Micromanagement or Leadership?
CEOs are making lots of news with emails. Yesterday, I posted about the Michelle Obama-Cheeta email forwarded by a Nashville CEO. Today’s post is about a CEO’s email to employees that’s not deemed offensive in the way the Obama-Cheeta email was, but offensive nonetheless.
The CEO of the financially troubled Tribune Co. sent a list of 119 words and phrases not to be used by anchors or reporters on the Tribune-owned radio station, WGN. The purpose of this proclamation is to make radio news reporting sound more conversational and not “like you’re reading” and to avoid words that don’t mean what’s intended.
The email was immediately labeled as crazy, creepy, and an example of insulting micromanagement. Employees were particularly offended by the CEO’s directive that they turn each other in if these words or phrases are used. Surely, WGN workers said, the CEO can make better use of his time during a crisis.
Well, I don’t know about that. I’m not a fan of micromanagement, but the CEO’s business is one of words. If anchors and reporters persist in the use of words that weaken news reporting, at least in the CEO’s opinion (he is the boss, after all), why shouldn’t he lay down the law? If dispensing with these words leads to better reporting, then the CEO is exhibiting leadership in troubled times.
I’m keeping this list of prohibited words and phrases. Regretably, I’m quite sure I’ve used some of them on this blog. I think the Tribune CEO is onto something worthwhile. Words are important, especially if you’re in the communication business. Banning misused, overused, and nonsensical words and phrases should be applauded.
Remember the Memo from the Man I posted recently. When you let employees say and repeat words and phrases that turn into some kind of “speak,” that’s what you end up with
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About Chris Parker
Chris Parker's practice focuses on the representation and counseling of companies in matters pertaining to the workplace and the protection of their intellectual property and trade secrets. In addition to serving as an advocate for clients, Mr. Parker is also trained as a mediator and frequently serves as a third-party neutral.
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About Jimmy Daniel
Jimmy Daniel provides counseling to businesses of all sizes related to the employment relationship. He assists in the drafting of employment agreements, policies, and handbooks, as well as provides guidance related to compliance with federal, state, and local legislation such as the Fair Labor Standards Act and the Family and Medical Leave Act.
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About Larry Bridgesmith
While serving in an Of Counsel relationship with the firm, Mr. Bridgesmith also serves as the Executive Director at the Institute for Conflict Resolution at Lipscomb University and as an officer and principal in Strategic Resolutions Group, LLC. In these roles, Mr. Bridgesmith brings over 30 years of legal experience in dispute resolution and innovative workplace strategies to clients, students and business entities alike.
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1. Susan Says:
I don’t like Command-and-control leadership style! It is accepted because efficiency is created by repetitive action, teaching people to resist change…. ”The YES Movie” produced by Louis Lautman
http://www.TheYESmovie.com
March 10th, 2010 at 7:08 pm e