Communication & Influence

“We cannot not communicate”. Our gestures, our face, our voice and even our silence speak for us. How can we make this communication with others a vector of performance and humanity? We will see in this course how to foster positive communication, the art of giving feedback and setting boundaries by establishing healthy relationships. We will go even further by exploring how to communicate during disagreement and how to influence in a relationship of equals.

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Foster a Positive Communication

Communication laws (11'00)

We cannot not communicate”. Everything is communication. Every expression, gesture, word, silence speaks of you, speaks for you. Clear and positive communication is the base of a great relationship. We will see in this video the 4 major laws of communication: the keys for the first 5 minutes, the transmission-reception difference, communicating beyond talking and how humans are an iceberg.

The 4 traps of communication (10'22)

Are you sometimes misunderstood? Do you sometimes not understand the person you are talking to? Thomas d´Ansembourg, pioneer of Non-Violent Communication, distinguishes 4 traps in our way of communicating. Judgements, beliefs, binary thinking and disempowering language.

Adopting a constructive attitude (8'45)

How can we maintain a constructive attitude to facilitate cooperation at work and manage disputes and conflicts with ease? We will see the 3 hindrances to avoid (criticism, confirmation and justification) and the 4 good habits to maintain. These attitudes will help you reopen the field of possibilities.

Practicing active listening (11'34)

How to practice active listening? Above all, what is the basis of active listening?
Availability, curiosity and openness. Here are the 3 key principles to which you can link 3 tools: synchronization, questioning and reformulation.
We are going to study these qualities and tools that will make you an excellent communicator

Signs of acknowledgement (12'16)

Human beings need attention and consideration to fully express themselves and give the best of themselves. As adults, acknowledgement seems to take a back seat, especially at work.
So why are signs of acknowledgement so important? Why are they so little or so badly given? And especially how to give them?ontent

Creating an alliance with your boss (8'20)

How do you create an alliance with your boss? How can you improve your relationship with your superior: finding your place in front of your boss, understanding the implicit and explicit needs of your superior, telling them your coaching needs, and adjusting your communication style with them. nt

The Art of Feedback

The art of positive feedback or congratulating (7'54)

Do you congratulate your collaborators and colleagues?
Do you also, like many others, believe that when a job is well done, then it’s so normal that there’s no point in pointing it out?
Do you remember to give positive feedback to your colleagues and your superiors?
Given that positive feedback is a source of well-being, motivation and performance, you are really missing out on a great lever.

The art of negative feedback : reframing without demotivating (7'48)

Is your employee or colleague not on target with a goal that you have agreed on?
Are their attitudes and actions not in line with the expectations?
Don’t delay refocusing with them.This is a great opportunity for you to show courage, caring and agility.

Expressing our difficulties (10'14)

It is not “normal” to be constantly stressed at work.
The observation of permanent stress requires work on yourself, of course, but also, when possible, intervention from your superiors.
In this video, we will see how to listen to stress signals, how to break out of silence and intelligently express your difficulties.

Giving feedback to your boss (11'01)

30% of employees qualify their line manager as “bad”. Rare are those who calmly propose concrete changes to their boss in the way they work together. Rare are those who know how to give feedback to their boss. In this video I will help you one, dare to talk to your boss, two, have the right posture, and three structure your speech.

Receiving feedback (13'33)

Your boss has told you that you lack leadership, your colleague criticizes your lack of listening, your client deplores your lack of agility, …
It is uncomfortable to receive negative feedback, especially if it is addressed awkwardly or brutally.
How can we turn these “critics” into constructive feedback? Here are the 5 steps to receive feedback and then the KSS method to take in feedback.

Motivating through signs of recognition (6'42)

Five signs of recognition can generate extra motivation: words of affirmation, receiving gifts, quality time, acts of service and the non-verbal. It’s in this environment of attention that your interlocutor will be motivated to give their best. Here are the 5 attitudes adapted to the company with many examples facilitating their application.

Responding to the objections of the client or collaborator (10'09)

Managing employees and customers intelligently means anticipating the difficulties and resistance that will inevitably punctuate your meetings. Because some people are difficult, because some subjects are delicate. We will deepen the management of objections and the use of counter-questions to facilitate your meetings in difficult contexts.

Improve your Interpersonal Skills

Cultivating a positive outlook (8'27)

The art of cultivating a positive outlook.
“Think positive, smile, be positive, look on the bright side,” as the magazines write.
Seeing and considering (prophesying) the best will actually give you a better chance of having a happy life.
At least you can be aware of the filters of perceptions (selection, interpretation and generalization) that distort your view of reality, often in a very negative way.

Setting boundaries and saying no (9'23)

Many conflicts emerge because we do not know how to set boundaries. We don’t know how to say no like adults because we lack the self-confidence. Or we say no too late or too aggressively, so conflict erupts.
In this video we will first see why we don’t dare to say no, then how to say no to a request and finally how to say no to an attitude that doesn’t suit us.

Getting out of relational games (13'15)

What are we playing at?
Relationship difficulties and conflict, often take on the form of a several act tragedy, in which we play different scenes.
Arguing, fleeing, complaining, accusing, arm wrestling or looking for support.
Are we victims, rescuers or persecutors in this psychological game that is the dance of conflict? Do we move from one role to another without even realizing it?

