Personality Development

UNIT 2
 Effective communication skills- Self introduction, Working on Attitude
 Development of leadership skills
 Team Building and social empathy
 Social Responsibilities
 Workplace ethics.

Effective communication skills - Effective communication is the process of

exchanging ideas, thoughts, opinions, knowledge, and data so that the message is received and
understood with clarity and purpose. When we communicate effectively, both the sender and
receiver feel satisfied.

Using the 7 C's of communication, that is when you're

clear,
concise,
concrete,
correct,
consider the speaker,
complete and
courteous, with your message, you will become an effective communicator and find more
success in your interactions with people.

Written Communication
Written Communication involves expressing yourself clearly, using language with precision;
constructing a logical argument; note taking, editing and summarising; and writing reports.
Structure and layout can be relatively quickly learnt but learning how to write good quality
content takes much longer.
Examples of written communication include:
 Emails.
 Text messages.
 Blog posts.
 Business letters.
 Reports.
 Proposals.
 Contracts.
 Job descriptions.

Written Communication -
 The content: what is written.
 The style: the way it is written.
 The structure: the way the content is explained and how clear it is for the reader.

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Attitude
Your attitude is a very powerful way to communicate and it is a mirror into your thoughts,
feeling and soul! Remember this important communication skill: Positive attitudes will always
invite positive results. Negative attitudes will always invite negative results.

Benefits of written communication

 Permanent record. Written communication in an organisation is beneficial as it acts as a
permanent record of the communication that takes place in the organisation.
 Authoritative documentation.
 Clear interpretation.
 Wide accessibility.
 Less distortion.

The advantages of Written Communication are stated below:

1. It is suitable for long distance communication and repetitive standing orders.

2. It creates permanent record of evidence. It can be used for future reference.

3. It gives the receiver sufficient time to think, act and react.

4. It can be used as legal document.

5. It can be sent to many persons at a time.

6. It is suitable for sending statistical data, chart, diagram, pictures, etc.

7. Order, allocation of work, job distribution, etc. in written form reduce ambiguity and help in

fixation of responsibility.

8. Uniformity in work procedure can be maintained through written communication.

9. It is easy to send unpleasant or bad news through written communication.

10. A good written communication can create goodwill and promote business.

Limitations or Disadvantages of Written Communication:

1. It is time-consuming. Composing a message in writing takes much time. Writing letters,

typing orders, notices, etc. and sending to appropriate destination require time. Feedback process

also is not instant.

2. It is expensive not so much due to postal charges but in terms of so many people spending so

much of their time.

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It cannot maintain strict secrecy which would have been possible in oral communication.

4. Written communication has no scope for immediate clarification if not understood properly.

5. Being written in nature it is less flexible and cannot be changed easily.

6. It is not effective in the case of emergency.

Physical Barriers
Research shows that proximity is important for building cohesive teams, yet workplaces
often stifle this with a range of physical communication barriers. These can include desk
and office dividers, closed office doors, separate areas for people of different statuses, and
‘team territories’ that others avoid.
The rise in home working has added further communication barriers, giving rise to a
wealth of online collaboration tools to help people feel more connected. Nevertheless,
there are concerns that an inability to collaborate is directly affecting our creativity and
innovation.
To combat this, some businesses are using basic skills training to optimise the way people
use online productivity tools. At a minimum, make sure everyone is comfortable with
working with Zoom and other platforms so they can make a productive contribution to
calls.

Perceptual Barriers
These communication barriers exist in people’s minds based on how they perceive the
world around them. They can be caused by the many cognitive biases of the human
mind that prevent us from perceiving people and situations accurately. Individuals may
also have their own unique biases based on previous experience and the influence of
others.
Ask yourself what perceptions might be holding you or others back from communicating
effectively. To encourage others to question their perceptions, try this short anecdote.

Emotional Barriers
Emotional communication barriers are the negative feelings we acquire about certain
people, places and situations. Whether caused by bad experiences or the influence of
others, they evoke emotions such as fear and mistrust that prevent effective interaction.
Sometimes the barrier is simply fear of what others think about us, which may come from
being taught to ‘mind our Ps and Qs’ or ‘never speak until you are spoken to’ when we
were children. Although caution is wise, excessive fear of what others think stunts
development and inhibits your ability to build better relationships.

