How can I open others to my point of view?
Most people will be more receptive to listening to and understanding your point of view when you’ve shown them you’ve listened to and understood their point of view. Step one, then, is to listen to others first. You may choose to use reflective listening techniques so they know they’ve been heard. You should then share your (perhaps different) viewpoint in a non-judgmental way. You don’t have to make them wrong to make you right.
How do I work with different personality styles?
First, understand your own communication style strengths and challenges. Why do you communicate the way you do? Next, learn how to identify the styles of others, and how to flex your style to meet the needs of others who may be very different from you. Ultimately, you get what you want by giving other people what they need.
How can I more effectively manage subordinate relationships?
Managers can do many different things to effectively manage relationships with their staff. Here are a few ideas:
- Try to identify the communication style of each if your employees, and flex your style to work more effectively with each person.
- Pay attention to the talk-listen ratio when you meet with your staff. Do you talk more than you listen? Ideally, you should listen more than you talk. Let your employees speak. You’ll be amazed at how much it can improve your relationship with your staff.
- Work collaboratively with your employees to resolve problem issues. Just because you say there’s a problem doesn’t mean your employees agree with you and feel motivated to change.
How do you deal with an angry boss, employee, or co-worker?
If a boss, employee, or co-worker is angry, you should first try to understand what’s bothering them. You can begin by asking open-ended questions to uncover their perspective. You can also empathize by acknowledging the emotion and relating to them as best you can.
How do I deal with a controlling or negative individual?
You can start by showing the person you want to understand him or her. You may want to ask many questions to show your interest in his or her perspective. Often, controlling and negative types simply want to be heard. Perhaps you are the only person in the world who truly listens to them. They’ll be much more receptive to working with you when they feel they’ve been heard.
How do you give performance feedback?
First, start by planning for the meeting. Most managers don’t spend enough time on this step. During the meeting start with light conversation to try to relax the person (and yourself!). Then, start by reviewing the positives – what that person does well. Then you can move into the opportunities for improvement and – together – discuss specific things the person can do to improve his or her performance going forward. End on a positive note.
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