The Principles of Effective Interpersonal Communication have emerged from the practice of mediation, and in particular, Community Mediation, which focuses on the nature and quality of relationships and how to resolve day to day issues of importance to those living or working in community with each other.
These Principles have relevance to the practice of effective communication in areas such as healthcare and nursing, businesses and their workplaces, team-management, within marriages, family relationships, neighbour and community relationships and many others.
|"As to methods there may be a million and then some, but principles are few. The man who grasps principles can successfully select his own methods. The man who tries methods, ignoring principles, is sure to have trouble." - Ralph Waldo Emerson|
By identifying common ways in which we interact that prove to be more effective than others we can create some general principles of effective communication, and this page and the links to the Principles listed below will help you to become aware of them.
Click Here for an e-book that explains the Principles in more detail and provides activities to support you in becoming more aware of them and and more able to put them to use for your own, and others' benefit.
With an awareness and understanding of the Principles you can continue to improve the quality of interpersonal communication you have with:
This article is written by Alan Sharland, Director of CAOS Conflict Management, London, UK
Effective Interpersonal Communication can be achieved through conscious awareness of the following Principles:
Click on the links below to read more about each Principle...
So how does that help? It means we can put the energy we spend 'demonising' others and complaining about them to better use, like enjoying ourselves and being present for loved ones instead of continuously distracted by our difficulties with others.
So how does that help? It means we find out that, by not interrupting others and focusing our attention on what they say, we become listened to ourselves a lot more! Our conversations become more interesting, useful, worthwhile and sometimes even joyful, instead of difficult, tiring, boring or anxious.
So how does that help? It means that we can choose not to do something instead of feel we have to or that we 'should' when we don't want to. It means acknowledging that trying to change others is not only not very loving, but is also impossible. It means acknowledging that when others try to change us, it can feel very uncomfortable.
It means taking responsibility for our choices and actions - because no-one else can.
So how does that help? It means recognising the importance of valuing others' right to choose and not to use our language in a way that assumes we can choose for them.
5. That we speak only for ourselves (We speak in the 'I'
- often called using 'I' statements)
So how does that help? It means making more accurate statements with our communication - instead of assuming we can speak for others, we only speak for ourselves. This saves a lot of unnecessary resentment and resistance towards us.
Are you looking for Workplace Mediation Training for a group of staff in your organisation in order to establish an in-house service? Click the link to find out more.
Alan Sharland, author of this website, is Director of CAOS Conflict Management in the UK and regularly holds training courses in these skill areas as well as offering mediation, conflict coaching and other conflict management support, training and consultancy.
So how does that help? It means acknowledging that filling up 'air time' in a conversation prevents us from connecting with others through our communication. It means we gain the opportunity to learn and be creative through hearing others' views about what we say.
So how does that help? It means that difficult situations can be 'de-personalised' and therefore become an opportunity for learning and creativity rather than a personal 'battle'. It means using a more effective approach to communicating, removing the unnecessary personal labels and destructive comments. It means keeping a focus on the issue, allowing for a more creative response to any difficult situation.
So how does that help? It means generating a feeling of trust, safety and in some situations, intimacy through valuing that which is important to another, and acknowledging and respecting their vulnerability in relation to an issue.
So how does that help? It means acknowledging the fact that we are not robots and that mistakes are opportunities for learning, connection and insight rather than opportunities to condemn another - as if we are ourselves 'perfect'. It means adopting a no-blame approach to difficult situations.
The Principles of Effective Interpersonal Communication are based on the Underlying Philosophies of Mediation that you can read about on the Conflict Resolution page.
You may also be interested in the effective interpersonal communication skills used in conflict resolution practice which are,'simply':
Available on Amazon:
How to Resolve Bullying in the Workplace. Stepping out of the Circle of Blame to Create an Effective Outcome for All.
"Alan Sharland has written a vital book on bullying. His approach is the way forward. Instead of focusing on 'proving it', which takes us in the direction of investigations and hearings that go no where and only serve to exacerbate an already sensitive situation, he shows the way forward through direct communication and a focus on the behavior that is of concern." John Ford - Editor of Mediate.com and Director of HR Mediation Academy
Please visit the
Communication and Conflict
Donate to this site:
If you feel this website has been of use to you, please make a donation via the button below.
THANK YOU! For any contribution you make:
Are you UK based and wanting mediation, conflict coaching or training in communication and/or conflict resolution related issues?
Mediation skills, Conflict Coaching skills, bespoke training in holding effective meetings, dealing with difficult behaviour, or other related areas?
If so, contact Alan via his business website at CAOS Conflict Management