One of the earlier books for the Leaders Are Readers, Adelaide based book club. Bullshift by Australian author Andrew Horabin is 112 easy to read pages covering the excellent and essential topic of communication in the workplace. Providing simple, basic mantras and practical examples that can be used each day.

I was fortunate to meet Andrew Horabin at the Family Business Association 2018 National Conference in Alice Springs where he was also a keynote speaker.

Meeting author, Andrew Horabin at the Family Business Association 2018 National Conference in Alice Springs.
L to R: Lowen Partridge, Sarah Leo, Andrew Horabin

Covering the human side of leadership, the book highlights that leadership is not an exact science. The subtext (non-verbal communication beneath the words we speak) is what we pick up on when we feel invalidated or defensive about what someone says and much of the behaviours that are not helpful come from our ego, motivated by fear.

To practice the principles covered in the book, we need to work on our self-awareness and practice being mindful during communications.

During our group discussions, it was suggested that the use of the Feel/Felt/Found approach provides a non-threatening and empathic feedback tool.

“I sense that you could be feeling…. In the past I have sometimes felt the same way when… and what I found was that if I tried…, that helped me to improve the situation.”

Another leadership gem that we shared was the question, “If there was something I could tell you that would be helpful, would you want to hear it?”. Appropriate before delivering feedback to strong or reactive personalities.

What is the Bull?

• Jargon/Cliches (instead of straight talk)
• Not telling the truth
• Patronising – using words to water down the issue while not really addressing the problem.
• Lack of feedback or the skill to deliver it in a non-threatening way
• Lies we tell others and/or ourselves
• Stating opinions as facts or truth

Why do we do this?

• Lack of skill or the confidence to confront things
• Poor levels of communication
• Lack of trust
• Fear of repercussions (not feeling safe to tell the truth or confront)
• Time constraints / task pressure
• Role confusion
• Lack of information
• Reliance on technology like email, which is less effective, especially for communication that should be done face to face eg; feedback.
• Lack of clear protocols for handling HR issues appropriately
• Low levels of personal responsibility – this can be a cultural thing – lack of modelling / low standards