How do People Co-create Meaning in Conversations?

Understanding the nuances of communication is crucial in both personal and professional realms. One theoretical lens that offers profound insights into this dynamic is the Coordinated Management of Meaning (CMM). Developed by W. Barnett Pearce and Vernon Cronen, CMM explores how individuals co-create meaning within conversations.

At the heart of CMM is the idea that communication operates on multiple levels, including content, speech acts, episodes, relationships, identities, and culture. Each of these layers interacts, shaping the meanings we construct and share.

Coordinated Management of Meaning Theory

Key concepts of CMM include:

1.???? Hierarchical Structure of Meaning: CMM suggests that communication occurs at multiple levels, such as content, speech act, episode, relationship, identity, and culture. These layers interact to shape the meaning of communication.

2.???? Rules of Coherence and Coordination: The theory proposes that people use two types of rules - coherence rules (to interpret individual messages) and coordination rules (to align interactions with others).

3.???? Communication Episodes: CMM views conversations as episodes that are part of a larger narrative. Understanding the context and history of these episodes is crucial for effective communication.

4.???? Reflexivity: The theory highlights reflexivity in communication, meaning our discussions about communication impact future communication.

5.???? Constructing Social Realities: CMM emphasizes that through communication, individuals co-construct their social realities. This means our understanding of the world is shaped through our interactions with others.

In practice, CMM is used to analyze and improve communication in various contexts, from interpersonal relationships to organizational communication, by understanding and adjusting the patterns of interaction.

Case Study: HR's Role in Applying CMM

In our case, HR steps in to dissect the layers of communication that contributed to the misunderstanding. They organize a meeting between the departments, encouraging each to articulate their perspective (coherence) and collaborate to establish mutual expectations (coordination).

During these discussions, HR acknowledges the cultural and episodic contexts that led to the misunderstanding. This might include previous organizational changes or established cultural norms within each department. By guiding the conversation, HR helps both sides develop a narrative acknowledging each other's needs and responsibilities, thus co-creating a new, shared understanding of their roles.

Let us take a scenario. In a company, there's a misunderstanding between departments about role responsibilities, leading to conflict and inefficiency. Now, what can HR do to resolve these conflicts?

• Applying the CMM theory, first, the HR can identify the layers of communication contributing to the misunderstanding - like differing perceptions of role identity and relationship dynamics between departments.
• The next step would be to facilitate Coherence and Coordination by organizing a joint meeting, encouraging each department to articulate their understanding (coherence) and work towards establishing common ground and mutual expectations (coordination).
• Once contextual understanding is gathered, the HR acknowledges the cultural and episodic context that led to the misunderstanding, such as previous organizational changes or cultural norms within each department.
• Lastly, a Collaborative Narrative can be created through guided discussion, HR helps both departments co-create a narrative that acknowledges each department's needs and responsibilities, fostering a shared understanding.

CMM theory sheds light on the intricate process of how people co-create meaning in conversations. It's not just a theoretical concept but a practical tool, especially in organizational settings, to enhance communication effectiveness, resolve misunderstandings, and foster a collaborative work environment. By applying CMM, HR plays a crucial role in resolving conflicts, improving interdepartmental communication, and establishing a more cohesive and productive work environment. It can be a valuable tool for HR professionals in creating effective communication strategies, resolving conflicts, and fostering a cohesive work environment.