I read the article Nonverbal Communication as a persuasion tool: Current Status and Future Directions by Maria Kopacz. This article addresses the implication of nonverbal communication of political candidates on potential voters during political campaigns. In the author’s review of nonverbal communication what most applies to my current work setting is the need to be cognizant of the image myself and colleagues project when we are conducting presentations where we are advising entrepreneurs and business owners on how to manage their businesses. Presentations in addition to one on one counseling sessions are our primary work. When you perform a roll or task everyday, all day you become very confident in your knowledge. You also become very comfortable. A slip up here or there, and off comment or poorly received joke just comes becomes something the co-workers can harass you about later. But that’s not all that comes out of it. Doubts in our knowledge or creditability could be perceived by first time attendees.
The author didn’t present any new information. We all know the importance of nonverbal communication. That knowledge is represented in quotes frequently referenced like, "What you do speaks so loudly that I cannot hear what you say”. Ralph Waldo Emerson quotes (American Poet, Lecturer and Essayist, 1803-1882) I didn’t necessarily disagree with anything the author presented. But what was disheartening is that the article did not conclude anymore than it began with.
The most significant concept I garnered from this article is although I am consciously aware of the messages that we convey through our nonverbal communication and make a purpose to try to not send negative messages, I never stop to plan how I can use that same knowledge to strategically send positive messages to enhance our delivery.
Persuasion to me is the act of conveying the nonverbal and verbal messages in a manner that puts you in the best position to bring your listeners into agreement or in support of your desired outcome. In comparison the word convince means to bring (as by argument) to belief or action. To actuate means to put into action or move to action. The difference between these three types of communication is the latter two forced and has a direct approach while persuasion is caused by providing enough information in favor of what is desired that the person being persuaded that’s action.
The theory of mindful persuasion most applies to my current work setting. We provide information to always with the aim to give a value proposition to our audience, partners, and coworkers. We provide the information to encourage entrepreneurship and entrepreneurial thinking and then we provide the resources and support to develop the idea bring it to fruition.
I can apply the information, concepts and theories presented here to understand how my messages are could be perceived and adjust just them as needed for the best result.
In the 21st century our message is going out through multiple channels. Because many of these channels utilize electronic media we have to make sure that our message is consistent.
Saturday, March 14, 2009
Tuesday, March 3, 2009
Motivation in Work and Life
As I progress though each day I have a multitude of desires that are ever present for my career and personal life. Some I make progress on daily, some occasionally, others not so much. Reading the article Motivate by Ken Shah and Professor Param J. Shah gave me pause to think about how I could use this information to advance me through the desires that I rate highly and possibly consider altering or eliminating those that I do not. Motivation for me is primarily intrinsic at the core. Of course I have extrinsic motivators but as in the Vroom Valence x Expectancy (Shah & Shah) theory the motivation for me to perform an action stems from the internal motivation of the knowledge that achieving the results of the performance will achieve or advance me toward my internal goal, be it personal or professional. This theory is sufficient in my situation because I define motivation as a catalyst, internal or external, that spurs the desire to work toward the achievement of a goal and since I do have internal goals that my success in my current position is tied to I believe it is also effective. While I overall prefer Maslow’s Need Hierarchy Theory because I believe it covers all aspects of an individual’s life in all areas, Vroom’s theory relates directly to my work motivation.
McClelland’s Theory of Needs for me is the most lacking. I believe David McClelland is remiss to not acknowledge how the needs of basic life preservation impact the motivation for individuals to desire to achieve goals beyond them until they are satisfied. When looking at the description of each of the three levels, “1. Need for Power, 2. Need for Affiliation, and 3. Need for Achievement” (Shah & Shah, p. 14) these basic needs are not accounted for, therefore, we could speculate that McClelland’s theory implies that these needs have already been met or otherwise satisfied but then this implication would lend more weight to Maslow’s hierarchy.