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Most people will have experienced a moment in a difficult conversation when their
emotions got the better of them, and the resulting effect it had on personal relationships
and the dynamic of a group.
Anger and fear are two of the most powerful emotions, whether directed outwardly or
inwardly. When we experience these emotions intensely, we are less able to process what
goes on around us rationally. Things become framed in our anger or fear.
If emotion is causing issues, then it may require a proactive solution to enhance the
interpersonal dynamics of a group. For example, an angry person needs to cool off, so it’s
best to break up the gathering to allow the person time to think.
Bear in mind that emotions can affect our perceptions. To resolve an emotional barrier, try
to identify if a misunderstanding or misconception is the root cause of someone’s reaction.

Cultural Barriers
To be accepted as a member of a group, we often need to adopt patterns of behaviour that
the group perceives as a sign of belonging. For example, honesty, openness, diligence,
banter or a sense of humour.
Cultural communication barriers arise if you don’t understand the group’s required
behaviour patterns, which increases the risk of doing something its members frown upon.
To resolve cultural barriers, try to understand their behaviour, how it came to be, and why
it sparks negative feelings. Naturally, the context of the environment is everything in
choosing how to proceed and what is best overall.
When someone joins a group, it can help to orientate them about how the group works, and
even with associated aspects such as how it socialises. As well as being welcoming, this
also helps to minimise misunderstandings.

Language Barriers
Language causes communication barriers if you use words that other people are unfamiliar
with. As soon as you introduce these words, you begin to exclude others. Bear in mind this
includes expressions, buzzwords and jargon.
Effective communicators get to know their conversational counterparts so they can judge
which words to use. Talking to someone in their own language doesn’t necessarily mean
learning German for a specific meeting, but making sure you only use words that everyone
will understand.
Always be sympathetic to other people as they may not recognise the technical terms,
acronyms and colloquialisms you use on a daily basis. Furthermore, be careful how you
react as people may simply be using the wrong word to express themselves.

Gender Barriers
Gender barriers to communication can still cause issues occasionally, and are perhaps
some of the subtlest to identify. They often arise when someone has an oversimplified or
stereotypical idea of how a gender behaves. This can cause them to act in a way that
impedes open, honest and appropriate communication with others.

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Gender barriers are closely linked to cultural barriers, particularly differences in

nationality and age group. Bear in mind that not everyone has the same ability to adapt to
the values of a different culture, or ‘move with the times’ as we attempt to progress
towards a more equal society.
There are also physiological differences between the genders that affect the way we
communicate. Neurology helps us understand which parts of the brain are active when we
speak, and how that affects our communication.
To overcome gender barriers, promote equality at all times and look for ways to achieve
greater balance within a group. It can also help to educate people about gender bias if you
sense it is causing an issue.

Interpersonal Barriers
Interpersonal barriers are patterns of behaviour that prevent you from communicating
effectively, or that prevent people from communicating with you.
This could be because of something the person is doing consciously, such as deliberately
switching off their phone or closing their door because they don’t want to speak to anyone.
However, it is often more likely to be something they are doing unconsciously. For
example, our feelings about someone or something can be expressed through our body
language. This is perceived by the other person, and causes them to react accordingly.
These communication barriers can be tricky to identify as there may be many drivers. For
example, a person may have difficulties at work that causes them to withdraw. They may
have issues with self-esteem that drives a lack of assertiveness. They may have superiority
issues that give them a tendency towards being overbearing or belittling. Workplace
cultures, disorganisation and greater prevalence of distance working can also cause and
exacerbate issues.
The best advice is to observe the patterns of communication that occur when people are
together, and look for clues as to what might be causing issues.

Break Through The Barriers

Identifying barriers is an essential communication skill that helps with management,
networking, sales and generally being able to influence people. It is as valuable to written
communication as it is to verbal. This is why great communicators develop a keen sense
for when communication isn’t going as well as it should. As soon as you detect this, start
looking for the clues.
Ask questions to learn more about the person and their perception of the situation. Listen
to what they say, and watch their body language to identify what they might really be
thinking and feeling.
Improving the way you communicate is a broad-brush activity that also benefits from
looking at many aspects of yourself. As you communicate, try to change your own
thoughts and feelings and see how it improves the interaction.

