Communication and Networking skills

Referring to communication and networking skills, these are capabilities based on collaboration and this makes them extremely important. That is why, there are some collaborative-based Human Resources Management (HRM) capabilities, which can play a specific role to promote communication and networking.[5]

Firstly, through networking capabilities, not only employers but also employees can help their company to make and maintain productive and beneficial relationships with external actors, and at the same time help to avoid unprofitable partnerships. This capability is crucial because without it the opportunities for dialogue and knowledge sourcing would be limited.[6] However, it is well-known that SMEs can benefit from collaboration networks that are well constructed and managed, helping them to facilitate their innovation capabilities, to strengthen their competitive advantage, and to be significantly more productive in developing countries. These collaboration capabilities help SMEs co-develop products or services and help all the network members to share experiences, yielding learning effects for future innovation at the same time.[7]

Source: https://pixabay.com

Source: https://pixabay.com

Another capability of communication could be the multiplicative capability. This refers to the firm’s ability to multiply and transfer its knowledge to the outside environment. A lack of multiplicative capability could be an obstacle for the organisation to promote its knowledge and the utility of this internal knowledge to the external partners.[8] Much similar to this capability may be the ability to communicate your ideas effectively and clearly. This capability concludes a couple of others, such as being direct and clear, controlling your nonverbal communication, active listening, and being open to receive feedback. (INCREASE https://increase.erasmus.site/ )

What is more, appropriation capability has a significant role because through that the company can understand how to distribute the benefits they gained from other companies during partnerships. Without this, a company could not be able to know what to implement from each collaboration or not. The result of this could be the waste of time to unprofitable issues.[9]

These collaboration based HRM practices focus on how to develop and maintain long-term and high-quality partnerships with external actors, how to encourage communication and collaboration between employees and employers, and how to motivate internal and external actors to participate in collaborative decision-making, and. Since the external environment can provide non-residential knowledge to expand a firm’s knowledge pool and offer new market opportunities, high-quality interdependent relationships and trust across organisational boundaries would support innovation processes. Moreover, collaboration based HRM practices enhance the development of external connections and interpersonal relationships and can therefore play an important role in capturing value for appropriation in an inter-organisational setting.[10]

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Except for the above-mentioned capabilities, there are some other skills which are necessary for the development of communication and network of a company. According to European funded Programme called SayIT, there are some skills crucial for the referred development.

For more beneficial communication, relevant skills are significant. These skills are separated into verbal and non-verbal communication skills.

Employers and employees who are capable of using both types of communication effectively (verbal and non-verbal communication), can cooperate with others to achieve mutual goals, and as a result, be successful in their job, and improve their customer service. The last result from the development of this skill is that the employer/employee could be able to identify the cognitive and practical skills, solve communication problems generating solutions to problems, and know how to select, as well as apply basic methods, tools, material and information for better internal communication (with colleagues, superiors) and communication outside the company (with clients, suppliers). On top of that, an employee could be able to manage complex technical or professional activities or projects, taking responsibility for decision-making in the communication strategy of the company, but also teach junior staff how to effectively communicate with co-workers, sub-contractors and customers. (Erasmus+ SayIT https://sayit.erasmus.site/el/ ).

For instance, initial meetings among partners that focus on getting acquainted with each other and sharing ideas in their respective fields are beneficial. Especially in the early stages of partnerships, meetings can include activities which can assist group members to learn about each other and develop effective co-working relationships.[11]

Another important skill is active listening:

-Focus completely on the speaker

-Understand the message

-Comprehend information

-Respond thoughtfully

which is crucial in a company where attention to detail is the usual standard.

The difference between hearing and active listening is that hearing is a passive process where the listener does not completely comprehend the speaker and does not fully concentrate on the process of message transfer. It is a key factor for effective communication. The outcome of this skill is that the employer could be able to identify the cognitive and practical skills she/he must have to be an active listener in a working environment, to solve communication problems by generating solutions to these problems, and know how to select, as well as apply basic methods, tools, materials and information for the purpose of active listening.

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Empathy is also one of the most important skills in the internal and external environment of a company. More specifically, empathy is the quality or process of entering fully, through imagination, into the other person’s shoes, or even getting into his or her skin, so that you really understand them. There are three stages of empathy:

cognitive empathy (being aware of the emotional state of another person),

emotional empathy (engaging with and sharing those emotions), and

compassionate empathy (involving taking action to support other people).

