Monday, June 26, 2017

eTip #562 - No One Really Wins in an Argument

No One Really Wins in an Argument 


Have you ever argued with someone with a hard head? You know you’re right, the hard-headed person may know you’re right also but they insist on continuing the argument. They might find a way to harp on semantics or criticize your delivery just for the sake of keeping the argument going. For them, it’s “about the principle.” No matter who is right, arguments usually don’t end well. In business, they can come with a major price to pay.
Section three in Dale Carnegie’s How to Win Friends and Influence People covers the topic of winning people over to your way of thinking. There’s a heavy emphasis on arguments. Carnegie doesn’t actually believe in arguing. He’s better than most of us. But he does realize that we all have disagreements. He gives recommendations on how we can “fight” without every truly getting mad. Let’s break down four of them. You’ll have to pick up the book for the other tips.
Never tell them that they’re wrong
Resisting the urge to be right and bask in your rightness is a short-sighted victory. When you tell someone that they wrong they rush into defense mode and tension escalates. Carnegie recommends that you go into the situation acknowledging that you yourself may be, wrong. With that thought in mind, ask the other person to examine the facts. Through this humble approach, the other person opens up to examining the flaws in their own argument. From there, they will reach their own conclusions without any brash accusations from you.
Admit when you’re wrong
After you’ve examined the facts together, you may realize that your own argument may be flawed. It’s time to acknowledge it. Here’s is where many adults struggle. Naturally we want to avoid the humiliation of being wrong. However, when we acknowledge our shortcomings and even apologize for them, we will likely welcome a more forgiving attitude from the other person. This will minimize the chances for resentment.
Allow the other person to feel that the idea is their own
Dale Carnegie says this is achieved by honestly seeing things from the other person’s point of view.  This skill is a major key to neutralizing a potentially fiery argument. It’s an advanced Dale Carnegie tip that we touch on the Dale Carnegie Training Courses. Letting another person think the solution is their idea is absolute gold when it comes to arguments because it greatly reduces the chances for bad blood when the fight is over. Everyone believes that they’ve won once you’ve mastered this art.
Let the other person do the majority of the talking
Letting the other person do the majority of the talking is a simple principle that gets lost in an argument more often than not. Remembering this will keep the disagreement from elevating to a shouting match. People love to hear themselves talk and appreciate having the opportunity to express themselves. Regardless of the outcome, if the other person has had the opportunity to get it all off their chest, they will leave the situation feeling better about themselves and you.
We’ve only scratched the surface of this topic. Dale Carnegie gives 8 other tips that have changed the way people “argue” as leaders. Through this strategy, most professionals walk away learning that no one really wins an argument at all. If you’re interested in turning your arguments into constructive disagreements, consider grabbing a seat in the Dale Carnegie Training Course while seats are available. Many of his Golden Rules will be instilled in you in a real-life way so that you may never truly lose an argument again.

