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Process Communication (PCM) is much more than a simple communication tool; it's an in-depth method for understanding interpersonal dynamics. It helps to smooth and harmonize communication between collaborators, thanks to a better understanding of oneself and others. In this way, it helps create caring, high-performance work environments.
Process Communication (PCM) aims to improve mutual understanding and prevent misunderstandings by focusing on several key objectives and principles:
Identify and adapt communication styles according to different personality types to facilitate exchanges.
Example: With a detail-oriented person, use precise explanations, while with a creative person, allow more freedom in the discussion.
Anticipate and resolve tensions by understanding the needs and motivations of others, which helps to avoid misunderstandings.
Example: If you notice that an employee is frustrated by a lack of recognition, publicly congratulate them on their efforts before this creates tension.
Recognize and respond to signs of stress in yourself and others, to maintain effective and harmonious interactions.
Example: If a colleague starts to raise his voice during a meeting, recognize his stress and suggest a break to allow everyone to calm down and resume the discussion calmly.
Use appropriate techniques to communicate more clearly and effectively, thereby reducing conflict and frustration.
Example: During a meeting, rephrase what the other person is saying to make sure you've understood correctly and avoid any misunderstandings: "If I understand correctly, are you suggesting...? ?"
Foster strong, constructive interpersonal relationships based on a better understanding of other people's needs and behaviors.
Example: Regularly take the time to ask a colleague how he or she is feeling or if he or she needs support, thereby showing care and building mutual trust.
Process Communication is based on the analysis of six personality types, each with distinct communication styles, psychological needs and reactions to stress. Understanding these types helps individuals and managers to adapt their communication and foster a more harmonious working environment.
Here's an overview of the six personality types:
Analyzers are methodical, logical and detail-oriented. They like to structure their tasks and focus on organization and efficiency. Analysts are generally precise and rigorous, appreciating an environment where everything is well planned.
The analyzer's communication style is factual and analytical. He prefers clear, structured exchanges based on facts and data. They like discussions to be well-organized, and decisions to be based on logical reasoning.
Under stress, the analyzer can become excessively perfectionist. He may focus on minor details and become critical of himself and others.
Persevering people are committed, devoted and often very attached to their values and convictions. They are conscientious and reliable, with a strong sense of duty. Persevering people have a deep need to give meaning to what they do, and seek validation for their principles.
Persevering people communicate clearly and engagingly. They value exchanges that recognize their dedication and commitment. They are often motivated by discussions around values, standards and principles.
Under stress, the persevering person can become rigid, even sanctimonious. They can be critical of those who don't share their values.
Empaths are warm, sensitive and relationship-oriented. They value interpersonal interaction and care about the well-being of others. Empaths are often perceived as understanding and caring.
Empaths prefer open, emotional and supportive communication. They are at ease in exchanges where emotions and interpersonal relationships are brought to the fore.
Under stress, empaths can become overly emotional. They easily feel hurt or devalued, and desperately seek the approval of others.
Imagineers are thoughtful, introverted and often creative. They prefer to work alone and have great powers of concentration. Imagineers appreciate quiet environments where they can think and develop ideas undisturbed.
Imagineers communicate concisely and can sometimes seem distant. He favors reflection and in-depth analysis, and appreciates discussions that allow him to share his ideas without haste.
Under stress, the imagineer may retreat into an inner world, becoming silent and avoiding social interaction.
Energizers are dynamic, enthusiastic and spontaneous. They like to be the center of attention, and are constantly seeking to enliven their environment. Energizers are often perceived as charismatic and inspiring.
Energizers use direct, energetic and sometimes theatrical communication. They enjoy stimulating discussions and don't hesitate to express their ideas with passion.
Under stress, the energizer can become impulsive, disorganized, even overly dramatic, leading to conflict or problematic situations.
Promoters are pragmatic, action-oriented and results-driven. They enjoy challenges and situations that require risk-taking and rapid execution. Promoters are often perceived as natural leaders.
The promoter communicates in a clear, concise and results-oriented way. He appreciates direct, no-nonsense communication. They want to solve problems or achieve concrete goals.
Under stress, the promoter can become domineering, even manipulative. He may seek to impose his views aggressively.
Understanding these personality types and their communication patterns enables managers and HR to tailor their approach to the individual needs of each team member, promoting smoother, more effective communication.
Process Communication (PCM) training approaches vary according to the objectives, contexts and needs of the participants. Here are the main approaches:
These approaches can be adapted to the different learning styles and needs of individuals and organizations.
Process Communication offers a valuable opportunity for all managers and employees to better understand group dynamics and improve interactions within their teams. By integrating PCM principles into your management strategy, you can not only optimize collective performance, but also foster a more harmonious and inclusive working environment.
To find out more about our approach and how we structure our training courses, click here.