On page 4 of the article Shah & Shah present part 2, Types of Motivation. While reading through the seven listed types I could identify individuals I work with that fit into several of the category descriptions. By taking the time to look critically at people I work closely with, and more so business partners and clients, to determine how they are motivated I will be able to more closely tailor my approach and presentations to show how honoring my request or partnering in my initiative could equally benefit them. In this process it will be important for me to recognize that regardless of the motivation each employee is driven by, determining what that motivation is and aligning work flow accordingly with each employee will be the best way to capitalize on potential productivity increases and employee satisfaction.
Each individual has their own set of personal motivating factors far too often these are never considered in the interview process. Many employers look for skill set, which is trainable, instead of cultural fit, which is not. Selecting a candidate that is not representative of the organization culture or motivated by a passion for the work or at least a personal work ethic will be detrimental to the company in terms of lost recruitment, time and productivity dollars. Equally detrimental and unethical is also to heighten your awareness of individual motivation and use that to manipulate and coerce. The information presented here provided a good foundation for me to begin to look strategically at how I can encourage engaged and productive partnering on projects and events.
References
Shah, P., & Shah, K. (n.d.). Motivation. Retrieved March 2, 2009, from Laynetworks Website: http://www.laynetworks.com/Motivation.html
McClelland’s Theory of Needs for me is the most lacking. I believe David McClelland is remiss to not acknowledge how the needs of basic life preservation impact the motivation for individuals to desire to achieve goals beyond them until they are satisfied. When looking at the description of each of the three levels, “1. Need for Power, 2. Need for Affiliation, and 3. Need for Achievement” (Shah & Shah, p. 14) these basic needs are not accounted for, therefore, we could speculate that McClelland’s theory implies that these needs have already been met or otherwise satisfied but then this implication would lend more weight to Maslow’s hierarchy.
On page 4 of the article Shah & Shah present part 2, Types of Motivation. While reading through the seven listed types I could identify individuals I work with that fit into several of the category descriptions. By taking the time to look critically at people I work closely with, and more so business partners and clients, to determine how they are motivated I will be able to more closely tailor my approach and presentations to show how honoring my request or partnering in my initiative could equally benefit them. In this process it will be important for me to recognize that regardless of the motivation each employee is driven by, determining what that motivation is and aligning work flow accordingly with each employee will be the best way to capitalize on potential productivity increases and employee satisfaction.
Each individual has their own set of personal motivating factors far too often these are never considered in the interview process. Many employers look for skill set, which is trainable, instead of cultural fit, which is not. Selecting a candidate that is not representative of the organization culture or motivated by a passion for the work or at least a personal work ethic will be detrimental to the company in terms of lost recruitment, time and productivity dollars. Equally detrimental and unethical is also to heighten your awareness of individual motivation and use that to manipulate and coerce. The information presented here provided a good foundation for me to begin to look strategically at how I can encourage engaged and productive partnering on projects and events.
References
Shah, P., & Shah, K. (n.d.). Motivation. Retrieved March 2, 2009, from Laynetworks Website: http://www.laynetworks.com/Motivation.html
Saturday, February 28, 2009
Listening 101
Recently, I read two interesting articles, one by Jianying Lu’ titled, The Listening Style Inventory (LSI) as an Instrument for Improving Listening Skills, and the other, Can computer-mediated communication democratize the workplace? written by Nerissa Nelson.
At the end of Jianying Lu’s article there is a brief questionnaire designed to give the reader insight into their personal listening style. I scored in the “involved” (2005, p. 50) listener category. This rating basically states that I typically give a speaker most, lets say 80%, of my attention. This was not an earth shattering realization; however, it was significant for me at this point in my career and life. How so you say? It is significant because it is reflective of a crossroads I have reached. I can stay at my status quo, which everyone I know is thoroughly impressed with due mainly to the variety of skill sets I have amassed through my well utilized tuition benefits, or I can choose to put forth actual effort and rise to the level of achievement I know I am capable of. Since I am not one that is comfortable with inaction it is intrinsically necessary for me to pursue the latter, hence this Master’s degree where I am actually reading the books!
The information Lu presents on listening applies to my current work setting because it is critical in the evaluative process of the entrepreneurship programs we offer at the Small Business Development Center at Columbus State. An example came from the evaluations of a partnership training we did with Shiny Door on Social Networking. The training provided an extensive overview of the social media platforms of Facebook and LinkedIn however some of the participants were having difficulty connecting the dots of how they can use these tools for business purposes. We used this feedback to develop the primary track at our annual Ohio Growth Summit. This year, June 10th, we will show how social media can be used to have a direct impact on the traditional business sales process.
There isn’t much if anything I can disagree with in Lu’s article. A great point is made when Lu states, “Communication effectiveness depends on several factors: the skill of the sender; clarity of purpose, effectiveness of the message itself, appropriateness of the channel, receptivity of the receiver, communication skill of the receiver, and feedback” (Lu, 2005, p. 47) . This is the most significant concept that I garnered from this article. The statement reflects that consistently, successful communication requires that the sender put forth more effort in choosing the appropriate method of delivery for their message and verifying that the message was received by the receiver as intended. Going forward I’ll use this information and take pause to give more thought to the purpose and delivery of my messages prior to speaking. This will be even more important when interacting with other cultures. Terms and common metaphorical phrases in the U.S. may not be interpreted in the same manner by other cultures or may even be heard as offensive.
Another layer added to the communication process that presents its own challenges as well as a wealth of opportunities are the newer and popular communication tools such as email, instant messaging, and blogging. While this technology provides us with the ability to extend our reach to what in some cases accounts for millions of listeners, what it does not give us is the immediate feedback of a face to face conversation, preventing our ability to adjust our message during the delivery. In this case it is crucial enough forethought goes into written messages to minimize the possibility of misinterpretation.
Equally important is for the sender to not see this type of computer-mediated communication as automatically transcending hierarchical, or chain of command business structures. While some would argue that computer-mediated communication “reduces information gaps by providing a tool for peripheral employees…to be connected to all people within an organization” (Nelson, 2000, p. 1), others, including me, would credit acceptation and adoption to the management and administration of the organization. Censorship and the requirement of employees to adhere to the established hierarchy effectively prevent the democratization of the workplace.
So the moral here? Put down the Blackberry when having a conversation and don’t email the President of your organization directly without receiving explicit permission. Chao!
References:
Lu, J. (2005). The Listening Style Inventory (LSI) as an Instrument for Improving Listening Skill. Sino-US English Teaching , 45-50.
Nelson, N. (2000, June). Can computer-mediated communication democratize the workplace? Retrieved February 24, 2009, from Allbusiness.com: www.allbusiness.com/print/975057-1-22eeq.html
At the end of Jianying Lu’s article there is a brief questionnaire designed to give the reader insight into their personal listening style. I scored in the “involved” (2005, p. 50) listener category. This rating basically states that I typically give a speaker most, lets say 80%, of my attention. This was not an earth shattering realization; however, it was significant for me at this point in my career and life. How so you say? It is significant because it is reflective of a crossroads I have reached. I can stay at my status quo, which everyone I know is thoroughly impressed with due mainly to the variety of skill sets I have amassed through my well utilized tuition benefits, or I can choose to put forth actual effort and rise to the level of achievement I know I am capable of. Since I am not one that is comfortable with inaction it is intrinsically necessary for me to pursue the latter, hence this Master’s degree where I am actually reading the books!
The information Lu presents on listening applies to my current work setting because it is critical in the evaluative process of the entrepreneurship programs we offer at the Small Business Development Center at Columbus State. An example came from the evaluations of a partnership training we did with Shiny Door on Social Networking. The training provided an extensive overview of the social media platforms of Facebook and LinkedIn however some of the participants were having difficulty connecting the dots of how they can use these tools for business purposes. We used this feedback to develop the primary track at our annual Ohio Growth Summit. This year, June 10th, we will show how social media can be used to have a direct impact on the traditional business sales process.
There isn’t much if anything I can disagree with in Lu’s article. A great point is made when Lu states, “Communication effectiveness depends on several factors: the skill of the sender; clarity of purpose, effectiveness of the message itself, appropriateness of the channel, receptivity of the receiver, communication skill of the receiver, and feedback” (Lu, 2005, p. 47) . This is the most significant concept that I garnered from this article. The statement reflects that consistently, successful communication requires that the sender put forth more effort in choosing the appropriate method of delivery for their message and verifying that the message was received by the receiver as intended. Going forward I’ll use this information and take pause to give more thought to the purpose and delivery of my messages prior to speaking. This will be even more important when interacting with other cultures. Terms and common metaphorical phrases in the U.S. may not be interpreted in the same manner by other cultures or may even be heard as offensive.
Another layer added to the communication process that presents its own challenges as well as a wealth of opportunities are the newer and popular communication tools such as email, instant messaging, and blogging. While this technology provides us with the ability to extend our reach to what in some cases accounts for millions of listeners, what it does not give us is the immediate feedback of a face to face conversation, preventing our ability to adjust our message during the delivery. In this case it is crucial enough forethought goes into written messages to minimize the possibility of misinterpretation.
Equally important is for the sender to not see this type of computer-mediated communication as automatically transcending hierarchical, or chain of command business structures. While some would argue that computer-mediated communication “reduces information gaps by providing a tool for peripheral employees…to be connected to all people within an organization” (Nelson, 2000, p. 1), others, including me, would credit acceptation and adoption to the management and administration of the organization. Censorship and the requirement of employees to adhere to the established hierarchy effectively prevent the democratization of the workplace.
So the moral here? Put down the Blackberry when having a conversation and don’t email the President of your organization directly without receiving explicit permission. Chao!
References:
Lu, J. (2005). The Listening Style Inventory (LSI) as an Instrument for Improving Listening Skill. Sino-US English Teaching , 45-50.
Nelson, N. (2000, June). Can computer-mediated communication democratize the workplace? Retrieved February 24, 2009, from Allbusiness.com: www.allbusiness.com/print/975057-1-22eeq.html
Sunday, February 15, 2009
Keep your eye on the prize...
As I meet our amazing guest speakers at the numerous events we host at the Small Business Development Center at Columbus State, I occasionally ask for words of inspiration and encouragement to pass along to our attendees and clients as they move along their journey as entrepreneurs. What strikes me most as I receive those quotes is the similarity in the statements offered to encourage those who meet opposition due merely to their age.
These words, I believe, are especially vital when it concerns those labeled as Generation X & Generation Y. Many in this group are routinely met with skepticism on both personal and professional levels. Ideas and excitement are blown off and condescending statements are made in just; “Oh, you’re still wet behind the ears” and “Do I smell Similac®?” Ha, ha, h…yeah, not funny. Regardless of the form in which this skepticism presents itself, subtle or blatant and regardless of the intent behind it, if you give power to it, it will chip away at your confidence, cause you to doubt your ability or idea, or worse – push you to retreat back to safer more well traveled roads.
If you are met with doubt and start to question your ability in comparison to “someone more experienced” consider these words from Eric Corl, Idea Buyer, LLC, panelist from our Take That Idea to Market panel, October 2007.
"In my mind, there isn't a better time to start a business then when you're in your early twenties. People will tell you that you don't have enough experience but experience is more situational based than time based. You meet a lot of older managers who think they have 15 years of experience when it's really 1 year repeated 15 times. What is really important is situational experience which can be enhanced by reading, mentors, and most importantly - massive action. Start young and build on that. Get going and don't let anything hold you down."
Using Eric’s example, anyone could understand how when up against someone with 15 years experience in a particular industry one could be intimidated, but don’t discount your experience just yet. Your exposure to today’s technology, other industries, or additional domestic and global markets could very well put you on equal footing, trump your competition or at the least, keep you in the game.
Another sentiment that frequently arose from entrepreneurs was regarding failure, or at least the perception of it:
Matthew Leitz, RealEstateInvestor.com, panelist from our Take That Idea to Market panel, October 2007, and Be the Boss! Student Entrepreneurship Conference, October 2008.