For more information, please visit our website! www.westernct.dalecarnegie.com

Monday, June 12, 2017

eTip # 651 A Page from Richard Branson’s Book

Richard Branson is the Billionaire who founded the Virgin Group, which controls more than 400 companies today.  Known for disrupting industries, his leadership approach sets him apart from the traditional ways of business. He recognizes that people are not truly successful unless they enjoy what they’re doing and allow time for fun. His empire was built on investing wisely in his business and his staff with the power of people always at the forefronts of his every decision. Here’s what we can learn from him.
Invest in the Right PEOPLE
Investing in startups is really an investment in people. Richard Branson took $1 million dollars and blindly invested into the early-stage tech startup, Twitter. It is important to invest time, energy and capital into the growth and wealth of your people. Most companies are not willing to take a risk on new concepts, ideas and pursuits because the risk is too great, but Branson showed us that we should.
Prioritize Social Responsibility
If you want to invest like Branson, this tip is a major key. Investors should seek out companies with services that will help their community or leave a positive impact on the world. Our social responsibility cultivates a positive synergy and gives people purpose.
Prioritize YOU Time
Many of us are taught to believe that if we work 100 hours per week, we’ll eventually become successful. While the work must be done in order to see a payoff, Branson has showed us that our work shouldn’t cost us our vitality. We don’t need to buy into the idea that being overworked guarantees success.
 Welcome New Ideas
There is always something we can do better. Branson recognizes that companies that are radically different survive because they stand out. In fact, Branson has never been afraid to say “yes” to new concepts, ideas and pursuits.
Let Your Failures and Weaknesses Guide You
Branson sets the example of a man who never lets his obstacles become his limitations. Despite having dyslexia, tax issues and financial troubles in his early stages, he has never let any of this hold him back. He chose to learn from his mistakes, address his shortcomings and use them to guide him through his career.
Richard Branson’s career is not a guaranteed success map but it can set a foundation for doing business. Everyone’s journey will be different but we can all take a page from his book.  His relationships with people propelled his career forward. We teach students about this in our Winning with Relationship Selling course. His ability to communicate as were the markings of a true leader. Our students learn how to do this for themselves in our High Impact Presentations and Leadership Training for Managers courses. Our Dale Carnegie Training Courses have been providing professionals with the skills needed to live more like Branson!
For more information, visit our website 

Monday, June 5, 2017

eTip # 650 Why DIY Education Isn’t Always the Answer

Why DIY Education Isn’t Always the Answer

June 5, 2017
By  
LearnWith everything you could possibly want to learn just a quick Google search away, the DIY mindset has taken over this generation! The concept of do-it-yourself is hardly a new one, but in the age of information and instant gratification, it’s here to stay. People love the idea of learning on their own, saving money and customizing their experiences.
When it comes to high-level topics like finding the best dinner recipes or figuring out how to perfect your tie tying technique, video tutorials will do just fine. For more complex subject matters, like leadership or public speaking, picking up a few books on that topic area might be helpful, but nothing beats one-on-one training!
While teaching ourselves can be useful, we lose the benefit of having input from someone else. This means we can sometimes miss our own mistakes. One-on-one support and environmental learning has a few key benefits that we would have a difficult time attaining all on our own.
Access to the expert
Unlike working alone, you have the benefit of the expert at your fingertips in a one-on-one setting. If perhaps a reading is unclear to you there are people to ask in real-time for clarification. When we are teaching ourselves something complex, we are often left with questions. Mentors have a wealth of experience to streamline the learning process for you.
Feedback
We tend to have our own biases about ourselves. This can inadvertently affect the feedback we provide ourselves when we’re learning new things. Engaging with others allows us to receive unbiased criticism, advice and even praise that encourages confidence.
Heightened engagement
Many people approach self-teaching with a sense of isolation. The interactive component of working with a mentor or in a classroom unlocks creativity and engages people to learn in new ways.
Support and understanding from others
Classmates and teachers are on this journey with you. That communal culture encourages us to keep going. Being surrounded with like minded individuals that support your mission inspires us to see our challenges through to the end.
Enhanced critical thinking
Because we are in good company, we are more likely to catch our own mistakes. In group settings or one-on-one sessions, we are often expected to challenge the how and why more than we would on our own. Constructive criticism nurtures educated decision making.
Regular exploration of your industry is critical for staying ahead of the curve in our ever-changing world. This is something we can do on our own. But even some of the most successful people in business still give credit to mentors and educators for their many accomplishments. World-renowned business mogul Warren Buffett says his experience with the Dale Carnegie Training Courses shaped his career in many ways. You may have heard his famous quote: “It’s good to learn from your mistakes. It’s better to learn from other people’s mistakes.”

For more information, visit our website 

Wednesday, May 31, 2017

eTip # 649 Your Personal Brand Matter.



