Can You Hear Your Emails?

I’ve been thinking about several emails I recently sent to clients, and I’ve been wondering if my tone may have been misunderstood. In my haste to send a message, I think I may have neglected to listen to what I was writing. I saw my words on the screen. I didn’t listen to the message.

When I was a teacher, class members would complete this exercise…

Read the following scenario:

You have coordinated a blind date between your roommate and your cousin. The two have met for an informal dinner, and the next day you are anxious to see how successful you have been as a matchmaker.

You email your cousin: “How did it go last night? What do you think?”

Cousin’s response: “Your roommate is nice.”

How many ways can you hear that written statement?

Several weeks ago I had the good fortune of having dinner with several young attorneys. One man said it has become standard practice at his firm to wait a day when sending important email correspondence to a client. Write, wait, reread.  In addition, someone else in the firm must read the email before sending it.  I understand. Hasty correspondence that is misunderstood can be expensive!

One challenge before us is quantity.  More emails, more texts, more calls come pouring in.  What habits have you developed to effectively manage this explosion of information? Let us know.

Posted in Interpersonal Communication, Tone, Written Communication | 2 Comments

Thought-Filled Words


 

I watched the resignation of Congresswoman Gabrielle Giffords last week, and I was especially touched by her statement to the American public that was shown on YouTube the day before her appearance in Congress.

The road back from brain injury obviously is a daunting process. Relearning movement and relearning speech takes great courage and fortitude. I can’t imagine the steadfast determination one has to muster for the journey back.

What most impressed me was Ms. Gifford’s attention and care with each word.  Every syllable was presented with precision, thought and careful selection. It was if the words were precious and fragile – needing thoughtfulness and conscious intention.

I thought about how taken for granted speech is. I open my mouth and flood the room with words. Sometimes I say something that deserves attention, I suppose.  I also acknowledge the amount of time simply blathering on. Why not? I have words. Pile them on. Spew them out.

Can you imagine the state of our current political discourse if each public figure had to carefully select each word? Each word would come from a place of thought-filled-ness and practice? Only so many syllables would be possible. Each word would need to count for something.

I couldn’t take my eyes or ears off Ms. Giffords as she spoke.  She demonstrated to me what it means to be powerful – even in the midst of recovery.

 

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Facework

   

I appreciate people who have mastered the art of “Facework.” These are your friends, colleagues or family members who are interested in keeping others’ humiliation and embarrassment to a minimum.  If an innocent blunder could result in someone being embarrassed or self-conscious, this person is quick with a statement to diffuse any awkwardness. 

I know such a person. He has a natural tendency to help others save face. If someone struggles with technology, he is the first to say that he is challenged as well.  If someone loses his train of thought and stumbles with words, he responds with, “I know exactly what you mean!”  In these instances, he is telling the truth! He is highly empathetic and willing to partner with others in mutual understanding. Being around this type of person is relaxing. No “be-on-guard-for-the-judgment” is needed.

Can Facework be used inappropriately? Absolutely!  It is not OK to mend the humiliation of someone who needs to be accountable for significant misdeeds. It is not OK to make someone always feel good as my conflict avoidance pattern in the relationship.

However, in today’s time of caustic political rhetoric, I pause to appreciate those of you who are skilled in appropriate Facework behaviors.

  I hope this is not a dying art.

Posted in Conflict, Interpersonal Communication, Leadership | Leave a comment

Why Are You Smiling!?

Happy 2012! It’s good to be back.

We have moved through the holidays, and I am reflecting on the social interactions that have taken place in the last weeks.  I had an encounter that caused me pause, and I share it with you here…      

In one particular instance I was involved in a challenging exchange of ideas.  I held one point of view, and the other person, an older (in her eighties) woman, held the opposite position. When I voiced my opinion, she would listen and smile while doing so.

I found her facial expression to be REALLY annoying! Distracting… Off putting… I heard my vocal tone increase in volume. I felt I was being mocked! 

It was only later that I paused long enough to look at this exchange from various points of view. Basically, I was caught in a common habit: We interpret nonverbal messages through our own mental models. Sometimes what we see can mean something else.

The study of facial expressions goes way back.  Researchers analyze the smile as a universal sign of happiness. Smiles also can serve as emotional masks to such feelings as apologetic, appeasement, embarrassment, sympathy, awkwardness, etc. 

I think my friend’s smiling behavior was a product of her cultural upbringing, her age and her gender.  I think our conversation left her feeling uncomfortable. Rather than mocking me, I think she was (unconsciously) saying that the directness of our exchange was not in her comfort zone.

It’s 2012. I’m anticipating more incongruency in communication exchanges going forward. The world is more complex. My challenge will be to develop a new habit: Pause. Think. Ask, “What might I be missing?”

