I’ve developed a theory that the biggest driver of mindlessness at work comes from lack of communication. Most times, this is connected to the conversations we’re not having about our values, or about the boundaries we set (or don’t set) around how we live, honour, or uphold these values at work. You know the type of conversation I am talking about: the really uncomfortable one, where you know what you need to say is going to be awkward and might displease or disappoint another person.
Each day we encounter situations where we halfway communicate what we want to express, request, or need. In many cases, we do this because we fear being judged.
Each day we encounter situations where we halfway communicate what we want to express, request, or need. In many cases, we do this because we fear being judged. Think about it: Have you ever edited a response because you felt uncomfortable revealing yourself and your thoughts concerning a certain topic?
So we halfway share, putting off the conversation we know is coming at some point. And, of course, the longer we avoid having it, the more uncomfortable the conversation can become.
The collective impact of having uncomfortable conversations can be truly transformational. Its effect goes beyond communication in the workplace; it can transform communication in every situation.
The path to navigating this territory with ease starts with awareness. Begin to notice when you are withholding, closing down, or not speaking up. Write about it in a private journal if that’s helpful. Then, with that awareness, begin to experiment with expressing your thoughts, needs, and desires one conversation at a time using the following tips to push through the discomfort.
What is the one uncomfortable conversation you are willing to have today?
It isn’t just about assigning blame. It is about creating dialogue around toxic and disruptive issues, so all involved can feel heard and choose to create a different reality. Offer context as to what the issue is, and, ideally, why it’s actually an issue for you. Done in a nonjudgmental way, this kind of sharing builds compassion and allows everyone to get on the same page. It’s when we don’t offer context that the discomfort grows.
It’s when we don’t offer context that the discomfort grows.
If someone is making a request that isn’t possible, say so and invite a conversation about what is possible. It’s important to ask how that might work for the person making the request. Explaining, offering another solution, and inviting dialogue to increase the sense of sharing and collaboration.
Say what you mean with grace, respect, and as much authenticity as possible. When you speak from the heart, even if others don’t like or agree with the message, the energy behind the intention comes through. Odds are strong that your honesty will help things to shift.
This article was originally written by Jae Ellard, and full credit goes to Mindful, who published this article in their magazine and online, earlier this year. This article has been reprinted for the purpose of education.
The biggest challenge to moving forward on anything is the transition to working on it. It almost always represents a shift from doing something comfortable to doing something uncomfortable.