Rationale for Small Group Communication Training
Effective communication in small firms is one of the most crucial factors that ensure future operational success. As a worker in small marketing teams, building relationships with colleagues across departments is crucial to providing professional support at every stage of development. Harris & Sherblom (2018) stated that four main aspects explain the need for communication in a small marketing team.
Firstly, it allows us to build trust and develop a strong relationship. Secondly, communication increases productivity as every worker knows their responsibilities and deadlines (Harris & Sherblom, 2018). Thirdly, problem-solving becomes more effective, enabling people to make more informed and valuable decisions quickly. Lastly, more innovation can be produced, leading the company to massive success.
Target Audience and Organizational Context
The marketing company where I work is oriented towards problem-solving operations. Therefore, Harris & Sherblom’s idea can apply to this organization. This marketing company has three departments: PR, finance, and marketing analytics. Consequently, to increase performance, every employee from each department should be trained (Rodgers et al., 2020).
Training Focus, Objectives, and Expected Outcomes
The focus of the training is to ensure that, in a stressful situation, workers can make informed individual and group decisions that will not impact the business process. The expected result is to raise sales by 50% by the end of 2023.
Proposed Training Content and Evidence-Based Framework
To achieve this goal, it is essential to follow the fundamental elements of communication training. Active listening helps workers to stay focused on the material (Bankston & McDowell, 2018). However, with the proper motivation, employees will remain active listeners. Therefore, as a leader, I would introduce a system of bonuses related to self-improvement. When workers apply the knowledge they have gained in their work with clients, I will increase their salaries.
Training Format, Location, and Delivery Mode
The training should take place offline, as this may help participants stay more focused on the information. During the COVID-19 pandemic, in-person conferences were not possible, leading to a decline in educational attainment (Schwarz et al., 2020). Consequently, workers from the marketing organization will come to the rented conference room, sit on separate chairs, and listen to the professional in the field. After the session, participants will have the opportunity to ask questions. In conclusion, companies that prioritize problem-solving communication should ensure sufficient physical contact and ensure that every worker stays motivated through bonuses.
References
Bankston, A., & McDowell, G. S. (2018). Changing the culture of science communication training for junior scientist. Journal of Microbiology & Biology Education.
Harris, T. E., & Sherblom, J. C. (2018). Small group and team communication: Fifth Edition. Waveland Press.
Rodgers, S., Wang, Z., & Schultz, J. C. (2020). A scale to measure science communication training effectiveness. Science Communication, 42(1), 90-111.
Schwarz, M., Scherrer, A., & Hohmann, C. (2020). COVID-19 and the academy: It is time for going digital. Energy Research & Social Science, 68.