Your Personal Brand Matters


brandingBranding is the reason a person may opt for a regular coffee from Starbucks over a latte from the bodega. It’s also the reason so many people choose to upgrade to the latest Apple iPhone even though some competitors may have employed more cutting-edge technology.
When it comes to businesses, the power of branding is obvious. A Nielson study revealed that 60% of global consumers surveyed prefer to buy new products from a familiar brand.  The kicker is that most people tend to overlook the importance of personal branding and how it unknowingly affects them each day!
Consider the workplace. Wouldn’t you prefer to collaborate with someone who is hardworking and friendly over the person who is often flighty and cold? The first person has established a brand that tells you he or she is reliable and pleasant without outwardly saying “I am reliable and pleasant.” Through consistent actions, they have created a narrative that establishes likeness and trust. You are your business card! Your consistent actions unconsciously tell a story to the people around you.
Branding is much more than a logo and typefaces! It’s how someone feels when they think about you. It’s present in our speech, our style of writing, our energy, our social media pages, and even our fashion choices. Branding is the very essence of who we are and it has more control over our lives than many of us even realize. Whether you’re running a business, going out for a job interview, playing the dating scene, or just making friends; branding plays in an integral part in how we connect with people.
Luckily, we do have control over how our personal brand is perceived through storytelling and presentation. The matter in which we present ourselves can encourage others to buy into us! People will always choose to do business with those who they know, like and trust. Your presentation directly influences those three things in business and beyond. To effectively sell any product, you need to be able to effectively tell its story with impact. This is where so many people miss the mark.
We created the Dale Carnegie High Impact Presentations Course for professionals at all levels looking to gain more control over their personal brand. Impactful presentation skills are the difference between getting that promotion, gaining new clients or landing that job. Through this course, you can control the conversation people have about you when you’re not around and take control over your personal brand.


For more information, visit our website 

Monday, May 22, 2017

eTip #648 - Why Collaboration Needs Healthy Communication

Strong workplace collaboration can increase successful innovation by 15%! You’d be hard-pressed to find a hugely successful organization that doesn’t implement some form of collaboration on a regular basis to achieve their goals. But, when your team cannot communicate effectively, business success is shot before it even begins.
We’ve all been there. You respond to a client’s inquiry without knowing the new status of a project because no one filled you in. A colleague seemingly ignores an important e-mail and halts an entire project as a result. Or maybe your team avoids communicating a problem to a leader who is often times rude. If any of these scenarios sound familiar, you know just how instrumental collaboration and communication are to business productivity.
Communications and collaboration go hand in hand in any healthy work environment. Failing to perfect this process can make or break your company’s overall success.  It is absolutely vital that each member of your team aligns on long-term business goals and the communications tactics needed to reach them together. Teams that master communication and collaboration tend to be more efficient and much happier.
2016 survey conducted by 15Five found that a whopping 81% of millennial employees would rather join a company that values open communication over a company that offers top of the line perks and benefits. The reason is clear! Broken communication hinders performance, causes frustration, and creates a lack of trust among colleagues.
When employees are unhappy with the communication dynamics at work, collaborative projects fail and customers are left unhappy. This drives homes Richard Branson’s famous theory that says putting your staff first comes full circle. Your happy employees create happy consumers, and your business’ achievements create happy shareholders. Successful business owners recognize that this cycle starts with healthy communication.
Which employee prefers texts over e-mails, and who dislikes who in your office may seem trivial at first. In the end however, these communication preferences matter because they affect your road to business success.
Reversing poor communications habits or creating better ones is not easy. Breaking down organizational silos can help. You can find tips to get started on our blog: Breaking Down Organizational Silos With Cross-Departmental Teams.
Many businesses opt to bring Dale Carnegie Training in house with customized programs or send team members to our Dale Carnegie Course to repair the lines of communication at work.
Successful communication looks different for every business. There is no one size fits all. That’s why Dale Carnegie creates programs tailor-made for middle-market organizations and beyond. We come in-house or off-site to turn around the communication climate of the companies we service. Our Dale Carnegie Course will teach professionals at all levels to maximize their performance and become stronger leaders who communicate effectively. The results are: completed projects and a happy team environment.
For more information, visit our website!

