Evolution Away from Great Communication

Communication is a lost, or disappearing, art! Do YOU want to improve YOUR life? Interpersonal, eyeball to eyeball, communication is going the way of the dinosaurs or rotary telephone or TV Western shows. But where has it gone and what has replaced people eloquently conversing in thoughtful, heartfelt interactions? Social media has taken its place AND social media communication skills have not found their way past superficial levels equal to what toddlers or, at best, middle school level people might use. Great “adult” conversations do not happen commonly, if at all, on social media. Social media is not designed that way.

Are we evolving away from face to face interpersonal communication? Or, are the newer generations “wired” differently than older generations who grew up before the technology revolution took over?

Loneliness is an epidemic especially affecting the millennial generation. Why? Possibly because the skills and practice of good interpersonal communication are poorly used, if used at all. Just look around in our culture and you see people are addicted to checking on their social media instead of the person in front of them. Facebook, Twitter, Snapchat, Tumblr, Google+, Instagram, LinkedIn, and more appear to be more interesting and satisfying than attempting to connect with the words, gestures, and feelings used in communication by the live person sitting in front of you. Mature adults have complicated relationship needs and these are not well resolved with cute social media, snarky statements or behaviors.

If there is doubt in you regarding the changing patterns of communication, just get on an commercial airplane. People used to talk to the people in their row or watch the movie. Now, fewer people actually speak to the people they are sitting next to on the plane. People disappear into their “devices” even if they are not on social media due to “airplane mode.” Why are we not sharing our stories with live human beings sitting right next to us?… Perhaps, we have just lost the skill of chatting. Perhaps, we have “evolved” and speaking with words heard by the person near to you is being lost as a social activity to be replaced by loneliness…

Why? Where did this come from? Is technology so seductive? Are young people so insecure that they have to fall into the social media trap just so they can fit in? If so, what are they fitting into? Or, are we moving away from verbal and interpersonal, physical interaction into a future where we all communicate psychically and through our developed skills of intuition? We are evolving into a culture of addiction to our “devices,” social media, and instantaneous, though shallow, responses. As if the number of “likes” or clicks has given us a sense of value. (The answer is “YES.”) This misses out on finding a smile or raised eyebrow or a noticeable shoulder breath in your communication partner.

Truly and deeply connecting with another person is created by as many non-verbal perceptions as by the actual words themselves. This connection has greater emotional and spiritual value than checking on the “likes” to a recent posting. No wonder we are in an epidemic of loneliness in our society. Consider putting your “device” aside and looking into the eyes of your partner with as little “Judgement” as possible get to know their story! Employ the skill of asking open ended questions to stimulate clarity and greater consciousness in your communication partner. (Quit thinking ahead for some cute, but snarky, response and show your partner the respect they deserve as another struggling life form.) You may find the long awaited information you have been seeking….

Our culture has become polarized. Many people lack all civility when they are confronted by another person with a contrary belief. This lacks perspective and keep us narrow minded, reactionary, and emotionally fragile. A different opinion can be very useful in forming a longterm style of behavior and lifestyle. Living only within your familiar beliefs seems safe but in the long run it is not easier or even safer. More about this in another blog on communication. Be open. It does not mean you have to agree with or even like what the next person will say but this perspective came into your consciousness for a reason. Learn what you came here to learn. Bless and respect every interaction which occurs in your present life…

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You are a Blessing! You are a Master! Your wisdom from your life experience can have great value to other pilgrims on the path toward awakening and enlightenment.

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Social Skills: Are They Necessary?

Social skills: are they necessary to get along in the society?

Are social skills really necessary in present-day society? Has the use of technology reduced our ability to function socially and to communicate effectively? How do you develop good social skills and use them most effectively?

I am sure that you have experienced people in this world who seem to lack even the most basic of social skills. They are socially awkward and they are lacking in interpersonal communication skills. There are many people in this world who march through the world as if they are the “bull in the china shop,” he socially. These people do not seem to recognize that other people exist and must function in the same world, or in the same space, as they do.

