Question: Discuss an example of a time (or situation) when directness was appropriate in your response giving negative information. Why was it appropriate to use a direct response instead of an indirect response?
responses: 1. Giving a negative response is always hard for a speaker and recipient. Although, it is necessary.Have you ever in a situation that you realize your best friend’s problem but he/she doesn’t? It’s hard to give them a feedback which can hurt their feeling. However, because he/she is our friend and we just want them to be better, truly, we have to do it. Why do we do it? Because we respect them. We want them to realize that they are wrong and they need to fix it, otherwise it may be worse. Giving negative response is not we want to be bossy but because we sincerely care about them, about their business. That’s why we have to be honest with them. Another reason why we should not go round and round in this kind of conversation is we are friend. We share things together. You need to know what should be directly response and what should be indirectly response which may cause confusion.
2.The example for directness I will be using is dealing with an employee issue. The first two times that I addressed the tardiness was indirect and was for all of the employees in my department. We went over the schedule and what time each one should be present and also what time each employee was able to leave. This was indirect because the group had the same hours. When the problem persisted with one individual, I then had to change to a direct response. I called the employee into my office and sat down with him one on one and also had to document the conversation. This direct approach was needed because he was the one violating the policy.
Working with insurance claims on a daily basis, I consistently use the indirect method to break news to policyholders on issues with insurance coverage. There have been times, however, when dealing with internal personnel issues that I felt the direct method was more appropriate. In one particular case, an issue with one of my direct-reports occurred on a day that I was out of the office, and the issue had already been addressed by my superior the day prior. By the time I got involved to discuss the consequences of the individual’s action, I felt more appropriate using the direct method as the employee already was informed of the forthcoming disciplinary actions the day before.