Communication Styles to Avoid

Very negative.
Seeing things in black and white, and blowing things out of proportion. The glass for this person is usually half empty as they dwell heavily on the worst possible outcome. They “should” on others, placing expectations of how their colleagues “should” be, thereby limiting their ability to accept others how they are, leading to negativity and the tendency to criticize.

Very demanding.
These low EQ peers or managers will want things their way without consulting with others. They have narrow-minded expectations — should I say ‘false expectations’? — that cloud a sense of reality and sabotage work processes.

Very judgmental.
What a judgmental attitude will do is alienate colleagues at work. The best solution for this individual, if they’re open to shifting and self-awareness, is to stop jumping to conclusions before hearing all the facts, and start listening intently to improve his communication skills. If this is you, remember this: When we judge, we invite judgment upon ourselves.

Very obsessed.
Do you work with or for someone unable to budge or view things differently? Do they persevere relentlessly about something that is out of their control? Take note: This obsessed person can wreak havoc in the workplace and bring a team down.

Very intolerant.
This is a colleague or manager having a need to have things the way they “should be.” They find it difficult to have patience and tolerance for differences that don’t fit with their ideal needs and expectations.

Very perfectionistic.
Having a need to be “right” and not make mistakes, as that would mean one is inferior or a failure; having permeating low self-esteem.

Very indecisive.
The inability to make decisions, especially when it counts, hurts the team. These people may suffer from “analysis paralysis.” They think too much, get stuck in their heads and intellectualize things too much. Learning to use their intuition and go with their “gut” is a much more effective way to make decisions than to get stuck in analysis paralysis. It’s empowering, and peers and colleagues will look at them in a whole new way.1