"Sometimes we get so busy doing what we “should” do and feeling bad about what we “don’t” get done that we lose sight of what we “could” do and the successes we “did” accomplish. - Brenda Robinson
is made up of training and development
consultants with varied work as well as training experiences and extensive adult education backgrounds.
Our unique training and development group takes pride in its ability to respond to organizational
and individual training needs by developing specific, client based programs.
Our programs are fast paced,
dynamic, comprehensive, informative and interactive. We can design, develop and present a training event
for your organization with guaranteed results.
Facebook
LinkedIn
YouTube
Subscribe to our Monthly Newsletter Past Months May June September November / December January March
Feature Workshop/Conference Outline
What does it take in modern workplaces and communities to be an effective leader? Explore the new and changing demands of leadership. Learn about leadership and learn about yourself as a leader!
Advanced Supervisory Skills
Feature Workshop/Conference Outline
Society is changing. The workplace is changing. Teamwork has become more important than ever. We've entered an era of "do more with less" The expectations and demands are greater than they have been for many years. We need to support each other. No longer is there room for people who "just do their jobs." We need people who will pull together to get the work done.
Developing High Performance Teams
Back to School!
Profesional Development for Teachers
The greatest investment a school board, administrators, and parents can make is to ensure that teachers continue to learn!
Take a look at some of our related workskshop / conference outlines!
Lighten Up for Learning
The Power of Positive Communication
Laughter in the Classroom
Looking For Community Programming?
April 21 to 27 is Volunteer Appreciation Week!
Take advantage of this opportunity to take a new look at working with volunteers in your organization and in your communities!
Take a look at some of our related workskshop / conference outlines!
Celebrating Volunteers
Communications For Volunteer Managers
Getting the Most Out of Volunteers
Developing High Performance Volunteer Teams
Productivity and the Volunteer Manager
Effective Management of Volunteers
April 21 to 27 is Administrative Professionals Week!
The International Association of Administrative Professionals suggests that "employers observe Administrative Professionals Week by providing training for their administrative staff"
Take a look at some of our related workskshop / conference outlines!
Working Effectively and Positively on the Front Line
Thriving on Chaos and Change
By: Brenda & Harley Robinson
Have you ever made one of these statements?
“Why don’t people just listen better?”
“I had it written down and she never looked at it.”
“What difference does it make to her to know it works – it just works!”
“I told him twice and he still didn’t understand.”
“I didn’t have time to write it all down for him.”
“If people understood the process better they would know why it’s a problem.” |
 |
Perhaps you were experiencing the frustration that comes with not understanding styles of communication.
Awareness of communication style allows us to respond more effectively to people because we are more attentive to their styles of communication. An essential part of communication is sending and receiving information. Communication is successful only when the information is sent, received, understood and then most importantly, acted upon. When we can send information to people in a style in which they understand readily, our chances of successful communication are improved dramatically. Three styles of communication are:
AUDITORY: People receive information best when they hear it – with their own ears and can repeat and hear it again for clarity.
VISUAL: People receive information best when they can see it and review it again by looking at it.
KINESTHETIC: People receive information best when they can feel it, be a part of it and/or experience it and understand how it works.
Consider some day-to-day activities and the way you process information in these settings.
How do you manage the menu in restaurants? Do you discuss the menu with others and ask questions to help you make your choice? You may be auditory in your style. Do you read the menu carefully and select a meal based on what looks good in the menu? Do you read through the whole menu before you choose? In this case you may be visual. Or, do you order based on what you feel like eating or what you’ve eaten in this restaurant before. Or do you order something that smells good? You may be a kinesthetic processor of this kind of information.
How do you handle directions for assembling Ikea furniture or any product that requires assembly? Do you discuss the directions briefly before you start and ask questions about the directions to others working with you? This would be an auditory approach. Perhaps you spread the directions out on the floor and follow them step-by-step, reading carefully before taking action. You would be using a strong visual style in that case. Or, do you go ahead and put the thing together in a workable way and when you have four parts left over, ask where the directions are? You are probably kinesthetic.
In what way do you communicate for following directions on microwave popcorn? Do you yell out “How long do I zap this stuff?” That would be an auditory approach. Or, do you read the directions on the package carefully and follow them step-by-step? That would be a visual approach. Perhaps you put the package in the microwave oven, push a few buttons and watch to see what happens. You must be kinesthetic.
So what happens when you try to direct a person through the steps of a process or the requirements of a task? With an auditory person, you may give full instruction, and they will probably ask you to repeat or clarify the instructions. The auditory person may even talk out loud as they follow the steps. Typical statements from an auditory person would be:
“Did I hear you right… the first step is to…”
“Could you say that again slowly?”
“Could you run that by me again?”
“Would you repeat that for me?”
We need to understand that the auditory person processes information by hearing it. We have to be patient any not assume that it has anything to do with intelligence or capability. It is just a different way of processing then some others use.
The visual communicator will probably respond to your directions by taking the time to write them down. They may read back to you what they have written to clarify or confirm the message. Typical comments from a verbal communicator would be:
“Could you wait until I get a pen and paper?”
“Do you have these instructions written down somewhere? Could you fax or E-mail them to me?”
“Could you confirm that in writing for me?”
“I don’t see that in the information I have.”
“Tell me where it is in the manual.”
Kinesthetic-people, are often more interested in how things fit together, or, in what makes things work. They want to do what needs to be done while they are receiving the instructions. Typical questions or comments from the kinesthetic person would be:
“Okay, I’ve got it started…should it be making this noise?”
“What happens after I do that?”
“How does it work when you put it all together?”
“I’ll try it first, and call you when I need help.”
Pay close attention. When another individual gives you the clues as to their preferred communication style, you can use that information to adapt your style to achieve the best results. If you are visual, and the other person is visual, you will probably have an easy time finding the best way to clarify your information. However, when your style differs from that of the other person, you will need to be aware and respond consciously in keeping with other’s style. Always remember – the auditory must hear it, the visual must see it, and the kinesthetic must work with it feel it and/or experience it.
To read more articles
Go Here!
The Robcan Group
31 Meridian Road
Sherwood Park, Alberta
Canada
T8A-0N5
Phone: (780)-467-4112
Email:
robcan.mail@shaw.ca
Website:
www.robcan.ca
Problems, Questions, Comments about this website?
support@robcan.ca Let us know.
