What questions can you ask to help clients identify their communication style?

The best form of assertive communication is to use non leading questions. This is the art, soft skill and essence of what it means to be a professionally trained coach. Coaches are trained to ask questions based on a number of processes they learn that can be applied in a certain situation. Like having tools in a toolbox. Questions should never be to get a recipient to move toward your way of thinking, which is manipulation, but to bring out the best answers that will work for them. In this manner, judgement is eliminated because the business coach or leader can see a new perspective from the client or employee that may not have surfaced otherwise.

Observation, in my view, is the most accurate way to identify a leader's communication style. Joining them for a few team meetings or even sitting in on reviews with the closest team members gives you a sense of their usual style when their guard is down - because people often can't identify their own styles accurately! Ideally, a leader would have different styles depending on the context of the conversation and the audience - in which case you want to ensure each style is being appropriately used.

Un complément intéressant aux questions et l'apprentissage des modèles simples qui peuvent même être utilisés en équipes. En faisant faire un test de couleurs comme le DISC qui dure entre 10 et 15 minutes, le client apprend énormément sur lui-même et il peut ensuite le faire dans sont équipe. D: Dominant -Rouge I : Influent -Jaune S: Stable -Vert C: Consciencieux -Bleu C'est efficace, ludique et le client comprend mieux les réactions autour de lui à cause de son style (la couleur dominante).

Une technique intéressante pour avoir une communication assertive et adaptée à son interlocuteur est d’utiliser le Process Communication Model. En effet, en identifiant le type de profil de personnalité, il est plus aisé d’adapter son canal et son mode de communication et de nourrir ses besoins psychologiques.

Some questions I've found helpful are, "Do you consider yourself more relationship oriented or task oriented?"(sociability) and "Are you more fast paced or slow paced?" (dominance). Then we can use the SOCO framework to help them identify their communication style. Supportives are high sociability and low dominance. Opens are high sociability and high dominance. Closed are low sociability and high dominance. Organized are low sociability and low dominance. What's perhaps more important, is to help clients to identify their clients' communication style so they can communicate more effectively with their clients.

Wear a slight, almost non visible smile, it releases dopamine, endorfin and serotonin on you both. Look in the eyes, it helps you to bond. Stay in silence as much as you can, it frees space for coachees own reflection.

Start by asking open-ended questions that prompt deeper insights. Instead of yes/no, aim to understand their perspectives. How do they view the project? What's their vision for success? Encourage comfort in expression. Passive communicators might hold back, so create a welcoming space. Maybe a casual chat or brainstorming session? Watch for non-verbal signals. Tone, gestures – they often reveal more than words. These cues unveil true sentiments.

Sometimes, people are passive due to the lack of psychological safety. Is it that the said person simply has a passive outlook on life, or that the person feels that the costs of saying/ doing the wrong things are very high such that they are very indirect and minimal in their communication?

Passive communication is not the opposite of assertive. We communicate passively and assertively often at the same time. Our body language and micro-communications are often passive as they can be out of awareness. They can also have a positive impact. I think the limitations of AI are evident in this extract.

The most important thing to realize is that communication is mostly nonverbal so by communicating passively you're still sending a message. It's good to be thoughtful about what you communicate with your face and your body.

Dies the person have a large ego and feel that they cannot be wrong? Or that the person is acting out of frustration, thinking that things will be done in the right ways or the right results will be achieved if one is more aggressive in their communication?

I've found that people aren't always aware of how they come across. I've worked with people who think they are being clear and direct (assertive) but are coming across as aggressive, especially in written form when vocal tone and facial expressions are missing. While our intent does matter, how we are perceived by the recipients matters more. So in addition to asking them questions, watching how they handle interactions probably provides greater insight.

The line that splits aggressiveness from assertiveness confuses many of us. I often see people with an aggressive communication style who, when confronted, argue that they are just being assertive. However, there is a significant difference: assertive communication is factual and maintains empathy. Aggressive communication, most of the time, lacks empathy. Considering that we are moving towards the Feeling Economy (Roland T. Rust & Ming-Hui Huang), there will be no place where aggressive communication is effective or even necessary.

