Skip to main content

Power of Perception in Email

Happy May! This past month, I had the pleasure of talking to a group of executives about the power of perception. Perception is reality but it is not always the truth. One of the examples I use is an email exchange between people. Have you ever invited someone for an interview or sent an e-mail and received a response of "k thx," and though, "No thank you!" Have you ever read an email and reacted in this way:


This month I simply want to remind you not to rush to judgement. Ask yourself if you  have the full story. Ask yourself if perhaps your current emotional state may be contributing to your reaction. Too often we react without having gotten the bigger picture. Perhaps a clarifying contact, or even some time to reflect, will clear up confusion.

Here are some reminders to help ensure that e-mails that you sent are received and perceived properly:


  • Make sure the subject line reflects the content of the email. If your email takes the conversation in a different direction, then clarify how and why. 
  • Only CC people who have the full story. Do not incorporate people into the conversation unless they belong and unless they have been updated on the conversation. 
  • Include all relevant material. If you need to reference another email or thread, then include it; do not leave the recipient to having to search for it. 
  • Remember that communication is not a "one size fits all." Be sure to tailor each e-mail to the person and context. 
  • Set expectations for the response you desire. If you wish to hear in a certain way or by a certain time, then inform the recipient.
Email is a powerful, yet potentially dangerous, communication tool. With proper care given to the sending and receiving of e-mails, most pitfalls can be avoided, and email can become a useful means of communication. Of course, do not forget that other means of communication exist, too. 

Location: Tulsa, OK, USA

Comments

Post a Comment

Popular posts from this blog

August Accountability  “A body of men holding themselves accountable to nobody ought not to be trusted by anybody.” -Thomas Paine Accountability and humility are traits that one might not see as such a tenacious asset to have in the workplace.  More and more we hear of a "collective narcissism" sweeping the business world. Some say they are not surprised at this trend, and point fingers at a mainstream culture that supports unrealistic expectations, cutthroat competition, materialism, and self obsession.  I am sure we all have worked in organizations where the daily practices of dishonesty, blame-shifting, and gaslighting are an accepted artform, and clients are treated like commodities.  Whatever the cause of what seems to be an uprising in a culture of blame-shifting and un-accountability.. The house of cards is destined to crumble.  Fostering a Culture of Accountability  Though it seems like an extremely loft...
Post a Comment
Read more

History of the Christmas Tree

Wow, it is hard to believe that Christmas is upon us and the new year is right around the corner! All the decorations and Christmas trees are up and in full swing, but have you ever wondered where some of the traditions come from? Why do Americans and other countries decorate their houses? Why do they buy gifts and eat a feast? What about the Christmas tree, where did this tradition come from? The article below gives you 8 fun facts on the history of the Christmas tree and why it has become a tradition: "8 Fun Facts About the History of Christmas Trees Now that the holiday season is in full swing those who celebrate Christmas (and other December holidays) are trimming their trees and homes with festive decorations. But, have you ever wondered where the  Christmas tree tradition  comes from? Here are a few fun facts about the history of the Christmas tree tradition: No. 1:  Long before Christianity, evergreen plants and trees had a special meaning for people in th...
Post a Comment
Read more

Building a Great Team

Over years of successes and failures, we have developed a process, both internally and externally, to identify stealer employees. We have an unconventional approach to growing our database of candidates.    Instead of taking on each and every applicant, we carefully vet through them in hopes of identifying the people who are true professionals in every sense of the world, or who we believe have the potential to grow into the best. This is how we do it 1. Get to know the person Any new hire will impact our organization far beyond the specialized skills they contribute. Knowing each and every clients culture is imperative to finding the right match.  We have each applicant go through an on-line application then we conduct a phone interview and a face to face interview.  Through the course of this process we try to assess who the person is behind the suit and behind the resume.  We ask questions like: “What are you most passionate about? What gets you up...
Post a Comment
Read more