Crucial Conversations Crucial conversations build upon the foundation laid by social styles. Crucial conversations help people to better navigate tough conversations and situations to accomplish goals, while keeping everyone involved in meaningful dialogue. These conversations are necessary to prevent harmful communications that can make others in the interaction feel uncomfortable or unsafe, resulting in colleagues shutting themselves off from the flow of conversation. Those who are not familiar with having crucial conversations may initially find the conversations themselves to be uncomfortable. However, awareness of this is a necessary first step to opening up a line of communication that can lead to more productive dialogue.
A client needs affirmation and to feel empowered. I can help the client best by being self-aware, removing any biases, and being present in the moment. I learned that one way to be present in the moment is by practicing active listening. Active listening is fully concentrating on what the client is saying and getting a full understanding of his/her story. It is engaging completely, paying attention to change of thoughts, emotions, and body language.
Productive conflicts are the seeds from which any and all meaningful relationships grow. This in itself requires the team to be able to talk about the problem at hand without any kind of personal attacks and instead focuses on what is best for the team. This allows team members to feel comfortable sharing their true opinions and thoughts without any fear that they may get reprised or criticised. The leaders themselves need to be careful not to try to resolve a conflict with temporary harmony and solution in order to protect certain members of the
Group facilitators should have an approachable and authentic temperament. If the facilitator does not give a welcoming and genuine attitude, they may find it difficult to work with and help the members. During the sessions, equal treatment must be given to all members, while also knowing how to reflect the variances of everyone’s personalities. Group facilitators must be persevering and temperate to understand the difficulties of the group and have resolve in helping an individual throughout the whole group process and can help individuals achieve the group goals for all members of the group. This means having empathy for the members.
Assignment 301 - Task B a) As a trainer, appropriate behaviour needs to be controlled initially by the setting of boundaries, although not all boundaries will resolve behaviour. This is essential to help ensure all rules are understood and followed all the time, and will then prevent trainees taking advantage of the others in the group. Rules need to be respected, and trust from the learner to progress. Examples of how to promote this can include: being consistent, what you say is what you do, look at how you can build rapport and lead by example. In addition, being honest, providing positive and constructive feedback, lead by example.
Listening attentively and actually hearing what is being said and responding appropriately is key when building relationships as it shows that you are interested in what the child or young person is saying. Answering them appropriately is important and not judging them allows the child or young person to feel that they are being valued and that they are secure in what they’re saying to the adult. Positive body language is an essential principle in building relationships as it shows that you are interested and listening. The child or young person should always feel that what they are talking to you about will remain confidential. AC1.3 Explain how different social, professional and cultural contexts may affect relationships and the way people communicate In social situations the way we communicate is often dictated by how
A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making. Building relationships, considering others feelings and celebrating their successes with them can maintain strong leadership. By encouraging my team to participate in the decision making process I empower them, which inspires job satisfaction this reduces conflict, poor time keeping and absenteeism. I need to be able to help my staff team understand the need for change and I do this by being clear about my aims and objectives, the actions required and the part they need to play. Sometimes I need to take control especially where health and safety is concerned, these policies and procedures me adhered to at all times.
No matter what their rank is, respect goes a long way. There needs to be mutual respect in order to work together. We do not need to like each other but there needs to be respect. Once I understand their problem, I can commit myself and reassure him that I will do everything I can so the problem is resolved as soon as the system allows me. Once the Soldier sees that you are genuinely trying to help them, trust will come into play and in the future, this Soldier will trust that I will do what I need to do in order to help him/her with the problem.
You always behave, get work done on time, respect others, show your manners, and etc. Being a leader means you set a certain criteria for everyone around you and not show them what they should be, but show them that they have the potential to be that and more. To be a leader you must be supportive of your peers, help those in need when possible, you must be able to preserve through adverse situations with critical thinking, and above all inspire yourself and others to strive for the best of their
It is the end-result of an idea and makes communication a continuous process. If our audience doesn’t understand what we mean, we can tell by the response and then refine the message accordingly. Giving our audience a chance to provide feedback is crucial for maintaining an open communication climate. The speaker must create an environment that encourages feedback. For example after explaining the job to the subordinated he must ask them whether they have understood it or not.