Coherence Coaching - Blood sugar and Process Communication
Blood sugar and Process Communication
Yesterday, discussion between 2 persons on the measurement unit of blood glucose…
No comment – everyone has his hobbies – and I must confess that I was one of the 2…
I can also save you details, one arguing on the mmol / liter, the other on the grams / liter (for those that are really interested, it depends on the country, and you can also find the mg/dl…)
Most interesting, the argument:
– The first one totally sure of himself, and using his Ph. D. (but not in biology nor in medicine) as the last weapon to justify his competence on the subject.
– The other one immediately using the smartphone and Wikipedia for a quick search and returning with “facts”.
In fact, both are right but none wants to let the other have the last word…
Some hint from to the Process Communication® model:
– Probably both persons with some «Thinker» base in search of recognition for their competence.
– With a nice dose of “Persister”… still there must certainly be a better answer than the other… (and each is trying to push his point of view to the other…)
– All this, stimulated by some stress coming from poor communication. The previous discussion topic was of the same quality and some had suspected a “distortion of facts” in the argument…
It reminded me of typical cases of discussions around strategic planing or project management:
When some people:
– start to nitpick on the “how”, methods, deadlines…
– or about who has the most accurate facts (déjà vu, the proud controller with the figures of the day for the discussion of the 3-year plan)
– compete about who is most skilled (title / degree / experience / seniority…)
There are many”Thinker” or “Persister” dimensions under stress inside organizations:
– for the first type, the person will spend hours on excel to “demonstrate” the facts, moving slowly but surely towards mental and physical burn-out syndrom.
– when the second will affirm loud and clear his point of view, giving lessons on “what is really important “and getting everyone against him.
While usually both are right, depending on the point of view…
3 tactics to try (especially if you are the project leader):
– Elevate the discussion on objectives where we can hope that everyone will agree (ex. issue the project with quality and on time, etc…). This usually helps to pacify the game. Then you can discuss again about options.
– Regularly give signs of recognition to each of them (recognition of his work, in quantity and quality, recognition of his opinions…)
– Call me for a group coaching using the Process Communication model 🙂
And of course, continue to monitor your blood glucose…