Depending on the situation, aggressive communication is usually a catalyst conflict. Emotions flare, control is negated and the situation turns into quicksand. Aggressive communication, often confrontational, can strain relationships. Asking questions like "How do you react to criticism?" Help clients take a step back and reflect, fostering more effective and respectful interactions.

Some questions to ask to deescalate a conflict with someone who is an aggressive communicator or has low emotional intelligence are: 1. "Help me understand your intention behind that statement." 2. "How can we express thoughts more constructively?" 3. "Let's work together to find solutions, not blame." 4. "Is something bothering you in our communication?" 5. "Avoid name-calling or blaming; let's discuss calmly." 6. "Open to finding common ground and resolving calmly?" 7. "How can we improve communication and address concerns?" 8. "Any misunderstandings we can clear up together?" 9. "Reason for heightened emotions in our conversation?" 10. "Focus on solutions, not dwelling on the negative."

These questions can encourage individuals to reflect on their communication patterns without leading them towards a specific answer, aiming to facilitate introspection and awareness. Expressing Dissatisfaction: 'How do you typically communicate when you're upset?' Showing Appreciation: 'What's your usual way of expressing gratitude?' Handling Stress: 'How would you describe your communication style under stress?' Recognising Needs: 'How do you convey your needs in difficult situations?' Dealing with Neglect: 'What's your response when you feel overlooked?' Desired Outcomes: 'How do you communicate your goals in conversations?' Non-Verbal Cues: 'What role do non-verbal cues play in your communication?'

So, why do people become passive-aggressive? Is it they want something but feel helpless in getting it? Or they felt they are not heard, or they've been neglected? Perhaps when we sense that the person might be passive-aggressive, we can ask questions to ascertain what could be the issues that are bothering them, and what outcomes would they really want to achieve?

When people communicate this way there is usually a lot going on under the surface. Helping them feel validated and valued before diving into questions will help them from getting defensive and blocking the communication attempts. Underlying issues probably need to be at least partially resolved before new communication strategies will be effective.

Passive-aggressive communication, is a mixture of indirect aggression and avoidance, which can lead to confusion and strained relationships. Asking questions like, "How do you typically express feelings? Are you direct or do you convey your feelings in more subtle ways?" and "How do you show appreciation to others? Or, how do you communicate when you're unhappy with someone or something?". Clients can gain deeper insights into their communication style, understand the reasons behind it, and recognise the impact on their interactions and relationships. This understanding is the first step towards developing more effective communication strategies, improving their interactions across various situations and with different audiences.

Here’s what else to consider: the unspoken cues. Sometimes, it's not just about what's said but how it's expressed. Recognising non-verbal cues or preferred tonalities adds layers to comprehension. Through these conversations, I've witnessed transformations in relationships, both professional and personal. It's about tapping into their rhythm, embracing their style, and harmonsing our communication wavelengths.

Well there is always more than what you see. You can choose to tag yourself to a box and say this is it. Or leave the box open. It is not necessary to answer others or self with a perspective on being aggressive, passive, etc. The combination of mind, body and intuitive ways works. What do you think?

Leadership communication has nearly nothing to do with style. Effective communication is driven by what TYPE of leader you are, and the best model for determining this is LEMON Leadership. LEMON is an acrostic for Luminary, Entrepreneur, Manager, Organizer and Networker.

Sometimes, the communication style may differ depending on context or type of interaction. For example, a person may have learned or developed an assertive communication style at work, but tend to be passive-aggressive in their personal relationships. So questions like "What is the type of feedback you get from colleagues and family, regarding how You communicate to them?" might help identify those differences and help your client choose where to focus.

1) How do you prefer to receive updates and information? 2) Are there specific communication channels you prefer for urgent matters? 3) Do you prefer detailed written communication or brief summaries? 4) What is your preferred level of formality in communications? These of course are questions to ask when it is a new client.