6 - Stick to Key Messages

When Over Communication Works


In the previous session, Patrick talked about how to hire the kinds of people who fit well in your organization’s culture. In this final session, Patrick tells leaders what and when to over communicate.



Sometimes we think over communication can be too much. But Patrick said it serves purpose. Employers should communicate key messages to their employees so they know the company’s identity and goals. 

What messages do you regularly communicate to your employees? Why do you communicate them?
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Patrick emphasized that over communication isn’t about volume, but about key messages. Have you ever experienced someone who focused more on volume rather than key messages? If so, how did their communication make you feel? If not, how did their focus on key messages affect you?
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Patrick listed six questions you should constantly answer for your employees:

  • Why are we here?
  • How do we behave?
  • What do we do?
  • What makes us unique?
  • What’s most important?
  • Who needs to do what?

How would you answer each of these questions? How could you communicate your answers to your employees in a concise way?
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Which of these questions do you think your employees know the answer to? Which ones need to be answered?
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What modes of communication could you use to keep the answers to these questions on the minds of your employees? How could you remind them on a regular basis?
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What could you do to over-communicate key messages with your employees this week?
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What takeaways from this course could you apply in your workplace this week?
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To create a healthy work environment requires focused determination on the part of the leader. Begin with vulnerability—set a tone of openness and humility in your workplace. Incorporate accountability, collaboration, and conflict resolution. When you hire new employees, look for people who represent the values of your company and who fit with the rest of your staff. Remind your employees of their purpose as often as possible. Watch your employees respond as you take the initiative to change the culture of your workplace.


To find out more about Patrick Lencioni and The Table Group, click here.