual failures?

I know some do, and I know some are “competing” at this level. To get to this “well-oiled machine” level, a top key is high levels of intentional and effective communication.

I know some do, and I know some are “competing” at this level. To get to this “well-oiled machine” level, a top key is high levels of intentional and effective communication.

In any organization, we can’t get top level production out of all team members without owners and leaders oversharing with all team members, except possibly where numbers are involved, at all times be it in good times and bad.

In studying Dave Ramsey and how he built his business from his living room to over 500 employees, he shares some key ways to start communicating with your team, and outlined next are some key methods to implement to help any business with high levels of intentional, effective communication to give significantly improved outcomes.

In any organization, we can’t get top level production out of all team members without owners and leaders oversharing with all team members, except possibly where numbers are involved, at all times be it in good times and bad.

In studying Dave Ramsey and how he built his business from his living room to over 500 employees, he shares some key ways to start communicating with your team, and outlined next are some key methods to implement to help any business with high levels of intentional, effective communication to give significantly improved outcomes.

1) Key Results Areas - This is a long term which simply means outlining your expectations for the team or its individual team members. All team members want to know what is expected of them in their daily duties.

This is somewhat the same as job description, but communicated virtually daily. And more importantly, ask the team, be it cowboy crew, feed crew, maintenance crew, what does winning look like to them? What does winning look like to them individually in their job? What is the desired result?

2) Tell Your Story – As leaders of any organization, you have often started the business or been there a long time, or been in the production of protein a long time. It is vitally important that you share your story.

1) Key Results Areas - This is a long term which simply means outlining your expectations for the team or its individual team members. All team members want to know what is expected of them in their daily duties. This is somewhat the same as job description, but communicated virtually daily. And more importantly, ask the team, be it cowboy crew, feed crew, maintenance crew, what does winning look like to them? What does winning look like to them individually in their job? What is the desired result?

2) Tell Your Story – As leaders of any organization, you have often started the business or been there a long time, or been in the production of protein a long time. It is vitally important that you share your story.

Share with your team your sacrifices, your challenges, your failures and your victories. Repeatedly share your story as you may have new team members that have never heard those stories, and if they all know them, they better understand the “bigger picture”, and they are more compelled to participate in the work that matters. Want to unify your team like never before? Do this!

3) Shared Purpose – Have you shared with your team your visions, your dreams, and your goals for the feedyard or for the production business? You must share with them what your plans are, because if they don’t know what your dreams and goals are, they can’t possibly pull the chain in the same direction you are pulling the chain.

Share with your team your sacrifices, your challenges, your failures and your victories. Repeatedly share your story as you may have new team members that have never heard those stories, and if they all know them, they better understand the “bigger picture”, and they are more compelled to participate in the work that matters. Want to unify your team like never before? Do this!

3) Shared Purpose – Have you shared with your team your visions, your dreams, and your goals for the feedyard or for the production business? You must share with them what your plans are, because if they don’t know what your dreams and goals are, they can’t possibly pull the chain in the same direction you are pulling the chain.

4) Staff Meetings – These are a must, and must be done with all team members on some sort of planned set schedule, at a time which is best to meet, otherwise they will never happen. You can also do so through email, but still, in-person meetings are a must at least once a month but preferred once a week. In the feedyard, maybe it is discussed within crews once a week, and entire yard once a month.

4) Staff Meetings – These are a must, and must be done with all team members on some sort of planned set schedule, at a time which is best to meet, otherwise they will never happen. You can also do so through email, but still, in-person meetings are a must at least once a month but preferred once a week. In the feedyard, maybe it is discussed within crews once a week, and entire yard once a month.

This is the best time to “communicate” all the things mentioned above! But remember, make that time planned, have an agenda, stick to the agenda, don’t bore them, make it very valuable time. Don’t waste your team members’ time. And require them to be there, promising not to waste their time! And again, set the dates of any and all meetings in advance so all team members can plan around them. For feedyards, the challenge is when?

This is the best time to “communicate” all the things mentioned above! But remember, make that time planned, have an agenda, stick to the agenda, don’t bore them, make it very valuable time. Don’t waste your team members’ time. And require them to be there, promising not to waste their time! And again, set the dates of any and all meetings in advance so all team members can plan around them. For feedyards, the challenge is when?

4th

Think about a time of month that is easiest, a day of week that is possibly routinely slowest and a time of day that is routinely slow. Make them happen! Over time, if done properly, they are very, very powerful for your organization.

5) Reporting – Another great idea I have yet to implement, but is a newer one I think is great, is for all key team members or leaders’ to report back weekly or monthly “Highs and Lows”. This can be work related, but can also be personal. But the key to any sort of report, is that the leader getting them read them and respond to them.

Think about a time of month that is easiest, a day of week that is possibly routinely slowest and a time of day that is routinely slow. Make them happen! Over time, if done properly, they are very, very powerful for your organization.

5) Reporting – Another great idea I have yet to implement, but is a newer one I think is great, is for all key team members or leaders’ to report back weekly or monthly “Highs and Lows”. This can be work related, but can also be personal. But the key to any sort of report, is that the leader getting them read them and respond to them.

If no response is ever given, the leader is showing them that they don’t care, and the short and simple reports will be wasted. Highs and Lows give leaders great insight into their leaders’ minds, potentially team struggles, and even personal joys or struggles.

If no response is ever given, the leader is showing them that they don’t care, and the short and simple reports will be wasted. Highs and Lows give leaders great insight into their leaders minds, potentially team struggles, and even personal joys or struggles.

6) Annual Reviews – Annual reviews are a great time to review Key Results Areas, but even more importantly allow leaders and team members to share their ideas or problems. Annual reviews can be easy to avoid, but if done properly, are very rewarding for all leaders involved.

6) Annual Reviews – Annual reviews are a great time to review Key Results Areas, but even more importantly allow leaders and team members to share their ideas or problems. Annual reviews can be easy to avoid, but if done properly, are very rewarding for all leaders involved.

It’s not always easy, but these forms of communication are key to your organization’s success and inner health. And like Dave says, “No one ever is enthused by not knowing what is going on. No one ever gets fired up by not being in the know….not communicating just blows up in your face.” **

It’s not always easy, but these forms of communication are key to your organization’s success and inner health. And like Dave says, “No one ever is enthused by not knowing what is going on. No one ever gets fired up by not being in the know….not communicating just blows up in your face.” **

Lined out are some ideas and methods for owners, managers, and crew leaders to be thinking on, putting to use, and intentionally and effectively communicating with their team to help improve daily and long-term outcomes.

Lined out are some ideas and methods for owners, managers, and crew leaders to be thinking on, putting to use, and intentionally and effectively communicating with their team to help improve daily and long-term outcomes.