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In today's fast-paced business environment, where tensions can quickly arise, knowing how to communicate effectively has become an essential skill for any manager. Misunderstandings, personality differences or reactions under stress are often at the root of misunderstandings that hamper collaboration. This is where Process Communication (PCM) provides a powerful, practical response. Much more than a simple communication tool, PCM is a method of getting to know oneself and others, designed to smooth interactions, calm relationships and strengthen cohesion within teams.
PCM aims to improve mutual understanding and prevent misunderstandings through a number of concrete levers.
Adapting your communication style to different profiles helps to avoid blockages.
Example: with a detail-oriented colleague, be precise; with a more creative profile, leave room for freedom of expression.
Recognizing each person's needs and motivations helps to defuse tensions.
Example: if an employee lacks recognition, publicly acknowledge their work before frustration sets in.
Identifying stress signals helps to maintain a constructive relationship.
Example: if a colleague gets carried away, suggest a short break to calm the exchanges.
Reformulating and clarifying are key reflexes.
Example: "If I understand correctly, you're proposing to...?"
These techniques foster understanding and trust.
Taking the time to be genuinely interested in others strengthens cohesion.
Example: a simple "How are you feeling this week?" can reactivate a climate of collaboration.
Process Communication is based on the analysis of six personality types, each with distinct communication styles, psychological needs and reactions to stress. Understanding these types helps individuals and managers to adapt their communication and foster a more harmonious working environment.
Here's an overview of the six personality types:
Analyzers are methodical, logical and detail-oriented. They like to structure their tasks and focus on organization and efficiency. Analysts are generally precise and rigorous, appreciating an environment where everything is well planned.
The analyzer's communication style is factual and analytical. He prefers clear, structured exchanges based on facts and data. They like discussions to be well-organized, and decisions to be based on logical reasoning.
Under stress, the analyzer can become excessively perfectionist. He may focus on minor details and become critical of himself and others.
Persevering people are committed, devoted and often very attached to their values and convictions. They are conscientious and reliable, with a strong sense of duty. Persevering people have a deep need to give meaning to what they do, and seek validation for their principles.
Persevering people communicate clearly and engagingly. They value exchanges that recognize their dedication and commitment. They are often motivated by discussions around values, standards and principles.
Under stress, the persevering person can become rigid, even sanctimonious. They can be critical of those who don't share their values.
Empaths are warm, sensitive and relationship-oriented. They value interpersonal interaction and care about the well-being of others. Empaths are often perceived as understanding and caring.
Empaths prefer open, emotional and supportive communication. They are at ease in exchanges where emotions and interpersonal relationships are brought to the fore.
Under stress, empaths can become overly emotional. They easily feel hurt or devalued, and desperately seek the approval of others.
Imagineers are thoughtful, introverted and often creative. They prefer to work alone and have great powers of concentration. Imagineers appreciate quiet environments where they can think and develop ideas undisturbed.
Imagineers communicate concisely and can sometimes seem distant. He favors reflection and in-depth analysis, and appreciates discussions that allow him to share his ideas without haste.
Under stress, the imagineer may retreat into an inner world, becoming silent and avoiding social interaction.
Energizers are dynamic, enthusiastic and spontaneous. They like to be the center of attention, and are constantly seeking to enliven their environment. Energizers are often perceived as charismatic and inspiring.
Energizers use direct, energetic and sometimes theatrical communication. They enjoy stimulating discussions and don't hesitate to express their ideas with passion.
Under stress, the energizer can become impulsive, disorganized, even overly dramatic, leading to conflict or problematic situations.
Promoters are pragmatic, action-oriented and results-driven. They enjoy challenges and situations that require risk-taking and rapid execution. Promoters are often perceived as natural leaders.
The promoter communicates in a clear, concise and results-oriented way. He appreciates direct, no-nonsense communication. They want to solve problems or achieve concrete goals.
Under stress, the promoter can become domineering, even manipulative. He may seek to impose his views aggressively.
Understanding these personality types and their communication patterns enables managers and HR to tailor their approach to the individual needs of each team member, promoting smoother, more effective communication.
Process Communication (PCM) training approaches vary according to the objectives, contexts and needs of the participants. Here are the main approaches:
These approaches can be adapted to the different learning styles and needs of individuals and organizations.
Process Communication offers a unique opportunity for managers and employees to better understand each other, communicate accurately and strengthen team cohesion. Integrated into a management strategy, it becomes a sustainable lever for performance and inclusion.
Discoverour programs and workshops dedicated to Process Communication on the NUMA website.
In today's fast-paced business environment, where tensions can quickly arise, knowing how to communicate effectively has become an essential skill for any manager. Misunderstandings, personality differences or reactions under stress are often at the root of misunderstandings that hamper collaboration. This is where Process Communication (PCM) provides a powerful, practical response. Much more than a simple communication tool, PCM is a method of getting to know oneself and others, designed to smooth interactions, calm relationships and strengthen cohesion within teams.
PCM aims to improve mutual understanding and prevent misunderstandings through a number of concrete levers.
Adapting your communication style to different profiles helps to avoid blockages.
Example: with a detail-oriented colleague, be precise; with a more creative profile, leave room for freedom of expression.
Recognizing each person's needs and motivations helps to defuse tensions.
Example: if an employee lacks recognition, publicly acknowledge their work before frustration sets in.
Identifying stress signals helps to maintain a constructive relationship.
Example: if a colleague gets carried away, suggest a short break to calm the exchanges.
Reformulating and clarifying are key reflexes.
Example: "If I understand correctly, you're proposing to...?"
These techniques foster understanding and trust.
Taking the time to be genuinely interested in others strengthens cohesion.
Example: a simple "How are you feeling this week?" can reactivate a climate of collaboration.
Process Communication is based on the analysis of six personality types, each with distinct communication styles, psychological needs and reactions to stress. Understanding these types helps individuals and managers to adapt their communication and foster a more harmonious working environment.
Here's an overview of the six personality types:
Analyzers are methodical, logical and detail-oriented. They like to structure their tasks and focus on organization and efficiency. Analysts are generally precise and rigorous, appreciating an environment where everything is well planned.
The analyzer's communication style is factual and analytical. He prefers clear, structured exchanges based on facts and data. They like discussions to be well-organized, and decisions to be based on logical reasoning.
Under stress, the analyzer can become excessively perfectionist. He may focus on minor details and become critical of himself and others.
Persevering people are committed, devoted and often very attached to their values and convictions. They are conscientious and reliable, with a strong sense of duty. Persevering people have a deep need to give meaning to what they do, and seek validation for their principles.
Persevering people communicate clearly and engagingly. They value exchanges that recognize their dedication and commitment. They are often motivated by discussions around values, standards and principles.
Under stress, the persevering person can become rigid, even sanctimonious. They can be critical of those who don't share their values.
Empaths are warm, sensitive and relationship-oriented. They value interpersonal interaction and care about the well-being of others. Empaths are often perceived as understanding and caring.
Empaths prefer open, emotional and supportive communication. They are at ease in exchanges where emotions and interpersonal relationships are brought to the fore.
Under stress, empaths can become overly emotional. They easily feel hurt or devalued, and desperately seek the approval of others.
Imagineers are thoughtful, introverted and often creative. They prefer to work alone and have great powers of concentration. Imagineers appreciate quiet environments where they can think and develop ideas undisturbed.
Imagineers communicate concisely and can sometimes seem distant. He favors reflection and in-depth analysis, and appreciates discussions that allow him to share his ideas without haste.
Under stress, the imagineer may retreat into an inner world, becoming silent and avoiding social interaction.
Energizers are dynamic, enthusiastic and spontaneous. They like to be the center of attention, and are constantly seeking to enliven their environment. Energizers are often perceived as charismatic and inspiring.
Energizers use direct, energetic and sometimes theatrical communication. They enjoy stimulating discussions and don't hesitate to express their ideas with passion.
Under stress, the energizer can become impulsive, disorganized, even overly dramatic, leading to conflict or problematic situations.
Promoters are pragmatic, action-oriented and results-driven. They enjoy challenges and situations that require risk-taking and rapid execution. Promoters are often perceived as natural leaders.
The promoter communicates in a clear, concise and results-oriented way. He appreciates direct, no-nonsense communication. They want to solve problems or achieve concrete goals.
Under stress, the promoter can become domineering, even manipulative. He may seek to impose his views aggressively.
Understanding these personality types and their communication patterns enables managers and HR to tailor their approach to the individual needs of each team member, promoting smoother, more effective communication.
Process Communication (PCM) training approaches vary according to the objectives, contexts and needs of the participants. Here are the main approaches:
These approaches can be adapted to the different learning styles and needs of individuals and organizations.
Process Communication offers a unique opportunity for managers and employees to better understand each other, communicate accurately and strengthen team cohesion. Integrated into a management strategy, it becomes a sustainable lever for performance and inclusion.
Discoverour programs and workshops dedicated to Process Communication on the NUMA website.
Discover all our courses and workshops to address the most critical management and leadership challenges.
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