{"id":38472,"date":"2024-12-19T17:32:33","date_gmt":"2024-12-19T16:32:33","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=38472"},"modified":"2026-08-13T12:40:16","modified_gmt":"2026-08-13T10:40:16","slug":"simon-steffal-rozhovor-druha-cast","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/simon-steffal-rozhovor-druha-cast\/","title":{"rendered":"O komunikaci ve firm\u00e1ch se \u0160imonem Steffalem \u2013 2. \u010d\u00e1st"},"content":{"rendered":"\n

\u0160imon je psychologem a dlouholet\u00fdm mentorem<\/a> v oblasti komunikace a vzd\u011bl\u00e1v\u00e1n\u00ed. D\u00edky sv\u00e9 v\u00e1\u0161ni pro u\u010den\u00ed a bohat\u00fdm pracovn\u00edm zku\u0161enostem zalo\u017eil v roce 2019 spole\u010dnost Mindset Mentors<\/a>. S tou u\u010d\u00ed t\u00fdmy komunikovat s respektem, konkr\u00e9tn\u011b, otev\u0159en\u011b a s jasn\u00fdm c\u00edlem \u2013 dos\u00e1hnout lep\u0161\u00edch v\u00fdsledk\u016f a r\u016fstu<\/p>\n\n\n\n

Toto je druh\u00e1 \u010d\u00e1st na\u0161eho rozhovoru, kter\u00fd jsem se \u0160imonem vedl v \u0159\u00edjnu 2024. Prvn\u00ed \u010d\u00e1st si m\u016f\u017eete p\u0159e\u010d\u00edst na tomto odkaze.<\/a><\/p>\n\n\n\n

P\u0159edchoz\u00ed \u010d\u00e1st rozhovoru jsme zakon\u010dili t\u00edm, jak nastavit komunikaci v rozr\u016fstaj\u00edc\u00ed se firm\u011b. Ne v\u017edy ale firma (a\u0165 u\u017e rostouc\u00ed nebo jak\u00e1koliv jin\u00e1) dok\u00e1\u017ee komunika\u010dn\u00ed procesy sama uko\u010d\u00edrovat. V takov\u00e9 situaci pak m\u016f\u017ee t\u0159eba pomoci komunika\u010dn\u00ed audit. Jak poznat, kdy nastal jeho \u010das? Co jsou pomysln\u00e9 red flags? <\/strong><\/p>\n\n\n\n

Typicky vznikaj\u00ed situace, kdy dva lidi\/t\u00fdmy d\u011blaj\u00ed tot\u00e9\u017e, v\u011bci vis\u00ed v \u201emeziprostoru\u201c, vznikaj\u00ed informa\u010dn\u00ed sila, tak\u017ee se informace ztr\u00e1c\u00ed n\u011bkde po cest\u011b nebo nedote\u010de tam, kam m\u00e1. Vznikaj\u00ed chyby z nepozornosti, chyby z nedostatku proces\u016f. Syst\u00e9m prost\u011b obsahuje chybov\u00e9 \u010d\u00e1sti, kter\u00e9 se za\u010dnou p\u0159i v\u011bt\u0161\u00ed velikosti, a hlavn\u011b slo\u017eitosti firmy projevovat naplno.<\/p>\n\n\n\n

Pozn\u00e1me to tak\u00e9 v \u010d\u00edslech. Za\u010dne padat dol\u016f v\u00fdkonnost, klesat ziskovost, nar\u016fst\u00e1 frustrace a odch\u00e1z\u00ed v\u00edc lid\u00ed, ne\u017e je b\u011b\u017en\u00e9, p\u0159est\u00e1v\u00e1 je bavit pr\u00e1ce, jsou vyho\u0159el\u00ed. Pozn\u00e1te to v n\u00e1lad\u011b firmy i na tom, \u017ee si lid\u00e9<\/a> za\u010dnou st\u011b\u017eovat, \u017ee n\u011bco nefunguje. Objevuje se zn\u00e1m\u00e9 \u201en\u011bkdo by to m\u011bl zlep\u0161it\u201c. To jsou typick\u00e9 red flags a ukazatele, \u017ee je pot\u0159eba v\u011bc za\u010d\u00edt \u0159e\u0161it.<\/p>\n\n\n\n

