How can you navigate conflicting communication styles in program management?

2 Adapt your communication style

Once you have identified the communication styles of the people you work with, you can adapt your own style to match or complement theirs, depending on the situation and the goal. For example, if you are working with someone who is assertive and direct, you may want to use clear and concise language, avoid ambiguity, and focus on facts and results. If you are working with someone who is passive and indirect, you may want to use more empathy, ask open-ended questions, and encourage feedback and participation. Adapting your communication style does not mean changing your personality or compromising your values, but rather adjusting your tone, pace, volume, and body language to suit the audience and the message.

3 Use multiple communication channels

Another way to navigate conflicting communication styles is to use multiple communication channels and formats to convey your information and expectations. Different communication channels have different advantages and disadvantages, and some may suit certain communication styles better than others. For example, email may be preferred by people who are conscientious and detail-oriented, but it may not be effective for people who are visual or kinesthetic. Phone calls may be preferred by people who are influential and expressive, but they may not be suitable for people who are dominant or steady. Face-to-face meetings may be preferred by people who are kinesthetic and interactive, but they may not be feasible for people who are remote or busy. As a program manager, you should use a combination of communication channels and formats, such as email, phone, video, chat, reports, presentations, and dashboards, to ensure that everyone receives and understands your communication.

4 Manage communication expectations

Another tip to navigate conflicting communication styles is to manage the communication expectations of the people you work with, as well as your own. Communication expectations refer to how often, how much, and how well you communicate with each other, and they can vary based on communication styles, roles, and responsibilities. For example, some people may expect frequent and timely updates, while others may prefer less or more flexible communication. Some people may expect detailed and accurate information, while others may prefer high-level and concise information. Some people may expect constructive and respectful feedback, while others may prefer direct and honest feedback. As a program manager, you should set and communicate the communication expectations for your program, such as the frequency, format, content, and purpose of your communication, and align them with the communication styles, roles, and responsibilities of the people you work with.

5 Resolve communication conflicts

Finally, if you encounter communication conflicts due to conflicting communication styles, you should resolve them as soon as possible, before they escalate or affect your program outcomes. Communication conflicts can arise from misunderstandings, misinterpretations, disagreements, or disrespect, and they can damage the trust, collaboration, and performance of your program. As a program manager, you should use your communication skills to identify the source and impact of the conflict, listen actively and empathetically to both sides, acknowledge and validate the feelings and perspectives of the people involved, clarify and restate the facts and goals of the communication, brainstorm and negotiate solutions that are acceptable and beneficial for everyone, and follow up and monitor the implementation and results of the solutions.