In social relationships, these people may seem awkward and difficult to communicate with. They may seem insensitive and sometimes disruptive. They do not seem to understand basic social interactions and so they seem to blunder through social experiences in often entertaining ways. (It is entertaining only if you have the right attitude and can identify the shortcomings of these people. When you are not in the right mood, these behaviors may be very irritating and annoying. And the sad thing is, that these people do not even realize that they have been annoying or that their behaviors have been lacking in good social skill.

In business, the lack of interpersonal social skills can be a real detriment to success and to long-term positive business relationships. There are many job descriptions where the lack of social skills is more accepted and perhaps even valued, however, it can create very difficult and awkward in situations in the higher functioning business activities. In social and business situations, you are often, but not always, given one chance to make a good impression and can be forgiven for a single social faux pas. Repeated social awkwardness can label you as unworthy for long-term business relationships. Depending on the business situation, there are behaviors, vocabulary, dress codes, and presentation skills that can either support or deter business relationships. If you do not know the appropriate behaviors, your blunders may really get in your way.

But where do you learn good social skills that can help you in interpersonal relationships and business situations? Many children, very early in their lives, learn by watching and interacting with the people in their lives. If their parents do not have social skills or if they are left too long with their young peers, they may find it difficult to get along in school, business, and interpersonal relationships. It can often be embarrassing and from this embarrassment a person can either choose the path towards greater self-awareness and development of social skills or they can continue to isolate themselves. All of us have had our socially awkward moments, but most of us who have gained success, have learned from our mistakes or awkwardness and have developed better interpersonal skills and effective ways of communicating and leading other people. There are even some leadership programs such as Toastmasters where people can develop better communication and leadership abilities. People who refuse to develop these skills can still be successful but may have a more difficult path to follow.

With the use of technologies, more young people do not have face-to-face contact and the opportunities to develop good verbal and nonverbal communication skills. This may cause social awkwardness in school, in business, and in developing important interpersonal relationships. Sometimes we have to quit text messaging and actually sit eyeball to eyeball with another person to learn the skills of both verbal and nonverbal communication. An important consideration is that we learn to trust our gut feelings in social situations and learn to read the people that we are interacting with. Again, there can be many times when we make mistakes and come across as “communication challenged.” We must learn from these important experiences.

Sometimes we need to find a mentor or a coach who can help us develop our own personal insights, awareness, and interpersonal skills. Since these skills are not always taught in school, even in college, we must honor the importance of these experiences and abilities and pursue them to be able to achieve our highest levels of success. I challenge you to find the best situations and mentors so that you can develop these social skills and find the success that you deserve. (Organizations like Toastmasters may be a good place to start.)

Please send any comments or questions to the Stress Education Center regarding these blogs. Please take good care of yourself.

9 Tips for Management Success

Skills Necessary to Be an Effective Boss

Would you like to improve on your management skills? Whether you are a business owner, an executive, mid level manager, or beginning supervisor you can develop your skills which will increase the productivity of many of the people who report to you. Though simple in concept, these skills may require practice and dedication to master, unless you are a “natural” manager. (Even “natural” managers can improve their skills, and if you are a “natural,” you already know that you can be even more effective.)

Working with people requires interpersonal skills that can come more easily to some people than others. Especially if you have been promoted because you have great technical skills and experience, you will want to avoid becoming a victim to the “Peter Principle.” The definition of the Peter Principle is as follows…

“The theory that employees within an organization will advance to their highest level of competence and then be promoted to and remain at a level at which they are incompetent.”

[Author Laurence Johnston Peter (1919-1990).]

The level of incompetence suggests that people will rise to a level of management that they are untrained to do with success. Managing other employees with skill and competence is often the level that proves most difficult.
To become a successful manager requires certain awareness and then specific skills at communicating, motivating, time management, effective delegation, training, hiring winners, personnel evaluation (or appraisal), self-awareness, and healthy self-confidence. You can neglect any of these qualities/skills and still get by as an average or poor manager or you can confront the personal challenges and develop into a good boss and successful manager. Good, to great, interpersonal skills will help a lot but not everyone has these skills when are getting started in managing.