M\u00e1lokdy n\u00e1s v takov\u00e9 situaci zachr\u00e1n\u00ed komunika\u010dn\u00ed strategie. Komunikace je jenom pozorovateln\u00e1 vlastnost cel\u00e9ho syst\u00e9mu. Podhoub\u00ed jsou procesy, nastaven\u00ed, dohody. Zpravidla jde o probl\u00e9m syst\u00e9mov\u00fd a vy\u0159e\u0161\u00ed ho jen (p\u0159e)nastaven\u00ed toho syst\u00e9mu. Nejde jen o komunikaci. V\u0161e je propojen\u00e9.<\/p>\n\n\n\n

Komunika\u010dn\u00ed audit je dobr\u00e9 d\u011blat preventivn\u011b, t\u0159eba ka\u017ed\u00e9 t\u0159i a\u017e \u010dty\u0159i m\u011bs\u00edce. Proj\u00edt komunika\u010dn\u00ed kan\u00e1ly, jak\u00e9 informace komunikujeme a pro\u010d, kter\u00e9 jsou kl\u00ed\u010dov\u00e9, kdo je m\u00e1 na starosti, kde se shroma\u017e\u010fuj\u00ed, zda jsou relevantn\u00ed, jak s nimi pracujeme d\u00e1l...<\/p>\n\n\n\n

A m\u00e1 cenu v r\u00e1mci audit\u016f ud\u011blat tak\u00e9 dotazn\u00edk pro zam\u011bstnance, abychom z\u00edskali zp\u011btnou vazbu, jak vn\u00edmaj\u00ed komunikaci oni?<\/strong><\/p>\n\n\n\n

Je to jedna z cest. Z\u00e1le\u017e\u00ed na tom, jak je firma velik\u00e1 a zda nab\u00edz\u00ed bezpe\u010dn\u00e9 prost\u0159ed\u00ed pro to, \u0159\u00edkat v\u011bci nahlas nebo se pod n\u011b podepsat. N\u011bkdy je lep\u0161\u00ed sb\u00edrat odpov\u011bdi anonymn\u011b. Efektivn\u011bj\u0161\u00ed m\u016f\u017ee b\u00fdt vybrat si n\u00e1hodn\u011b 10 lid\u00ed z firmy a ud\u011blat s nimi hloubkov\u00e9 rozhovory. A probrat s nimi situace, kter\u00e9 za\u017e\u00edvaj\u00ed.<\/p>\n\n\n\n

Druh\u00e1 v\u011bc je, \u017ee firmy nerespektuj\u00ed princip tzv. double-tapu. Tedy \u017ee je pot\u0159eba v\u011bci komunikovat minim\u00e1ln\u011b dvakr\u00e1t, abychom opravdu m\u011bli jistotu, \u017ee v\u00fdsledek bude takov\u00fd, jak\u00fd chceme. Naprosto to plat\u00ed pro strategickou komunikaci, takov\u00e9 informace nesm\u00ed proudit jen jedn\u00edm kan\u00e1lem a jen jednou.<\/p>\n\n\n\n

To je za\u010d\u00e1tek konce. Strategick\u00e1 informace mus\u00ed j\u00edt alespo\u0148 dv\u011bma kan\u00e1ly, kritick\u00e1 informace alespo\u0148 t\u0159emi. \u0160ance, \u017ee si ji n\u011bkdo na n\u011bkter\u00e9m z kan\u00e1l\u016f v\u0161imne, n\u00e1m rapidn\u011b roste, a t\u00edm roste i \u0161ance, \u017ee s n\u00ed bude d\u00e1le pracovat ve sv\u00e9m kon\u00e1n\u00ed nebo rozhodov\u00e1n\u00ed. HR se st\u00e1v\u00e1, \u017ee sv\u00e9 kolegy stra\u0161n\u011b zahlcuj\u00ed. Nap\u0159\u00edklad kdy\u017e informaci \u201ev kuchy\u0148ce najdete nanuky\u201c pos\u00edl\u00e1 hlavn\u00edm kan\u00e1lem do firmy, kde 70 % lid\u00ed pracuje remote<\/a>. A pak se div\u00ed, \u017ee kan\u00e1l lidi ne\u010dtou. Logicky, kdy\u017e v\u011bt\u0161ina informac\u00ed je pro n\u011b nerelevantn\u00ed. Lid\u00e9 se t\u00edm u\u010d\u00ed d\u011blat naprosto p\u0159irozenou filtraci. Proto\u017ee mnoho z n\u00e1s v t\u00e9to dob\u011b za\u017e\u00edv\u00e1 informa\u010dn\u00ed p\u0159ehlcenost. Proto filtrujeme, optimalizujeme. A pro\u010d \u010d\u00edst kan\u00e1l, kde jsou pro m\u011b zbyte\u010dn\u00e9 informace?<\/p>\n\n\n\n