eTip #647 - Becoming an Influential Person Through Public Speaking

The adjective “influential” is described by Webster as having great influence on someone or something.  Synonyms include:  powerful, dominant, controlling, strong, authoritative, persuasive, significant, important, crucial, distinguished, affluential.
So why are we talking about an adjective?  Because this one word is a deal changer.
We’re attracted to influential people. You, me, your coworkers and friends. Influential people are admired, respected, and organically granted authority over others.
Most importantly, influential people have access and opportunity. They have access to resources, tools, and other people that non-influential people could never get near. They are presented with opportunities to advance, make money, build their businesses, and connect with other people for even more access and opportunity.
Becoming an influential person takes time, but it’s worth your trouble. There’s power in it. It will open doors and light the paths to success.
Conceptually, being influential is easy. You just have to add value to the lives of other people. You have to turn yourself into someone who oozes support, encouragement, and free information. When people are near you, you want them to perk up when you enter a room and listen intently to your words.
The first step to becoming an influential person is to start speaking publicly. That’s a terrifying thought for many people, but it’s not as bad as you think. Your first public appearance shouldn’t be a stadium full of people with rapt attention, waiting for you to suffer or sweat.
Start by making appearances at networking groups, rotary clubs, chambers of commerce, industry-specific events, or any center of influence. You don’t have to sign up to be a keynote speaker right away, but you should find a way to make yourself seen by other people. Attend a side-event (like an after party or dinner) or participate in someone else’s contribution. A good way to get started is to introduce yourself to other influential people and ask questions.
Over time, you’ll become comfortable in settings where other people are looking at you. Your confidence in your own knowledge will grow, and you’ll find talking about your specialty easy.
Once that happens, double down on providing value. Give talks that teach people new concepts or discuss problems in your industry. Listen to the questions other people ask and turn them into talks, lectures, or group chats. Host a monthly discussion group, office hours, or workshop.
There is a growing trend of making oneself influential online. You can surely find countless sources of information in your space: Websites, newsletters, social media groups, etc. There’s a guru for everything. These methods have their place, but there’s nothing quite as valuable as one person’s face in front of another.
There’s power in person-to-person communication. You can be more powerful and valuable when the audience can study your face, watch your gestures, and hear your voice. If you really want to connect with people and become influential, you have to get close enough to shake their hand.
But that means you have to be engaging. You won’t have the luxury of editing your words, so you have to be able to communicate effectively on your feet. You need to capture people with your voice if you want them fully experience the value you’re providing.
Our High Impact Presentations course will give you the skills you need to communicate effectively, energize your audience (even if it’s one person), and transmit that value to other people – especially if you’re selling something.
Always remember: Relationships matter. Karma is real. If you provide value to other people, the value will come back to you. It might come back as education, as access to new tools, or opportunities for learning, growth, or new business. It could come back as referrals, partnerships, or easy sales.
The first step is to capturing that power is to make yourself known.
For more information, visit our website!