"You will have plenty of people who will doubt you; it just comes with trying to do something big. It is important to pay attention to the naysayers because they will be one of your greatest forms of motivation. All the greatest names in history have failed time and time again but they all realized that criticism from those who have never failed themselves carries very little value. I would rather fail a hundred times over than to allow the fear of failure to keep me forever wondering what if."
And through the words of a couple of other greats…
Michael Jordan, `nuff said:
“I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. 26 times I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life and that is why I succeed.”
Theodore Roosevelt, 26th President of the U.S., From a speech given in Paris at the Sorbonne in 1910
“It is not the critic who counts, not the man who points out how the strong man stumbled, or where the doer of deeds could have done better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood, who strives valiantly, who errs and comes short again and again, who knows the great enthusiasms, the great devotions, and spends himself in a worthy cause, who at best knows achievement and who at the worst if he fails at least fails while daring greatly so that his place shall never be with those cold and timid souls who know neither victory nor defeat.”
The moral here? Regardless of who doubts you, regardless of how many times you fail, if it is your heart’s desire, press on. Keep your eye on the prize, and never, ever give up…
These words, I believe, are especially vital when it concerns those labeled as Generation X & Generation Y. Many in this group are routinely met with skepticism on both personal and professional levels. Ideas and excitement are blown off and condescending statements are made in just; “Oh, you’re still wet behind the ears” and “Do I smell Similac®?” Ha, ha, h…yeah, not funny. Regardless of the form in which this skepticism presents itself, subtle or blatant and regardless of the intent behind it, if you give power to it, it will chip away at your confidence, cause you to doubt your ability or idea, or worse – push you to retreat back to safer more well traveled roads.
If you are met with doubt and start to question your ability in comparison to “someone more experienced” consider these words from Eric Corl, Idea Buyer, LLC, panelist from our Take That Idea to Market panel, October 2007.
"In my mind, there isn't a better time to start a business then when you're in your early twenties. People will tell you that you don't have enough experience but experience is more situational based than time based. You meet a lot of older managers who think they have 15 years of experience when it's really 1 year repeated 15 times. What is really important is situational experience which can be enhanced by reading, mentors, and most importantly - massive action. Start young and build on that. Get going and don't let anything hold you down."
Using Eric’s example, anyone could understand how when up against someone with 15 years experience in a particular industry one could be intimidated, but don’t discount your experience just yet. Your exposure to today’s technology, other industries, or additional domestic and global markets could very well put you on equal footing, trump your competition or at the least, keep you in the game.
Another sentiment that frequently arose from entrepreneurs was regarding failure, or at least the perception of it:
Matthew Leitz, RealEstateInvestor.com, panelist from our Take That Idea to Market panel, October 2007, and Be the Boss! Student Entrepreneurship Conference, October 2008.
"You will have plenty of people who will doubt you; it just comes with trying to do something big. It is important to pay attention to the naysayers because they will be one of your greatest forms of motivation. All the greatest names in history have failed time and time again but they all realized that criticism from those who have never failed themselves carries very little value. I would rather fail a hundred times over than to allow the fear of failure to keep me forever wondering what if."
And through the words of a couple of other greats…
Michael Jordan, `nuff said:
“I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. 26 times I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life and that is why I succeed.”
Theodore Roosevelt, 26th President of the U.S., From a speech given in Paris at the Sorbonne in 1910
“It is not the critic who counts, not the man who points out how the strong man stumbled, or where the doer of deeds could have done better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood, who strives valiantly, who errs and comes short again and again, who knows the great enthusiasms, the great devotions, and spends himself in a worthy cause, who at best knows achievement and who at the worst if he fails at least fails while daring greatly so that his place shall never be with those cold and timid souls who know neither victory nor defeat.”
The moral here? Regardless of who doubts you, regardless of how many times you fail, if it is your heart’s desire, press on. Keep your eye on the prize, and never, ever give up…
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