The encoding exercise was challenging especially when the words and the sentiment seemed dissimilar. I was fortunate to be lucky in my first emotion, "enthusiasm" but later choices were less simple emotions, and harder to act out. It's also funny how people laugh in embarrassment trying to do the exercise, even in a small non-threatening group. Our foursome was the last group to finish because each sentence would be read three or four times and we would debate what emotions were reflected with each delivery. We wanted very much to figure them out correctly.
The exercise is clearly applicable to me at work. As our relationships with our clients are at-will, I try and be courteous and agreeable most of the time, and not strongly disagree verbally, even when I feel vehemently about a subject. As a manager I am often speaking to home owners about necessary repairs. I have learned, with experience, that my emotions, or feelings about the severity of the problem strongly influences the level of anxiety or worry experienced by my clients. Sometimes what they do or how quickly they do it is based on my words or emotional reaction to the problem. To try to alleviate their concerns I look for a general tone of "don't worry, it's normal, not a big deal." Sometimes problems are a big deal, and when not repaired become a bigger deal. When I then say, "remember we talked about this 2 months ago" on more than one occasion a client has said to me "I didn't realize it was serious."
A concrete example of this just happened. A client hired us and I went out to look at the property with him for the first time. There was a tree in the front yard that was growing at an angle in the front yard. It's trunk diameter was about the width of the sidewalk it was growing up under and destroying. I asked the owner if he was planning to remove the tree or trim it as it was top-heavy and did not look healthy. He told me he had no money to trim or remove the tree. I mentioned that Eucalyptis trees had a habit of splitting, and that it could be dangerous and it created liability for him. He told me he couldn't afford to do anything. One of the neighbors came by and mentioned that he would not even park under the tree, but the owner was adamant. Two weeks ago a branch the size of the front yard fell off the tree, just missing the roof and the tenants car in the driveway. After that the owner was ready and willing to remove the tree immediately. Could I have changed his mind initially with a firmer tone of voice or how I expressed my concerns? It's possible.
Hi Joi,
ReplyDeleteHonestly I had a similar situation at work this week and have been trying to resolve it although quite tired of it by now as I felt I had all the communication in place and things still went wrong. One feedback to our group today was that all the information, including the seriousness of the situation needs to be clearly communicated. Especially this I have noticed has become essential while working across different groups (teams). In the end it becomes a blame game of "he says" "she says" which makes it unprofessional. As much as I hate to admit it, I should have communicated more with more details and might have actually prevented the controversy at work this week. As Adam has observed in a comment to my post, the trick is not to emote less or make it less alarming but to know when to emote along with the how and what. I am planning to trying that trick from tomorrow and hope to get better results.
I aggree with you, Joi. Our tone of voice and expression can be highly persuasive and produce resullts if done efficiently.
ReplyDeleteAs a manager at Walgreens I was the manager that the employees felt more comfortable raising issues and I always got the outcoume we need talking is a nice, soft and motivative way; However there were few times that I need to be tough with some of my employees and they totally respected that.
Your example reminded me also an experience I had with one of my clients at the store. She was older and sometimes intimidated employees screeming to get what she wants. Nicely I mentioned it to her that she should not di that which didn't work well. One time she made a very racist comment to one of my employee that was wrong - which does not justify racism. It made me very angry. I breath deeply, controlled myself not saying what I really wanted to say and firmly told her "The store has a very strict zero tolerance for racism and I need to invite you to leave the store right now or I will call security". She was not expecting this type of reaction since I was always the medigator but in that case a firm position would stop her behavior and make my employee feel secure about the Walgreens position regarding discrimination. The employee showed improvements in his performance afterwards.