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Nonverbal communication (NVC) is the transmission of messages or signals

through a nonverbal platform such as eye contact, facial expressions, gestures, posture, use of
objects and body language. Our facial expressions, gestures, posture, and tone of voice are
powerful communication tools.

Psychological Barriers to Effective Communication

 False assumptions.
 Anger.
 Attitudes and Values.
 Negative Self-image.
 Fear and Defensiveness.
 Implications and Inferences.
 Close-mindedness, Overconfidence and Apathy.
 Distortion, filtering and editing.

Development of Leadership Skills

Leadership is a multifaceted concept that holds a pivotal role in various aspects of human life,
from business and politics to education and social organizations. The development of leadership
skills is a lifelong journey, marked by continuous learning and adaptation. In this essay, we will
explore the evolution of leadership and delve into the essential skills that leaders need to
succeed. The focus will be on both traditional and contemporary leadership models, shedding
light on the competencies required to thrive in today's dynamic world.

I. The Evolution of Leadership

Leadership has evolved over time, adapting to changing societal and organizational dynamics.
Historically, leadership was often associated with hierarchical and autocratic models, where the
leader held absolute power and expected unquestioning obedience. However, contemporary
leadership has transcended these traditional paradigms. Today, leadership is characterized by
more inclusive, collaborative, and empathetic approaches. Let's examine the key milestones in
the evolution of leadership.

2. Traditional Leadership:

Traditional leadership models were often autocratic, hierarchical, and power-centric. Leaders
commanded and controlled, and their authority was rarely challenged. Key skills for traditional
leaders included decisiveness, discipline, and the ability to enforce compliance. While these
skills are still valuable in some contexts, the landscape of leadership has transformed
significantly.

3. Transformational Leadership:

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In the latter part of the 20th century, transformational leadership emerged as a powerful
paradigm. Transformational leaders inspire and motivate their teams, encouraging them to
exceed their own expectations. They demonstrate charisma, vision, and the ability to empower
others, placing emphasis on personal growth and development. The essential skills here include
charisma, vision, and emotional intelligence.

4. Servant Leadership:

Servant leadership, first introduced by Robert K. Greenleaf, puts the needs of followers first and
the leader's role as one of service. This model requires leaders to be empathetic, compassionate,
and committed to the well-being of their team. Servant leaders foster collaboration and empower
others to achieve their full potential, making empathy and selflessness vital skills.

5. Authentic Leadership:

Authentic leadership focuses on self-awareness and genuine, transparent communication.

Leaders practicing authenticity are open about their values, beliefs, and motivations. They build
trust and credibility through honesty and consistency. Being self-aware and cultivating strong
interpersonal skills are essential components of authentic leadership.

II. Essential Leadership Skills

While leadership models have evolved, certain skills have remained relevant and even gained
prominence in today's dynamic world. The following are some of the key skills that leaders must
cultivate to succeed:

1. Communication: Effective communication is the cornerstone of leadership. Leaders must

articulate their vision, provide clear instructions, actively listen to feedback, and adapt their
communication style to the needs of their team members. Excellent verbal and non-verbal
communication skills are crucial.

2. Emotional Intelligence: Leaders need to understand and manage their emotions, as well as
empathize with the emotions of their team. Emotional intelligence enables leaders to build
stronger relationships, resolve conflicts, and create a positive work environment.

3. Adaptability: The modern world is characterized by rapid change and uncertainty. Leaders
need to adapt to new circumstances, make quick decisions, and lead their teams through
transitions. Flexibility and the ability to embrace change are essential.

4. Decision-Making: Leaders are often faced with complex, high-stakes decisions. Effective
decision-making skills involve critical thinking, problem-solving, and the ability to evaluate risks
and rewards. Leaders must also be willing to take calculated risks.

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5. Vision and Strategic Thinking: Leaders must have a clear vision for the future and the ability
to devise strategic plans to achieve their goals. Strategic thinking involves assessing the bigger
picture, setting priorities, and making long-term plans.

