Hearing Vs. Listening

The topic today is hearing versus listening. The textbook, Strategic Communication, states that hearing is something that we have done since before we were born. It's something we do involuntarily, similar to blinking. There are sound waves that are simulated and gets active in our brains. Whether we know or identify what the sounds are that we are hearing, we are simply just taking in these sounds. Listening, however, is a voluntary process. With listening, we are analyzing and comprehending information. It is not just a sense of hearing, but processing what someone is saying.

The textbook mentions that "listening requires concentration." There is effort that is involved. Much like taking part in anything in life where effort is required, this is where listening differs from hearing.

Resources:

O'Hair, D., Friedrich, G. W., & Dixon, L.D. (2011). Strategic Communication: in business
and the professions. Boston: Pearson.

Cultural Communication Conflict Triangle (Ch 3)

In Chapter 3, Diversity in Business and the Professions, I found the conflict triangle to be very interesting. These notes are taken from pages 86 and 87. 

There is a process of conflict and this triangle helps in understanding and analyzing the pieces. 

There are three intersections: your cultural perspective, organizational context, and discourse from conflict (see picture above). 

- Your Cultural Perspective: it's important to analyze your own culture. If you are cognizant of your own, it keeps you aware of how you think, so when you are introduced to other cultures, the perspective of how things should be and how things are can be better understood.

- Organizational Context: this is the communication between organizations and cultural differences. The textbook shares that this can be types of clothing, language, non-verbal communication, and so on.

- Discourse from Conflict: there is an ongoing analyses you must have between the perspectives of yourself and those you are communicating with. 

*There is a talk that emerges from conflict. This is where you must be aware of differences and determine if there is a cultural conflict that needs to be examined.  Then on an organizational level, you must how it's effecting you and the other people involved. Lastly, the discourse from conflict shows the cultural perspectives of each party and the site of the conflict. If conflict arises and you can remember to utilize this triangle to help identify key things that you can be aware of, you will be able to keep your own cultural identity, but be sensitive to the difference of someone else's. This will help everyone manage conflict in a positive way.

Resources:

O'Hair, D., Friedrich, G. W., & Dixon, L.D. (2011). Strategic Communication: in business 

     and the professions. Boston: Pearson.

Five Components of Communication Skills (Ch1)

In chapter 1 of our Strategic Communication textbook, we are learning about Communication in Organizations. There are five components of communication skills that the authors share. Below is a breakdown of the information compiled from page 3 and page 4 of the textbook.

1. CREATIVE INSIGHT: asking the right questions. Whether the questions you have are difficult or simple, the right questions must be asked to make sure the organization and those involved in completing tasks have the right information.
2. SENSITIVITY: best described as following the Golden Rule. When communicating, you must talk but also listen and evaluate others reactions to your words. If they have a look of understanding, then you are on the right track. However, if they look dismayed or confused, you'll need to be aware of their reactions and adjust your speech to communicate sensitively and effectively.
3. VISION: is usually determined by entrepreneurs and business owners. These leaders provide insight and motivation to inspire the team and build the direction the organization in going.
4. SHARED MEANING: important for engaging others. There must be a level of connection between you and your team. Are both parties listening and understanding where each member stands? Is there a mutual ideas and perspectives towards goals?
5. INTEGRITY: building trust and confidence. When you stand on your word and your people know you are being open with them and doing what you can to help lead the team towards the overall goals, then you've built trust. One of my favorite saying is "people don't care how much you know until they know how much you care."

These five components are necessary skills for business success. As long as people are a part of organizations and they have not been taken over by robots or machines, communication is imperative for not only growth, but the welfare of it's people and those they work for.

Resources:
O'Hair, D., Friedrich, G. W., & Dixon, L.D. (2011). Strategic Communication: in business 

     and the professions. Boston: Pearson.