A lot of question might even ask yourself, what are they thinking or feeling frustration through thrilled concerned via happy or disappointed in describing a problem that offers a solution to a problem. Expecting a particular action to looking for help and relaying information in striving to understand more than the person's words by looking for nuances in the thoughts. The feeling around the words on visual to see the picture that's inside the other person's head. During the step may think to understand what's being communicated but the other person has no assurance that does and frankly, neither do you. Verifying the perceptions which are simply educated guess by getting confirmation from the other person could done several ways but usually by asking questions if it understand correctly. Others concerned about the deadline or inquisitively about the in confirmation questions should be genuine just like not jaded and should allow the other person to say yes or no, not quite. If you hear not quite ask the person to clarify and then start over again for active listening.
It can briefly sum up the other person's point of view to their satisfaction of true active listening will have to occurred by try the process the next time when encountering the different opinion. This requires much patience and a strong desire to truly understand but the result is almost always better working relationships with better decisions and a better ultimate outcome. Working with a client to establish a strategic planning program for the process recurring complaints from management and staff alike about a lack of communication within the organization. In fact, the issue was raised in virtually every workshop that ran at the place didn’t think much of it to begin with after all, a lack of communication is a common issue for many businesses. It was likely an issue with the client but when it began to explore the communications mechanisms on active listening in place for the organization. It also found that they were many and varied not only that, there’s a kicker we’re also being used if the communications were the issue that wasn’t for a lack of means or effort. Finding this was puzzling and begged an obvious question if a lack of active listening wasn’t the problem then what was the perception of a lack of communication a symptom as it turned out, it was right. It wasn’t a communications issue that was affecting their business performance rather than the problem to lack of teamwork and it was that mistaken for a communications problem. More surprisingly, teamwork wasn’t an issue that came up in any of my interviews or workshops because many participants actually pointed to teamwork as a perceived strength. Upon further analysis it became clear that departmental teamwork and cooperation was exceptional however, the cross-department teaming was often strained and the results from it were mixed. It explained quite a lot about the organization and how it was organized in an enterprise that operates in system is easy to see how poor teamwork can be perceived as poor communication instead of active listening. Client have a very strong departmental in its organizational design in layering of managers by managing layers of managers in a typical fashion. To command and control the structures that create an organization that effect to undermines cross departmental cooperation.
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Photos used under Creative Commons from www.ilmicrofono.it, Alexandre Dulaunoy, grenade