Sharing Your Opinion

Interpersonal Skills Sharing Your Opinion
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Transcript

Module nine sharing your opinion in any social situation you are expected to contribute. Sharing opinions is a way to present your personality to the world in a way to create the image that you want to project. It is also an invitation for the other person to share their opinion setting the stage for an engaging discussion or debate. In this module, we will discuss the skills you can use in sharing your opinion. Particularly we will discuss how to use imessages disagree constructively and build consensus. Using imessages.

An iMessage is a message that is focused on the speaker. When you use imessages you take responsibility for your own feelings instead of accusing the other person of making you feel a certain way. The opposite of an iMessage is a you message and iMessage is composed of the following a description of the problem or issue describe the person's behavior you are reacting to in an objective non believable and non judgmental manner. When approach to use describe the concrete or tangible effects of that behavior. The effects are a suggestion for alternative behavior I'd prefer. Here's an example of an iMessage.

When I have to wait outside the office an extra hour because you didn't inform me that you'd be late problem issue, I become agitated effect. I prefer for you to send me a message if you will not be able to make it alternative behavior. The most important feature of I messages is that they are neutral. There is no effort to threaten, argue or blaming these statements. You avoid making the other person defensive as the essence of an iMessage is I have a problem instead of you have a problem. The speaker simply makes statements and takes full responsibility for his or her feelings.

Disagreeing constructively there is nothing wrong with disagreement. No two people are completely similar. Therefore it's inevitable that they would disagree on at least one issue. There's also nothing wrong in having a position in defending it. To make the most of a disagreement, you have to keep it constructive. The following are some of the elements of a constructive disagreement.

Solution focus, the disagreement aims to find a workable compromise at the end of the discussion. mutual respect, even if the two parties do not agree with one another courtesy is always a priority. Win Win solution. constructive disagreement is not geared toward getting the one up on the other person. The premium is always on finding a solution that has benefits for both parties. Reasonable concessions, more often than not a win win solution means you won't get your way completely some degree of sacrifices necessary to meet the other person halfway.

In constructive agreement, parties are open to making reasonable concessions for the negotiation to move forward. Learning focused parties in constructive disagreement see conflicts as opportunities to get feedback on how well the system works, so that necessary changes can be made. They also see it as a challenge to be flexible and creative in coming They'll put solutions for everyone's game. building consensus. consensus means unanimous agreement on an area of contention. Arriving at a consensus is the ideal resolution of bargaining.

If both parties can find a solution that is agreeable to both of them, then anger can be prevented or reduced. The following are some tips on how to arrive at a consensus. Focus on interests rather than positions. surface the underlying value that makes people take the position they do. For example, the interest behind a request for a salary increase maybe financial security. If you can communicate to the other party that you acknowledge this need and will only offer a position that takes financial security into consideration, then it consensus is more likely to happen.

Explore options together. consensus is more likely if both parties are actively involved in the solution making process. This ensures that there is increased communication about each party positions. It also ensures that resistances are addressed, increase sameness and reduce differentiation. A consensus is more likely if you can emphasize all the things that you and the other party have in common, and minimize all the things that make you different. And increased empathy can make finding common interests easier.

It may also reduce psychological barriers to compromising an example of increasing sameness and reducing differences is an employer and employee temporarily setting aside their position disparity and looking at the problem as two stakeholders in the same organization

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