5 Barriers to Communication
It’s difficult to win friends and influence people positively if you’re engaging in offensive behaviors that set people’s teeth on edge. Often people are unaware of behaviors that cultivate barriers to communication, especially when authority relationships exist. Stop your employees or coworkers are talking behind you back, review the five barriers to communication. Be honest with yourself if you identify behaviors that seem all too familiar. Change is possible when you become aware of what needs to change.
Avoid these 5 Barriers to Communication
1. Excessive authority, bullying and creating fear of openness in others
Excessive authority is often the result of assertiveness on steroids. While assertiveness helps those in authority to stay on task and to achieve goals, aggressiveness can raise its head turning directness into disconfirming behaviors which cause the object of the aggressive message to shrink back. Restrictions to open communications, if left unchecked, will stunt the growth of an organization and its people. Create a fear free workplace and home life where communicative openness is appreciated and rewarded.
2. Rewarding good news while expressing all news is welcome
I recall a woman whose husband’s barber made an “oops” to his hairline and cut it too far back on his head. When the wife saw the “receding” hairline, she said nothing until asked “How do you like my hair cut?” It looks neat and clean, she said. Thanks sweetie, her husband replied. Sometime later her aunt came to visit and whispered to her, “What’s wrong with Joe’s head?” I can’t bear to tell him it’s an unattractive haircut, he’s very sensitive. So, I’ve decided to let someone else tell him, his wife said. The following week during a meeting, her husband’s boss mentioned that perhaps some members of the management team should check out a new barber. Crafting good news messages are always the best message. Be open to not so good news, the right news at the right time can decrease embarrassing moments and foster needed change.
3. Using closed questions as the go to questioning technique.
Routinely using closed-end questions conveys a lack of interest in the details. This type of questioning is similar to the questioning that appears in court TV shows. You may know the situation: The attorney says “Just answer the question “yes or no.” The person on the witness stand pleads to say more. Yes or no ma’am is the attorney’s comeback, which leaves the woman feeling diminished and unheard. Too often this scenario plays out at homes and offices across the globe. Start conversing. Engage in two-way conversation. Encourage others to share all pertinent details.
4. Crushing difference for the sake of teamwork
Teamwork makes the dream work. At least that’s what I heard from colleagues. Teams work best when all members are free to share ideas, thoughts, and suggestions. Moreover, members with differing opinions can help to move the team toward an expanded path, to achieve higher goals, and perhaps to find an unidentified concern or problem that needs attention.
5. Encouraging a culture of agreement where disagreement gets the stinky face.
This communication barrier is similar to 4, but without the “no” response. Achieving extraordinary results from connecting with others rarely occurs outside a culture that allows for the free flow of ideas, creativity and innovation. Besides, the stinky face will have a negative impact on communications and the culture because it negatively impacts meaning.
Demeaning, controlling and stifling communication tactics undermine confidence and deflate performance levels. Move forward. Leave these communication barriers when they belong: in the distant past.