Jako l\u00edd\u0159i kon\u00e1me v dobr\u00e9 v\u00ed\u0159e, ale nedom\u00fd\u0161l\u00edme d\u016fsledek.<\/p>\n\n\n\n

Tak\u017ee klidn\u011b tedy m\u016f\u017eeme n\u011bkter\u00e9 informace pos\u00edlat na t\u0159ikr\u00e1t, ale rozmyslet si jak\u00e9.<\/strong><\/p>\n\n\n\n

Stoprocentn\u011b. Je dobr\u00e9 m\u00edt seznam kritick\u00fdch informac\u00ed, kter\u00e9 by m\u011bli v\u0161ichni v\u011bd\u011bt. Nebo strategick\u00fdch informac\u00ed, kter\u00e9 jsou prim\u00e1rn\u011b informativn\u00edho charakteru.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

V re\u00e1lu to pak m\u016f\u017ee vypadat tak, \u017ee informaci \u0159ekneme na all hands, kde se potk\u00e1me v\u0161ichni, ze sch\u016fzky vnikne z\u00e1pis nebo nahr\u00e1vka, tak\u017ee informaci dostanou i ti, kte\u0159\u00ed nemohli p\u0159ij\u00edt, a pak z toho ud\u011bl\u00e1me n\u011bjak\u00fd \u201ev\u00fdcuc\u201c, kter\u00fd po\u0161leme newsletterem apod. T\u00edm m\u00e1me pokryto n\u011bkolik kan\u00e1l\u016f a \u0161ance, \u017ee \u010dlov\u011bka tref\u00edme aspo\u0148 v jednom z nich, je n\u00e1sledn\u011b vy\u0161\u0161\u00ed, ne\u017e kdybychom spol\u00e9hali jenom na samotn\u00fd all hands.<\/p>\n\n\n\n

Te\u010f jsi mi skv\u011ble nahr\u00e1l. Zaujal m\u011b toti\u017e tv\u016fj post na LinkedInu o neefektivn\u00edch meetinz\u00edch. Zvl\u00e1\u0161\u0165 v korpor\u00e1tech je to \u010dasto velk\u00e9 zlo. Jak tedy spr\u00e1vn\u011b nastavit porady? <\/strong><\/p>\n\n\n\n

Ve velk\u00fdch firm\u00e1ch to p\u016fjde t\u011b\u017eko. Jejich kultura je prim\u00e1rn\u011b postaven\u00e1 na \u201ebe seen\u201c. Ta podstata vych\u00e1z\u00ed z toho, \u017ee jsem vid\u011bt, \u017ee n\u011bco d\u011bl\u00e1m. \u017de jsem aktivn\u00ed a \u017ee jsem zapojen do spousty r\u016fzn\u00fdch \u010dinnost\u00ed. Porady jsou pak nadu\u017e\u00edvan\u00e9, proto\u017ee jsou n\u00e1strojem pro \u201ebe seen\u201c fungov\u00e1n\u00ed.<\/p>\n\n\n\n

Jak d\u011blat spole\u010dn\u011b str\u00e1ven\u00fd \u010das dob\u0159e?  Za prv\u00e9 si hodit na pap\u00edr, jak\u00e9 meetingy v\u016fbec m\u00e1me, k \u010demu jsou a jak \u010dasto. T\u0159eba all hands nebo m\u011bs\u00ed\u010dn\u00ed informativn\u00ed meeting je zdroj d\u016fle\u017eit\u00fdch informac\u00ed a je sp\u00ed\u0161 pasivn\u00ed. V\u011bt\u0161ina poslouch\u00e1 a p\u0159ij\u00edm\u00e1 informace, kter\u00e9 jsou pro n\u011b z n\u011bjak\u00e9ho d\u016fvodu z\u00e1sadn\u00ed. A je tak naprosto v po\u0159\u00e1dku. Ot\u00e1zka je, jestli stejn\u00fd typ pasivn\u00edho meetingu mus\u00edme m\u00edt i v men\u0161\u00edch skupin\u00e1ch, kde jen poslouch\u00e1te update \u2013 ur\u010dit\u011b by \u0161el nahradit shrnut\u00edm do chatu nebo kr\u00e1tk\u00fdm asynchronn\u00edm videem.<\/p>\n\n\n\n

