10 Good Habits to Generate Dialogue and Save Time

Good dialogue saves time. Make sure you do it well

Good dialogue saves time. Make sure you do it well

Communication is a major task for everyone at work.Therefore, doing it well matters.

 

Communicate in a way that uses time wisely. Here are 10 top tips for doing just that:

 

 

  1. Focus on the person you are talking to
  2. Maintain eye contact, listen to them
  3. React positively, and professionally, if news is bad. Bad news is valuable – don’t behave in a way that will ensure you are the last person it hear it
  4. Contribute to a positive and creative team environment where you are trusted you to listen appreciatively to one another’s ideas
  5. Provide time for people  who speaks slowly, or is perhaps a reflective thinker
  6. Help others stay on topic by gently bringing them back to it
  7. Pay attention to key thoughts, build on them
  8. Jot down important points and facts, especially dates, figures and names
  9. If you need to take action based on a conversation takes notes
  10. Try to listen to the person you are conversing without planning what you will say next.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

Isn’t the soup noisy today? 4 Social Media manners that matter

don't slurp your soup

Take Social Media manners seriously and showing respect for your colleagues

You wouldn’t deliberately slurp soup at your desk would you? No, of course not.

You wouldn’t want the wrath of your colleagues to descend upon you for disrupting them. Also, most of us respect and consider the colleagues that we work beside and we all know that disruption of work causes conflicts and negative feelings.

Yet, when it comes to Social Media it’s amazing how often people break such understandings and subsequently disrupt others. However, by taking Social Media manners seriously and showing respect for your colleagues will allow you to go a long way in helping to develop a good working community. Here are four such manners that will help:

1. Encourage your colleagues to agree how and when you can all use personal social media at work. This helps to avoid recrimination and keeps personal social media activity within boundaries that meet both your supervisor and team colleagues expectations

2. Put your personal and organisation phone on silent in the office. Apart from happily missing out on each others calls, colleagues probably also would appreciate not sharing ring tones, bleeps and a shuddering /vibrating desk. Especially the vibrating desk, that tends to really press neighbours’ hot buttons.

3. When talking to a colleague don’t glance at your phone. It is annoying and disrespectful. However, if you need to check information related to the conversation, or if you are waiting for an urgent email then let them know. People don’t mind then. However, be warned, don’t abuse this social convention.

4. When you are in client meetings put phones into flight mode. Also, use your out of office message to manage incoming messenger expectations. In long meetings use breaks to check your email.

Trigger Happy TV and Dom Jolly’s socially unacceptable giant Nokia hit this awkward nail right on the head! You wouldn’t shout on your phone in the silent section of the library…so give your colleagues the same treatment. In short, your social media habits can be annoying. So please stop slurping your social media soup and let others work in peace.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499 E: m.raymond@mwrconsulting.co.uk We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people. Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

Do you use emoticons in your business email? :-)

?????????????????????????????????????Emo????????ticons are important1.

As organisations become more social media aware so emoticon use has developed. From indicating the emotional state of the sender, an emoticon now also helps a receiver to decode emotional intent.

Emoticons seem to help email messages to be interpreted. They provide some emotional contextualization. Business emoticon use usually conveys a positive attitude. Often, this occurs after a signatureglad-icon 2, or can indicate a joke or piece of irony: “I am 36. I have never had a car. However, I have driven others’ cars since I was 18, without making a scratch, but that doesn’t count, I guess.”

However, the most sophisticated use of emoticons is in relation to ‘hedging’. A hedge often follows an expression of thanks, or a greeting. Two uses have been identified. The first way to use an emoticon strengthens a positive intention. Conversely, the second way to hedge is to soften a message that may otherwise be perceived as having a negative emotional intent, for example, corrections or complaints: “Hi Maria, did you mean stationery or stationary?.ok-icon … John” .

Messages that may appear as demanding, intrusive or even rude, are now usually accompanied by an emoticon. They enhance meaning so that a message is not over imposing, impolite or authoritative. “Shouldn’t we take into account customer needs for information? Maria’s reply: “No, say I”  ok-icon

The next time you want to moderate expectations within your message consider using an emoticon. Please share your experience with us.

1 Based on research by Skovholt, Gronning, and Kankaanranta (2014) The Communicative Functions of Emoticons in Workplace Emails: :-), Journal of Computer – Mediated Communication 

2 Google ‘emoticon’ for information about specific 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations