Do you know how with the view force to make people respect you, and how to communicate with the most vile familiar persons with sincere sympathy and kindness? Here are 10 ways of managing people. It’s really useful for everyone in business and in personal life.
Many people believe that management techniques are useful only for those whose profession is associated with the management. This is actually a set of techniques that can be applied in any area of life where there is society.
Not to come under old bad neighbor’s provocations, to build a proper relationship with the children, to make contact with unpleasant relatives or co-workers or to sell a cottage or even a sofa.
In other words, the set of techniques will work perfectly with all people, regardless of their gender, age and social status.
As for the people in leadership positions and entrepreneurs, they should learn first how to manage people.
You need the complete set of techniques and even a few altered outlook for managing people.
- The proper look
It’s a special look that makes people believe you; recognize a stronger opponent in you at the subconscious level.
This look can be useful in any conflict situation, when you want to show that you should be respected and it is you to take decisions.
Look in the eyes, not on the surface, but like through them, looking into the soul. It’s a piercing look that expresses your strong commitment. And people feel it.
- Energy pause
To achieve the desired, people sometimes use the method of tactless question in the presence of other people. Alone you would refuse without hesitation to respond on it, but with the other people you are lost and can accept or respond on it for you not to seem greedy, secretive, and so on.
In order not to fall into this trap, you can use the method of energy pause. You look into the eyes of the person, as if you’re going to answer. He is ready to take your answer, but you do not answer.
You continue to look at him, but do not say anything. He looks away in confusion, and then you start talking about something else. After this incident, he will no longer try to force you to answer such awkward questions with people.
- Pause and encouragement
Sometimes people try to demand something, relying only on the strength of their demanding tone. The person realizes that his demand is groundless, and you understand it too.
Nevertheless, he very emotionally demands something, hoping that you do it, without a conflict. If you support his tone or start objecting, the conflict will take place.
Instead, keep a pause and friendly encourage the person to continue the conversation. Feeling the support he’ll stop getting angry, and will begin to speak calmly.
But even after it don’t stop keeping silence, nod and encourage him to keep on talking. The person will begin to find excuses and will finally apologize.
- Protection from a look
Of course, some methods are used not only by you, and not only consciously. It happens that people unconsciously feel how to act in order to achieve the desired, and behave so.
If you notice a close look of your interlocutor, he may apply to you some psychological impact consciously or not.
Remember: you do not have to try to stare each other down. Look in his eyes and smile letting him know that you noticed his look and you don’t care, and then focus on something else.
- To overcome hostility
We often meet unpleasant people that we just have to communicate and keep good relations.
In order to keep normal communication or to get something from this man, you will really have to overcome the aversion to him. And not just making a fake smile, but imbuing with compassion and kindness.
How to do this if it is a quarrelsome stinker?
Imagine him to be a little child. If a child behaves badly, so he’s angry, unhappy, or spoiled. In any case, the environment is to blame.
It’s true, so you don’t cheat yourself. When you see this man as a child, you can’t be mad at him, you feel the kindness and compassion, and it disarms him.
Many people have to get the desired, pressure on their employees, relatives and friends. How it looks: repetition of the same requirements – sometimes soft, then hard, then persistent and emotional, or unobtrusive.
The main purpose of the pressure is to deprive you of hope that the requests or demands can be avoided.
The person makes you understand that you simply can’t do it in another way, he will stand his ground to the end.
What can you do with it? It’s good to call a spade a spade. For example, you can directly ask the person: “are you pressuring me?”. As a rule, the person is lost then. The ability to firmly say “no” is not less important.
- The ability to say “no”
You should learn to say “no”, it is highly useful in dealing with various kinds of manipulators, some of which may be not only intrusive partners, but also your friends or relatives.
Learn to say this word – “no.” Not “I can’t” or “I don’t know” or “we’ll see”, but the firm “no.”
Of course, such a categorical refusal is not suitable in all cases, but in some situations it is needed.
- Do not explain your refusal
This is also a great skill that comes with experience. If you said someone your firm “no”, try not to explain and to find an excuse.
Don’t feel guilty for your refusal without explanation. People feel the inner mood, and if you falter inside yourself, they may achieve the explanations or maybe even persuade you.
But, not always you should refuse without explanation, there are cases when it is necessary.
- The position without proof
In the negotiations proof of rightness often plays a negative role. Rightness is a condition that is transmitted on the level of feelings. You feel your rightness, and other people agree with you.
If you start to prove your position with arguments, it may destroy the confidence in your rightness.
For example, you give an argument, and your partner denies it. If after that you give another argument, it means you agree with the fact that the first one was unsuccessful, and it’s a loss of your positions and unwavering belief in your rightness.
- Fix the new role
If you take a new position – the head of the department or the team captain, you need to fix it immediately, determining your authority. As soon as possible do in a new role what you couldn’t do the in the previous one.
Give an order, take a decision, ask a report from subordinates and so on. The longer you delay the entry into a new role, the more they can curtail your rights.
These methods of managing people are a small portion of all the techniques of the art of management, which change not only your style of communication, but also the outlook.