Spole\u010dn\u00fd \u010das chceme tr\u00e1vit hlavn\u011b v p\u0159\u00edpad\u011b, \u017ee pot\u0159ebujeme n\u011bco vymyslet, n\u011bco domluvit, na n\u011b\u010dem se sladit. Jin\u00fdmi slovy tehdy, kdy opravdu pot\u0159ebujeme vyu\u017e\u00edt propojen\u00ed mozkov\u00e9 kapacity. Tvorba ve skupin\u011b je mnohem efektivn\u011bj\u0161\u00ed ne\u017e v jednom \u010dlov\u011bku a asynchronn\u00ed tvorba je o \u0159\u00e1d slo\u017eit\u011bj\u0161\u00ed.<\/p>\n\n\n\n

Ale v\u011bt\u0161ina meeting\u016f je sp\u00ed\u0161 neformativn\u00ed, lid\u00e9 jen \u010dekaj\u00ed, kdy p\u0159ijde jejich p\u011bt minut, a zbytek porady prosed\u00ed s my\u0161lenkami jinde. V tom je zakopan\u00fd pes, \u017ee nevid\u00edme smysl v tr\u00e1ven\u00ed \u010dasu t\u00edmto zp\u016fsobem.<\/p>\n\n\n\n

Je stra\u0161n\u00e1 \u0161koda, \u017ee v\u011bt\u0161ina z n\u00e1s je v m\u00f3du ob\u011bti. M\u00e1me pocit, \u017ee nem\u00e1me \u017e\u00e1dnou moc tuhle praxi zm\u011bnit. A tak spolu v tom syst\u00e9mu trp\u00edme. Ale pravda je takov\u00e1, \u017ee minim\u00e1ln\u011b ve st\u0159edn\u00edch a mal\u00fdch firm\u00e1ch je prakticky v\u0161echno zm\u011bniteln\u00e9. Kdy\u017e je v\u016fle a neexistuj\u00ed n\u011bjak\u00e9 z\u00e1sadn\u00ed bari\u00e9ry v podob\u011b egoistick\u00e9ho vedouc\u00edho, tak v\u011bci lze zlep\u0161ovat, lid\u00e9 p\u0159irozen\u011b p\u0159in\u00e1\u0161ej\u00ed n\u00e1pady, zkou\u0161\u00ed nov\u00e9 v\u011bci a prohlubuje se tak psychologick\u00e9 bezpe\u010d\u00ed.<\/p>\n\n\n\n

A jak tedy j\u00edt na tu zm\u011bnu?<\/strong><\/p>\n\n\n\n

Kdy\u017e u\u017e svol\u00e1me meeting, m\u011bli bychom zd\u016fvodnit, pro\u010d jej svol\u00e1v\u00e1me. \u0158\u00edct lidem dop\u0159edu, pro\u010d by tam m\u011bli j\u00edt, co se od nich chce, a p\u0159edev\u0161\u00edm nezapomenout na check-out. Ten je \u00fapln\u011b super jednoduch\u00fd: Bylo to p\u0159\u00ednosn\u00e9 a pro\u010d? St\u00e1lo to za prd a pro\u010d? Co konkr\u00e9tn\u011b vylep\u0161it? D\u00edky tomu pak m\u016f\u017eeme spole\u010dn\u011b pojmenovat probl\u00e9m, odsouhlasit a podpo\u0159it zm\u011bny. Jen tak nebudeme tr\u00e1vit \u010das neefektivn\u011b, nep\u0159\u00ednosn\u011b a nebudeme spoluvin\u00edci nefunk\u010dn\u00edho syst\u00e9mu.<\/p>\n\n\n\n

A jak se zachovat, kdy\u017e n\u011bco \u0159eknu, ale nepadne to na \u00farodnou p\u016fdu? <\/strong><\/p>\n\n\n\n

D\u016fle\u017eit\u00e9 je, \u017ee jsi to zkusil. \u017de jsi narazil na sign\u00e1l \u2013 tady necht\u011bj\u00ed naslouchat. Hor\u0161\u00ed variantou je pozitivn\u00ed reakce, kter\u00e1 pak vy\u0161um\u00ed. D\u00e1t nad\u011bji, kter\u00e1 pak um\u0159e.<\/p>\n\n\n\n