eTip # 646 - The Age of Falling in Love with Your Job

Times are changing. In fact, it seems like times are changing faster than ever, aren’t they?
Lately, we’ve talked a lot about millennials and their expectations. They don’t want the same things their parents and grandparents wanted. They aren’t happy with the same lifestyles, the 9-5 grinds, the commutes, the pushy bosses, and soulless jobs.
When they aren’t happy, millennials move. According to Gallup, millennials are the “job-hopping generation.” 21% have changed jobs in the last year, which is three times higher than non-millennials. 60% are open to a new position at any given time.
But why do they abandon ship so quickly? Are they poorly focused or hard to please? No, not at all.
Millennials have options. They are formally educated, which makes it easier to find new employment. They specialize in technical fields that are in demand. Their access to tools and ability to communicate means they can work anywhere – they aren’t limited to jobs in their area.
Most importantly, they’ve been told all their lives to “do what you love” and “follow your passion.” Well, they took that advice!
They want to work in places that align with their values. They want to feel like they are adding something to the world. Their work needs to have value to the lives of real people. They have to be part of a larger agenda that’s more than just “make as much money as possible.”
Young people have no tolerance for toxic work environments. They do not accept hostile, combative or inexperienced leadership. They won’t stick around to improve the situation. They won’t make formal complaints or drop notes in the suggestion box. They’ll just leave.
Times have changed. People want to fall in love with their jobs.
To compensate, there has been a shift in the way companies invest in their teams. Smart businesses are focusing on retention of good talent. They don’t want their employees to eye greener pastures right away.
Now, you aren’t going to keep your millennials forever. The days of working for the same organization for 30 or 40 years are over. As a leader, your job is to keep them as long as you can by giving them a work environment that maximizes their value and gives them reason to stay.
That reason is rarely money. That would be too easy. While people are motivated by compensation to some degree, their personal life satisfaction is more important.
Notice that word: life satisfaction. Work satisfaction isn’t enough. Young people want jobs that fit into their lives. They want their work and personal time to be balanced. They don’t mind working hard, but they insist that work and non-work complement one another.
There’s no doubt that as a leader, this makes your job harder. 30 years ago, all you would have had to worry about was whether the work was being done and at what efficiency. Now you have to make sure your team feels satisfied with their jobs, that their lives are complete and healthy, and that they feel challenged and purposeful.
You have to provide leadership that gives direction, but permits autonomy. You have to help them become engaged without forcing engagement.
We told them to love what they do, and they are certainly holding us to it. If you want to keep your people, you have to create an environment they love.
For more information, visit our website!

Monday, May 1, 2017

eTip #645 - Why Workplace Relationships and Perception Matter

Have you ever been in this situation before?
You hear through the grape vine that someone at work doesn’t think you like them. “That’s odd,” you think. “I don’t have a problem with that person. Why would they think that?”
Through some investigating (or maybe you were smart and went directly to the source), you learn that some people feel you’re a cold person because you walk briskly into the office each morning, failing to say, “good morning” or “hello” to anyone.
Maybe you have a lot on your mind. Maybe you’re eager to start your day. Maybe you assume you see those people enough that simple pleasantries aren’t necessary anymore. For whatever reason, you come off as aggressive and distant.
If you haven’t been in that situation, you probably know someone who has. Or you’ve been in a similar situation where your actions and words didn’t match your feelings and intentions, which caused a misunderstanding or miscommunication.
These situations can be maddeningly frustrating. No one wants to play politics. No one wants to parse every word or expression, but you have to work with your colleagues. If you aren’t approachable, the work will suffer.
This problem is compounded for leaders. If the team doesn’t respect its leader, that leader’s effectiveness will erode over time. No one works hard for someone they don’t like.
The takeaway here is that perception matters.
If your behavior makes you seem angry, cold, miserable, or depressed, then for all intents and purposes, you are. It doesn’t matter if you spend your day thinking about puppies and rainbows. Other people can only judge you by your behavior.
Does that mean you should force a smile all day, pretend to be happy, and drop cute witticisms? No, that’s actually unhealthy. But you should find ways to let what you feel inside show on the outside.
(And if what you feel inside does match those negative qualities, speak to someone who can help.)
Furthermore, if you find yourself in situations like we mentioned before, you should work to become more socially aware. It would be nice if everyone could leave their egos and feelings at the door, but that isn’t practical. If a coworker’s or employee’s behavior isn’t normal, ask yourself why and if you have anything to do with it.
Relationships are important, even in the workplace. Forty or fifty years ago, it wasn’t unusual to have teams led by bosses who were gruff, commanding, and unyielding. The whole concept of leadership has changed since then. People don’t want to be pushed toward a goal. They want to be engaged, incentivized, inspired, and empowered. They expect positive relationships.
How do we know? Look at any team with aggressive, narcissistic, forceful, or otherwise unpleasant leaders. The symptoms are always the same: Poor output, high turnover, and little employee investment. Like we said, no one works hard for (or with) someone they don’t like.
So, whether you’re part of a team or its leader, you have to accept that perception is important. We can’t tell you exactly which behaviors will make your coworkers comfortable. You’ll have to figure that out for yourself.
The best strategy is to keep your eyes open and look for abnormalities. Are people distant? Do they avoid you at lunch? Do they talk behind your back? If so, consider how you can engage them to repair your relationship and improve the team’s performance.
For more information, visit our website!

