Our shared reality includes many influencing factors that affect the way people behave and respond. This is true in both our work and personal lives. Some of these factors we have little or no control over, some we have more control over than we think.
In the workplace our shared reality is that people will act as people first and employees second. The resulting impact on engagement, disruption and performance are both identifiable and addressable.
Outside of work our shared reality is virtually the same. We are all people first and community, or group, or family members second. The resulting impact on happiness in our personal life is also easily identifiable, but often more difficult to address because the stakes are higher and even more personal.
So how can we find ways to function better together, in all of our shared realities, in the best interests of everyone involved?
The beginnings of the answers lie in what we all have in common, our shared communication cultures, with emphasis on the “s” in cultures. This means the combined influence of personal, group and social norms, on our ideas and reactions. While there are many complicating factors, the reality is that our interactions are driven by very basic needs intended to achieve very basic goals. Surviving and prospering.
At work the question is; how can your organization manage the complexities of interactions among your people? Or, perhaps, how can your organization establish and promote a culture of teamwork, shared values and excellence?
Outside of work the question is very similar; how can you manage the complexities of your interactions with others so that disruptions can be avoided?
The answer to both of these questions is training. Specifically, training that provides an understanding of the sub and semi conscious triggers that cause disruptions. That training then needs to be followed with training in communication strategies. This is what will enable you, along with others, to manage any disruptions that do occur so that you can create solutions rather than allowing escalations. This may sound easy enough, but we all know that very often, for a variety of reasons, it is not easy at all.
Why are communication culture solutions not as easy as we think? They are not as easy as we think because our shared reality is performance driven, therefore competitive and potentially disruptive, in nature. This is both a cause and result of us all being unique, goal oriented individuals with entirely unique lived experiences.
The solutions to these problems are what the Hot Button Workshop provides.
If you have a few moments to comment, your opinion would be greatly appreciated. Does what is outlined above resonate with you? Can you imagine that if more people were better at managing their reactions it would be a good thing? What are your thoughts?
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