Open communication is critical if you are going to manage well. Following
is a partial list of communication roadblocks, examples of how they are
used and the problem-solving detours that can result.
1. Ordering: "You must . . ." "You have to . . ."--Make an employee feel
resentful of the manager's power. Put down or frustrated, the employee
responds with anger, refusal or dissent.
2. Warning: "You'd better . . ." "If you don't, then . . ."--Place a threat
on the future and make the employee feel humiliated or embarrassed.
3. Moralizing: "You should . . ." "It's your responsibility . . ."--Attempt
to make employee feel guilty and communicate lack of trust in his or her
judgment.
4. Advising: "What I would do is . . ." "It would be best for you if . . ."--Imply superiority and can make a person feel inadequate and encourage
dependency. If the manager's suggestion turns out to be wrong, the
employee can duck responsibility.
5. Persuading with logic: "Here's why you are wrong . . ." "The facts are . . ." -- Label another person as "wrong" and foster defensiveness as well
as feelings of inadequacy.
6. Judging: "You are acting foolishly . . ." "You aren't thinking straight . . ."--Make an employee feel incompetent and stupid and if used often
enough may become incorporated into the employee's self-image. A defensive
reaction in the future may be to decide not to tell a manager about a
problem.
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