Workplace Communication: A Safe Atmosphere Can Speak Freely.

We often see the Department Manager convene a meeting. The discussion about quality improvement finally turned into a dispute. After a period of accusation and complaint, we all broke up.

Why do you think the absolute right methods and ideas have not been recognized by everyone? Why do your strengths fail to get the results you want? They either argue hard to prove your mistakes, or simply don't make any noise, but at a glance you know their disdain for the plan.

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We should not only observe the contents of the discussion, but also observe the atmosphere of discussion. Only when the other side is in a safe atmosphere can we reach agreement on the contents of the discussion.

Only both sides have created enough in the process of dialogue.

Only when you can discuss anything with your partner can you listen to your opinions whole-heartedly. You can also accept different views frankly without any conflict.

We often have this kind of experience. When you are talking with others, you may be uncomfortable with each other's views, but you do not generate any conflict. You listen to their information carefully, think about their opinions, and let yourself accept the influence of the other party, even if it is not for your recognition, it may be your criticism.

If you've had such an experience, ask yourself why.

It must be that the other side has fully considered your interests in the process of dialogue, and the other side has also expressed enough.

It will feel safe.

Even if you disagree with each other, you still have a positive response.

On the contrary, if you feel the atmosphere is unsafe, you can hardly accept the message again. Even good intentions may sometimes be a threat.

Silence and violence are manifestations of two typical lack of security, or refusal to exchange views or force the other side to accept their views.

The most common forms of silence are disguise, understatement or selective expression of the problem; escape, complete the avoidance of sensitive topics, do not talk to you; retreat, withdraw from the dialogue and walk away.

The form of violence is controlled, forcing the other side to accept its own viewpoint, controlling the process of dialogue with the command problem, labeling, tagging some people or ideas, treating them as a certain category of people or objects, attacking and defeating the other, and developing to hope to create pain for the other side, such as belittling or threatening each other.

Next time, when the person you talk to is shouting, teasing you, humiliating you or ignoring you, don't simply decide to face them with an eye for an eye and a tooth for a tooth.

If you think the other person is attacking you, your brain will be short circuited, and your intelligence will drop to almost the same as a monkey.

Learn to consider the problem from another angle. Oh, I see, it is the insecurity of the other side.

What you do next is to try to create a safe atmosphere for the other party.