Sometimes may be the perception that using effective communication techniques is a way to manipulate others.

This depends on the purpose you use effective communication techniques.

If the purpose is to persuade others, trying to convince them while respecting them, with the intention of mutual growth, then it is not a manipulation.

If the purpose is to act solely for our own advantage, without respecting others and without ethics, then it is a form of manipulation and should be avoided.

Sometimes in a communication it is necessary to apologise with who we are speaking with. Apologies are an act towards oneself, we excuse oneself for not having behaved as we wanted and wanted to communicate. Apologies should be done in a certain way otherwise they become useless.

In various articles I have found the following suggestions:

• Apologies must be a total assumption of responsibility otherwise it loses its value. If there is a but, we are trying to move the fault on another person.
• It is ok to make an analysis of the situation we are apologising about, but it should be used only to improve and not as a justification.
• Be specific describing the event you are apologising about.
• Let go concerns about who was right or wrong and try instead to truly understand the other person’s experience.
• Promise to try to be more sensitive and avoid the behaviour that caused the conflict in the future.
• If possibile, apologise face-to-face rather than through an email or a message.
• Right timing is a controverse aspect. Someone believes that apologising shortly after the conflict increase the apology’s effectiveness, someone believes that is better late than early because the victim is felt heard and understood because there was time to the offender to think about what happened. However too late apologise are ineffective. It seems that for minor offenses, early apologises (0-24 hours) are more effective than delayed apologises. Instead for serious offenses, delayed apologies (2-3 days) are more effective because where time to reflect and process emotions.

Related Questions:

Related Topics:

• Communication

References

• The art of a heartfelt apology | 2023 | Julie Corliss for Harvard Health Publishing
• How to apologise | MindTools
• Better late than early: The influence of timing on apology effectiveness | 2004 | Cynthia McPherson Frantz, Courtney Bennigson

During some researches about How to change others opinion, I have read about Motivational Interviewing strategy. This strategy seems effective to change others opinion to allow them to explore their own motivations.

I have not found particular drawbacks of this strategy.

Motivation Interviewing is a strategy used to motivate people to change. Motivation Interviewing bases its functioning on five principles:

• Express empathy
• Develop discrepancy between the actual values and the behaviours
• Avoid arguments to avoid the other person becomes defensive.
• Approach the resistance of the other person in a non-judgemental way.
• Allow the other person to find themselves the motivation and the way to change

Motivation Interviewing works because:

Index

• How to change others behaviours (To be done)
• The importance to understand the needs of others people

Related Questions:

Related Topics:

References

In order to communicate effectively, for example to solve a discussion or to treat with other people, one common strategies is to regulate your emotions and calm down.

Some useful techniques that I have found are:

• Increase self-awareness practising mindfulness

• Practice pause technique:

  • S- Stop. Remember to pause.
  • T- Take a few breaths. This gives time to notice the stimulus that trigger our emotions.
  • O- Observe your present state without judging it. What are you feeling or thinking in this moment?
  • P- Proceed with awareness.

• Reframing: Shift your thought from I’m under attack to This is a chance to clarify or grow.

To be done

Related Questions:

Related Topics:

• Change Management

References