Comments on: How to Improve Your People Skills

By: Karina

Karina — Mon, 11 Feb 2013 19:33:03 +0000

I agree with Al that the information provided was too vague. I recently needed to confront someone who claimed that he was “Direct” and “Directness part of his personality”, and any offence was just my perception. The fact is that I was able to state specific behaviors that were inappropriate e.g.”cutting people off”, “not providing direction”, and “confronting and correcting people in front of other team members”. His behaviors are ongoing and he justifies them. I am glad to hear that you are a person wanting and willing listen and grow. That shows character and integrity. Perhaps asking the person who gave you the feedback to provide you with specific actions or behaviors to work on, you can have somewhere to begin.

By: Tom

Tom — Thu, 07 Feb 2013 03:09:29 +0000

Unfortunately I think most of the managers I know focus more on the task at the expense of the relationship(s). This approach will only last so long before employees become less engaged and eventually check out. When that happens you start down a path that will not lead to good results for anyone. The ignorance and denial out there is so common it’s scary. I think Al provides a lot of good suggestions for those who honestly want to make a change for the better.

By: Bridget

Bridget — Wed, 06 Feb 2013 23:44:33 +0000

Great reminder to begin the conversation with an observation and a question, not an emotion and conclusion.

By: Barb

Barb — Wed, 06 Feb 2013 15:53:20 +0000

Depending on the tone – for example not using sarcasm, it is often better to be direct than beat around the bush. That way everyone knows what is the problem. I have used both ways, and sometimes staff just doesn’t get it when you make a recommendation rather than straight out say what you really mean. Direct communication and transparency are good principles.