To become skillful, you first have to realize that may not be perfect and that you would be willing to make positive changes to some deeply held beliefs or habit patterns. Sometimes we have to “unlearn” habits or techniques that we have used, or seen used by our parents, teachers, ex-bosses, or mentors. As an example, have you ever seen a frustrated parent or manager yelling emotionally in an upsetting moment. There may even have been violence or intimidation expressed and you realize that in the modern world of work, this is not acceptable as a motivating or guiding management concept. These explosions of emotion may work once or twice, in the “short term,” but will not work effectively for long term success. “Explosions” tend to damage relationships and may require too much time and energy to repair, which can be very difficult to do if your employment has been terminated.
There can be frustrations in interpersonal interactions, however, but appropriate managing in these difficult situations is what sets the great managers apart from less prepared, less successful managers.

1. Your personal motivation to be open to change and the desire to become a great manager is essential.

2. Self-awareness regarding your strengths, and more importantly, your challenges (your flaws/weaknesses) is very important. It is best to know, and understand, your own style of communication, your own motivations, and the difference in the styles and motivations of the members of your team so that you can communicate with, and then motivate, all team members most effectively.

3. Your abilities to communicate can be developed and enhanced to allow you to manage more effectively. Especially important is the ability to listen and the patience to really understand what you are hearing from your communication partner. (Do not rush to respond. Show respect and draw your partner out until you can clearly re-state what they are attempting to communicate.)

4. Negotiate a fair resolution, where possible. Rally your communication partners allegiance to your mutually agreed upon solution. Set a reasonable and verifiable timeline for accomplishment of the goal or project. “Clearly prioritize” the efforts of the project, the team, and each individual’s role in the project.

5. Offer support (and mentoring) along the way, without micro-managing along the way. Positive feedback and, most importantly, plenty of positive recognition (and celebration) for positive movement and ultimately for success will be worth your time and effort.

6. Show respect and try to see your partner’s point of view without overtly judging. Good delegation tolerates solutions that may follow a different path than you might have chosen. Though taking responsibility for their decisions and actions can be a very important step by your employee and should be discussed in the planning (job description) phase of the delegation process. (It is best, where possible, to allow for creativity by your team members.) Find ways to get your people to “fall in love” with your project, and hopefully, your company by allowing creative input into the project development process.

7. Clarity is important and should include the “big picture” of what is desired for long term success of your organization and how all of your individual team members will fill the necessary roles to accomplish the objectives of the project at hand. (Everyone needs to know their roles and their value to the project.)

8. Honor and acknowledge as many individuals, and of course the team, as often and as much as possible. This is especially true when deadlines are tight, team work is good, and creative solutions are developed. Rewards and acknowledgment do not always have to be in financial rewards (though team members who are high “Utilitarians” will require appropriate remunerations or other forms of compensation for their successful work.) Not everyone is motivated, solely, by money. This is where knowing your people will work as a successful retention strategy. Be creative in providing recognition and rewards.

9. You need to really care! Care about your team. Care about the project. Care about the company/organization, if at all possible. Your team will know if you do not “really care” and they will treat the project in the same way they see (or feel) their manager’s level of commitment.

If you find that you require clarification on any of these tips or could benefit from coaching to enhance your skills then find the best coach, trainer, or mentor to get you to the level you require. Do not think that you have to “re-invent the wheel” or figure it all out on your own, get feedback and assistance. Recognizing where you require assistance is the most important step you can make toward your eventual success. People who do not know how to ask for help are often the ones who do not reach their full potential. If your organization does not support you in your quest for improvement then consider doing this for yourself and possibly exploring other more supportive and empowering organizations.

Many managers have great technical: training, experience or skills, but have not been coached or mentored as managers. If you are looking for coaching or management development, please consider the Professional Management Coaching Program for manager skills training.