6. Empowerment and Delegation: Leaders should empower their team members, trusting them
with responsibilities and fostering their growth. Delegation skills are crucial to distribute tasks
effectively while maintaining accountability.

7. Conflict Resolution: Conflict is inevitable in any group or organization. Leaders must be adept
at identifying and resolving conflicts constructively, fostering a harmonious and productive work
environment.

8. Team Building: Building a cohesive and high-performing team is an essential leadership skill.
Leaders should understand team dynamics, motivate team members, and leverage their strengths
to achieve common goals.

9. Self-awareness: Leaders who are self-aware understand their strengths and weaknesses,
leading to more effective self-management and personal growth. This self-awareness helps build
credibility and authenticity.

10. Ethics and Integrity: Leaders must adhere to a strong ethical code and model integrity.
Honesty, transparency, and ethical behavior are fundamental for maintaining trust and respect
within the team and the organization.

Conclusion
The development of leadership skills is an ongoing process that requires a combination of self-
awareness, continuous learning, and adaptability. While the evolution of leadership has seen a
shift from traditional autocratic models to more inclusive and empathetic approaches, certain
skills remain relevant and critical in contemporary leadership. Effective communication,
emotional intelligence, adaptability, decision-making, vision, empowerment, conflict resolution,
team building, self-awareness, and ethics are key skills that leaders should cultivate. In a world
characterized by rapid change and complexity, leadership skills are more crucial than ever, and
leaders who continue to develop these competencies are better equipped to navigate the
challenges and opportunities of the future.

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Leadership Theories: An Overview Leadership is a complex and multifaceted concept

that has been the subject of extensive research and theorizing. Various leadership theories have
emerged over the years, each offering a unique perspective on what makes an effective leader. In
this essay, we will explore two prominent leadership theories: the Trait Theory and the
Contingency Theory.

Trait Theory of Leadership

The Trait Theory of Leadership, also known as the "Great Man" theory, posits that leaders
possess inherent traits and characteristics that make them effective in their roles. This theory
assumes that individuals are born with specific traits that predispose them to leadership. While
the Trait Theory has been largely discredited due to its oversimplification of leadership, it is
essential to understand its historical significance.

Key points of the Trait Theory:

1. Innate Qualities: According to this theory, leaders are born, not made. They possess innate
qualities such as intelligence, confidence, charisma, and decisiveness that set them apart from
others.

2. Trait Identification: Early research in this field aimed to identify specific traits that successful
leaders shared, with the hope of predicting leadership potential in individuals.

3. Criticisms: The Trait Theory has faced criticism for oversimplifying leadership, neglecting
situational factors, and failing to account for the fact that leadership qualities can be developed
over time.

4. Modern Understanding: Contemporary perspectives on leadership acknowledge that while

certain traits may enhance leadership potential, leadership is not solely determined by inherent
qualities. Skills, behaviors, and the context in which leadership occurs are also crucial.

Contingency Theory of Leadership

The Contingency Theory of Leadership emphasizes that effective leadership depends on the
situation or context in which leadership is exercised. In other words, there is no one-size-fits-all
approach to leadership. Instead, leaders must adapt their style and behaviors to suit the
circumstances and the needs of their followers.

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Key points of the Contingency Theory:

1. Situational Consideration: Contingency theory stresses that different situations require

different leadership approaches. A leadership style that works well in one context may not be
effective in another.

2. Leadership Styles: Contingency theorists, such as Fred Fiedler, proposed that leaders could be
categorized as either task-oriented or relationship-oriented, and the effectiveness of each style
depended on the situational favorability.

3. Situational Favorability: Contingency theory introduced the concept of situational favorability,

which takes into account the leader's power, task structure, and the leader-follower relationship.
The most effective leadership style depends on the favorability of these factors.

4. Practical Applications: Contingency theory has practical applications in leadership

development and training. It encourages leaders to assess their environments and adapt their
leadership styles accordingly.

5. Limitations: Critics argue that the contingency theory can be overly complex and challenging
to apply in real-world situations. It also relies on the assumption that a leader's style is relatively
fixed, which may not be the case.