Posted in Case Studies, Generations, Interpersonal Communication, Nonverbal Behavior | Leave a comment

“None of us is as smart as all of us”

“None of us is as smart as all of us.” These words were uttered by the comic strip character, Pogo. 

I recently thought about this sentiment as I was browsing through my old educational journals and saw a consistent theme: the power of learning communities.

What if true learning communities were the desired model for all our institutions: corporations, small businesses, law firms, religious institutions, law enforcement, politics, etc.  What would we see that we are not seeing now?

We might see people engaged in a different way. They would listen differently, speak differently and seek the perspectives of others.  People may have the freedom to say, “I don’t know, but I want to know, and I need your perspectives to help me clarify what I am supposed to learn.”

In order to create communities of learners, leaders must model their own curiosity. In so doing they will demonstrate, “This is a place where we are not passive.  Let’s explore this together.”

Think about the workplaces that you would consider to be strong “learning communities.”  What happens there that creates a collaborative, learning culture?

Posted in Culture, Interpersonal Communication, Teamwork | Leave a comment

A Process for Building Consensus

Not every issue in an organization can be decided using a consensus model.  At the same time, when parties are invited to participate in organizational outcomes, an increase in ownership and engagement can be the result.

There are several ways to build consensus.  Here is one practical approach. This particular process was designed for an in-tact work team that needed to make a decision about company work shirts.

To begin…

One definition of CONSENSUS:  A mutually satisfying agreement reached by two or more parties.  It implies that everyone may not end up with his or her first choice but that all people involved can agree/live with the decision. 

 Facilitating a Consensus-Based Outcome  

Begin by saying that we will use a consensus building process to reach a decision.  The goal is not to encourage a power struggle but to work collectively to reach a conclusion that everyone can live with.  Ask for buy-in to the process.  As facilitator, you will need to be as neutral as possible.

Step 1: Identify the problem or the situation that is being considered.  (In this case, people were examining the need for a standardized dress code – company shirts.) Each person shares her/his perception of the situation. This lets the leader know how far apart people are in their thinking.  Then the conversation can be opened up for cross talk.  Let people share examples, ask questions of each other, etc.  At the end of this phase, ask, “Should we continue on and investigate a change to the current way of doing things?”  “Should we put the issue to rest?” 

Step 2:  Conduct research.  Gather and report on more information so people have the data and facts they need to be clear about the choices.

Step 3:  Establish criteria by which ideas will be judged.

 Example:   We will agree that any change can not  cost more  than   $___ per person.                           

We will agree that any change will keep in mind ease in laundering.

We will agree that any change will keep in mind our various sizes and body types,  etc.

Step 4: Generate alternatives.  Brainstorm as many desirable ideas as possible.  Don’t judge them; just record them.

Step 5: Select the best alternative (s).  People pick their favorite idea.  If more than one idea emerges as favored, ask, “Can we do both?” 

Step 6:  Get agreement. Implement the change.

Step 7:  Evaluate the results.  Check in after several weeks to monitor people’s satisfaction with the results.  If needed, revisit and adjust.

 Questions:  What kinds of organizational issues lend themselves to this process? Which ones don’t? 

Posted in Teamwork | Leave a comment

The Anxious Organization

I am a great fan of the book The Anxious Organization by Jeff Miller, a management consultant, therapist and coach.  He clearly articulates what happens to people within an organization when leaders fail to demonstrate centered thinking and calm behavior during times of unrest and organizational stress.

He suggests that the following behaviors should clue leaders that it’s time to step in and calm things down:

  • Turf battles
  • People taking sides with other people rather than taking positions on issues
  • Blaming and scapegoating
  • Mixed messages
  • Distancing & withdrawing
  • Increased gossip
  • Sabotage
  • Pretending to agree

Another symptom of anxiety – that I see –  is the employee who either overfunctions or underfunctions.  This is the person whose stress levels send him or her into fight or flight mode.  You may have seen this person yourself:

Overfunctioners take on more than their share of responsibilities.  They can become concerned about other people’s performance, offer unsolicited advice and try to control all aspects of a project.  On the outside it can appear that this person is hardworking and responsible.  The reality is that this person becomes bossy and dominating.

On the other hand, the underfunctioner does the opposite.  This employee becomes helpless when things get stressful. He or she looks for constant reassurance and advice, asking for unreasonable amounts of help and sending the message, “I am needy!”.

Together they create quite a dance!

When leaders note these patterns, it’s time to take action.  Boundary setting, accountability and agreed-upon expectations lead parties to understand individual responsibilities.  In some cases, an organization’s Employee Assistance Program might prove useful to help people see their behaviors more clearly.

Jeff Miller talks about “the power of one!”  One person can help calm an organization. One leader can make this difference.  It starts by paying attention to cues from your team that say, ‘I’m feeling anxious and uncomfortable.”

