2.1 – The most basic method for communicating information and knowledge is verbal communication. This is effective, but has certain drawbacks – it’s hard to monitor who has received the information, and almost impossible to ensure that our large and diverse membership all are aware of what they need to know. Written information is much easier to track and, if displayed correctly, can ensure that all reasonable efforts have been made to communicate the information to a wide range of people. 2.2 – To select the most appropriate technique and method you must first identify what the information is and how complex it may be – the more complicated it is, the more likely you are to need some form of written or non-verbal information. You also need to identify who needs to know this information, how many people you need to reach, and how important it is that they receive it.
Communication Improvement Plans Verbal Communication I personally have struggles with verbal communication. I like to talk to people; however, I am also a bit shy. I often get flustered during communication and struggle not only to get my point across, but also to fully understand what is being said to me and to respond appropriately. My goal is to engage more comfortably and fluently in verbal communication. I can do this by further studying verbal communication and the ways in which it can be improved; I can then practice my new communication skills by talking with people.
Often we react quickly to emotionally charged words or subjects. Internally we think of ways to respond to the speaker and argue our position. In this process we often quit listening to what is being said. We make judgments and respond to those judgments as if the speaker’s position were accurately known to us. Criticisms from supervisors and peers often are met with emotional listening resistance.
The rhetorical triangle was used when distinguishing between the audience, the issue, and the speaker. In the triangle, the speaker usually found ways to make himself sound credible and trustworthy. The speaker also strived to show their credibility by making an impression on an audience. In order to accomplish this, the speaker must be familiar with his audience and make the appropriate appeals to that audience to get their attention. This was important because without the interest of the audience, the point you were trying to get across was nearly useless.
When working in a team setting I find myself wanting to start ahead of everyone else and leading the group to obtain the best results. The D style personality weaknesses can include when I over step authority due to control issues. My listening skills are often poor in certain situations, which results to overlooking the important issues. The dominance personality style person is motivated by new challenges and achieving goals. Dominance personality leaders are humble but enjoy verbal recognition as well as rewards.
The opportunity is if you change negative conversations to positive, you can change the culture for the better. However the challenges is; if you don't change the dialogs between management and the corporate culture, the culture will not change and conversations that do not support the desired changes will make progress particularly hard to achieve and (2) encourage formal and informal action-based learning. Action-based learning has become an important tool for helping employees understand the implementation of culture development. In other words, the employee studies their own actions and experience in order to improve performance. I would argue a culture of
Having reasons why gives you the problems a person needs to work on. A person strength and weakness should be known in order to make them a better person. Reacting honestly and show concern on feedback, this helps show that you care and are willing to bring more
These forms of communication are vital to our physical interaction and fulfilling basic human needs. The opposite, or non-responsiveness, is exceedingly common in regular speech. A quick nod hello or a firm shake of the head as a no can be just as powerful as verbal communications. More often than not one person will change the subject (sometimes in a subtle way, sometimes in a crude way) to themselves, or to a topic they want to discuss. Or sometimes a person’s lack of response can also be a way of expression whether it be that the person is sad or just in a state of mind that won’t allow them to process a proper response.
Without being able to communicate, direct and inspire people like leaders do, organizations would struggle to be successful as they would not be able to do effectively communicate visions and help overcome hurdles to the best of their ability. To help identify what makes effective leadership several studies have been conducted and theories have been developed to help understand the fundamentals behind it. One central aspect of leadership is the contingency theories of leadership. Contingency theories refer to leaders altering leadership styles depending on the particular circumstances. The relationship between leadership style and effectiveness suggested that, under condition a, style x would be appropriate, whereas style y was more suitable for condition b, and style z for condition c (Robbins et al 2011).
Listening is far more complex than the idea of hearing. To hear something expressed only involves the sense of being able to physically hear sounds and vaguely decode them. On the other hand, listening requires much more than a clean eardrum; in order to listen one must have a clear head, attentiveness, as well as a sense of compassion. Although it may sound easy, there are many more steps, obstacles and advantages that meet the ear when it comes to being a mindful listener. If one is able to overcome the external and internal obstacles that prevent mindful listening, they can advance in their career and relationships with others.