Re:How to correct a team member: avoid my damaging rookie mi...
by JoeAltmaier on Tuesday May 05, 2020 @03:15PM
(#23083698)
NVC in practice is quite useful for a boss to address behavior without escalation. In that case, its not important to enable discussion. Its important to get the job moving forward. And to find out if that's not going to happen, so alternatives can be selected (moving the person to a different task; providing resources so they can succeed; or even letting the person go).
Remember its a business with business goals. Not to be heartless but to earn pay, some performance is required.
> [...] I think that the primary effect of this communication style is actually to inhibit real discussion of the issues at hand, by making the needs/wants of the various parties the center of the conversation and immediately moving away from an open dialog and into a negotiation.
Hmm, would a simple fix be to pause at one of the earlier steps and ask for clarification? For example, after step 2: "Does that seem like a reasonable or understandable reaction?"; after step 3: "What do you think of all the above?" Is it really taught to always deliver it all in one go?
(Background: I've heard several people describe NVC and have read a bit, but haven't taken an official class. I also wouldn't be surprised if there is wide variance between "NVC in theory", "NVC as taught by this or that person", and "NVC in practice".)