The THINK Model is a communication acronym to help individuals communicate more effectively and more positively in a work place environment.
The Communication Cycle refers to the system in which a message is conveyed and received. This cycle will help you learn how to best communicate your message in a constructive and clear manner.
This section will explain The Communication Contract. This contract is a tool in which businesses may agree as a unit to speak in a more constructive and open way. This section will depict the 10 clauses and the purpose for the contract in GCWR.
Here you will get a brief lesson in Time Management and Problem Solving. Learn one of the most used step-by-step models in finding solutions to issues, and find new ways to relieve workplace issues.
When communicating with others, it is important to remember that we share a common goal: helping wildlife!
Carefully review the following information and consider what you say (and how it is said) before communicating the message in any form.
The Communication Cycle is a process in which a message is conveyed and received. It is performed via the Communication Process.
The Communication Process is composed of the steps we take in order to achieve successful communication.
The first stage in communication is the Creation of an idea or the message. It is the process by which the sender decides what he/she wants to communicate and selects the channel through which to convey this information. [Email, text, in-person, social media, etc…]
The second step is Message Transmission. This process may be as simple as meeting with the recipient and orally communicating the information, or communicating with the intended recipient over the phone.
The Reception stage involves change of communication responsibilities between the sender and the recipient. The receiver obtains the information by reading the information in written format or listening carefully to the message when delivered orally.
The next stage is Translation. During this step, the recipient encodes the message into a form that he easily understands. This may involve an individual listening to or reading the message and paraphrasing it in his head.
The final stage in communication cycle is Response. It fulfills the requirement of an effective communication as a two-way street. After receiving the message, the recipient crafts a response and communicates it verbally or in a written format.
For the Sender:
– Before the message is sent, the sender must be clear on what they wish to communicate. If the sender lacks clarity of thought, the crafted message will reflect this.
– The sender must think of what the target of the message is. This will help formulate the message in a manner that is most appropriate.
– The next priority of the sender must be to choose the manner of communication, based on the target of the message. The urgency of the message, and the cost factor may also influence the mode of communication.
– Having formulated the message and chosen a method of communication, the sender must dispatch the message at the appropriate time, and ensure it has been received.
For the Receiver:
– The receiver’s most import duty is to give the message appropriate attention.
– In case of an audio message, the receiver must listen carefully. It would help to take notes or listen to the message more than once.
– Use all abilities to decode the message. Although the sender is expected to draft it as clearly as possible, it is the receiver’s duty to give it the proper attention.
– In case the receiver encounters any doubt, they are advised to get it clarified from the sender, instead of interpreting it in an incorrect manner.
– Once the message is completely and successfully decoded, the receiver must begin formulating the feedback.
– With this step, the receiver becomes the sender, and has to apply the same clarity of thought while formulating the feedback.
– The correct channel of communication must be chosen to send the feedback, and it must reach the original sender promptly.
– The cycle of communication is complete with the sender receiving the feedback.
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Step 1. Understand the problem.
-To clearly understand a problem needing to be resolved, break step 1 down into 4 sub-steps.
– Gathering as much information on a problem as possible allows problem-solvers to arm themselves with the tools necessary to efficiently and effectively resolve the issue.
Step 2. Devise a plan.
-When creating a plan, problem-solving meetings should involve a variety of different individuals and perspectives. Those who are affected by the problem should be part developing the plan (including non-mangers).
Involving volunteers/other staff in decision making and problem solving processes may first help develop the knowledge and competence of individuals by providing them with opportunities to work through problems and decisions typically occurring at higher organizational levels.
Second, it increases teamwork and collaboration by providing opportunities to solve problems as part of a team.
Third, it increases identiﬁcation with organizational goals by giving volunteers and staff a voice in making signiﬁcant decisions in the organization.
Step 3. Carry out the plan
– Those with the power to put the plan into action must be responsible for seeing it followed through with promptly and relentlessly. If both technicians and management does not enforce the plan, those without such power (such as volunteers) will be unable to do their part.
Step 4. Evaluate the plan.
-Once a plan has been successfully implemented, it must be evaluated to determine if it has positively affected the problem.
The plan may be completely successful, partially successful, or utterly ineffective or misguided.
Upper management must be responsible for figuring out what part of the plan is or is not working and work with others to revise the plan to accommodate the results, often returning to step 2 and trying again.
Step 5. Check the results.
-Once a plan has been adjusted and evaluated, the results must be confirmed as being reasonable and sensible. If management determines the results are ineffective, the team must start over, returning to step 1, and once again attempt to thoroughly understand all aspects of the problem.
Step 6. Reflect on the process/outcome.
-Solutions to problems are not often found easily. Once results appear to be correct and positive, management must reflect on the process and outcome in order to be certain that as little information as possible is missed or handled incorrectly.