Arguing allowed - but do it right: COMMUNICATION MANAGEMENT AND CONFLICT CULTURE

(Konstanz, 07/05/2017) Shouting - anyone can do that, but engaging in constructive and fair arguments is not as easy. However, a lively culture of debate in companies is a crucial factor for success - here, especially leaders are in demand. But how does one "Argue Right"? The workshop "Culture of Debate and Communication Management" by the agency STEAUF shows ways on how a respectful and appreciative culture of debate can succeed in companies. Absolute silence, dominant power words, or respectful exchange? Arguing correctly in companies - in the sense of a constructive argumentative conversation - is anything but simple. No wonder, as when people work together or "communicate", emotions are always involved. "Communication" has its origin in the Latin word "communio", which means "to have in common". However, how often does communication in a company lead to the opposite? Disputes, arguments, misunderstandings, dissatisfaction, or even silence and ignorance are often the consequences of a disrupted communication culture. In this context, leaders are particularly called upon: They help to resolve conflicts - but often feel overwhelmed by this task. A lively culture of debate is a crucial factor for productivity, employee satisfaction, and ultimately for the successful growth of the company. But how does a "good argument" work? A constructive culture of debate can only succeed through mutual respect and appreciation. It is known from psychology that we as humans initially evaluate all signals from our social environment in terms of our social acceptance - that is, whether we are respected and treated fairly. Only when there are no "alarm bells" ringing on this level, are we able to address the content side of the conflict without immediately falling into a fighting or defensive mode. Undoubtedly, there is a need for further education in conflict management - a lively culture of debate should be a topic in companies before "the damage is done". This is where STEAUF can help as a mediator. In the Conflict Management and Culture of Debate workshop, participants learn to question their own communication, conflict, and culture of debate. Various insights, including from the latest brain research, provide an overview of what communication is constructive and thus promotes team spirit. The workshop also offers a confidential framework to constructively resolve underlying conflicts, in order to enable harmonious cooperation and a respectful, appreciative interaction. About STEAUF The agency STEAUF, based in Konstanz, was founded in 2001 by Stefanie Aufleger. STEAUF is a dynamic company and designs its work processes according to organic growth principles of nature: sustainable, resource-oriented, and in the interest of the common good. The STEAUF principle describes the application of organic growth rules to modern business management. With concepts, consultations, and seminars, STEAUF supports other companies in recognizing their potentials, maximizing them, and making them visible. STEAUF reforms corporate structures and creates new, sustainable forms of interaction that enable stability in change. Through the STEAUF processes, it is possible to create a corporate culture based on trust, promoting a strong identification with the company and placing joy in work at the center.