In the past few years, the topic of the importance of communication within the organization became extremely popular. However, communication is a much more powerful tool than most people realize. Not only the sustainability of the company depends on the inner communication within the organization itself, but it also tremendously depends on knowing what is happening outside of the organization. But how to be on the same page with all of the required information?

Mike Klein, an internal and social communication consultant, is drawing our attention to a new and much more inclusive notion that tries to keep up with all of the necessary information and optimize the performance of the organization – communication leadership. 

When we talk about, leadership communication, what we mean is the process of helping people with significant titles and positions in organizations and society to effectively project, listen, and engage with the people. It’s all about helping individuals communicate more effectively on an individual basis and on a higher scale basis.

Communication leadership, on the other hand, focuses on the role of professional communicators in organizations. It’s about the role of the communications people themselves and their culture in the communications profession. The main difference that communication leadership makes comes down to the extent to which a communication professional working in an organization or a community is actually an individual who is an agent of change, and contribution. They should forward the outcome that they’re trying to pursue.

Communication leadership requires a shift in mindset from being a servant to being an actor and a peer, somebody who has their hand on the wheel of the outcome. So to be involved in communication leadership requires a change in attitude, orientation, and finding new ways to optimize the performance.

Communication leadership can change the flow and success of your company extremely fast because people who work with it know and focus on what the outside world demands, how to provide people what they need and how to make sure that people feel heard. They are the link between two worlds.

But when should a company start thinking about hiring someone for a position of a communicative professional and what should he be like? Mike says that if you have an organization that’s running remotely or a company that has a few offices that are outside of the country, you really need to start thinking about finding someone for that job. To be professional, they need to immerse themselves in your organizational content and context and be able to speak credibly with your leadership team about what’s going on in the business and how it needs to be framed from a contextual perspective and from a work perspective and turn this knowledge into action. Mike also suggests watching out for inexperienced communication professionals, who get loaded with tasks, yet have no skills to do those tasks. It’s better to get a part-time professional, who knows his field, than someone inexperienced, who won’t be able to analyze what’s going on in the world strategically and how your business operates. The communication professional should guide the request and not just fulfill it.

Look for tribal minds. You have to have somebody who can think of themselves as a member of the team, even if they’ve got other things to do with other parts of their day. They have to be passionate about the organization as much as they are passionate about themselves. Make sure that there’s somebody who’s going to care and will want to kick the competition’s ax to the maximum snapshot.

If you are interested in learning more about how career growing might be the opposite of your zone of genius and the kinds of engagements needed in the organization, listen to the whole episode with Mike on the Genius Leadership Podcast here.

Stay tuned and be genius!

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