\nTransparen\u0163a \u00een comunicare ocup\u0103 printre primele locuri \u00een wishlistul companiilor moderne. \u00cens\u0103, a\u015fa cum \u015ftim, vechile obiceiuri dispar greu! B\u00e2rfele, zvonurile, dualitatea \u015fi afirma\u0163iile nesincere sunt \u00een continuare un lucru obi\u015fnuit \u00een multe companii, iar atunci c\u00e2nd vine vorba de \u00eent\u00e2lniri, multe persoane nu au curajul s\u0103 spun\u0103 lucrurilor pe nume, de team\u0103 s\u0103 nu fie gre\u015fit interpretate sau s\u0103 provoace certuri. Conflicte \u00een care se \u00eencing spiritele au existat \u00eentotdeauna \u015fi vor continua s\u0103 existe, \u00eentre despo\u0163i avizi de putere din diferite organiza\u0163ii. \u00cens\u0103 \u00een ceea ce prive\u015fte comunicarea zilnic\u0103 \u00een cadrul corpora\u0163iilor, acestea sunt considerate un subiect tabu. <\/p>\n
\nConflictele \u00een\u0103bu\u015fite,
\nun du\u015fman al productivit\u0103\u0163ii
\nPotrivit unui studiu realizat de KPMG, conflictele \u015fi discu\u0163iile aprinse consum\u0103 \u00eentre 10% \u015fi 15% din timpul de lucru. Grupul de exper\u0163i \u00een medierea afacerilor din cadrul Camerei Federale de Comer\u0163 a Austriei au calculat ca ne\u00een\u0163elegerile la locul de munc\u0103 determin\u0103 costuri de aproximativ 650 de euro pe an de angajat. Mai mult dec\u00e2t at\u00e2t, conflictele sunt extrem de consumatoare de timp, reduc productivitatea \u015fi au un impact negativ asupra spiritului de echip\u0103.
\n\u201eProblema \u00een aceste situa\u0163ii nu o reprezint\u0103 conflictul \u00een sine, ci faptul c\u0103 acesta nu este abordat \u015fi gestionat \u00een mod direct\u201d, explic\u0103 Helga Pattart-Drexler, director de educa\u0163ie executiv\u0103 la WU Executive Academy. \u201e\u00cen \u00eent\u00e2lniri, oamenii adesea evit\u0103 s\u0103 trateze \u00een mod direct subiectele delicate \u015fi pot discuta pe ocolite la nesf\u00e2r\u015fit. Cei mai mul\u0163i se tem s\u0103 nu st\u00e2rneasc\u0103 o discu\u0163ie \u00een contradictoriu, iar \u00een cazul \u00een care aceasta are loc, ei iau personal argumentele care li se aduc\u201d, adaug\u0103 ea. Aceasta este o gre\u015feal\u0103 grav\u0103: \u201eObsesia armoniei consum\u0103 o cantitate foarte mare de energie, care ar putea fi mai bine folosit\u0103 pentru munc\u0103\u201d.<\/p>\n
\nAr trebui s\u0103 ne contrazicem?
\nCu siguran\u0163\u0103, \u00eens\u0103 \u00eentr-un mod corect!
\nHelga Pattart-Drexler \u015fi superioara ei Astrid Kleinhanns-Roll\u00e9, managing director al WU Executive Academy, au adoptat o cultur\u0103 deschis\u0103 a conflictelor. \u201eAm\u00e2ndou\u0103 suntem firi impulsive \u015fi directe. Deci, s-a \u00eent\u00e2mplat s\u0103 avem discu\u0163ii foarte aprinse \u015fi emo\u0163ionale, cu sc\u00e2ntei\u201d, m\u0103rturise\u015fte r\u00e2z\u00e2nd. \u00cen urma acestor experien\u0163e, cele dou\u0103 au g\u0103sit o modalitate prin care s\u0103 se contrazic\u0103 una pe cealalt\u0103 \u00eentr-o manier\u0103 sincer\u0103 \u015fi apreciativ\u0103:<\/p>\n
\n1. Big\u2013Bangul duce la crearea a ceva nou
\n\u00cen primele d\u0103\u0163i c\u00e2nd s-au contrazis, cele dou\u0103 s-au sim\u0163it nesigure. \u201eDup\u0103 cearta avut\u0103, am discutat despre c\u00e2t de \u00eembucur\u0103tor este c\u0103 putem fi at\u00e2t de directe \u015fi deschise una fa\u0163\u0103 de cealalt\u0103. Acum suntem con\u015ftiente de avantajul diferen\u0163elor noastre de opinii pe diverse subiecte, pentru c\u0103 a\u015fa putem ob\u0163ine noi perspective\u201d, explic\u0103 Helga Pattart-Drexler. Astrid Kleinhanns-Roll\u00e9 este de asemenea convins\u0103 de beneficiile unei culturi deschise a situa\u0163iilor conflictuale: \u201eIdeile noi nu pot ap\u0103rea dec\u00e2t dac\u0103 exist\u0103 un mediu deschis, \u00een care toat\u0103 lumea \u00ee\u015fi poate exprima p\u0103rerea\u201d, afirm\u0103 ea.
