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By Vittorio Galgano | |||||||||||||||||||||||||||||||||
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«With a hungry man, even God only talks about food.» This hunger consists of the needs for achievement, admiration and self-esteem, which are built into each human being. Good food, not to be confused with worthless flattery, is represented by recognition and appropriate awards. Dissatisfactions and disharmonies arise when there is a lack of this kind of nutrition in family life or at work. This can often lead to a complex knot of conflicts. Effective communication is based on good relationships and in this situation it is entirely missing. But how can we offer this kind of food? Let’s give an example of someone who wants to relate a certain episode to a colleague. «Listen, I want to tell you what happened to me yesterday with the man who is painting my apartment. » This sentence does not contain good psychological food that invites us to listen, it does not attribute value to the relationship between the two parties and could solicit this kind of answer: «I don’t have time right now, can we talk about it later.» Let’ s change the opening of the conversation: «Sergio, I would like to know your opinion on a particular thing that happened to me yesterday with the man who is painting my apartment. » This dish, marked by notable appreciation: “I would like to know your opinion” and seasoned with the listener’s name, is much more alluring than the previous example. It attributes value to the relationship and makes Sergio more well-disposed to listening to the “particular” story. The addition of this adjective also brings out the instinctive curiosity implicit in human nature. Offering good psychological food to other people is a very important human responsibility for all those who believe in the value of good relationships. Especially for managers who often lead very numerous groups. Managers should be the first to be aware and convinced that workers who feel appreciated and esteemed at work often give excellent results, even without controls and pressure. There is a close interdependence between communication and motivation effectiveness and effectiveness in operations. The following episode is very significant. A young, recently employed sales woman was put in charge of arranging some new items on the shelves during the absence of her senior colleague. She did it carefully and enthusiastically, she even skipped her lunch break to confront the unforeseen responsibility. She achieved an excellent result in terms of order, combinations and the visibility of the items. Customers were showing interest in her work. When she candidly asked to her supervisor «Have I done well?» the cold and concise answer was: «It is part of your duties». What kind of result will this little bit of psychology have achieved for its dangerously obtuse supervisor? I’ll let the reader answer. From a human point of view, it was correct and just to praise her in front of the other sales assistants. Nothing is more motivating than being praised when the others are listening. Moreover the listeners are encouraged to imitate the behaviour of the praised person. Leaders must believe that the best management, the one that gives the most guarantees and results, is one that consists of giving candies, treats, and even entire cakes of a psychological nature consistently and regularly, in proportion to workers’ merits. It’s a pleasure working with managers who deliver gifts of this nature to satisfy the psychological needs of their employees. Workers are more willing and feel responsible for their own tasks. The human atmosphere is good, delegation and personal development are encouraged. What could be more
satisfying for a manager than saying: «All the members of my team have
always found good psychological food at my table.» This is the secret of
effective communication and success! |
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