Leadership theories have evolved over time, reflecting changing perspectives on what makes a
good leader. While the Trait Theory focused on inherent qualities of leaders, the Contingency
Theory highlighted the importance of adapting leadership styles to the situation. It's important to
note that contemporary leadership thinking embraces a more comprehensive approach,
acknowledging that leadership is a dynamic interplay of traits, behaviors, and contextual factors.
Leaders today must be flexible, continually developing their skills, and capable of adjusting their
approaches to the demands of the moment. Both historical and contemporary leadership theories
contribute to our understanding of leadership, guiding leaders in their quest to be effective and
influential.

Team Building and Social Empathy

Team Building

Team building is a strategic process aimed at enhancing collaboration, trust, and productivity
among employees. Building effective teams is not merely about assembling individuals but about
creating a cohesive unit that functions harmoniously. Key aspects of team building include:

1. Clear Goals: Teams must have well-defined objectives to work toward. These goals should be
aligned with the organization's mission and values.

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2. Open Communication: Effective teams foster open and honest communication. Encouraging
members to express their thoughts, concerns, and ideas creates a more inclusive and innovative
atmosphere.

3. Trust: Trust is the foundation of strong teams. Team members must believe in each other's
competence and intentions to work together successfully.

4. Diversity and Inclusion: A diverse team brings various perspectives and experiences to the
table. Inclusive teams leverage these differences to achieve better outcomes.

5. Conflict Resolution: Conflict is natural in any group. Effective teams develop conflict
resolution skills to turn disagreements into opportunities for growth.

Social Empathy

Social empathy is the ability to understand and connect with others on a social and emotional
level. It involves recognizing the emotions, needs, and concerns of individuals within and outside
the organization. Leaders and employees can promote social empathy through:

1. Active Listening: Taking the time to listen and understand the perspectives and emotions of
team members and colleagues fosters empathy and builds stronger relationships.

2. Recognizing Differences: Empathy involves acknowledging the unique challenges and

experiences of others, including those from different backgrounds and cultures.

3. Supportive Environment: Creating an environment where individuals feel comfortable

expressing their emotions and seeking help when needed can enhance social empathy.

Social Responsibility

Social responsibility in the workplace extends beyond the organization's primary goals and
includes a commitment to positively impact society and the environment. Organizations can
fulfill their social responsibilities in several ways:

1. Corporate Social Responsibility (CSR): Many companies engage in CSR initiatives, which
may involve environmental conservation, charitable donations, or supporting local communities.

2. Ethical Practices: Upholding ethical business practices, such as fair labor, responsible
sourcing, and transparent operations, demonstrates social responsibility.

3. Employee Well-being: Prioritizing the well-being of employees through health programs,

work-life balance, and mental health support is a key aspect of social responsibility.

4. Environmental Stewardship: Organizations can reduce their carbon footprint, adopt

sustainable practices, and minimize waste to contribute positively to the environment.

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5. Social Initiatives: Companies can engage in social initiatives like volunteering, mentorship
programs, or partnerships with non-profit organizations.

Workplace Ethics

Workplace ethics encompass the moral principles and values that guide behavior in the
workplace. Upholding ethical standards is essential for maintaining trust, integrity, and a positive
workplace culture. Key components of workplace ethics include:

1. Honesty and Transparency: Employees and leaders should be honest and transparent in their
communications, reporting, and decision-making.

2. Respect and Fairness: Respect for colleagues, clients, and stakeholders, as well as the fair
treatment of all individuals, are fundamental ethical principles.

3. Confidentiality: Ensuring the confidentiality of sensitive information and data is a critical

ethical responsibility.

4. Anti-discrimination: Promoting a workplace free from discrimination, harassment, and bias is

a core ethical obligation.

5. Compliance: Organizations must adhere to legal regulations and industry standards, avoiding
unethical behavior that could lead to legal or reputational issues.

In today's business landscape, team building, social responsibility, and workplace ethics are
integral to fostering a positive workplace culture. Effective teams are built on clear goals, trust,
and open communication. Social empathy promotes understanding and connection among
employees. Social responsibility extends the organization's impact to society and the
environment. Workplace ethics guide behavior and help maintain trust and integrity.
Collectively, these elements contribute to a workplace where individuals can thrive,
organizations can excel, and society benefits from responsible and ethical practices.

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