Tag: Communication

Do You Really Need that Meeting?

Posted on by Jan Hovrud

Do You Really Need that Meeting?Plan a Meeting Image

Try keeping a scorecard for just one week –

  • How many meetings produced a breakthrough idea?
  • How many meetings didn’t need to be held at all?
  • How many meetings taught you something you could have learned in less time elsewhere?
  • How many meetings were held and you weren’t quite sure why?
  • How many meetings produced absolutely no results?

Knowing how to assess if a meeting is needed enables you to save time, effort and money for your organization. It also, defines you as a leader who understands the importance of using other’s time in valuable ways.

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Are You Outnumbered? E-I-E-I-OH!

Posted on by Jan Hovrud

Are You Outnumbered? E-I-E-I-OH!Introvert - Extrovert Image

Everyone has a natural preference for Extroversion and Introversion.

The Swiss psychologist Carl Jung recognized that people have a preferred mode in which they embrace the world. This mode, much like right or left handedness, is inborn and not something that we choose.

Extraverts and introverts differ in what they present to the world and how they recharge.

For extroverts, their natural energies, perceptions and decisions flow outward toward the world of people and things. They are stimulated by their surroundings.

Introverts have natural energies, perceptions and decisions flowing inward toward the world of thought and ideas. Internal processes stimulate the introvert.

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Cooling Hot Buttons

Posted on by Jan Hovrud

Cooling Hot Buttonshot-button Image

Conflict pushes our emotions in many directions.

“Anger” is, after all, just one letter away from “Danger”. Leaders, who are in control and professional, often reflect on their responses before, during and after conflict.

The phrases below represent comments from coaching sessions in which people lost control and used destructive behaviors during conflict at work.

“I was so mad. I was seeing red.”
   “I couldn’t take it anymore and blew up.”
      “S/he really knows which buttons to push.”
         “I went over the edge with anger and just lost it.”

The Conflict Dynamics Profile (CDP) is a tool that gauges hot buttons, as well as, constructive and destructive responses to conflict.

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LOL in the Workplace

Posted on by Jan Hovrud

LOL in the WorkplaceLOL in the Workplace Image

“Laughter removes the burden of seriousness from the problem, and oftentimes, it’s that very serious attitude that is the problem itself.”

Bob Basso

Laughter and a sense of humor can be powerful antidotes to stress, pain and conflict in the workplace.

Everyone knows that laughter has physical benefits like boosting immunity, lowering blood pressure, relaxing muscles and decreasing pain. But, laughter and a sense of humor also, help to strengthen relationships, enhance teamwork, diffuse conflict and promote group bonding at work.

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Networking Takes Planning

Posted on by Jan Hovrud

Networking Takes PlanningProfessional Networking Image

Great networkers use a consistent, planned methodology for success.

According to The 29% Solution-52 Weekly Networking Success Strategies, by Ivan R. Misner and Michelle R. Donovan, professionals should devote at least seven hours per week strictly on networking activities.

Effective networking is not just socializing and attending meetings, it is about building connections and relationships.

Try the following suggestions for planning your networking strategy:

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Strategies for Building Communication During Conflict

Posted on by Jan Hovrud

Strategies for Building Communication During ConflictCommunication Conflict Image

“I’m sorry, if you were right, I’d agree with you.”

Robin Williams

One of the first steps toward resolving conflicts is to understand that each of us has power over whether or not a conflict becomes negative. Transforming how we think about conflict can help harness the direction and flow that conflict brings.

Carefully handled conflict can help us to shift from debate to dialogue, being at odds to being in a partnership.

In debate (e.g. position based approaches), we declare our positions.

In dialogue (e.g. interest based approaches), we recognize and satisfy interests with both parties looking for common ground.

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Constructive Feedback and Type

Posted on by Jan Hovrud

Constructive Feedback and TypeTime for Feedback Image

As author, Andrew J. DuBrin, states it – “Feedback is information about past behavior, delivered in the present, which might influence future behavior.”

Providing constructive feedback about job performance is a basic responsibility of every leader. Feedback is necessary to help others develop, grow and correct their mistakes.

The MBTI (Myers-Briggs Type Indicator) can assist in really reaching an understanding and moving people forward in a constructive feedback coaching session.

Use the following suggestions for the type preferences below:

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The Quiet Side of Networking

Posted on by Jan Hovrud

The Quiet Side of NetworkingThe Quiet Side of Networking Image

Networking situations cause people to stress out over what should be said. But networking doesn’t mean doing all of the talking.

The world abounds with free and interesting information if you just take the time to be seriously curious and listen. Writer Fran Lebowitz says, “The opposite of talking isn’t listening. The opposite of talking is waiting.”

Unfortunately, many people act that way in conversations—impatiently waiting instead of listening. The goal of listening during networking is to get your partner to elaborate. This enables you to learn more and work to build a relationship.

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Type and Conflict

Posted on by Jan Hovrud

Type and Conflict

  Type and Conflict Image

Conflict describes many different types of interactions. These challenges occur every day in our personal and professional lives. Since you can’t escape them, learning how to handle conflict is critical.

Recent research by Damian Killen and Danica Murphy have revealed that the last two preferences (Thinking or Feeling; Judging or Perceiving) of the Myers-Briggs Psychological Type Theory have significant bearing on people’s focus and response to conflict.

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