Hor\u0161\u00ed ne\u017e tohle u\u017e je jen stonewalling, kdy n\u011bco \u0159\u00edk\u00e1\u0161 a doslova ti nikdo nenaslouch\u00e1, prost\u011b t\u011b ignoruj\u00ed jako bzu\u010d\u00edc\u00ed mouchu. A pokud t\u011b to fakt \u0161tve a je to pro tebe fakt d\u016fle\u017eit\u00e9, je t\u0159eba zv\u00e1\u017eit, jestli jsi v spr\u00e1vn\u00e9 pr\u00e1ci a m\u016f\u017ee\u0161 si p\u0159\u00edpadn\u011b dovolit odej\u00edt.<\/p>\n\n\n\n

Jsou ale lid\u00e9, kte\u0159\u00ed uspokojen\u00ed za\u017e\u00edvaj\u00ed v jin\u00fdch oblastech ne\u017e v pr\u00e1ci a jsou ochotn\u00ed tuto neochotu m\u011bnit v\u011bci ob\u011btovat, kdy\u017e je v\u0161e ostatn\u00ed v pohod\u011b. N\u011bkdo do pr\u00e1ce nechod\u00ed pro z\u00e1bavu, nebav\u00ed ho, ale nen\u00ed to pro n\u011bj ani m\u00edsto seberealizace. Tu m\u00e1 n\u011bkde jinde. Tr\u00e9nuje d\u011bti hokej, sb\u00edr\u00e1 zn\u00e1mky, sportuje a z\u00e1vod\u00ed\u2026 Nebo je expert na oblast, kter\u00e1 ho neu\u017eiv\u00ed, tak ji d\u011bl\u00e1 ve voln\u00e9m \u010dase apod. Hodnotu tedy nem\u00e1 v pr\u00e1ci a je mu tak, hodn\u011b zjednodu\u0161en\u011b \u0159e\u010deno, tro\u0161ku jedno, co d\u011bl\u00e1. Na tyhle lidi se ale nem\u016f\u017eeme zlobit, \u017ee v pr\u00e1ci nepat\u0159\u00ed mezi ty nejzap\u00e1len\u011bj\u0161\u00ed \u010dleny, nejsou tolik anga\u017eovan\u00ed, kdy\u017e to pro n\u011b nen\u00ed d\u016fle\u017eit\u00e9. Znamen\u00e1 to jenom, \u017ee jsme je nedok\u00e1zali \u201ezap\u00e1lit\u201c nebo pro n\u011b vytvo\u0159it prost\u0159ed\u00ed, ve kter\u00e9m by si to sami na\u0161li. Ka\u017ed\u00fd by cht\u011bl m\u00edt anga\u017eovan\u00e9 lidi, ale tak to v re\u00e1lu nen\u00ed.<\/p>\n\n\n\n

V rozhovorech zmi\u0148uje\u0161, \u017ee ve sv\u00fdch 20 nebo 18 jsi nev\u011bd\u011bl, jak\u00e9 pr\u00e1ci se v\u011bnovat. I dnes \u0159ada mlad\u00fdch a generace Z t\u00e1pe, fluktuuje. Co by z pohledu komunikace m\u011bly firmy d\u011blat, aby dok\u00e1zaly tuhle skupinu oslovit?<\/strong><\/p>\n\n\n\n

Ve firm\u011b se lid\u00ed z HR nebo team leader\u016f pt\u00e1m, pro\u010d si mysl\u00ed, \u017ee se tahle v\u011bc d\u011bje. Odpov\u011bdi jako \u201eMy si mysl\u00edme, \u017ee\u2026\u201c jsou indik\u00e1torem toho, \u017ee \u00fapln\u011b nev\u011bd\u00ed, co cht\u011bj\u00ed. Jde jen o domn\u011bnky.<\/p>\n\n\n\n

Pokud mi dvacetilet\u00fd \u010dlov\u011bk odch\u00e1z\u00ed po 6, 8, 10 m\u011bs\u00edc\u00edch, ptal bych se, pro\u010d jsem ho nedok\u00e1zal udr\u017eet. N\u00e1\u0161 prst \u010dasto sm\u011b\u0159uje na n\u011b, s t\u00edm, \u017ee oni jsou ti \u201erozbit\u00ed\u201c, l\u00edn\u00ed apod. Poukazuje to ale na to, \u017ee nejsem schopen sebereflexe, nejsem schopen pracovat s t\u00edm, \u017ee neum\u00edm vytvo\u0159it prost\u0159ed\u00ed, ve kter\u00e9m by lid\u00e9 cht\u011bli d\u00e9le z\u016fstat.<\/p>\n\n\n\n

