{"id":13327,"date":"2021-03-17T10:57:31","date_gmt":"2021-03-17T09:57:31","guid":{"rendered":"https:\/\/persolog.com\/blog\/sag-es-aber-sag-es-richtig\/"},"modified":"2024-03-22T16:09:55","modified_gmt":"2024-03-22T15:09:55","slug":"sag-es-aber-sag-es-richtig","status":"publish","type":"post","link":"https:\/\/persolog.com\/de\/blog\/sag-es-aber-sag-es-richtig\/","title":{"rendered":"Sag es, aber sag es richtig \u2013 Wie du es schaffst, so zu kommunizieren, dass du dein Gegen\u00fcber f\u00fcr deine Sache gewinnst."},"content":{"rendered":"\t\t
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\u00a0<\/p>\n

Imagine you want to enlist a colleague for an important project because you rely on their expertise. However, you don’t get along particularly well with this colleague. Now, you’re determined to sort things out so you can make progress on your project. But after your brief conversation, your colleague doesn’t seem enthusiastic and probably won’t put in much effort. Something went wrong, and when you think about it, you often find yourself unable to connect with this person. Where’s the problem? Here’s how you can significantly improve your communication skills.<\/p>\n

The root cause of communication problems often lies in the differences in our personalities. Most people aren’t aware of the differences and dynamics between different personalities. Especially when the other person is quite different, we need to actively try to find common ground for successful communication. But how can you learn to communicate in a way that the other person can understand?<\/p>\n

If you want to make communicating easier, you need to understand how you operate and how the other person operates. The easiest way to do this is with a personality model. There are countless models on the market, many of which aren’t very useful, but there are some that are truly effective and complement each other. One model that we know works because we use it with hundreds of people every year is the persolog Personality Model. It provides a quick and comprehensive insight into behavior, helping you assess not only yourself but also others better. It identifies a total of 20 behavioral tendencies derived from combinations of four behavioral dimensions: Dominance (D), Initiative (I), Steadiness (S), and Cautiousness (C). This model also highlights what’s important in communication for D, I, S, and C.<\/p>\n

\u00a0<\/p>\n

Back to our example.<\/strong> How can you get D, I, S, and C excited about a joint project?<\/p>\n

For a colleague with a pronounced dominant behavioral dimension, you should appeal to their ambition and desire to win. It helps if you speak assertively, present the facts, and argue in a competitive manner. (“It won’t be easy, but I want this project to achieve the best sales our department has ever seen.”)<\/p>\n

You can win over a colleague with a pronounced influencing behavioral dimension by considering their sense of community. Therefore, you should speak collegially and in a team-oriented manner. You need to ignite their enthusiasm and make it clear that you need them specifically to bring the project to success together. You can also explain that both he and the rest of the team will benefit if everything goes well. (“With you as part of our team, we can achieve the best sales our department has ever seen.”)<\/p>\n

If you want to convince a colleague with a pronounced steady behavioral dimension to contribute to your project, you must kindly ask if they can help you. Then you should explain step by step what problem you have with your project and how they can help save the project. Clear instructions and familiar conditions are also helpful. (“In the team, we lack expertise in xy, but if you join us, we can still successfully complete the project.”)<\/p>\n

The colleague with a pronounced cautious behavioral dimension needs a clear problem analysis with as precise data as possible from you. You should be factual, analytical, and precise in your argumentation. You must make it understandable that you need them right now because they work so conscientiously, and the success of the project depends on their accuracy. (“Currently, we have a problem because expertise in xy is simply not available in the team. This is evident from the fact that sales are too low without xy. But if you join us, we have a realistic chance of completing the project with the targeted sales.”)<\/p>\n

\u00a0<\/h2>\n

\u00a0<\/h2>\n

So there are four different approaches you can consider in your communication:<\/h2>\n

\u00a0<\/p>\n

D<\/strong> is mainly interested in WHAT needs to be done.<\/p>\n

I<\/strong> wants to know WHO needs to do what.<\/p>\n

S<\/strong> wants to be informed about HOW something should be done.<\/p>\n

C<\/strong> needs to know WHY something should be done.<\/p>\n

\u00a0<\/p>\n

It’s important to note:<\/strong> It’s not about categorizing or pigeonholing people because everyone is unique. Of course, there is no person whose behavior is exclusively influenced by one behavioral dimension. There are always elements of all four dimensions present, but to varying degrees. Additionally, behavior also depends on the context, i.e., the situation or role in which a person finds themselves. Nonetheless, the persolog Personality Model gives you guidance on how to adjust to your counterpart. Why not give it a try the next time you want to enlist a colleague for your cause?<\/p>\n

