Skip to main content Accessibility help
×
Hostname: page-component-7479d7b7d-pfhbr Total loading time: 0 Render date: 2024-07-08T09:02:36.565Z Has data issue: false hasContentIssue false

5 - Effective AC4P Communication

from INTRODUCTION TO PART I - EVIDENCE-BASED PRINCIPLES OF AC4P

Published online by Cambridge University Press:  05 March 2016

E. Scott Geller
Affiliation:
Virginia Polytechnic Institute and State University
E. Scott Geller
Affiliation:
Virginia Tech Blacksburg, VA
Get access

Summary

You don't manage people, you have conversations that get them to do things.

– Kim Krisco

You've heard the expression “Talk is cheap.” Now consider the remarkable influence of “talking” on our feelings, attitudes, perceptions, knowledge, skills, and behavior. You cannot deny the fact that talking is the most cost-effective intervention we have to improve the human dynamics of any situation. Simply put, both the quantity and the quality of AC4P behavior can be influenced by interpersonal and intrapersonal conversation. Our interpersonal communication, or how we talk to others, can influence their AC4P behavior directly or indirectly by affecting their current attitude and person-states, which in turn can increase their propensity to perform AC4P behavior, as covered in Chapter 2.

Our intrapersonal communication, or how we talk to ourselves, directs our own behavior and influences our attitude and person-states. We can commend ourselves for our AC4P behavior, and thereby increase the probability of performing another kind act. Plus, we use self-talk to direct our ongoing activity, which could include AC4P behavior. Furthermore our self-talk can increase our sense of self-efficacy and personal control regarding the successful performance of an act of kindness, as well as optimism that our kind act will result in beneficial consequences, including an increased sense of self-esteem and belonging for our self and the beneficiary. Thus, the intervention power of conversation to ourselves and others is compelling and prevailing.

Prior chapters in this book have already covered aspects of effective conversation. For example, guidelines for communicating supportive and corrective feedback and for celebrating group achievements were provided in Chapter 3, and techniques for giving and receiving positive words of recognition for AC4P behavior were covered in Chapter 4. Plus, each of the six social-influence principles explained in the next chapter (Chapter 6) involves interpersonal communication to some extent. This chapter brings us to some basics in communicating more effectively to others and to ourselves, with the overall mission of increasing the quantity and improving the quality of AC4P behavior. Yes, talk is cheap, but it can make or break our efforts to cultivate an AC4P culture of compassion.

THE POWER OF CONVERSATION

Let's start with a common-sense bottom line: Participation in AC4P conversations is key to preventing interpersonal conflict and cultivating cultures of compassion and caring.

Type
Chapter
Information
Applied Psychology
Actively Caring for People
, pp. 153 - 184
Publisher: Cambridge University Press
Print publication year: 2016

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

1. Geller, E. S. (1994). Ten principles for achieving a Total Safety Culture. Professional Safety, 39(9), 18–24; Geller, E. S. (2001). Actively caring for occupational safety: Extending the performance management paradigm. In Johnson, C. M., Redmon, W. K., & Mawhinney, T. C. (Eds.). Handbook of organizational performance: Behavior analysis and management (pp. 303–326). New York: Haworth Press.Google Scholar
2. Krisco, K. H. (1997). Leadership and the art of conversation. Rocklin, CA: Prima.
3. Hayakawa, S. I. (1978). Language in thought and action (4th ed.). New York: Harcourt Brace Jovanovich.
4. New Merriam-Webster Dictionary (1989). Springfield, MA: Merriam-Webster, p. 577.
5. New Merriam-Webster Dictionary (1989). Springfield, MA: Merriam-Webster, p. 800.
6. Geller, E. S. (2001). Building successful safety teams. Rockville, MD: Government Institutes.
7. Dinwiddie, F. W. (1975). Humanistic behaviorism: A model for rapprochement in residential treatment milieus. Child Psychiatry and Human Development, 5(4), 254–259; Krasner, L. (1978). The future and the past in the behaviorism-humanism dialogue. American Psychologist, 33(9), 799–804.
8. Cialdini, R. B. (2001). Influence: Science and practice (4th ed.). New York: HarperCollins College; Geller, E. S., & Veazie, R. A. (2010). When no one's watching: Living and leading self-motivation. Newport, VA: Make-A-Difference.
9. Bandura, A. (1997). Self-efficacy: The exercise of control. New York: W. H. Freeman; Geller, E. S. (2002). The participation factor: How to increase involvement in occupational safety. Des Plaines, IL: American Society of Safety Engineers; Ryan, R. M., & Deci, E. L. (2000). Self-determinism theory and the foundation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68–75.
10. Rogers, C. R. (1957). The necessary and sufficient conditions of therapeutic personality change. Journal of Consulting Psychology, 21, 95.Google Scholar
11. Carnegie, D. (1936). How to win friends and influence people (1981 ed.). New York: Galahad Books.
12. Covey, S. R. (1989). The seven habits of highly effective people: Restoring the character ethic. New York: Simon & Schuster.
13. Langer, E. J. (1989). Mindfulness. Reading, MA: Addison-Wesley.
14. Blanchard, K. (1999, November). Building gung ho teams: How to turn people power into profits. Daylong workshop presented at the Hotel Roanoke, Roanoke, VA; Blanchard, K., & Bowles, S. (1998). Gung ho! Turn on the people in any organization. New York: William Morrow; Blanchard, K., Zigarmi, P., & Zigarmi, D. (1985). Leadership and the one minute manager. New York: William Morrow.
15. Geller, E. S. (1998). Understanding behavior-based safety: Step-by-step methods to improve your workplace (2nd ed.). Neenah, WI: J. J. Keller & Associates; Geller, E. S. (2001). Beyond safety accountability. Rockville, MD: Government Institutes.
16. Geller, E. S. (2000). Ten leadership qualities for a Total Safety Culture: Safety management is not enough. Professional Safety, 45(5), 38–41.Google Scholar
17. Geller, E. S. (2001). Building successful safety teams. Rockville, MD: Government Institutes; Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63, 384–399.
18. I was introduced to these five conversation labels during a Progressive Business audio conference in 2003, featuring Bob Aquadro and Bob Allbright.
19. Carnegie, D. (1936). How to win friends and influence people (1981 ed.). New York: Galahad Books; Blanchard, K., & Johnson, S. (1981). The one-minute manager. New York: William Morrow.

Save book to Kindle

To save this book to your Kindle, first ensure coreplatform@cambridge.org is added to your Approved Personal Document E-mail List under your Personal Document Settings on the Manage Your Content and Devices page of your Amazon account. Then enter the ‘name’ part of your Kindle email address below. Find out more about saving to your Kindle.

Note you can select to save to either the @free.kindle.com or @kindle.com variations. ‘@free.kindle.com’ emails are free but can only be saved to your device when it is connected to wi-fi. ‘@kindle.com’ emails can be delivered even when you are not connected to wi-fi, but note that service fees apply.

Find out more about the Kindle Personal Document Service.

Available formats
×

Save book to Dropbox

To save content items to your account, please confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your account. Find out more about saving content to Dropbox.

Available formats
×

Save book to Google Drive

To save content items to your account, please confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your account. Find out more about saving content to Google Drive.

Available formats
×