Miscommunication is the origin of 95% of the conflicts that arise in organizations and this has a direct and very negative impact on performance. The quality of conversations in business is essential to avoid misunderstandings, so as not to create conflicts and to, if generan, to address them in a constructive way.
But how to get this effective communication companies with which have motivated and productive teams? The answer is found in a communication model called: “Nonviolent Communication (CNV)”, designed by the mediator and psychologist, Marshal Rossemberg, and that he used with great success in peace programs initiated in countries like Palestine, Israel, Rwanda, Nigeria, Malaysia, Burundi o Sri Lanka. This model teaches us how to communicate effectively in difficult situations, in which you have to deal with conflict assertively raised at all levels.
Working with the business teams observed, often, and in situations of disagreement, people address each other without having qualms about resorting to the use of fear, guilt, embarrassment or threat so that the other take a step back and they can emerge victorious from this battle. This behavior is the germ of a progressive distancing it difficult to reach any kind of understanding and agreement, is of the nature that is, with the effect this has on the productivity of the company.
The CNV model that speaks honestly and clearly express, while listening to others in a respectful and empathic, facilitates reaching agreements. A principle of this model is to consider both our needs and deepest feelings as the person with the conflict have.
The "power of words" always present in both professional and personal relationships, because depending on how they are used, can become impassable walls or windows enabler understanding between people. CNV model, basis of this fact, says, on the one hand, that the words come when the listener is able to interpret and not limited only to listen to the needs and feelings that enclose, that by the express, on the other hand, distancing words when instead of listening to the needs and feelings behind them, what we hear are the thoughts and judgments that we believe has the speaker.
Said Krishnamurti to observe without evaluating is the highest form of human intelligence, but sometimes we have received education from the right or wrong, bueno o malo, prevents us not to judge and confine only to observe. Hence, a key principle of the CNV is expressed without using judgments about what is right or wrong, about what is right or wrong, emphasis on expressing feelings and needs, rather than criticism or moral judgments.
The CNV replaces judgments and assessments by the transmission of facts and observable behaviors. It is easy to see, that when we act in this way, defense reactions and violence are immediately reduced.
Companies that manage to generate a culture of focusing observe the needs and feelings, instead of engaging in interpreting and judging, discover how easy it is that people and departments are willing to listen and take the first step toward managing conflicts. People who belong to these organizations know that any comments of disapproval of a partner less likely to get what you want. The mere thought of a negative comment may result in it perceives it.
Another important aspect that introduces NVC is to express the feeling that gives us conflict and our needs without attributing responsibility for our feelings or needs another person. The SEC says that we should not say: "I feel betrayed", or "I need you to listen", but we must take responsibility for our needs and emotions, without charging the other with that responsibility. The real root of our feelings is formed by all of our needs. My needs are mine and it is my responsibility to meet them and not the other.
Good attentive and listen deeply not only to others but also to one same-fosters respect and empathy, and engenders a mutual desire to reach agreement.
The benefits are many Nonviolent Communication: helps managers to communicate with your team assertively, exiling them models the passive aggressive so desmotivadotes; improves communication between departments; contributes to employee relations more satisfactory, based on respect and cooperation; facilitates the resolution of conflicts between people, hardware, companies the customers; develops listening skills and ends with thought patterns that lead to argue and blame themselves to each other and finally, the organization promotes a culture of assertive communication.
The CNV is more than a communication process. It represents a transformative way of communicating. If a company wants to move without the burden posed by conflicts caused by poor communication and wants to be a leader in the sector must invest in proactively implement, a communication model that favors building more effective relationships and used to resolve disputes and conflicts at all levels.
If you are interested in learning these techniques, please contact us for more information.
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