How do you discourage poor communication styles in your team?

1 Identify poor communication styles

The first step to discouraging poor communication styles is to identify and understand how they affect your team. For example, aggressive communication can include using harsh, rude, or threatening language or tone, while passive communication might involve avoiding or withdrawing from communication. Passive-aggressive communication could be expressed through sarcasm, backhanded compliments, or procrastination. Additionally, manipulative communication could involve using deception, flattery, guilt, or pressure to influence others. Ultimately, these communication styles can damage trust, cooperation, and productivity in your team and create a negative work environment.

2 Model good communication styles

The second step to discouraging poor communication styles is to model good communication styles yourself. This can include being assertive by expressing thoughts, feelings, and needs clearly and respectfully, as well as listening and acknowledging others. You should also be collaborative by working with others to find solutions, share ideas, and achieve common goals. Additionally, be empathetic by showing understanding and compassion for others' perspectives, emotions, and situations. Lastly, be respectful by using polite, courteous, and appropriate language and tone, avoiding personal attacks or insults, and giving constructive feedback. By demonstrating good communication styles, you can set an example for your team and build trust, rapport, and respect.

3 Provide feedback and coaching

The third step to discouraging poor communication styles is to provide feedback and coaching to your team members. This can help them recognize their own communication styles and how they affect others, learn new skills, improve their communication effectiveness, and address any issues or challenges. When giving feedback and coaching, it's important to be specific, timely, positive, and supportive. Additionally, you should model good communication styles yourself, such as being assertive, collaborative, empathetic, and respectful.

4 Establish communication norms and expectations

The fourth step to discouraging poor communication styles is to establish communication norms and expectations for your team. These norms and expectations can help your team understand what is expected of them in terms of communication frequency, mode, quality, and content, as well as follow consistent and clear communication protocols and procedures. Furthermore, they can help the team avoid communication gaps, overlaps, or conflicts, while aligning their communication styles with the team's goals and values. To ensure these norms are established effectively, you should involve your team in the process, communicate them clearly and regularly, and monitor and enforce them.

5 Encourage communication diversity and inclusion

The fifth step to discouraging poor communication styles is to encourage communication diversity and inclusion in your team. Doing so can help your team appreciate and leverage the various communication styles, preferences, and strengths of each member, as well as adapt their communication styles to suit different situations, audiences, and purposes. Furthermore, it can enable them to communicate across different cultures, backgrounds, and perspectives. Additionally, it can foster a communication climate of openness, acceptance, and belonging. To promote such an atmosphere, you should celebrate and reward communication achievements, create opportunities for communication learning and development, and encourage a culture of feedback and dialogue.

6 Resolve communication conflicts and problems

Resolving communication conflicts and problems in your team is the sixth step to discouraging poor communication styles. These conflicts and problems can arise from misunderstandings, disagreements, competing interests, or communication breakdowns. If not addressed promptly and effectively, they can escalate into bigger issues. To resolve them, you should identify the source and impact of the conflict or problem, facilitate a constructive dialogue between the parties involved, help them find a mutually acceptable solution or compromise, and follow up and monitor the resolution and implementation.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?