In professional interactions, one must learn to argue sincerely

Thread Content

In professional interactions, one should learn to argue sincerely. Among colleagues, if the aim is not to deliberately belittle or embarrass the other party through arguments, but rather to hold different opinions on a specific work issue and fail to reach an agreement, then such arguments will not lead to hostility or resentment between the parties involved; instead, they facilitate thorough communication and resolution of the issue. 　　Verbal sparring among colleagues. “Bang” – another punch landed on the table, even more forceful than the previous one. This time, however, it was Zhang Yu who counterattacked. He rushed forward to his colleague An Sen and delivered a fierce punch right where he had struck earlier. “Stop telling me this; the statistical data in the proposal is clearly stated there. Do you know how great the risks are if an assessment isn’t done using samples? ”“Nonsense! “But you don’t even need to use your brain; the parameters used for evaluation are so low – do they reflect reality at all?” Small arguments help bridge communication gaps. Among colleagues, if the aim isn’t to deliberately belittle or embarrass the other party through arguing, but rather to hold different opinions on a specific work issue and fail to reach an agreement, then such arguments won’t lead to hostility or resentment between the parties involved; instead, they facilitate thorough communication and resolution of the issue. The tough stance of one party will immediately draw the full attention and consideration of the other party, thereby avoiding communication failures and delays in cooperation caused by silence and compromise. At the same time, due to their equal working relationship, they can be more assertive in their approach, but must not touch each other’s bodies, so as to prevent what starts as an argument from turning into a fight. 　　Conflict between superiors and subordinates: Zhang Lin walked seriously to the manager’s desk, stopped there, and pushed a document toward Manager Mark. \"The proposals I submitted the day before yesterday were approved during the meeting – why weren’t they included in the final report? Please explain!\" ”“I thought about it again later, and it’s not suitable. ”“Can it be deleted freely if it’s not appropriate? “Then holding meetings would just be a waste of time for everyone…” Blaming and complaining constantly is not the right approach. The relationship between superiors and subordinates is not one of absolute obedience and inequality. When there are disagreements between employees and managers, or when someone feels they are being treated unfairly, it is appropriate to use \"arguments\" to express one’s strong opinions or dissatisfaction. But one must be careful with one’s words; instead of blaming constantly, it is necessary to explain the situation and explore the reasons. This actually helps with understanding and cooperation between superiors and subordinates. 　　Scene 3: Harsh criticism of subordinates “Deducting your bonus is in accordance with the rules; not suspending you is already showing leniency.” ” “Why is only one person punished when a group does something wrong! ” 　　“Then I’ll give you a chance now to explain it clearly! ”Shen Hong began to describe in detail the whole incident, filled with anger. As his supervisor, Ran Jie did not interrupt him; instead, he listened carefully with a furrowed brow… Giving subordinates a chance to speak As a supervisor, one should not regard subordinates’ complaints and objections as challenges to one’s own authority, but rather should give them the opportunity and right to speak, so that they can learn to listen and re-evaluate things as they express their views. At the same time, it is important to leave room and flexibility in communication; avoid being too decisive, and allow subordinates to provide explanations and arguments. Ms. Wen Zhijia, the leading emotional and behavioral management consultant at Beijing Dongming Time International Consulting Center, pointed out that Chinese people value harmony in all matters; even when they disapprove of something, they do not readily engage in direct conflict. For a long time, “arguing” has been considered the worst option; many people are too afraid to argue with their supervisors ； When facing colleagues, I don’t want to argue ； When facing subordinates, he disdains to argue. The workplace atmosphere is gradually becoming distorted in this environment of excessive self-repression and artificially created peace. 　　Rather than suppressing oneself too much, which leads to communication breakdowns and mutual distrust, it’s better to learn to argue in a sincere and straightforward manner. Ms. Wen said, “As long as it is not done to maliciously attack others or damage their reputation, expressing disagreement with others’ opinions or criticizing their actions in a proper and direct manner – such arguments can be understood and exist openly.”