Message 1: Organizational Structure and Hierarchy

In Module 2, we will expand on the relevancy and importance of understanding organizational structure in terms of communication. But, for now, let’s consider the impact that clear and accurate messaging has on the structure and hierarchy of organizations, especially as it pertains to our ever-changing work environment.

Consider the reaction when employees sense any type of organizational change. Typically, a change in any form (in structure, process, practices, leadership, etc.) paralyzes people, inhibits work, and initiates the beginning of political jockeying for positions and power. The problem is that, in order to survive and remain competitive in an aggressive landscape, companies must become comfortable with the notion of change. In fact, change and reinvention should trigger excitement and motivation, not fear and resistance.

This brings us to the heart of the issue: leadership communication. In reality, employee reactions to change can be greatly influenced by leadership communication; however, many leaders do not realize the drastic effect that their words (or lack thereof) have on change. In many cases, lack of communication, delayed communication, and miscommunication foster fear and resentment among employees, as discussed in John Hamm’s article in reference to former Hewlett-Packard CEO Carly Fiorina.

Given today’s fast-paced, competitive, global work environment, leadership communications go far beyond putting the right number of words on the PowerPoint slide or writing an effective email. Leadership communication in the 21st century is about proactively leading organizations by providing timely, accurate, honest, and open communication.

For Further Consideration

• Leaders are responsible for clearly communicating the purpose of and reasoning behind organizational structures, particularly in times of change. Without this information, organizational charts and hierarchies can become a source of anxiety and stress.
• Leadership communication includes assigning change agents to help communicate the intentions and direction of the organization.
• Leadership communication means explaining the strategy and the changes that align with that strategy.
• Leadership communication requires effective messaging that is nested with the organization's vision, narratives, and themes.