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The Strategies That Highly Effective Communicators Use For Great Conversations

The Strategies That Highly Effective Communicators Use For Great Conversations

Have you ever been caught up in a group of people and while everyone else is blabbing away you don’t quite manage to line up a sentence or spark off a topic?

Some people are gifted in conversing and can just talk to anyone at any place, at any time. Some people struggle to even make come up with one line even though their minds are overflowing with millions of possible topics waiting in a queue. What separates these two types of people is communication skills. You need to master the art of communication skill in order to get conversations flowing. Conversation is like a ball game. When a question bounces your way, respond with a reply to continue the dialogue flow and never let the ball drop.

Communication is more than a mere exchange of information. It is about understanding intentions and emotions behind it. It is a two-way street. Not just about how a message is conveyed but, also how it is received by others in a way you intended.

To blend in with master conversationalists, practice the following steps each time you happen to come across some kind of communication challlenge:

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Listen

You need to listen to gain full meaning and make others heard and understood.

Talking is not as important as listening. That is the irony. A good conversationalist listens well. In a TED Talk[1] in 2015, Celeste Headlee, the host of ” On second Thought” on Georgia public broadcasting stated that people rather talk than listen.

“When I’m talking, I’m in control. I don’t have to hear anything I’m not interested in. I’m the center of attention. I can bolster my own identity.”

We choose to talk more than listen because it is easy to get distracted when listening. On an average 225 words are spoken per minute, yet we can listen to approximately 500 words a minute. It takes effort to listen, but if you do not, you are not in a conversation.

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Avoid Interjecting

A good conversationalist does not interject. If someone is reflecting on how they are having trouble at work, do not talk about your personal job experiences. If they are reflecting on losing a family member do not start talking about the time you lost someone close. Why? Because all experiences are individual experiences, and not about you, you do not need to attempt to boost with reflections of your painful memories.

Be transparent

If you do not know be open about it. A good speaker is not afraid to reveal that they do not understand you, according to Mark levy[2]

“Not only will the other person feel heard; they’ll likely love having to explain their point in a way that’s different than normal.”

Stay Informed

Keep up to date with the latest news; get in touch with topics like culture and business[3]

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Good conversationalists can seed conversations and keep interest. Leave little details out like names and dates. The listener is interested in story, not facts.

Read the Cues

Emotionally intelligent people can read cues in communication challenges and they define their approach accordingly. Look for body language or mood changes that indicate the interest of the person in a conversation. This can help to improve or redirect the conversation accordingly. Awareness about the goals os parties and underlying motives of the conversation is revealed with body language.

Good conversationalists have:

Self-awareness: They understand their emotions.They take time out when they are overstressed

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Self-Management : They manage emotions

Social Awareness: They empathize with other people’s emotions

Social Skills: They make face to face contact, they handle emotions around them, they listen even if they do not agree before they speak.

Reference

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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