Good Communication: It's Personal

I was listening to sports talk radio the other day (shocking, huh?), and Vanderbilt football coach James Franklin called in unexpectedly. This guy is one charismatic son of a gun. After listening to him, you’re hard-pressed to not like him – he’s one of the most positive, upbeat people you’ll ever hear – especially for a football coach. His enthusiasm is contagious.

He was talking about a lot of things related to his program, including how important it is for the Nashville community to rally around the Commodores. He made a case that a successful Vandy football program benefits the community as a whole. I was ready to buy season tickets by the time he was done!

For me though, the most impactful thing he had to say was about the importance of trust for his program to be successful: Trust between the coaches, trust between the players, and trust between the coaches and players.

And they go to great lengths to develop a culture that fosters what they’re trying to do as a program. They are deliberate in their transparency, their honesty, their development of relationships, and their openness to opinions and suggestions from players and coaches alike. Coach Franklin says those things are absolutely necessary for his people to function as a team and to be successful.

Aren’t those the same things that make all organizations sustainably successful? Why don’t more organizations do a better job emulating success?

We spend a lot of time talking about “best practices.” But what are best practices except tried and true methods others have used successfully? They all had a starting point, didn’t they? Someone, somewhere said, “What if we try this?” and it worked. Boom! New “Best Practice.”

It’s no different with good communications – internal, interdepartmental, external – there are plenty of accepted best practices that work great. But what they all require – all best practices – is the buy-in and participation of everyone in the organization.

Good internal communication doesn’t come “one size fits all.” It’s customized so that there are elements that fit no matter your communication style. Everyone isn’t comfortable with the same things: Some people are outgoing, while others are more reserved – they need different ways to give and receive information of all kinds.

I’ve talked a lot about the importance of good communication and how it’s imperative that it be a two-way, give and take relationship. Don’t be confined by the perceptions of others regarding the “right” way to communicate – do what you’re comfortable doing.

I’ve often said that the best wine and cigars are the ones you like best – not what someone else likes best. I believe the same about good communication: The best method is the one that works best for each individual, not necessarily what works best for me.

Here’s the thing though: It’s only going to be as good as we all make it. We have to participate, get involved and do our part –deliberately – to make good communication a reality.

Sydney Smith is credited with saying, “It is the greatest of all mistakes to do nothing because you can only do little – do what you can.” And Edmund Burke said, "Nobody made a greater mistake than he who did nothing because he could only do a little."

They are eerily similar, but I thought the sentiment was worth repeating.

Good internal communication, and the trust that it can develop, is important to all organizations – especially those with growth on their minds. Do what you can, even if it’s only a little.