You’ve probably heard the familiar phrase, “it’s not what you say, but how you say it.” We’ve all been taught that good communication is the foundation of any successful relationship, whether personal or professional. But we may forget that it’s our nonverbal communication – our facial expressions, eye contact, gestures, posture, and tone of voice – that sometimes speaks the loudest.

Consider the following example: As a staff meeting begins, project manager Jack shuffles into the room. He pulls at the sleeves of his rumpled shirt and his shoulders sag. He does not make eye contact with anyone in the room and is absorbed in looking over his notes haphazardly scratched on notebook paper. When he does speak, it’s difficult to hear him. He awkwardly clears his throat as he says, “Good morning, everyone. This will only take about a half an hour, but I’m going to walk you through some of the changes we can expect on our current project and what it means for all of us.”

But it could also go something like this: Project manager Jack walks confidently in the room. He stands tall with his shoulders back. His shirt is wrinkle-free and tucked in and his appearance is neat and professional. He directs his eyes around the room and makes sure that everyone is acknowledged. His notes are neatly on the table, but he doesn’t look at them in favor of his audience. As he begins to speak, his voice is clear, confident, and loud enough for everyone to hear. He smiles as he says, “Good morning, everyone. This will only take about a half an hour, but I’m going to walk you through some of the changes we can expect on our current project and what it means for all of us.”

The same words were used, but a completely different impression was made. It’s not what Jack said, but how he said it that changed. Only his appearance, tone, and manner were different, yet his nonverbal communication had an enormous influence on his team. Which version of Jack would you trust the most? The shuffling, difficult-to-hear person who won’t look you in eye? Or the confident, articulate person who acknowledges everyone in the room? Research suggests that we are more likely to believe a poor argument explained to us in a convincing manner than one based on sound facts and logic, but presented by someone who sounds uninterested and uninformed. That’s the power of non-verbal communication.

Have you thought about the impact of nonverbal communication on your workplace? We can show you how to improve the way you and your team use nonverbal communication through a variety of fun team activities and exercises. Please call Leah M. Joppy and Associates at 301-670-0051 or email us at leah@lmja.com to learn more.

When we interact with others, we continuously give and receive wordless signals. All of these nonverbal behaviors – the way you listen, look, move, and react- send strong messages, some positive and others negative. In many instances, what you say and what you communicate through your body language may be two totally different things. When confronted with these mixed signals, your audience has to choose whether to believe your verbal or nonverbal message. Often, nonverbal communication is the winner because it’s a natural, unconscious language that conveys your true feelings and intentions.

If you want to become a better communicator, it’s important to become more sensitive to your own body language and nonverbal cues, in addition to those of others. And there are so many types of nonverbal communication! Here are a few examples:

Facial expressions: the look on our face can express countless emotions without saying a word.

Body movement and posture: perceptions of people are often affected by the way they sit, walk, stand, or hold their head.

Gestures: waving, pointing, and using our hands when we’re arguing or speaking animatedly can be easily misconstrued.

Eye contact: looking someone in the eye can communicate many things, including interest or even hostility.

Space: we all have a need for physical space, but the need differs based on the situation, the closeness of the relationship, and culture.

Voice tone and inflection: as mentioned in the last article, it’s not just what you say, it’s how you say it!

Nonverbal communication plays such an important role in the workplace. It tells people whether or not you care, if you’re being truthful, and how well you’re listening. For more information about the role nonverbal communication can play in your office, please call Leah M. Joppy and Associates at 301-670-0051 or email us at leah@lmja.com and let’s discuss some team activities!

Leadership styles vary from person to person and everyone has a different approach to providing direction, implementing plans, and motivating workers. Two of the most common styles are task-oriented and relationship-oriented leadership. Here’s a look at both styles and some of the pros and cons of each one.

Task-Oriented Management Style

Task-oriented leaders have several characteristics that ensure projects are completed in an efficient and timely manner. These managers typically create easy-to-follow schedules with clear requirements and deadlines. This type of leadership style is great for employees who need structure and struggle with time management. However, task oriented leadership can also lead to a lack of worker autonomy and creativity. Rigid structure and excessive task management can also diminish company culture and backfire for more self-motivated workers.

Relationship-Oriented Management Style

Relationship-oriented management focuses on employee relations and often makes workers feel energized because they feel appreciated for their work. Strong effort comes from people who feel like they’re making a difference and part of a company’s success. But some of the challenges of this leadership style include employees feeling overwhelmed and needing more direction. A lack of clarity may cause confusion when it comes to tasks and deadlines.

What’s the predominant communication style in your office? Do you feel like it’s working or could use some alterations? The key is to take the best parts of each management style and combine them to create your own unique leadership style. Please call Leah M. Joppy and Associates at 301-670-0051 or email us at leah@lmja.com and we can help!

Glassdoor.com was founded in 2007 as a tool for workers looking to make career decisions. The website enabled both current and former employees to leave anonymous reviews of their workplace. Glassdoor still serves this function, but now it has become a key indicator of the cultural health of organizations. Other sites like LinkedIn and Indeed followed suit and encourage employees to share reviews and leave comments about the work atmosphere within their organization. “What is it like to work here?” is an incredibly important question for an organization. And look no further than your employees to answer it – after all, they’re putting in the hours day after day and place a premium on a positive work environment.

To create a positive culture within an organization, there needs to be a focus on the following:

• Allowing for more transparency
• Fostering an environment of kindness and compassion
• Resolving issues of blame and finger pointing
• Emphasizing meaningfulness of tasks
• Encouraging gratitude and respect
• Giving employees more independence and relying on their judgment
• Investing time and energy into employee growth

Not every employee will be 100% each day, but a positive workplace culture goes a long way towards overall happiness, greater levels of productivity, and ability to recruit top talent. What are your Glassdoor or Indeed reviews saying about your organization? Are there culture issues that need to addressed and room for improvement? Please call Leah M. Joppy and Associates at 301-670-0051 or email us at leah@lmja.com and let’s discuss a strategy.