Miscommunication – in nine out of ten conversations
we misunderstand each other
Employee development is important to achieve well-being and set goals. Already in communication, it is common to encounter problems. How do you reach each other?
In my role as a leadership developer and advocates of value creation Call have I heard many bosses say: "I have said what is important to my employees so many times. Indo they not start doing it? How many times should I have to repeat myself?"
According to a survey conducted at Stanford University, people misunderstand each other in nine out of ten conversations. Moving from dialogue to development for the good of the business is about choosing the right words, finding driving forces, the right communication and understanding our brain. In order for what is said in meetings and conversations to lead to employee development, we both need to reflect and change our communication.
Miscommunication is information that garbled
Miscommunication usually occurs when the information being communicated has not been conveyed correctly or is garbled in some way.
It may also happen that the message does not reach the recipient in whole or in part. This lack of accurate communication can be caused by various factors, such as language barriers, incorrectly contextualized information or lack of clarity. It can also be due to the recipient not taking in or understanding the information and experiencing the information as incomplete or confusing. There is then a lack of clarity in what is the main message in what is being communicated. There are many situations that can lead to misunderstandings and miscommunications, but which arise for unforeseen or unintended reasons.
Communication - the key to employee development
For development to take place, communication needs to develop. In addition, for what has been said to really happen, we need to understand our driving forces. Have you understood the colleague's manual or driving forces? And has the employee himself understood how he works, what makes him tick? What values the employee has are decisive for what changes are possible to bring about, and for consensus in the conversation. Here, it is important to dive deep and reflect together without ready-made solutions at a detailed level.
Different words for things - miscommunication
Not putting things in the same words or leaving out crucial details in what is said creates confusion in the dialogue. As a leader, you might say "you need to develop your ability to inform" to an employee, and really mean that the employee expresses himself in a way that colleagues perceive as mean. The employee, on the other hand, may interpret the ability to inform as something completely different and think "but I write such a good weekly newsletter on the intranet". Not putting the same words to things or expressing yourself sloppily by not being detailed enough is one classic source of miscommunication. You have different frames of reference so make sure you find the balance in the words and say "to me this means..." to ensure you understand each other.
The brain goes in the raised tracks
Purely biologically, our brains follow the tracks that have already been taken before. It is energy saving for humans and completely normal. Changing behaviors requires energy from the brain and is an effort, but gives lots of positive effects in the form of happy hormones when it succeeds and gets attention! Have you yourself shown the way to change through dialogue? As a leader, you need to be a role model in doing what is said between you and your employees, show that you change when needed and deliver what you are supposed to.
Summary
To reach consensus in the employee dialogue, avoid miscommunication and find the desire to implement changes:
- Find a way to understand the other's manual - driving forces and values.
- Make sure you avoid miscommunication, ie talking about the same thing by being specific and detailed.
- Change is energy-intensive, lead by example.
Yesbox Dialogues creates deeper understanding.
Yesbox helps managers understand the employees' driving forces to give them the best possible support. Our digital tools for Work Pulse with your employees and Dialogues puts you in development mode. It helps you to get a clear picture of how the organization feels both above and below the surface, and to create good communication between managers and employees. In order for the people in the organization to be able to exchange their full potential - in a long-term sustainable way.
#employee dialogues #development #development #values #goals