\nAtitudinea potrivit\u0103 este o condi\u0163ie sine qua non pentru o argumentare constructiv\u0103: este important s\u0103 nu lua\u0163i personal ceea ce spun oamenii \u015fi s\u0103 sus\u0163ine\u0163i cauza \u015fi rezultatul.<\/p>\n
\n2. Emo\u0163iile sunt eliberate \u015fi te sim\u0163i u\u015furat
\nMajoritatea oamenilor sunt de p\u0103rere c\u0103 o discu\u0163ie \u00een contradictoriu este sinonim cu a comunica \u00eentr-un mod sup\u0103r\u0103tor \u015fi jignitor pentru interlocutor: \u201eNoi nu proced\u0103m a\u015fa. \u00centotdeauna r\u0103m\u00e2nem respectuoase \u015fi ne trat\u0103m ca parteneri egali, \u00eens\u0103 ne manifest\u0103m emo\u0163iile\u201d, spune Helga. \u201eC\u00e2nd discu\u0163ia devine mai aprins\u0103, colegii no\u015ftri sunt pu\u0163in deruta\u0163i, apoi \u00eencearc\u0103 s\u0103 ne lini\u015fteasc\u0103\u201d, continu\u0103 ea, ad\u0103ug\u00e2nd c\u0103 \u00een timpul unui conflict deschis se elibereaz\u0103 mult\u0103 energie negativ\u0103 reprimat\u0103, ceea ce ofer\u0103 un sentiment de u\u015furare. \u00cens\u0103 eliberarea emo\u0163ional\u0103 personal\u0103 nu trebuie s\u0103 reprezinte un scop \u00een sine \u2013 directorii care au obiceiul de a p\u0103l\u0103vr\u0103gi \u015fi angaja\u0163ii isterici sunt departe de a fi inovativi. \u201eScopul oric\u0103rei certe trebuie s\u0103 fie acela de a ajuta cauza; \u00een cele din urm\u0103 trebuie s\u0103 existe o form\u0103 de consens, chiar dac\u0103 singurul lucru cu care sunte\u0163i de acord este faptul c\u0103 nu sunte\u0163i de acord unul cu cel\u0103lalt\u201d, explic\u0103 Astrid Kleinhanns-Roll\u00e9.<\/p>\n
\n3. Oamenii \u00ee\u015fi pot ar\u0103ta adev\u0103rata personalitate
\n\u00centr-un mediu \u00een care se a\u015fteapt\u0103 ca oamenii s\u0103 se comporte profesional, este adesea considerat tabu s\u0103 comunici de ce e\u015fti furios \u015fi cu at\u00e2t mai mult s\u0103 \u00ee\u0163i manife\u015fti furia. \u00cen acest context, managerii trebuie s\u0103 aib\u0103 o atitudine deschis\u0103 \u015fi s\u0103 le ofere angaja\u0163ilor un spa\u0163iu protejat, \u00een care ace\u015ftia s\u0103 se poat\u0103 exprima onest. \u201eOdat\u0103, Astrid mi-a spus: Te deranjeaz\u0103 ceva, descarc\u0103-te! A\u015fa am reu\u015fit s\u0103 \u00eemi las g\u00e2ndurile libere \u015fi s\u0103 m\u0103 eliberez de starea de furie\u201d, \u00ee\u015fi aminte\u015fte Helga Pattart-Drexler. \u201eNu poate exista deschidere \u015fi onestitate dac\u0103 managerii nu creeaz\u0103 o atmosfer\u0103 de \u00eencredere\u201d, spune Astrid Kleinhanns-Roll\u00e9, ad\u0103ug\u00e2nd faptul c\u0103 ini\u0163iativa unor manageri de a introduce o cultur\u0103 organiza\u0163ional\u0103 deschis\u0103 \u00eentr-un mediu toxic \u00een care \u00eenc\u0103 predomin\u0103 frica, f\u0103r\u0103 a conduce prin exemplul propriu, este sortit\u0103 e\u015fecului. \u201eFaptul de a putea fi tu \u00eensu\u0163i\/\u00eens\u0103\u0163i la locul de munc\u0103, de a-\u0163i ar\u0103ta emo\u0163iile, f\u0103r\u0103 a trebui s\u0103 te prefaci are o valoare enorm\u0103 \u015fi este mult mai important dec\u00e2t s\u0103-\u0163i p\u0103strezi mereu calmul\u201d, explic\u0103 Helga Pattart-Drexler, privind lucrurile din perspectiva unui angajat.<\/p>\n