A mo\u017en\u00e1 bych se m\u011bl pt\u00e1t, co pro to m\u016f\u017eu ud\u011blat anebo jestli je to pro m\u011b v\u016fbec d\u016fle\u017eit\u00e9. Je v\u017edycky jednodu\u0161\u0161\u00ed vinit druh\u00e9, ne\u017e se pod\u00edvat na sebe a \u0159\u00edct si, m\u00e1m 20 let firmu, je mi 50, mlad\u00fdm moc nerozum\u00edm, mysl\u00edm si, \u017ee jsou takov\u00ed a makov\u00ed, necht\u011bj\u00ed makat a necht\u011bj\u00ed mi zvedat telefonu o v\u00edkendu. A necht\u011bj\u00ed pracovat po \u0161est\u00e9 ve\u010der. A jsou nedostupn\u00ed. A \u0159\u00edkaj\u00ed tomu work-life balance<\/a>. A kdy\u017e jsem byl mladej, tak jsem makal. M\u011bl jsem t\u0159i pr\u00e1ce. A tak to bylo spr\u00e1vn\u00e9. To ukazuje na to, \u017ee jsem neud\u011blal jedno z\u00e1sadn\u00ed my\u0161lenkov\u00e9 cvi\u010den\u00ed.<\/p>\n\n\n\n

Ne\u0159ekl jsem si \u2013 to jsou moje pot\u0159eby a moje verze sv\u011bta. A je \u00fapln\u011b ok, \u017ee to ve sv\u00e9 firm\u011b vy\u017eaduji. A v\u00edm, \u017ee budu p\u0159itahovat ur\u010dit\u00fd typ lidi. Ale nem\u016f\u017eu si st\u011b\u017eovat na to, \u017ee m\u00e1 p\u0159edstava pr\u00e1ce, fungov\u00e1n\u00ed a pot\u0159eb nen\u00ed stejn\u00e1 jako ostatn\u00edch okolo m\u011b. To je myln\u00fd pohled na sv\u011bt.<\/p>\n\n\n\n

Veden\u00ed by si v\u017edy m\u011blo polo\u017eit jednu ot\u00e1zku: Pro\u010d by tu n\u011bkdo m\u011bl cht\u00edt pracovat?<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Je t\u0159eba nehledat vinu v ostatn\u00edch, ale za\u010d\u00edt u sebe. Jinak n\u00e1m toti\u017e ujede vlak a za deset let to bude mnohon\u00e1sobn\u011b hor\u0161\u00ed. Proto\u017ee v\u0161ichni lidi, co u m\u011b pracuj\u00ed a jsou v\u00fdkonn\u00ed, p\u016fjdou do d\u016fchodu.<\/p>\n\n\n\n

A je\u0161t\u011b k jedn\u00e9 skupin\u011b v kolektivech. A to jsou introverti. Jak p\u0159istupovat ke komunikaci s nimi? \u010casto to mohou b\u00fdt lid\u00e9, kte\u0159\u00ed se \u00fapln\u011b nezapojuj\u00ed do kolektivn\u00ed \u010dinnost\u00ed nebo akc\u00ed a mohou b\u00fdt vn\u00edman\u00ed jako \u017ee se nezaj\u00edmaj\u00ed o druh\u00e9 a nepodporuj\u00ed t\u00fdm.<\/strong><\/p>\n\n\n\n

Tady bych se oto\u010dil na t\u00e9 my\u0161lence, \u017ee n\u00e1m p\u0159ijde \u0161patn\u00e9, kdy\u017e n\u00e1m n\u011bkte\u0159\u00ed z koleg\u016f nechod\u00ed na firemn\u00ed akc\u00ed typu firemn\u00ed pivo. Ta my\u0161lenka je sama o sebe vlastn\u011b postaven\u00e1 na hlavu.<\/p>\n\n\n\n

Na neform\u00e1ln\u00ed firemn\u00ed akce m\u00e1 j\u00edt jen ten, kdo o to stoj\u00ed. Mohu za ka\u017ed\u00fdm doj\u00edt a \u0159\u00edci mu, \u017ee budu moc r\u00e1d, kdy\u017e p\u0159ijde, ale m\u011bl bych b\u00fdt \u00fapln\u011b ok, pokud nep\u0159ijde. A to, \u017ee nep\u0159ijde, se pak nesm\u00ed nikde projevit jako \u010dern\u00fd punt\u00edk.<\/p>\n\n\n\n

