The dictionary describes communication as “the imparting or exchange of information, ideas or feelings”. It is therefore no surprise to learn that most organisations place enormous importance on the quality and quantity of their communication with their employees and the other key stakeholders.

Despite this, communication is most often cited by people in organisations as the main barrier to high performance. Research supports this and suggests that many organisations put the majority of their ‘communication spend’ in their formal, conscious communication rather than into the other, less formal, yet more impactful areas such as the communication between business leaders and the people who work with them at all levels.

Communication is a ‘two’ way process, but how many people know that people cannot, NOT communicate ? Even when not speaking people communicate non-verbally and non-verbal communication accounts for 93% of this transaction.
Verbal communication is generally accepted to be at the centre of human social relationships. When two people meet, one of them will speak to the other and a response normally follows. Transactional Analysis is the method of examining this activity.

Dr Eric Berne developed his theory of Transactional Analysis around three identities/roles: ‘Parent’, ‘Child’ and ‘Adult’ (although these terms have different definitions than in normal language !). Coaching can make a significant impact upon this vital area of communication in particular clarifying the process of “Transactional Analysis”. Organisations might consider the positive impact a well directed series of coaching sessions would have for their key staff and other stakeholders.


About adob4sight

I am a coach, facilitator, and coach supervisor who works with key decision makers in business as well as private individuals, helping them maximise performance at work or in their lives outside the workplace. At 4sight Communications we work predominently with individuals in a one-to-one relationship facilitating the adaption of behaviours and attitudes to improve performance. Particular areas around which assistance is sought are: communications, leadership, relationships, work/life balance, addressing change and conflict, time management, goal setting and clarifiation of values. We also conduct team facilitation and coaching for middle ranking and senior teams of up to 10 persons. We are qualified to administer and interpret a series of psychometric assessments - ranging from 'personality profiling' to measuring an individual's 'mental toughness quotient'. All assessments are followed up with one-to-one sessions clarifying and facilitating areas indentified for development. One of the psychometrics used can be adapted for the recruitment of senior staff with the organisation able to input criteria for a particular post. We have qualified coaching supervisors who will provide a service for both professional coaches as well as 'internal company' coaches to ensure that not only the coach his/herself is properly developed, but also the interests of the client/coachee are served and ethics are adhered to. If you are interested in any of the 'above', get in touch !
This entry was posted in Uncategorized. Bookmark the permalink.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s