1, don't praise who looks like who, it will make the other party embarrassed and don't know how to respond;

2. Be careful when choosing topics such as appearance and body shape when praising women, because everyone's social boundaries are different, unless the relationship is particularly close, it is easy to step on minefields;

Don't praise others with your own advantages. For example, if you are a particularly thin person, don't praise others for "you are thin", just as you were a top student at school and praised others for doing well in the exam; I have reservations about this article. )

4. When praising clothes and tastes, if you ask where you bought them, which brand, can you give me a link, you should also be cautious. First, consider the familiarity of the relationship, because consumption information is related to a person's economic situation, and some people may mind;

5. If you don't know each other, don't praise each other's diligence, because there is a misunderstanding in everyone's heart for various reasons, that is, diligence equals not being smart; I feel the same way about myself. I always feel that I spend more time than others, and then I feel that I am not as smart as others. )

Praise is "expression" rather than "suggestion". For example, the praise of the minefield mentioned above more or less implies that others used to be fat, others used to have poor taste, others were not smart, and so on. (The analysis here needs specific analysis. For example, I was really fat before, and then I lost weight successfully. I really lost weight. Then there was no hint that anyone praised me for losing weight. What I praise is the truth. )

Compliment skills:

1. Express praise with actions;

2. Let the other party be seen, discover and point out the unique behavior of the other party;

In fact, it is to praise specific actions and behaviors.

For example, when a leader is speaking, it is much more appropriate to stop looking at his mobile phone, continue listening and ask for advice afterwards than to directly say "Boss, you are great". And I don't feel flattering.

Seeing that the administrative colleagues are well prepared, we can notice that the food is particularly good and the company LOGO is posted, which is more specific than directly saying "this year's annual meeting is particularly good". Because of the meticulous actions of administrative colleagues, you saw it.

We praise others, and praise behavior, not talent.

For example, if you praise a colleague and a friend, you look really good. Praise your children, you are so clever. This kind of praise effect is called "praise is not to the point."

How to praise behavior? You can say to your colleagues, "You seem to exercise a lot. How long do you exercise every day? Self-discipline is really strong. " When she hears this, she will feel very comfortable and think that you understand her and see her efforts.

You can say to your child, "You wrote very carefully today, which is why you wrote so well. Mom must praise the serious baby. "

Common modes of communication and feedback

* * * Emotional feedback

Basic principles: summing up the situation+lighting behavior+expressing understanding and gratitude.

"What kind of situation I have (describing my own situation), you said/did xxxxx (describing the other person's expression or action), I wrote it down/thank you very much."

Heuristic feedback

Basic Principles: Key Points Confirmation+Action Plan

"You mentioned xxx's methods/requirements today. One point ... two points ... three points ... we will implement them immediately.

What you said today is particularly enlightening to us. What are we going to do next: the first point ... the second point ... the third point ... "

Consultation feedback

Basic principles: reverse narration+questions+opinions.

"I have the opportunity to communicate with you today and I have gained a lot. You said xxxx, we will go back and implement it. Then there is a question that I also want to ask you ... (specific question). My current thinking is ... do you think it is appropriate? "

Feedback list

1. Make clear your personal goals (such as what experience you want to gain) through feedback.

2. Define your own feedback type according to your personal purpose, communication situation and target. Is to express * * *? Or show your understanding and inspiration? Or ask a specific question?

3. After conceiving the content, check whether the following requirements are met:

Clarity: Is it easy to understand?

Conciseness: Is it as simple as possible?

Complete: contains all necessary elements.

Credibility: Is it reasonable?

Conversational: It sounds like your true expression.