\u201eDost\u00e1v\u00e1m \u010do\u010dku za to, \u017ee nechod\u00edm na firemn\u00ed bowling.\u201c \u201eM\u00e1me firemn\u00ed sj\u00ed\u017ed\u011bn\u00ed Vltavy, ale mn\u011b se o v\u00edkendu nechce b\u00fdt s kolegy z pr\u00e1ce. Ale kdy\u017e nepojedu, v\u00edm, \u017ee to budu m\u00edt na tal\u00ed\u0159i.\u201c Tohle od lid\u00ed re\u00e1ln\u011b sl\u00fdch\u00e1m a je to \u0161patn\u011b. Proto\u017ee vytv\u00e1\u0159\u00edme tlak na lidi, aby se podvolili, aby byli sou\u010d\u00e1st\u00ed, a \u017ee kdy\u017e nebudou, tak... To k dobr\u00e9 firemn\u00ed kultu\u0159e nevede.<\/p>\n\n\n\n

A k t\u011bm introvert\u016fm. Je to \u0161k\u00e1la. D\u011blit lidi pouze na dva p\u00f3ly a podle nich jim p\u0159isuzovat vlastnosti je nejenom kr\u00e1tkozrak\u00e9 a up\u0159\u00edmn\u011b, celkem hloup\u00e9, hlavn\u011b je to i nebezpe\u010dn\u00e9. Ka\u017ed\u00fd jsme jedine\u010dn\u00fd a m\u00e1me rozli\u010dn\u00e9 pot\u0159eby a postoje, kter\u00e9 se m\u011bn\u00ed v \u010dase a jsou vysoce z\u00e1visl\u00e9 na kontextu. A tak bych k tomu p\u0159istupoval \u2013 se zv\u00eddavost\u00ed a otev\u0159enou mysl\u00ed.<\/p>\n\n\n\n

A co bys poradil samotn\u00fdm introvert\u016fm, kte\u0159\u00ed se ocitnou na spole\u010densk\u00fdch akc\u00edch?<\/strong><\/p>\n\n\n\n

J\u00e1 jsem zast\u00e1ncem toho, abychom nosili punt\u00edk (trochu vtip, ale vlastn\u011b ne). Super extrovert by m\u011bl t\u0159eba \u017elut\u00fd punt\u00edk, super introvert zelen\u00fd punt\u00edk. A hned bych v\u011bd\u011bl, na \u010dem jsem. \ud83d\ude0a<\/p>\n\n\n\n

Ale v\u00e1\u017en\u011b. Je \u00fapln\u011b norm\u00e1ln\u00ed se omluvit z konverzace, j\u00edt si pro pit\u00ed a u\u017e nevr\u00e1tit. Nen\u00ed to nic neuctiv\u00e9ho. Klidn\u011b sta\u010d\u00ed nap\u0159\u00edklad \u0159\u00edct: \u201eMoc d\u011bkuji za popov\u00edd\u00e1n\u00ed, p\u016fjdu se te\u010f na chv\u00edli prov\u011btrat.\u201c Je \u00fapln\u011b v pohod\u011b pojmenovat to, jak se c\u00edt\u00edm nahlas, pokud m\u00e1m obavy, jak by to ch\u00e1palo moje okol\u00ed.<\/p>\n\n\n\n

Ale samoz\u0159ejm\u011b je k tomu t\u0159eba i do jist\u00e9 m\u00edry bezpe\u010dn\u00e9 prost\u0159ed\u00ed. A pokud je, jedin\u00e1 cesta, jak dostat do hlavy druh\u00fdch lid\u00ed tv\u016fj vnit\u0159n\u00ed sv\u011bt, je d\u00e1t ho do slov a pojmenovat. Jin\u00e1 sch\u016fdn\u00e1 cesta neexistuje. Aby druz\u00ed mohli pochopit, jak ty se c\u00edt\u00ed\u0161, jak se chov\u00e1\u0161, je t\u0159eba jim sv\u016fj sv\u011bt a vn\u00edm\u00e1n\u00ed p\u0159elo\u017eit. Nelze o\u010dek\u00e1vat, \u017ee ostatn\u00ed budou ch\u00e1pat na\u0161e pot\u0159eby, vnit\u0159n\u00ed pochody a hodnotov\u00e1 nastaven\u00ed z toho, jak se my sami chov\u00e1me nebo jedn\u00e1me, ani\u017e bychom to popsali slovy, kter\u00e1 jsou pro druh\u00e9 pochopiteln\u00e1.<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Tak to jsi narazil na \u010dast\u00fd probl\u00e9m v p\u00e1rov\u00e9 komunikaci, kdy vznik\u00e1 \u0159ada nedorozum\u011bn\u00ed jen proto, \u017ee dostate\u010dn\u011b nekomunikujeme a mysl\u00edme si, \u017ee \u201eten druh\u00fd p\u0159eci v\u00ed\u201c.<\/strong><\/p>\n\n\n\n