L. John Mason, Ph.D. is the author of the best selling “Guide to Stress Reduction.” Since 1977, he has offered Success & Executive Coaching and Training.

Please visit the Stress Education Center’s website at www.dstress.com for articles on Stress, Stress Management, Coaching, and Training, free newsletter signup, and learn about the new telecourses that are available. If you would like information or a targeted proposal for training or coaching, please contact us at (360) 593-3833.

If you are looking to promote your training or coaching career, please investigate the Professional Stress Management Training and Certification Program at www.dstress.com for a secondary source of income or as career path.

The Power of Connection

People are basically “social creatures.” Since the dawn of human history, one main trait that separated humans from many in the animal kingdom was the need/desire to band together into communities for survival. We learned to hunt in teams. We have learned how to create different roles and expertise that helps the “tribe” survive and thrive. For example, some people: grow food, some prepare food, some build structures, some care and educate the young members, some minister to the health and spiritual needs of individuals, some protect the tribe, etc. There are a very few of us who can survive without any other people or outside assistance and people who do not require the assistance of other people are rare and these individuals seem to be a vanishing breed.

Relationships with other people have become more complicated. In today’s world, we have family relationships, business/work relationships, spiritual relationships, creativity/productivity relationships, educational/mentoring relationships, and many other attachments related to services that require relationships. Family and friends are necessary for most people. Our earliest survival as an infant requires bonding relationships with care-giving family or friends. (Many physical and emotional challenges develop when children are neglected or do not have strong, trusting bonds with their caregivers.) But most of us have developed an even greater requirement for caring relationships that go beyond the need of physical survival. We now have expectations of emotional connections within “committed relationships” that seem emotionally necessary for survival. This may be a dramatic overstatement of survival, but expectations can, and do, get developed into mental and emotional issues that appear to be necessary for quality of life.

For example, our society, or at least advertisers, has created an “emotional need” for us to be “home with family during the ‘Holidays’.” In the United States, that means that you should be lonely or guilty for not being with “loved ones” during Thanksgiving or Christmas Season. Depression rises. Suicides spike after the “holidays.” Substance abuse increases to cope with emotions of “loneliness” or to help us survive time when we are trapped with family that we have successfully avoided all year long. Financial stress increases. Travelling becomes more stressful. So we need to increase our awareness of the potential emotional victimization we can have to these expectations of connection.

Putting the downside of expectations for connection aside, it is time to address a more significant, day to day, reality of connection. Most of us can improve our quality of life and increase our personal productivity by mental or emotional or spiritual connection with another person or with a group of trusted, like minded people. Our physical health improves. (There have been research studies on increased longevity of married men vs. single men, for example.) Our emotional health improves, if we are involved with healthy people in healthy relationships. We thrive spiritually when we can connect with people or institutions that create an open focus of our higher consciousness. Conversely, when we lose a “loved one” we can lose our physical or emotional health. With a “loss,” our source of loving acceptance can be altered or removed leaving us a gaping hole in our emotional support foundation.

We must understand this possible situation and learn to manage our levels of self-care to adjust for self-nurturing when we experience a significant loss of love and connection. When aware, we can be better prepared for the situation and hopefully avoid becoming a victim to this circumstance. Losses of connection can happen suddenly or over time. They can be from planned lifestyle changes, like moving or job changes, or from random acts that are beyond our control. Regardless, we benefit from discovering our unique needs and requirements for healthy connections. We will do better when we can know how to reach out and get appropriate, positive support when it is needed.

“No man is an island,” is part of a quote by John Donne in 1624 that can be understood to mean that humans benefit from connections and the loss of any connections may contribute to a reduced quality of life.
Please consider how to develop and maintain “healthy” relationships with relatively “healthy” people or institutions. Your physical, emotional, and spiritual health can benefit from “good” connections.

Note: Connections with family are NOT always healthy. Connections at work are not always healthy. Unfortunately, connections with friends are not always healthy, though you have more control over who you have as friends. Please recognize “healthy” relationship connections and nurture these.