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How To Manage Communication Styles In Difficult Times
Managing the passive-aggressive communicators
- Keep your cool. They try to get other people to express the anger they are unable to convey.
- Redirect. If a teammate is venting to you about someone else, ask if they have talked to the other person. If not, encourage them to do so.
- Model assertiveness. If you find a teammate avoiding you, you'll have to approach them directly and ask if they'd like to talk.They find indirect ways to hint at their displeasure.
The passive-aggressive communicators give a cold shoulder to the people they're in conflict with and are friendly with everyone else. Their words seem kind, but the tone of voice, facial expression, or body language expresses displeasure.
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Communication during stressful times
Uncertainty has a way to reveal everyone's strengths and weaknesses. During drastic uncertainty, employees will seek more information in order to achieve a sense of certainty. During this unstable time, you'll discover the true quality of your team's communication skills. If you team is arguing, productivity is lagging.
Discovering each member's communication preferences will enable you to determine the best way forward.
Managing the passive communicators
- Talk to them one-on-one. They will feel more comfortable opening up.
- Offer multiple modes of communication. Instead of calling on them during a meeting, send them an email afterward.
- Help them feel psychologically safe at work. Let your team know they won't face negative consequences for voicing their opinion respectfully.
Passive communicators battle to express their needs and stand by their convictions. This is because they want to avoid conflict. They may be silent during crucial meetings. If they do make a suggestion and it is challenged, they may say, "never mind then."
Managing the aggressive communicators
- Outline and enforce boundaries. If they interrupt someone, step in and say, "Please let [Name} finish, and afterward, we'll give you time to speak too."
- Give them a safe and healthy way to vent their anger. People under pressure are more likely to act out. Pull them aside for a one-on-one time to address their concerns.
Aggressive Communicators voice their opinions in a straightforward, often blunt way. They often interrupt others, take up significantly more time than others during meetings and don't take into account others' feelings or opinions.
Managing the passive-aggressive communicators
- Keep your cool. They try to get other people to express the anger they are unable to convey.
- Redirect. If a teammate is venting to you about someone else, ask if they have talked to the other person. If not, encourage them to do so.
- Model assertiveness. If you find a teammate avoiding you, you'll have to approach them directly and ask if they'd like to talk.They find indirect ways to hint at their displeasure.
The passive-aggressive communicators give a cold shoulder to the people they're in conflict with and are friendly with everyone else. Their words seem kind, but the tone of voice, facial expression, or body language expresses displeasure.
Managing the assertive communicators
An assertive communicator is the ideal style: *They address problems directly and express themselves and their boundaries while maintaining respect for others.
They display emotional intelligence; they're willing to ask for help; they listen to others; they acknowledge and validate other peoples' points of view while also expressing their own perspective.
Communication in fully remote teams
While remote work has many benefits, one disadvantage is reduced access to crucial communication cues, such as facial expressions. The lack of information can lead to miscommunication and conflict.
To counteract the negative effects and better manage your remote team:
- Have regular one-on-one meetings with your direct reports.
- Conduct all-hands meetings, where you gather your entire organization into one online space. This is the time to celebrate milestones, go over the next steps, hear updates, and bond as an organization.
- Use a shared online workspace to keep everyone on your team informed on assignments, project progress, and deadlines.
- Do team-building activities, such as book clubs, pop quizzes, game nights, etc.
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69% of managers
...say they’re uncomfortable communicating with employees.
And that number is significantly higher when the roles are reversed.
Analytical communication style
An analytical communicator loves hard data, numbers, and specific language.
They're usually wary of people who deal in vague language and strictly blue-sky ideas and get drained quickly when conversations move from logical to emotional.
Working with an analytical communication style
Dos:
- Provide as much detail upfront as possible
- Set clear expectations
- Give them space to work independently
Don'ts:
- Turning the conversation emotional;
- Framing feedback on their work as criticism.
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Effective communication
... is imperative for every successful business. Poor communication inevitably causes misunderstandings, confusion and conflicts that hinder productivity and professi...