Increasing your emotional intelligence (11'13)

Nowadays, there are EQ tests, Emotional Quotient, calculated just like an IQ, Intelligence Quotient, to assess people’s ability to recognize emotions, understand and manage these emotions, either their own or those of others. A mature emotional intelligence is an essential key in communication, assertiveness and conflict management. What does emotional intelligence provide? How to manage negative emotions? And finally, how can we improve our Emotional Quotient on a daily basis? ent

Etablishing a relationship of equals (10'56)

Would we find ourselves in the middle of a conflict if we asserted ourselves healthily? My answer is “no”. Asserting ourselves in a healthy way, within a respectful and equal relationship with others, prevents us from giving in to the dance of conflict, even if the other person is urging us to.
I am going to describe the basis of this quiet affirmation (this assertiveness) through the concept of life positions (OK/not OK) inspired from Transactional Analysis.

Communicating in Disagreement

From disagreement to conflict (7'33)

At the origin of conflict, there is disagreement. Why do we go from disagreement to conflict? Disagreement is normal and can be constructive, while conflict is not. Disagreement arises from a divergence of interests, values, opinions: we do not think like the other person. And, then, from a simple disagreement, we can slip into conflict when 2 additional criteria come together: ONE, the parties are interdependent and TWO, the negative emotions are revealed.

Attitudes towards conflict :Thomas-Kilmann matrix (11'57)

Thomas and Kilmann present 5 attitudes of conflict management along 2 axes. In conflicts are you more determined in the pursuit of your own interests or more motivated to cooperate? Are you more of a shark, a turtle, an ant, a teddy bear, a chameleon? We naturally adopt a privileged attitude when faced with conflict. Each attitude has its advantages and disadvantages.

The 3 brains, stress and conflict (14'53)

You are under stress or in conflict and have less and less control over your thoughts, emotions and reactions?
How can you take back control over your life and rationally manage the stress that burns or inhibits you?
You will better understand what’s happening within you by familiarizing yourself with your 3 brains: the reptilian brain, the limbic brain and the neo-cortex. So which brain has taken control over your life in the middle of your struggles?

Organizing the meeting to resolve the conflict (4'50)

You’ve decided to talk to the person you’re in conflict with. You’re feeling emotionally calm and positive and are clear on the subject and on the options you intend to suggest
We will see how to arrange this meeting: from requesting an appointment to setting the place and time.

Talking to each other to resolve the conflict (6'32)

Resolving a conflict happens inevitably through words.
But how can you express yourself when the relationship has already been shaken up? How can we encourage sharing when grievances are palpable?
I suggest 4 keys to give you the best chances to reach a satisfactory solution for everyone. 4 keys to avoid sinking into the dead-end of conflict. Defining the rules, listening with empathy, opening up to the other, and being solution-oriented.

DESC method / Non violent communication (7'01)

Rosenberg, after many successful experiences in conflict resolution between communities (racial, socio-economic and even political conflicts), teaches in NVC, Non-Violent communication, a method of conflict resolution based on the expression of one’s emotions and needs. The DESC method (Description, Expression, Solution, Conclusion), which is inspired by non-violent communication, is a shortcut to this method.

The "ego states" : parent, adult, child (12'07)

Who comes out during a conflict? The parent in you, the adult in you or the child in you? Who is in charge?
We are going to decipher together what we call the states of the ego: parent, adult, child, that sometimes make it difficult to communicate and manage conflicts with those around us.

Resolving a conflict with a client in 5 steps (11'21)

Do you have a conflict with a client and don’t know how to find common ground so that you don’t lose your client or his money? Here is a 5-step solution to resolve the conflict: ORVSC.

Options, Reformulation, Vision, Solution, Contractualization.

Communicating and Inspiring

The ABCs of leadership (10'54)

What does it mean to be a leader? What is leadership? Are you a leader? In this video we will see the definition of leadership, the winning equation of a true leader and the challenge of developing leadership.
You will also find tips to develop YOUR leadership.

Leadership and influence (10'02)

You want to develop your leadership and you have understood that the art of influencing is one of its pillars? In this video, we will see how to be a true leader who influences and inspires. Because they let go of their “good student” persona, because they provide vision, because they are visible and because they take risks.

Start the meeting on solid foundation : SOPADERP (10'01)

The first 5 minutes help to lay a solid foundation for the meeting.
Here’s how to get participants on board in 8 steps. As if it were a matter of getting them on a sailboat for a crossing.
The SOPADERP (Subject, Objective, Participants, Animator, Duration, Energy , Rules and Plan) is a good tool to provide the speaker leadership, and these first 5 minutes a structure while making sure to create conviviality.

The basis of self-marketing : image, visibility, career (7'02)

Self-marketing, a new buzzword? Marketing a product is a well-known concept. But to market a human? Market yourself? It’s something employees, managers, entrepreneurs, and job seekers should all know how to do.
Self-marketing, or Personal Branding, is building and promoting your personal brand to boost your career and improve your job search.

Convince / sell with the SPECIES model (13'49)

Aristotle said “If you want to convince someone, use their own arguments”. Listening to your interlocutor, listening to your customer will allow you to better understand what they attach importance to, what motivates them . SPECIES is an acronym for Main Motivational Drivers.
S for security, P for pride, E for economy, C for comfort, I for Innovation, E for environment and S for sympathy

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