What Principles of Supportive Communication and Supportive Listening Are Violated in This Case?
What principles of supportive communication and supportive listening are violated in this case?
I believe that there were a number of violated principles of supportive communication and supportive listening that occurred in the case of “Find Somebody Else.” The conversation between Ron Davis, a relatively new general manager and one of his current plant managers, Mike Leonard, brought out few raised eyebrows; however, I personally had a number of similar experiences. In my opinion Ron could have lead this discussion in a more productive way if he would follow the descriptive and problem oriented principles of supportive communication. Having that clear definition of a problem with potential-open minded improvement ideas would energize Mike, instead of shutting him down and only demanding improvements with no support. I found myself learning this skill through coaching from my manager during my first year in the management position. I found that energizing people and providing them with help and support, gave them a feeling of chance in improvement versus negativity and failure. In addition Ron should have incorporated supportive listening to help Mike identify areas that are considered to be obstacles in Mike’s eyes.
If you were to change this interaction to make it more productive, what would you change?
First of all I believe that every new manager or a leader should have had a one-to-one discussion with their subordinates within the first month of employment to establish a base of expectations as well as to build a stronger relationship based of respectful foundations. Having that early discussion that does not include identification of opportunities helps both parties in future discussion, because both involved individuals now what is to be expected from the other side. In addition, Ron should have described the opportunities areas in more objective manner with his personal reaction towards is and potential alternative. This would give Mike,
I believe that there were a number of violated principles of supportive communication and supportive listening that occurred in the case of “Find Somebody Else.” The conversation between Ron Davis, a relatively new general manager and one of his current plant managers, Mike Leonard, brought out few raised eyebrows; however, I personally had a number of similar experiences. In my opinion Ron could have lead this discussion in a more productive way if he would follow the descriptive and problem oriented principles of supportive communication. Having that clear definition of a problem with potential-open minded improvement ideas would energize Mike, instead of shutting him down and only demanding improvements with no support. I found myself learning this skill through coaching from my manager during my first year in the management position. I found that energizing people and providing them with help and support, gave them a feeling of chance in improvement versus negativity and failure. In addition Ron should have incorporated supportive listening to help Mike identify areas that are considered to be obstacles in Mike’s eyes.
If you were to change this interaction to make it more productive, what would you change?
First of all I believe that every new manager or a leader should have had a one-to-one discussion with their subordinates within the first month of employment to establish a base of expectations as well as to build a stronger relationship based of respectful foundations. Having that early discussion that does not include identification of opportunities helps both parties in future discussion, because both involved individuals now what is to be expected from the other side. In addition, Ron should have described the opportunities areas in more objective manner with his personal reaction towards is and potential alternative. This would give Mike,