Process Communication (PCM) is much more than a simple communication tool; it's an in-depth method for understanding interpersonal dynamics. It helps to smooth and harmonize communication between collaborators, thanks to a better understanding of oneself and others. In this way, it helps create caring, high-performance work environments.
Process Communication (PCM) aims to improve mutual understanding and prevent misunderstandings by focusing on several key objectives and principles:
Identify and adapt communication styles according to different personality types to facilitate exchanges.
Example: With a detail-oriented person, use precise explanations, while with a creative person, allow more freedom in the discussion.
Anticipate and resolve tensions by understanding the needs and motivations of others, which helps to avoid misunderstandings.
Example: If you notice that an employee is frustrated by a lack of recognition, publicly congratulate them on their efforts before this creates tension.
Recognize and respond to signs of stress in yourself and others, to maintain effective and harmonious interactions.
Example: If a colleague starts to raise his voice during a meeting, recognize his stress and suggest a break to allow everyone to calm down and resume the discussion calmly.
Use appropriate techniques to communicate more clearly and effectively, thereby reducing conflict and frustration.
Example: During a meeting, rephrase what the other person is saying to make sure you've understood correctly and avoid any misunderstandings: "If I understand correctly, are you suggesting...? ?"
Foster strong, constructive interpersonal relationships based on a better understanding of other people's needs and behaviors.
Example: Regularly take the time to ask a colleague how he or she is feeling or if he or she needs support, thereby showing care and building mutual trust.
Process Communication is based on the analysis of six personality types, each with distinct communication styles, psychological needs and reactions to stress. Understanding these types helps individuals and managers to adapt their communication and foster a more harmonious working environment.
Here's an overview of the six personality types:
Analyzers are methodical, logical and detail-oriented. They like to structure their tasks and focus on organization and efficiency. Analysts are generally precise and rigorous, appreciating an environment where everything is well planned.
The analyzer's communication style is factual and analytical. He prefers clear, structured exchanges based on facts and data. They like discussions to be well-organized, and decisions to be based on logical reasoning.
Under stress, the analyzer can become excessively perfectionist. He may focus on minor details and become critical of himself and others.
Persevering people are committed, devoted and often very attached to their values and convictions. They are conscientious and reliable, with a strong sense of duty. Persevering people have a deep need to give meaning to what they do, and seek validation for their principles.
Persevering people communicate clearly and engagingly. They value exchanges that recognize their dedication and commitment. They are often motivated by discussions around values, standards and principles.
Under stress, the persevering person can become rigid, even sanctimonious. They can be critical of those who don't share their values.
Empaths are warm, sensitive and relationship-oriented. They value interpersonal interaction and care about the well-being of others. Empaths are often perceived as understanding and caring.
Empaths prefer open, emotional and supportive communication. They are at ease in exchanges where emotions and interpersonal relationships are brought to the fore.
Under stress, empaths can become overly emotional. They easily feel hurt or devalued, and desperately seek the approval of others.
Imagineers are thoughtful, introverted and often creative. They prefer to work alone and have great powers of concentration. Imagineers appreciate quiet environments where they can think and develop ideas undisturbed.
Imagineers communicate concisely and can sometimes seem distant. He favors reflection and in-depth analysis, and appreciates discussions that allow him to share his ideas without haste.
Under stress, the imagineer may retreat into an inner world, becoming silent and avoiding social interaction.
Energizers are dynamic, enthusiastic and spontaneous. They like to be the center of attention, and are constantly seeking to enliven their environment. Energizers are often perceived as charismatic and inspiring.
Energizers use direct, energetic and sometimes theatrical communication. They enjoy stimulating discussions and don't hesitate to express their ideas with passion.
Under stress, the energizer can become impulsive, disorganized, even overly dramatic, leading to conflict or problematic situations.
Promoters are pragmatic, action-oriented and results-driven. They enjoy challenges and situations that require risk-taking and rapid execution. Promoters are often perceived as natural leaders.
The promoter communicates in a clear, concise and results-oriented way. He appreciates direct, no-nonsense communication. They want to solve problems or achieve concrete goals.
Under stress, the promoter can become domineering, even manipulative. He may seek to impose his views aggressively.
Understanding these personality types and their communication patterns enables managers and HR to tailor their approach to the individual needs of each team member, promoting smoother, more effective communication.
Process Communication (PCM) training approaches vary according to the objectives, contexts and needs of the participants. Here are the main approaches:
These approaches can be adapted to the different learning styles and needs of individuals and organizations.
Process Communication offers a valuable opportunity for all managers and employees to better understand group dynamics and improve interactions within their teams. By integrating PCM principles into your management strategy, you can not only optimize collective performance, but also foster a more harmonious and inclusive working environment.
To find out more about our approach and how we structure our training courses, click here.
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Quality certification has been awarded for the following category of actions: TRAINING INITIATIVES
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