\n4. Certurile dezvolt\u0103 \u00eencrederea reciproc\u0103
\nCerturile \u00eenjositoare pot ruina o rela\u0163ie. \u00cens\u0103 argumentele constructive, oneste \u015fi directe contribuie la dezvoltarea sa, cu conditia s\u0103 te deschizi \u015fi s\u0103 \u00ee\u0163i ar\u0103\u0163i vulnerabilitatea. Acest lucru, la r\u00e2ndul lui, presupune s\u0103 con\u015ftientizezi urm\u0103toarele: \u201eLa un moment dat, noi dou\u0103 am ajuns s\u0103 realiz\u0103m c\u0103 oamenii nu se ceart\u0103 pentru c\u0103 sunt nervo\u015fi unul pe cel\u0103lalt. Ne-am putea spune: M\u0103 deranjeaz\u0103 c\u0103 nu m\u0103 \u00een\u0163elegi! \u015ei totu\u015fi, cealalt\u0103 persoan\u0103 nu se va sim\u0163i ofensat\u0103\u201d, spune Helga Pattart-Drexler. Ceea ce este crucial \u00een aceast\u0103 situa\u0163ie este s\u0103 \u00eenv\u0103\u0163\u0103m s\u0103 distingem \u00eentre motivele \u015fi argumentele obiective \u015fi cele personale. \u201eAceast\u0103 metod\u0103 func\u0163ioneaz\u0103 foarte bine \u015fi pentru copii. Simplul fapt c\u0103 cineva are o opinie diferit\u0103 nu \u00eenseamn\u0103 c\u0103 el sau ea vrea s\u0103 te enerveze. Cel mai important lucru este s\u0103 folose\u015fti \u00eentotdeauna cuvinte pe care cealalt\u0103 persoan\u0103 le poate accepta\u201d, explic\u0103 ea, ad\u0103ug\u00e2nd c\u0103 adoptarea acestei atitudini \u015fi faptul de a te amuza cu o persoan\u0103 pe seama unei cer\u0163i trecute va aprofunda rela\u0163ia dintre voi \u015fi \u00eencrederea reciproc\u0103. \u201e\u015etiu c\u0103 pot avea \u00eencredere 100% \u00een Astrid \u015fi ea se poate baza 100% pe mine\u201d, adaug\u0103 Helga Pattart-Drexler. \u201eTocmai pentru c\u0103, uneori, ies sc\u00e2ntei!\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"
At\u00e2t timp c\u00e2t sunt bine gestionate, conflictele sunt un lucru c\u00e2t se poate de pozitiv. Baz\u00e2ndu-se pe experien\u0163e foarte personale, Astrid Kleinhanns-Roll\u00e9, Managing Director, \u015fi Helga Pattart-Drexler, Head of Executive Education \u00een cadrul WU Executive Academy, au identificat patru motive pentru care fiecare companie ar trebui s\u0103 aib\u0103 o cultur\u0103 organiza\u0163ionala deschis\u0103 \u00een privin\u0163a conflictelor.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[510,529],"tags":[5634,34029,272,201,9647,544,88,83,452,22530,15701,7104,80,19707],"class_list":["post-173987","post","type-post","status-publish","format-standard","hentry","category-actualitate","category-opinii","tag-arta","tag-cearta","tag-companie","tag-companii","tag-comunicare","tag-conflict","tag-cultura","tag-deschidere","tag-director","tag-identificare","tag-motive","tag-opinii","tag-refuz","tag-timp"],"_links":{"self":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/173987","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=173987"}],"version-history":[{"count":0,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/173987\/revisions"}],"wp:attachment":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=173987"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=173987"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=173987"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}