Leadership: jargon is your ally and your enemy
Published: 2011-07-18 There are 18 comments ... please add yours below
My wife and I recently visited the Venice Biennale including the key national pavilions plus 30 smaller exhibits across the city. As with most expositions (artistic or other), this one ranges from the amazing to, yes, the abysmal. But the explanatory handouts fall within a narrower range: from dismal to abysmal. Full of phrases like “subtracted singularities”, “coloured epiphanies”, “discursive modalities” and “the temple of our contemporaneity”. Jargon can be useful. It facilitates high-value, coded communication between close colleagues. But, it can equally be a smokescreen that sounds smart but is empty of meaning to others. So, how does your own leadership jargon rate? Here are six words, which often come across like Biennale waffle. And, with each, some actions you could take to give your words operational meaning.
- Empowerment: this always sounds good but to make it real, you have to define responsibilities, provide training and then delegate – letting things go so others can shoulder their responsibilities. If you don’t then the empowerment is illusory – sounding nice but creating more frustration than meaning.
- Outcome-oriented: to bring this idea alive, there must be plans with clearly defined goals, which are then tracked and the plans adjusted so they remain relevant as a guide to action. And, at each stage, accountabilities have to be fully enforced.
- Values-driven: who could be against it? But to make this doable, select just a few values and make each one specific: expressed and illustrated in ways that are meaningful to people’s day to day activities. Behavioural breaches must be identified and discussed. People need to know that the values are obligatory, not optional.
- Innovation: to facilitate this, you need to invite and support new and diverse ideas, allow time and resources for their development and provide rewards for both effort and success. Also, be open-minded in learning from both successes and failures.
- Meritocratic: to give this meaning, people must trust that performance evaluation and also access to new roles and promotion opportunities will be based on qualifications, relevant experience and past achievement – not just favouritism. Ensuring the best person gets the work and receives the pay reflective of their responsibilities and past achievements.
- Collegiality: to deliver this, you have to model a team culture – treating each person as a full member, seeking their views, ensuring open communication, recognising individual needs and encouraging mutual support.
Returning to the Biennale handouts: here’s some silly advice I cobbled together from three random phrases … avoid “neo-conceptual and neo-dada practices” that could lead you into a “condensing anthropological condition” or cause you to be “captivated by the quantic field.” Sounds like rubbish – but so does a lot of leadership jargon. So, speak plainly: say what you mean and, above all, mean what you say! That’s key to the art of effective leadership. And, much writing about art would be better for following the same advice!
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Dr. Timothy Pascoe AM
PhD (Cambridge), MBA (Harvard), BE & BEc (Adelaide)
Creator, V|E|C|T|O|R Leadership®