V psychologii existuje koncept, kter\u00fd se jmenuje iluze transparentnosti. Pat\u0159\u00ed do kognitivn\u00edch zkreslen\u00ed. Je to tendence si myslet, \u017ee ostatn\u00ed jsou schopn\u00ed velmi dob\u0159e \u010d\u00edst, co se d\u011bje uvnit\u0159 na\u0161\u00ed mysli. Schopn\u00ed odhadovat na\u0161e n\u00e1lady, pot\u0159eby, o\u010dek\u00e1v\u00e1n\u00ed.<\/p>\n\n\n\n

Ve skute\u010dnosti se ale ka\u017ed\u00fd zaj\u00edm\u00e1 prim\u00e1rn\u011b s\u00e1m o sebe a v\u011bci vztahuje k sob\u011b. Tak\u017ee i kdy\u017e kouk\u00e1m na tebe, tak p\u0159em\u00fd\u0161l\u00edm hlavn\u011b o sob\u011b. Ve skute\u010dnosti v\u00edme celkem prd, co se uvnit\u0159 druh\u00e9ho d\u011bje, pokud nem\u00e1me opravdu hlubok\u00fd vztah nebo pro to nem\u00e1me p\u0159irozen\u00e9 vlohy (nebo fakt hoooooodn\u011b tr\u00e9ninku).<\/p>\n\n\n\n

A ano, je to jeden z nejv\u011bt\u0161\u00edch probl\u00e9m\u016f ve vztaz\u00edch a potvrzuj\u00ed to i m\u00ed zn\u00e1m\u00ed, kte\u0159\u00ed se dali na dr\u00e1hu p\u00e1rov\u00fdch terapeut\u016f. Nejv\u011bt\u0161\u00ed p\u0159ek\u00e1\u017ekou ka\u017ed\u00e9ho vztahu je obrovsk\u00e1 m\u00edra nevy\u0159\u010den\u00fdch o\u010dek\u00e1v\u00e1n\u00ed a zklam\u00e1n\u00ed z jejich nenapl\u0148ov\u00e1n\u00ed. Lid\u00e9 o sv\u00fdch pot\u0159eb\u00e1ch a o\u010dek\u00e1v\u00e1n\u00edch m\u00e1lo mluv\u00ed. \u010cekaj\u00ed, \u017ee druz\u00ed pochop\u00ed, jak to maj\u00ed, tak n\u011bjak ze vzduchu.<\/p>\n\n\n\n

Komunikace je z\u00e1klad ka\u017ed\u00e9ho vztahu. A je jedno, jestli je to vztah pracovn\u00ed, rodinn\u00fd \u010di partnersk\u00fd. V partnersk\u00e9m vztahu je to ale extra d\u016fle\u017eit\u00e9, proto\u017ee v n\u011bm lid\u00e9 tr\u00e1v\u00ed nejdel\u0161\u00ed \u010das. Pokud je bezpe\u010dn\u00e9 mluvit o tom, co c\u00edt\u00edm a co pot\u0159ebuji, je skute\u010dn\u011b v\u00fdhodn\u00e9 to d\u011blat ruku v ruce s p\u0159im\u011b\u0159en\u00fdm z\u00e1jmem o druh\u00e9. Jsou syst\u00e9my, ve kter\u00fdch to rozhodn\u011b bezpe\u010dn\u00e9 nen\u00ed, a tam si mus\u00edm s\u00e1m rozmyslet, jestli jsem schopen naj\u00edt napln\u011bn\u00ed nebo uspokojen\u00ed n\u011bjak jinak, nebo to v\u00e1\u017en\u011b ned\u00e1v\u00e1m, ubli\u017euje mi to a pak je rozhodn\u011b lep\u0161\u00ed zvednout kotvy a hledat \u0161t\u011bst\u00ed jinde.<\/p>\n","protected":false},"featured_media":38629,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-38472","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-vzdelavani-rozvoj"],"acf":[],"yoast_head":"\nJak zlep\u0161it komunikaci a vztahy ve firm\u00e1ch | Sloneek<\/title>\n<meta name=\"description\" content=\"Objevte tipy od \u0160imona o efektivn\u00ed komunikaci, komunika\u010dn\u00edch auditech a budov\u00e1n\u00ed zdrav\u00fdch firemn\u00edch vztah\u016f. ???? 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