Leadership expert Melissa M. Mikus breaks down why most workplace friction isn't about personality clashes or bad intentions — it's about not knowing how to effectively communicate. Her solution? A sm
Great Video! I really needed to hear something like this because I really noticed that many people have a way to communicate based on their mood and personalities.
Manifesting never worked for me and I felt genuinely crap about it. Took Vera Hart's quiz purely out of desperation. Matched exactly. Honestly didn't see that coming. Just try it. ❤️
Most 'miscommunication" is due to hagiarchy culture of the post industrial non democratic workplace with the power imbalance and HR protecting the company and punishing workers...
We have to stop pretending, this system is fucked, the rich got all the wealth and ownership, and people cant even be human in workplace because authoritarian walls of heigharchy, beurocracy and strcutrure///
We never FINISHED THE DEMOCRACY experiment int he govenmetn, and NEVER EVEN ATTEMPTED DEMOCRACY int he workplace. So now we have ted talks made by corporate HR for communication 101 for consumer slaves.
Realize that even computer communication contains a lot of protocol negotiation and error correction. Why we would we expect our own communication to be any different?
I mean “sure”. But this is dependent on the type of work involved and the leadership of that function. For a lot of white collar work; you do want to be inclusive and thoughtful but not at the mercy of the business needs itself.
If you have individualized and customized comms plans for every member of the organization, at some point you’ll be bogged down in a cascading fashion just communicating an idea or change that could’ve been an email or a “meeting about a meeting”. If you want to move fast, screen your hiring for flexible information absorption, and then operate focused on communicating with the widest audience possible for shared context and ensure you have a written or transcribed version for discoverability.
So, instead of just making sure we do not send one word responses with no punctuation and no emoji, we go to an entire methodology of letting others know how we prefer to communicate?
This “sure” example shows us both the power of live interaction and life-balance are necessaries. To rectify the “sure” in the future, either party could schedule a Meeting to allow proper response along with Qs. Meetings don’t have to be long, as some are less than 5 mins. Meetings show respect to each other & top notch communication.
Interesting idea. and I admit, actually it already works, but without tegs. but how to be if a lot of colleagues use different communication style? I mean I will communicate with them in their style. but then who will communicate with me in my communication style?))
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We have to stop pretending, this system is fucked, the rich got all the wealth and ownership, and people cant even be human in workplace because authoritarian walls of heigharchy, beurocracy and strcutrure///
We never FINISHED THE DEMOCRACY experiment int he govenmetn, and NEVER EVEN ATTEMPTED DEMOCRACY int he workplace. So now we have ted talks made by corporate HR for communication 101 for consumer slaves.
If you have individualized and customized comms plans for every member of the organization, at some point you’ll be bogged down in a cascading fashion just communicating an idea or change that could’ve been an email or a “meeting about a meeting”. If you want to move fast, screen your hiring for flexible information absorption, and then operate focused on communicating with the widest audience possible for shared context and ensure you have a written or transcribed version for discoverability.