Empathy is important for communication as it enables people to better understand the way clients and colleagues feel, think and react to resolve conflicts, improve their relationships with co-workers, clients and customers, and build more productive teams. The outcome could be that an actor can understand the meaning of empathy and the three stages of empathy and then identify the cognitive and practical skills to be empathetic in a working environment and realise how empathy will help them to better understand the way clients and colleagues feel, think and react. Also, empathy is a skill that puts people in a better position to resolve conflicts, build more productive teams and express compassion. Moreover, it creates the ability to exercise management and supervision with empathy for the work of others, especially in the occurrence of unpredictable change, but also demonstrate open-mindedness and give full attention to other people in the process of communication. At this point, it is important to say that verifying your perception is crucial for empathy. in other words, a manager should know how to show appreciation, put him/herself in the other person’s shoes and ask clarifying questions to understand each situation. (INCREASE https://increase.erasmus.site/ )

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With regard to problem-solving skills, critical thinking plays a crucial role. Critical thinking develops the ability to look at a problem or an opportunity, by trying to give it an innovative approach. By applying critical thinking, a company will make better decisions and perhaps put the number of failed projects on the decline in the future. By conceptualizing outcomes, critical thinkers are better at problem-solving than people who simply memorise information. As a result, they are given the ability to identify problems and solutions and get useful information to solve a problem or improve a solution. Also, they can reach conclusions based on relevant information, through a logical connection of ideas and a systematic thinking process. However, the most crucial point here is the ability to find the problem first. It is well-known that creative leaders scan their environment for potential issues, and they see this as time well spent. The result of this is solving the problem creatively. (INCREASE https://increase.erasmus.site/ )

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When it comes to problem-solving skills, conflict management is another important capacity. (SayIT https://sayit.erasmus.site/el/ ). Conflicts can be very challenging and sometimes, they are a necessary part of collaboration development because when it is addressed effectively, the final decisions are more creative and effective. (Methods in the community- based participatory research for health) However, it is an issue that should be managed smartly. In other words, conflict management is the skill by which disputes are resolved, negative results are minimised, and positive results are prioritised. This is essential for daily dealings with co-workers and partnerships since they need the ability to patiently listen to problems and effectively communicate solutions. Its outcome is to identify and analyse a conflict that arises, to resolve a conflict effectively and taking into consideration the decision-making process.

Moreover, one way to increase the likelihood of effective communication is for the partnership to develop a set of norms for working together. Group norms can become a standard guide for the partnership that includes guidelines for communication, addressing conflict, team relations, and decision making. For example, a group might ‘’agree or disagree’’ or might prefer a decision by consensus. Group norms have been defined as ‘’emergent consensual standards that regulate group members’ behaviours’’. Once accepted by all members, it helps group members to behave consistently.[12]

Teamwork skills are important for dealing with communication and network issues. Firstly, the manager needs to consider the structure of the team and their approach to challenges. Polite teams get polite results, which is fine, but when the change is ahead politeness may become a disadvantage. Your team needs to be judged by their capacity to do something radically different. (INCEASE https://increase.erasmus.site/).  HR Manager’s role  allows building trust in their partnerships and respect them to achieve the best results and common goals, as well as to optimise workplace productivity and promote professional growth. Without established respect and trust, achieving good results will be difficult. Teamwork skills are essential in collaborating with other partners who are very different from each other, they have different cultures, different ways of thinking or different working techniques. Secondly, through the skill of adaptability, actors can be flexible and able to adapt to the different circumstances and situations that they may face, either within their company or when facing situations with representatives from outside the company (collaborations). Teamwork could assist them to adapt and accept different forms of work strategies and opinions within or outside the team, adapt to new situations within or outside the team, to cultural differences within or outside the team, taking into consideration and respecting different points of view, beliefs and approaches to situations or problems.

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Last but not least, interpersonal skills play a significant role while communicating and networking with others. More specifically, influencing is the skill that makes someone able to influence in the workplace. Influencing will help team leaders to coordinate their team better or to better get their points across in meetings and negotiations. In addition, it can identify the practical and cognitive skills they must have to understand the significance of influencing in a working environment and to gain influence in daily activities/tasks, as well as to take responsibility for decision-making by using influencing strategies and to apply basic methods for exercising influencing with colleagues and partners.

Equity, mutual influence, co-learning and maintaining a balance of power and influence are critical for successful collaborative group efforts. Most studies in group dynamics have found that a group’s effectiveness is improved when power is relatively balanced among its members.[13]

What is more, trust building helps in working in a trustful and safe environment. This is one of the core elements when persuing high-performance. Generally, social interactions based on trust and cooperation play a major role in the coordination of different SMEs activities.[14] If employees trust each other the foundation is laid on good collaboration and communication. The team and the company benefit from the exchange of opinions and ideas, and creativity. Establishing a trustful atmosphere in the working environment can generate solutions by applying appropriate trust building strategies, as well as reviewing and developing the performance of oneself and others in the field of trust building.

When building a network, it is very important to build negotiation skills. Being able to negotiate can be helpful on a personal level when thinking of career advancement, as well as at the workplace. Negotiation skills will, among others, be essential when asking for a better deal or better rules in an agreement, but also when asking for lenient and better management from other partners.