Effective Communication is vital in business
- It helps to create effective brand messaging. It determines how your brand is perceived and also builds trust with customers.
- Customer service relies on good communication. "60% of consumers have stopped doing business with a brand due to a poor customer service experience." Microsoft’s 2016 Global State of Customer Service Report.
- It enables positive team relationships. Effective communication helps to unite teams and create a safe environment to express themselves.
It helps to prevent misunderstandings and conflicts. It can help to defuse a potentially explosive dispute while bad communication can set it off.
Worst Communication Mistakes
- Using a One-Size-Fits-All Communication Approach. Tailor the communication style to the intended audience.
- Speaking More and Listening Less. Listen to what is said, how it is said, and to what is not said.
- Assuming Instead of Asking More Questions.
- Using Negative Tone. Choose words carefully to eliminate negative reactions.
Avoiding Difficult Conversations.
Reacting, Not Responding.
Not Keeping an Open Mind. Accept and respect differences, listen without judgment and consider all sides of an issue.
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Being a powerful communicator
It doesn’t mean you speak the loudest or most often, but rather that you are getting your message across clearly and also taking in the messages you’re receiving from the people around...
Moving toward or away
Observe if those you’re speaking to are moving toward or away, by asking what that person wants.
If they start listing things they don’t want (they don’t want to fail, they don’t want to be stuck in the same dead-end job) or talking about what they do want (a family, to succeed at their job) then you’ll know how to direct the conversation.
Internal and external frames of reference
- When trying to communicate effectively with someone who has an internal frame of reference, appeal to the things they know about themselves. Tie your communication to a personal fact you already know about that person.
- Those with an external frame of reference want to hear more about what their peers thought about a given program or decision.
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Cut all the contact
Keep your distance and don’t text, email, meet in person or call.
Cutting the ties for good when it’s over puts you on a faster path to healing.
- Set up an “Emergency ...
Let Your Emotions Out
Cry, sob your eyes out, scream and yell. As long as it doesn’t hurt yourself or anybody else, find ways to release and let go of the pain you may be feeling.
Listen to sad songs. Listening to sad songs can regulate negative emotion and mood as well as consolation.Accept the fact that it’s over
Coping with the end of a relationship is a little bit like a 12 step program. You will reach acceptance far sooner by staying away from that person.
Don’t over-analyze what could have been different. Your mission now is to get to the place where you aren’t battling with yourself about the way things are. Do this with compassion and don’t beat yourself up.
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An Overwhelmed Team
While a manager expects and assumes the team to be top-notch in their work, completing projects like there is no tomorrow, the reality of workers is quite different. More than half of the workforce...
Signs Of An Overwhelmed Team
- Dip in energy levels: It happens when the team is not enthusiastic and is only taking reactive actions and going through the motion, exposing the mental pressure they are in.
- Work quality is taking a dip: It happens if you see incomplete or sloppy work, along with decreased productivity.
- Frayed emotions: If workers are terse and curt with their colleagues in their personal interaction and written correspondence.
- Other unexpected irregularities: There may be some that move inside their mental ‘cave’ and others who become overtly extrovert.
Replan And Rebalance
If there are signs of team overwhelm, the manager needs to first see if the work can be shared with others, or if any deadline can be extended, providing some relief to the workers. A replanning of upcoming projects to lessen the intensity of upcoming work can also be worked on.
In many cases it is just a matter of giving the workers a day off to recoup.
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Use assertive communication
Assertive communication allows us to take responsibility for ourselves and our actions without judging or blaming other people.
Emotionally intelligent people know how to communicate ...
Respond instead of reacting
The emotionally intelligent person knows how to stay calm during stressful situations.
They don't make impulsive decisions and understand that in times of conflict the goal is a resolution.
Utilize active listening skills
Emotionally intelligent people make sure they understand what is being said before responding.
They also pay attention to the nonverbal details of a conversation. This prevents misunderstandings, allows the listener to respond properly and shows respect for the person they are speaking to.
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