Monday, April 24, 2017

eTip #644 - How You Respond to Conflict is the True Mark of a Leader

As a manager or leader, you’re going to deal with conflicts. There’s no avoiding it, especially when people work closely with one another. Some managers say they spend up to 25% of their time resolving conflicts between employees.  That’s a lot of time!
Here’s the thing about conflict: You have to take it seriously.
Employee conflict isn’t a distraction from your job. It’s part of your job. If you expect to work in leadership roles, you ought to get used to dealing with it. If you become a leader who excels at recognizing growing conflicts and diffusing problems, your team will always be more productive and less-stressed than other teams. Less stress also means happier teams, which I don’t know about you – but if my team is happy, I’m happy!
It’s easy to dismiss other people’s problems as “pettiness” or “drama.” We’re all guilty of that at some point, and we all have avoided someone because they “create so much drama.”
But that mentality doesn’t solve anything. It only isolates people. And isolation is not something we can tolerate in the workplace.
You might think “I can just fire people who create problems.” Technically, that’s a solution, but everyone has problems, so you’ll just create an environment with lots of stress and high turnover and retraining costs.
Imagine if you were struggling with a coworker and your boss said “Bob, stop being dramatic and go back to work.” How demoralized would you feel? You’d probably be browsing Monster.com that evening!
So, in order to resolve conflicts between people (whether it’s between other people or one of those parties is yourself), you have to assume that every problem is legitimate.
That doesn’t mean every problem requires a solution, or that every problem should be handled the same way. But it means that you must approach all conflicts with an honest attitude and a willingness to solve them.
For instance, let’s say Maria is upset that Jim uses her desk supplies and never returns them. Sure, her problem isn’t as big as, say, embezzlement or sexual harassment, but it is a serious problem for Maria that’s affecting her life and work.
Maria’s frustrating problem is probably manifesting in other ways, too. She may fail to invest herself in projects that involve Jim. She might delay responding to Jim’s emails or resist his ideas. There could be a general tension in the office that other employees can feel.  Passive Aggression at its finest.
So, Maria’s problem isn’t “just drama” because it can have tangible effects on your business. Plus, Maria is a human who is entitled to healthy leadership from her manager and a comfortable work environment.
As a manager or leader, avoiding conflict is always a mistake. Left unchecked, conflict will erode your business.
Leadership advisor Matt Myatt says it perfectly: “Conflict rarely resolves itself – in fact, conflict normally escalates if not dealt with proactively and properly. It is not at all uncommon to see what might have been a non-event manifest itself into a monumental problem if not resolved early on.”
So how do you do it? Start with genuine concern. Show both parties that you take the problem seriously and want to uncover a solution that makes everyone comfortable at work.
Second, have everyone voice their concerns. In many cases, you’ll find that some parties aren’t even aware that another person is upset. Jim might not even know that Maria is frustrated with his behavior. Simply making Jim aware of the problem will probably solve it.
Third, use constructive language. Poor language: “OK, why are you guys so pissed off?” Good language: “I feel some tension and want to help make everyone more comfortable.” Address the problem, not the people with the problem. Take your emotions off the table. You must be objective.
Fourth, provide actionable solutions. “Be nice to one another” isn’t a solution. It’s what we tell children. You must give people goalposts to reach. You might say “Jim, please ask Maria before you borrow her supplies. Maria, if you feel Jim doesn’t respect your things, please let him know right away.”
Obviously, that’s an abridged version of the process. We discuss employee conflicts in more detail in our Leadership Training for Managers course. To see a full list of course offerings – Click Here!
Here’s the most important piece you should take away: No one thinks their own problems are drama. No one wants to be dismissed. Everyone wants their manager or leader to take their problems seriously.
Be that leader and your team will walk through hot coals for you.
For more information, visit our website 

