Power Up Your Team with Nonviolent Communication Principles
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It lets us reframe how we express ourselves and hear others.
It allows us to speak in terms of what we observe, how we’re feeling, what our needs are, and how we respond to others’ requests.
The objective of nonviolent communication
Is to empower functional giving and receiving.
If implemented correctly, it can replace knee-jerk reactions and old, ineffective patterns. It can be built like any habit.
What is lacking that would make you feel better? Appreciation? Balance? Support? Acceptance? Security? Belonging? Articulate what it is you need to move forward.
Example: “Because I value my happiness, I need…”
Needs are the missing pieces. Requests are what you use to get them.
Usually, you are looking for something from another person that will enrich your life, your work or your experience. Accordingly, you want to take their feelings and needs into account. The best way to do this is to build flexibility and freedom into your ask. Examples: “I am wondering if…” “Would you be willing to?”
Nonviolent communication is designed to...
....strip away the narrative people automatically build in their heads, those looming cloud of suppositions you carry around about a person or situation, disabling you from working effectively.
Rather than pointing fingers or assigning blame, the best tactic is to become self aware first and share how you feel only once you’ve thought it through.
Neither response is correct.
The A-E-I-O-U Model of Managing Conflict
It helps clients work through confrontations mindfull.
Steps of the A-E-I-O-U Model
Benefits of Better Communication
Fixing communication gives a startup the tools and foundation they need to get the most out of the limited resources and capital they have.
This doesn’t mean that there won’t be any more problems or confrontations, but you’ll have the strategies and techniques you need to handle them as they arise
SIMILAR ARTICLES & IDEAS:
The lack of communication is one of the main reasons for break-ups, divorces and for seeking couple therapy, according to studies.
Poor communication is also related to conflict-based con...
Fear and resentment
When having important discussions with our partners, we face the fear that they are not really hearing us.
This could lead us to develop a form of resentment because we may not feel validated by them. We might also misinterpret their body language and words and feel hurt and disrespected by them.
The antidote to fear
Fear is the enemy of healthy communication. The antidote would thus be developing safety.
When we feel safe, we can talk about anything in healthy ways. You should also make sure you help your partner feel safe when talking to you.
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... 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 prevent misunderstandings and conflicts. It can help to defuse a potentially explosive dispute while bad communication can set it off.
Worst Communication Mistakes
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.
The successful interdisciplinary team
The key to creating innovative solutions is to bring together a diverse group of people to tackle every project from Day 1.
Having an interdisciplinary team with varying skills and kno...
Leave room for real dialogue
Interdisciplinary teams have to leave room so that real work can get done. Because they have multiple projects, they try to limit the loss of brainpower by working for days together on one project instead of jumping between tasks.
Working together in this way ensures that people know everything that is going on, and this allows for debate and questioning that comes with bringing diverse thinkers together.
‘Psychologically safe’ environment
Successful teams allow for mistakes. The team members feel safe to be as creative as possible.
Every aspect can be re-engineered to allow for internal team feedback, allowing the team to self-manage, and for the team to know that their individual successes are meaningfully linked to the success of the group.
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