See My Point of View at Work
By Joel Garfinkle

"My employER doesn't see my point of view."
"My employEE doesn't see my point of view."

These two quotes, usually accompanied by sighing, gritted teeth or other signs of frustration, are quite commonplace in today's workplace. We often have "tunnel vision" and only see our side of a situation. Other people involved in the situation are busy being focused on their side. Communication lapses, frustration and anger increase and situations turn into major problems.

How can this be avoided? How can you get your employer or employee to see your point of view?

The most effective way to get someone to see your point of view is to see their point of view. This sounds simple enough but how can you actually do this? Put yourself "in their shoes" so to speak. If you're an employee, imagine that you were the CEO of the company. Consider your daily responsibilities and all of the tasks you would have to complete. Think of the overall vision of the company. What needs and concerns would you have? What roles would you play? This will allow you to have empathy for your boss' broader perspective and you can change how you verbalize your concerns to address this. You can begin with a statement of understanding and be able to address your superior's concerns. This will allow them to feel heard and understood and they will be more open to hearing your concerns and needs.

If you are an employer, view things from your employee's perspectives. What are their responsibilities and daily tasks? Who do they work with and what is their daily environment? What are their concerns and needs? What roles do they play and how does their position at the company fit into the overall picture? Many companies have programs where management spends a day filling an employee's position so that they can get hands-on experience and really see what their employees go through. Find out if your company has one or suggest one.

Now that you have a better understanding of the other person's perspective, the next step is to communicate your needs and concerns to them. Begin, as stated earlier, by mentioning their concerns and that you understand their position. Next, look at their style of communication. Do they prefer e-mail, phone calls, in person conversations? Use the means that they are most comfortable with. Are they a morning or afternoon person? Consider the timing of your conversation as well. If you approach someone when they are rushed or stressed, they may not be receptive to you.

With an understanding and show of empathy for their point of view and the right style and timing of communication, your needs and point of view have a much greater chance of being heard, understood and acted upon.

The author can be reached at 510-655-2010 or joel@dreamjobcoaching.com

Copyright 2004, Joel Garfinkle, All Rights Reserved
Joel Garfinkle leads managers and executives to higher levels of professional and personal achievement. Partial client list: BofA, HP, GAP, Citigroup, Eli Lilly. Click here for his Executive Coaching Services.