“Conversations are not what we think they are.” And so begins my new favorite book Conversational Intelligence by Judith Glaser. Powered by both neurological and cognitive research, she says that conversations go much deeper than simple information sharing. They impact the way we connect, engage, interact, and influence others, because they actually have a chemical component. Conversations can stimulate the production of hormones and neurotransmitters, stimulate body systems and nerve pathways and change our body’s chemistry, in both good and bad ways.
Think about it. When was the last conversation you had that didn’t go well? How did you feel? Threatened? Sick to your stomach? Did it change how you continued the conversation? What did you do? Retreat? Become more forceful? Or even antagonistic?
Glaser states that even at the simplest level, of asking and telling – I ask a question, you tell me an answer – conversations can become complex as questions provoke thoughts and feelings about what you mean or your intentions. If a question feels threatening, that can activate the defensive role of the amygdala to “handle” a threat.
Of course, conversations can also trigger dopamine and serotonin, those good-feeling chemicals, as you experience an exchange that increases sense of belonging, care and concern for your well being, and a shared sense of purpose. Those conversations tamp down the defensive role of the amygdala and free the prefrontal cortex to generate new ideas, insights, and wisdom.
In every conversation, we are constantly reading content and emotions sent our way and we are sending content and emotions to others. In fact, Glaser asserts that leaders are communicating that they are happy or sad with almost every communication.
Her book is full of helpful information to help increase conversational intelligence for leaders and their teams. Here is a brief summary of Glaser’s 5-step STAR (Skills That Achieve Results) model that can help tamp down the amygdala’s threat response and can turn adversaries into partners.
- Build Rapport – get on the same wavelength as the person you are talking to; connect with them as a person and demonstrate you care
- Listen without Judgment -pay full attention to the other person as they speak and set aside the tendency to judge the person; resist the temptation to formulate your response while they are speaking; just listen
- Ask Discovery Questions – be curious; ask smart questions that may change your views as you listen and learn
- Reinforce Success – see and validate what “success looks like” for both people
- Dramatize the Message – ensure understanding by telling a story or drawing a picture if needed; this can elevate awareness to make sure you are on the same wavelength
Using STAR’s five steps, Glaser says leaders can create a positive shift in brain chemistry (theirs and others) as they work towards having productive conversations that can shape reality, mind-sets, events, and outcomes in a collaborative way.
Anita Rios
Higher EDge 