Over the past two weeks, several reasons have come up about why it\u2019s good and necessary to talk to the workers on the shop floor. There's the daily walkthrough, or Gemba if you like, where all sorts of things might come up\u2014from factory issues to the kids' school report cards. On one hand, you can learn a lot about how the factory operates, things you wouldn\u2019t know otherwise. On the other hand, you can get a sense of the general mood and maybe even influence it, but sometimes that\u2019s not enough.<\/p>\n\n\n\n
After I became responsible for a factory, I quickly realized that it's essential to personally inform and talk to the workers in at least three cases: when something good happens, when something bad happens, or when big changes are coming. If we don\u2019t do this, the rumor mill will take over, and wild ideas and conspiracy theories might affect the shop floor mood, which in turn can impact the results. Not to mention that they hold a wealth of information and ideas that could be helpful, and we\u2019d be missing out if we don\u2019t involve them.<\/p>\n\n\n\n
Not everyone is comfortable speaking in front of a large group, especially when the news is bad, but I think it's a skill that can be learned. I brought some helpful thoughts from Mikl\u00f3s Szinet\u00e1r\u2019s book Senki t\u00f6bbet? P\u00e1ly\u00e1zat harmadszor\u2026 (Nobody more? Apply for the third time\u2026, Eur\u00f3pa K\u00f6nyvkiad\u00f3, 2016, pp. 19-33), which might make the difficult moments a bit easier.<\/p>\n\n\n\n
\u201cA theatre company meeting is a special, challenging genre. And an introductory speech from the director? Even more so! It\u2019s no good if it\u2019s too dramatic, but it\u2019s also bad if it\u2019s too casual, and the worst thing\u2014like in theatre\u2014is if it\u2019s boring!<\/em><\/p>\n\n\n\n No, I\u2019m saying it wrong. There is something even worse: when it\u2019s obvious that they\u2019re lying from the stage.\u201d<\/em><\/p>\n\n\n\n You don\u2019t always have to say everything, because people at different levels of the organization understand and interpret things differently. You need to figure out how to say enough about something bad to prepare people, but not cause panic, and how to reassure them while still telling the truth without making irresponsible promises. Talking about good things, achievements, is always easier.<\/p>\n\n\n\n \u201e\u201cBut the most important thing is that all such gatherings, be they a mass, a party meeting, or the opening of a theatre season, are necessary because the audience craves catharsis! They want to be moved, to laugh\u2014not just once\u2014but ultimately to learn something about the future. Whether that future is heaven, the next election victory, or the next season, doesn't matter much. What\u2019s important is that the vision of the future doesn't hide the obstacles, keeps each participant\u2019s sense of personal responsibility alive, but is ultimately encouraging. And it clearly and understandably communicates the institution\u2019s purpose in the world.\u201d<\/em><\/p>\n\n\n\n And also the possible contributions of individuals to that vision. The question is always: what do I need to do personally, and what do we as a team need to do to make that future as good as possible? This is important even when things are really bad and there\u2019s not much positive ahead for the team, because if I know what I can still do in a bad situation and I actually do it, that pulls me out of a state of helplessness. If nothing else, I can draw strength from knowing I did everything I could, and it wasn\u2019t on me.<\/p>\n\n\n\n \u201cBut how? Because that\u2019s also very important!\u201d<\/em><\/p>\n\n\n\n \u201cLook at your audience! Always speak to someone, not into the air! Look for eyes, and always have a partner in the audience that you're speaking to! Know which points are the most important, and emphasize them with changes in rhythm and dynamics! The speech shouldn't be too short, because that leaves a sense of incompleteness, nor too long, because that's tiring!