eTip #643 - The Truth About Communicating with Other Generations

If you look around your work, your school, or your social groups, you’ll notice a phenomenon repeat itself everywhere: We surround ourselves with people like us.
That isn’t a surprise, of course. People like us grew up in similar environments, liking the same things, and having similar experiences. We have similar tastes in humor, entertainment, politics, etc.
Often (but not always) this means our cliques are filled with people of similar ages. We know how to communicate with those people.
Talking to people our own age is easy. There’s no barrier. There’s nothing to figure out. Jokes, references, satire, innuendo… They are put out and picked up easily in conversation. Even body language and posture are understood comfortably.
But life doesn’t allow us to isolate ourselves amongst similar people. Often, we have no choice but to work and live alongside people who are older or younger than ourselves.
That’s a good thing, really. We should venture outside of our comfort zones if we want to grow. When you surround yourself with people who are different, you gain a unique perspective. Diversity breeds innovation, they say.
Without similarities to rely on, however, communication with different people can be challenging. There is no familiar ground to fall back on. Communication errors can happen. People might be confused or offended. This happens a lot when we talk to people outside of our age group, especially when there’s a large gap between parties.
There’s a lot of advice we can give you about dealing with each generation. We could tell you that Millennials are strong with written communication, so they prefer emails and text messages. We could tell you that Baby Boomers respect formality and appreciate having options. We could tell you that Generation X likes receiving and giving feedback.
But those are just generalizations. They’re true for some people in each generation, but what happens if you come across someone who doesn’t fit the stereotype?
The truth is that if you want to communicate with someone, you must learn their languageYou can’t expect them to learn yours. Don’t assume you speak the same language just because you both speak English.
There’s a funny anecdote that was floating around when Facebook became really popular and everyone’s grandmother was signing up. It’s hard to tell if this story is true, but the message is valuable nevertheless.
An older woman was reprimanded by her family because she frequently posted “LOL” on sad content, such as posts about death, cancer, or missing kids. She thought “LOL” meant “lots of love” and was expressing her positive feelings. She was a new social media user. She didn’t speak the language that was dominated by younger people.
To communicate with older or younger generations, you have to learn their language. Not the generation’s language, but the language of the specific people you’re working or living alongside. The best way to do this is through constant engagement with other people. After all, the best way to learn a language is to immerse yourself in it.
Furthermore, you need to self-reflect regularly. If you didn’t understand something (like why that 20-year-old sends you text messages rather than walk across the floor to speak with you, or why that 60-year-old wears a tie every day), you should ask in a non-threatening manner.
If you keep an open mind and accept that everyone else’s language is just as valid as yours, you’ll develop skills to communicate with everyone.
Communication, after all, is the most important skill any of us could have. Everything else is built on top of it. Regardless whether we’re talking about our career, our studies, our relationships, or our community, we need strong communication skills if we want to grow ourselves and our organizations.
Speaking of communication, we would be remiss not to mention the Dale Carnegie Course, which is the premier workshop for people who need to improve their communication skills. It will help you or your team strengthen interpersonal skills, which leads to enhanced productivity and less stress for everyone. Check it out.
For more information, visit our website!