Applications COMS 103: Presentational Speaking in the
Organization
Where have we been? Public Communication:
Individual or team presentations…
…planned or impromptu…
…to employees or managers…
…inside or outside of the organization
Where have we been? Public Communication: How to find and use appropriate sources
How to organize your material How to deliver presentations in different
scenarios How to appear credible How to appeal to emotions (but in a
responsible manner) How to use (not abuse) logic and proof
How to rock your presentation aids
Where have we been? Presentation skills OUTSIDE of the formal
environment:
Interviewing
Email etiquette
Working in small groups
Where have we been? Interpersonal and Organizational Skills:
Importance of and tips for improving listening
Importance of and tips for improving nonverbal communication
Overcoming obstacles to communication
Question: What is our common denominator here? Answer: PEOPLE!
Recently, we discussed how differences in
people can affect our presentations…
Differences in communication styles among our employers, employees, customers, and
colleagues can directly influence our success.
Two important factors: Feedback and Disclosure Let’s start with
feedback (responses from others in the form of information, opinions, and feelings)
Now, let’s talk disclosure (voluntarily sharing information, opinions, and feelings with others)
Too much or too little of either can hurt communication
How do feedback and disclosure influence communication styles?
Hidden: Rarely discloses Seeks excessive
feedback
Open: Seeks excessive
feedback Discloses
excessively
Closed: Rarely seeks
feedback Rarely discloses
Blind: Rarely seeks
feedback Discloses
excessively
Blind Open
Closed Hidden
Low Feedback High Feedback
High Disclosure
Low Disclosure
Which style are you? Let’s find out!
Click your HONEST response (not what you want to do or what you wish others would do): The company has asked for your suggestions on how to
motivate employees. Your response?
A. Give them praise and reward to everyone (even if some are more talented than others). Praising a few decreases motivation in others.
B. Give honest criticism, immediately after an employee makes a mistake.
C. Only praise those who excel. Others will then strive for the same excellence.
D. Hire good people to start with, because nothing we do NOW will change the motivation of the employees.
More honesty about yourself as a manager: A serious conflict has arisen among several people in your
department. What do you do? A. Immediate action is needed. Listen to all sides and then tell
them how you have decided the problem will be solved.
B. Conflict can be productive, so if the issue does not resolve itself quickly, gather everyone together for a chance to express themselves fully.
C. Stay out of it. It’s their problem, so why should I get involved?
D. Try to ease the situation right away by showing everyone that conflict is worthless.
One more managerial truth telling: Your group is assigned an important task, and you
accidentally gave everyone the wrong instructions. Work is well underway when you realize what you did. Now what?
A. Admit the mistake and ask everyone to work together to complete the task on time.
B. At the next meeting, make a joke of the whole thing and pass out correct instructions.
C. Explain that those with higher ranks issued new guidelines.
D. Tell the group that they must have misunderstood the directions you gave. Ask them to be better listeners next time.
Let’s see if you can be just as honest about yourself as an employee: After your manager gives you explicit instructions about how to
do something, you still aren’t clear. What do you do?
A. You are good at your job, so you decide to just figure it out. There’s probably a better way to do it, anyway.
B. Asking questions makes you look stupid, so if you have to, you can get help from a coworker.
C. Your manager would rather have you ask the question than ruin the task, so you ask.
D. Try to read your manager: if she believes that asking questions shows interest, then ask. If not, pretend you understand and then hit Google.
More employee honesty: You have BEEF with someone in your group. How do you
handle it?
A. Try to win the argument. If you give in, the other person will lose respect for you.
B. Make sure you both get a chance to express yourselves. Honest discussion usually leads to compromise.
C. Continuing conflict usually leads to unwanted attention. If necessary to end the conflict, give in.
D. Do your best to smooth over the argument and regain a friendly footing with the person.
Last one! How important is your supervisor to your individual success?
A. You are probably just as knowledgeable as your supervisor (give or take a few years of experience), so she/he plays only a minor role.
B. Without her/him guiding you, you would have NO chance at success.
C. Success depends on how happy the supervisor is with what you do and how well she/he likes you. If she/he is satisfied, you are successful.
D. We work as a team. Both of us are equally necessary for success.
Just because I’m curious…
“Most of my responses seemed to suggest that I am a _______ communicator.”
B. Hidden
D. Open
A. Closed
C. Blind
Now, let’s find out what your style might suggest about you!
Closed Communicators (low disclosure, low feedback seeking):
At their BEST are: Productive as long as
the environment is free from interpersonal demands
Seen as reserved
At their WORST are: Difficult to get to
know
Unresponsive to the needs of others
Aloof
Blind Communicators (low in feedback seeking, high in disclosure)
At their BEST are: Loyal
Seen as dependable
Helpful to those who want to learn (as long as the help is appreciated)
Willing to express their needs and wants
At their WORST are: Demanding and
impatient
Quick to punish failure and mistakes
Often poor listeners
Unable to handle criticism
Hidden Communicators (low on disclosure, high on feedback seeking):
At their BEST are: Well liked
Fun to be around
Sympathetic listeners
Working to keep a happy organization
At their WORST are: Suspicious of others
Okay with just adequate performance
Seen as manipulative or disloyal
Open Communicators (high on feedback seeking and disclosure):
At their BEST are: Flexible
Okay with criticism
Careful listeners
Trusting, friendly, and dependable
Productive
At their WORST are: Frustrated by lack of
creative opportunity
So open that they make others uncomfortable
Inappropriate
Impatient
So WHAT? Don’t be ashamed of the kind of communicator you are!
It’s not the end of the world… Take the full survey (there are more questions): http://
www.wadsworth.com/communication_d/templates/student_resources/053456223X_hamilton/survey/cs/main_frame.htm
We all use different styles at different times (under stress, in different situations, etc.)
The test only suggests tendencies…it does not hand down a verdict.
Think about how to deal with people who have each tendency. If you know you are dealing with an Open, and you are a Hidden, you’ll have a better chance at effective communication if you use the strategies you’ve learned.
It seems like a lot to juggle, but applying your understanding of communication styles to each presentational situation will make you MUCH more effective!
Have a fantastic week! You’re almost done!
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