 

 

 

Posted in Interpersonal Communication, Leadership, Teamwork, What We're Reading | 1 Comment

How to Make Work Life Balance Work

Lane (Pearce) Pierce, daughter of Deborah Pearce, is a learning and development professional at Kohl's Department Stores.

As an expecting mother and a professional, the topic of work/life balance is on my mind.  I’m left wondering…Can I have it all?  More and more I’m starting to realize that the work/life balance equation is specific and unique to each person, and that more than likely, it’s something we need to build for ourselves.  Organizations have made significant strides in this area, but often, we need to be our own best advocates.

I feel most inspired by hearing from those who have made it work for themselves.  Recently, our friend and colleague David Carr of Carpe Diem passed along an interesting video.  Check out Nigel Marsh, a best-selling author, renowned CEO and performance coach as he discusses this very issue on TED.

I’d love to hear your reaction!

Posted in What We're Reading, Work Life Balance | 4 Comments

Talking About Your New Role

 

It is common that people will move along a career path in an organization. This takes place when a promotion is granted, a lateral move occurs or a new title is bestowed.  When this happens, the dance steps change for all interdependent parties, and people can experience resistance from peers and subordinates alike. Sometimes people just don’t know how to interact with you in your new position, and you may feel as though you have a foot in more than one reality.

For those of you who are in new roles (job descriptions) and/or transitioning into new roles, let me offer you a coaching tip – knowing this will need to be adapted to the uniqueness of your situations.  It doesn’t “fix” people’s uncertainty, but this approach may give you a clear process to communicate what is going on.

Tool Name: ADKAR

(Awareness, Desire, Knowledge, Ability, Reinforcement)

Introduced by: Prosci (independent research company); 1998

  1. Help people become AWARE of the need to change and the need for the change.

If someone is resistant to you, sit down and say something like, “My role is changing, and this might be a good time to talk about why this is happening and why this needs to happen.  Here’s what is good about this change…., here are some of the challenges with this change…, and here’s what I think we will experience once the change has fully taken place…

“What questions, concerns or observations can you offer me about our work together right now? I want to make sure we have open communication throughout this change period.”

2. Create the DESIRE to participate and support the change.

Here you want to explain the upsides to the change for the employee and for the organization.  (Don’t forget to help people see the BIG picture.) All people want to know, “What’s in it for ME!?”  If you’re able, help them see any benefits that might be coming their way.

3. Give people the KNOWLEDGE of how to change (and what the change looks like).

“In my new role, and as I transition to my new role, here is how our work relationship might be impacted…  Here’s how we can work together in a new way… Here’s what I need from you… What do you need from me?”

4. Make sure people are ABLE to implement the change on a day-by-day basis.

“As we redesign our work relationship, are there any areas of uncertainty that you want to discuss with me?  Are you clear and comfortable with expectations? Do you have what you need? If not, let me understand what might help.”

5. REINFORCE the change to keep it in place.

If you need to go back and revisit this conversation one, two, or three times, don’t get discouraged.  It takes people a while to make adjustments. Over communicate while the transition is going on, and check in frequently to see if the change process is taking hold.

You may find that some people will never be comfortable with the new  arrangement. Try not to let their resistance impact your future success.

Posted in Interpersonal Communication, Leadership, Teamwork | Leave a comment

Speak Up, Child, and Express Yourself!

Growing up, my mother and father demanded that my sister and I speak loudly and clearly enough to be heard.  If we fell short of their expectations, we would hear the command, “Speak up, child, and express yourself!”  They would offer it in an exaggerated accent, and it eventually became a source of amusement rather than real reprimand.

 People have heard me say in workshops, “It shouldn’t hurt to listen, so please speak loudly enough to be heard.”  I know some people have very legitimate reasons for talking softly, such as a hearing or speech difficulty, but sometimes our volume level is simply a matter of habit.  Or is it?

In the world of communication, there is something called “conversational control.”  This can include who talks the most, who interrupts whom, who changes the topic most often, and it also can include vocal volume.  The matter becomes one of control when someone manipulates his or her volume as a way to gain power. 

 Think about it. When you are in conversation with a ‘low talker’ (thanks, Jerry Seinfeld), you have to move in, lean forward, try harder and pay more attention.  In other words, the low talker has forced you to expend your energy to be engaged.  It can be exhausting!

 I had a student once who had this tendency.  He wanted to be an active (real active) contributor to class discussions. And, when I called on him to offer ideas, his vocal volume was so low that I consistently had to ask him to repeat himself.  Finally, I chose to ignore his waving hand – mainly because I needed to protect him from the venomous glares of his classmates. Needless to say, he did not win the “most-popular-in-the-class” award.

 Our vocal volume says VOLUMES about who we are and how we want to connect with others.  Let’s be mindful. Get some feedback.  Ramp it up or tone it down. We can choose.

 P.S. I’m working on my cell phone volume. I promise!

Posted in Interpersonal Communication, Nonverbal Behavior | Leave a comment