\u201d<\/em><\/p>\n\n\n\n Reading out financial results for fifteen minutes in a year-end review doesn\u2019t work, not even with management, let alone with the shop floor workers. What\u2019s important for them? How much detail do they need to understand the situation? How do I translate the numbers into what they\u2019re most concerned about\u2014whether they\u2019ll have jobs, whether there will be a pay raise, whether they\u2019ll have security next year? I think the feeling of security is the most important, and knowing the situation gives people a sense of security.<\/p>\n\n\n\n \u201cAnd look like a leader! A leader can wear jeans, but can also wear a tie. The point is that their appearance should fit the occasion and expectations, while still reflecting their personality.<\/em><\/p>\n\n\n\n In certain cases, your appearance communicates a message as well.\u201d<\/em><\/p>\n\n\n\n Here are two short stories. I wasn\u2019t even thirty when I became the head of the factory, and like any young woman, I wore a miniskirt one evening for a date. The next day, one of the colleagues greeted me with a grin: \u201cI saw you yesterday, boss lady, nice skirt\u2026\u201d In a small town, where I can run into any of my workers at any time, there's no such thing as not being a leader, no time when I'm not representing the company. And as a woman, I can be sure that if someone saw me yesterday at the local beach in a bikini, they\u2019ll look at me very differently today when I ask them about the measurement results.<\/p>\n\n\n\n In another case, we were doing the year-end inventory, and I dressed for the job\u2014jeans, and a sweater I didn\u2019t mind getting dusty or rusty. An unexpected business partner dropped by in a fancy suit and snakeskin shoes. It was awkward. Very awkward. I wasn\u2019t dressed like a factory manager\u2026<\/p>\n\n\n\n So You can\u2019t avoid it.<\/p>\n\n\n\n Not dressing formally for a Christmas speech would be incredibly disrespectful to those we invited to thank for their year of work. And even at any other times, as a leader, I represent a company, an organization, a team, and I have to meet the standards of the organizational culture, because this also increases employees\u2019 trust and sense of security, and not least, my own acceptance.<\/p>\n\n\n\n And last but not least...<\/p>\n\n\n\n \u201cTalk about what\u2019s most important! That while the task is very hard, it\u2019s solvable!!!\u201d<\/em><\/p>\n\n\n\n This might be the hardest thing. As long as there's a real chance, to maintain the belief in myself that the problem is solvable, that the enemy can be defeated, and to share that belief with the team. Because if the leader gives up, the team gives up.<\/p>\n\n\n\n At a workers' meeting, in the theatre, as the leader of any team, the common point is the leadership role. Mikl\u00f3s Szinet\u00e1r summed up very well how we should stand before our team as leaders, and especially why. There are also valuable leadership insights in the rest of the book, spiced with good anecdotes\u2014well worth a read.<\/p>","protected":false},"excerpt":{"rendered":" Az elm\u00falt k\u00e9t h\u00e9tben t\u00f6bb okb\u00f3l is sz\u00f3ba ker\u00fclt, hogy az \u00fczemi dolgoz\u00f3kkal besz\u00e9lgetni j\u00f3, \u00e9s besz\u00e9lgetni kell. Van a napi bej\u00e1r\u00e1s, ha \u00fagy tetszik, Gemba, amikor mindenf\u00e9le sz\u00f3ba ker\u00fclhet az \u00fczemi dolgokt\u00f3l a gyerekek bizony\u00edtv\u00e1ny\u00e1ig, amib\u0151l egyr\u00e9szt a gy\u00e1r m\u0171k\u00f6d\u00e9s\u00e9r\u0151l sokat megtudhatunk, amit egy\u00e9bk\u00e9nt nem tudn\u00e1nk, m\u00e1sr\u00e9szt r\u00e1\u00e9rezhet\u00fcnk, milyen az \u00e1ltal\u00e1nos hangulat, \u00e9s esetleg […]<\/p>\n","protected":false},"author":2,"featured_media":2305,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[24,18,30,15,14],"class_list":["post-2304","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-egyeb","tag-communication","tag-companyculture","tag-longstory","tag-personinfocus","tag-workingwithteams"],"yoast_head":"\n