The language of management —the specialized jargon, catch-phrases and buzzwords — is a kind of shorthand. At its best, it helps people who share common assumptions to communicate with one another. Too often, however, the words lead people down the wrong path. They signal one thing, but they really mean another.
I’m not talking about the many euphemisms used to paper over the unpleasant realities of the job — down-sizing, for example. Those usually fool no one, which is why they make such easy targets for humorists like Scott Adams, Dilbert’s creator. The terms and phrases I have in mind are those that mislead managers themselves, setting the wrong expectations about behavior that is vital to an organization’s performance.
Setting clear expectations, as every good manager knows, is critical to getting everyone in an organization to do his or her part. It is also vital to every individual’s sense that he or she is being treated fairly. When an activity turns into a buzzword, the odds are high that managers will stop thinking consciously about the behavior they’re trying to elicit and the best way to set expectations clearly. That’s why it’s important to pay attention when buzzwords take over management’s most important responsibilities.
Thinking Inside the Box
Consider the all-too-familiar admonition to “think outside the box.” Whenever a phrase like this makes the rounds in organizations, there’s... To read the complete article, login or sign-up using the form below.
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