Leadership: What's Your Working Climate?

The ability to communicate effectively is the foundation for every leadership skill.  As a leader in your organization, strong communication skills will make it easier for you to connect with others, build morale, manage conflict and maintain a steady course through difficult times.

Likewise, the quality of communications throughout your organization will depend largely on the working climate that you set.  What do we mean by a ‘working climate’ and how does it affect your organizational communications?  Let’s find out.

On one extreme, you have the Dehumanized Climate.  Here, the value of human relations in the workplace is minimized.  The basic assumptions creating this climate are that subordinates prefer to be led by others and rarely make their own decisions.  They also put their own needs before those of the organization and, as a result, lack the initiative to achieve significant results on their own.  Management confirms these assumptions by withholding information and communicating to subordinates in the form of directives.  As a result of all this, rumors are frequent, exclusive cliques are common, and very little is done by staff or by management for the real betterment of the organization.

On the other end of the continuum, you have the Overhumanized Climate.  Here, organizational objectives are second to human relations.  Groups and teams are formed for participative decision making whenever possible and self-directed motivation is encouraged.  Conflict and tension are managed and prevented.  Management in this climate is likely to emphasize individual over organizational needs.  While this all seems pleasant, the organization may suffer.  The warm social atmosphere may actually be covering up unresolved interpersonal conflict and periodic decisions by management not made in groups may be unpopular.

Between the dehumanized and overhumanized climates you have the Situational Climate.  Here, organizational and individual needs are compatible.  Whether the situation calls for a crackdown to increase productivity or a structure to enhance staff development, either can be done.  In this climate, because staff feels respected, they may develop a greater sense of self-worth and respect for others.  This, in turn, may increase intrinsic motivation and a greater sense of responsibility.  As a result, personal and organizational objectives become similar.

As a corporate leader, you model the communication style that everyone in your organization will follow.  Therefore, open, effective communication throughout your organization depends on the working climate that you set.