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Kostenfreies Webinar<\/strong><\/p>\n\n

Alle voll komisch – au\u00dfer ich<\/h3>\n\n

Lerne, dich selbst und andere besser zu verstehen.<\/strong> In diesem Webinar mit Debora Karsch lernst du das Verhalten anderer Menschen besser einzusch\u00e4tzen. Du erf\u00e4hrst, wie du dieses Wissen erfolgreich nutzen kannst und so deine Beziehungen verbessern kannst. Hier kannst du dir deinen kostenfreien Platz sichern.<\/a><\/strong><\/p>\n<\/span><\/span><\/div>\n<\/div>\n

<\/p>\n

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Stell dir vor, du willst einen Kollegen f\u00fcr ein wichtiges Projekt gewinnen, da du auf seine Fachkompetenz angewiesen bist. Doch ausgerechnet mit diesem Kollegen kommst du nicht so gut zurecht. Nun bist du wild entschlossen, die Sache zu regeln, damit du in deinem Projekt weiterkommst. Doch nach eurem kurzen Gespr\u00e4ch ist dein Kollege nicht gerade begeistert und wird sich vermutlich auch nicht reinh\u00e4ngen. Irgendwas ist schiefgelaufen und wenn du dar\u00fcber nachdenkst, kommst du gerade mit dieser Person immer wieder an den Punkt, dass du das Gef\u00fchl hast, nicht zu ihm\/ihr durchzudringen. Wo liegt das Problem? Hier erf\u00e4hrst du, wie du in Sachen Kommunikation um L\u00e4ngen erfolgreicher werden kannst.<\/p>\n

Die Ursache f\u00fcr Kommunikationsprobleme liegt oft in der Unterschiedlichkeit unserer Pers\u00f6nlichkeiten. Die meisten Menschen sind sich aber der Unterschiede und der Dynamik zwischen den verschiedenen Pers\u00f6nlichkeiten nicht bewusst. Gerade, wenn der andere ganz anders tickt, m\u00fcssen wir uns aktiv bem\u00fchen, eine gemeinsame Ebene zu finden, damit Kommunikation gelingt. Aber wie kann ich lernen, so zu kommunizieren, dass es der andere verstehen kann?<\/p>\n

Wenn du dir das Kommunizieren leichter machen m\u00f6chtest, dann musst du herausfinden, wie du tickst und wie der andere tickt. Das geht am einfachsten mit einem Pers\u00f6nlichkeits-Modell. Es gibt unz\u00e4hlige auf dem Markt. Viele davon sind nicht sinnvoll, doch es gibt einige, die wirklich gut sind und sich zum Teil auch gegenseitig erg\u00e4nzen. Ein Modell, von dem wir wissen, dass es funktioniert, weil wir es jedes Jahr mit hunderten von Menschen anwenden, ist das persolog Pers\u00f6nlichkeits-Modell. Es hilft, einen schnellen und guten Einblick in das Thema Verhalten zu bekommen und so nicht nur sich selbst, sondern auch andere besser einsch\u00e4tzen zu k\u00f6nnen. Es unterscheidet insgesamt 20 Verhaltenstendenzen, die sich aus den Kombinationen von vier Verhaltensdimensionen speisen. Diese vier Verhaltensdimensionen hei\u00dfen Dominant (D), Initiativ (I), Stetig (S) und Gewissenhaft (G). In diesem Modell wird auch ersichtlich, was D, I, S und G in Sachen Kommunikation wichtig ist.<\/p>","protected":false},"author":1,"featured_media":20021,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[23,1431],"tags":[902,903,906,61,907,28,910,45,47,125,326],"class_list":["post-13327","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-personality","category-team-development","tag-d","tag-g","tag-i","tag-kommunikation","tag-kommunikationsprobleme","tag-persoenlichkeit","tag-s","tag-team","tag-teamentwicklung","tag-verhalten","tag-verhaltensdimensionen"],"acf":[],"yoast_head":"\nSay it Right: How to Communicate Effectively to Win Others Over to Your Cause. - 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