Communication Psychology and HR – with Gerhard Ohrband

In many organizations, knowledge is createdevery day—but far too often it stays locked inside individual employees’ headsinstead of becoming part of the company’s collective intelligence.This becomes especially costly infast-moving teams, where people change roles or leave after a couple of years.A new colleague in a sales position, for example, could benefit enormously fromthe practical experience of those who came before—what worked, what didn’t, andwhat really made a difference.Yet in many companies, sharingdoesn’t happen naturally.It’s not just about tools like Slackor Notion. The deeper reasons are often structural. Incentives may rewardindividual performance over collaboration, making knowledge feel like apersonal advantage rather than a shared resource. Psychological safety alsoplays a big role—people hesitate to share mistakes or failures, even thoughthat’s often where the most valuable learning lies. And sometimes, knowledgesimply feels like personal territory: something you’ve earned through effortand therefore hesitate to give away.If we want better collaboration, weneed to look beyond platforms and ask deeper questions about incentives, trust,and ownership of knowledge.How does this work in yourexperience?#knowledgemanagement #teamwork#organizationalbehavior #psychologicalsafety #leadership

Most people prepare forconversations by thinking about what they want to say.But conversations are not speeches.They are unpredictable, emotional, and psychologically complex. Often, we arenot only talking to the other person — we are also reacting to invisibleobservers, social expectations, fear of judgment, and our own innercontradictions.And that is exactly why peoplesometimes sound unconvincing even when they are sincere.#Communication #Psychology#CommunicationSkills #Leadership #EmotionalIntelligence #BodyLanguage#SelfAwareness #PersonalDevelopment #Conversations #CommunicationPsychology

Improving communication is rarelyjust about learning a few techniques. It often challenges our identity, habits,emotional comfort zone, and even the expectations other people have about us.Sometimes growth feels wrongprecisely because it is real growth.#CommunicationSkills #Psychology#PersonalDevelopment #Leadership #EmotionalIntelligence #BehaviorChange#CommunicationTraining #SelfDevelopment

Many companies today speak about openness, participation, and employee voice. But what happens when employees actually challenge the status quo?In this episode, I explore the gap between HR branding and lived organizational reality — from onboarding processes that exist mostly on paper to cultures where speaking upward is still perceived as risky.Based on observations from Moldova and international research, this is a reflection on psychological safety, organizational culture, and why companies often unconsciously punish the very honesty they officially encourage.#employeevoice #OrganizationalCulture #Leadership #PsychologicalSafety #HR #Management #Communication #EmployeeEngagement #CorporateCulture #WorkplaceCulture #FeedbackCulture #LeadershipDevelopment

Before any difficult conversation in HR or leadership, there is a step thatis often overlooked: clarifying your own internal position toward the otherperson.This is not a “soft skill” or optional preparation. It often determineswhether a conversation becomes clear and constructive—or confused andemotionally distorted.In most workplace relationships, perceptions are mixed. We rarely deal withpurely positive or negative impressions. Instead, appreciation and frustration,competence and tension, often coexist at the same time.The problem is not this complexity. The problem is when it remainsunstructured.Without internal clarity, conversations tend to become inconsistent: mixedmessages, unclear priorities, and fluctuating tone. And the other person isleft unsure what truly matters.Clear communication starts before speaking. It starts with how clearly weorganize what we already think and feel.#communication #hr #leadership #psychologyofcommunication #management#feedback

LiteratureKeith, N., & Frese, M. (2008). Effectiveness of errormanagement training: A meta-analysis. Journal of AppliedPsychology, 93(1), 59–69.Most people believe the besttraining is the one where you make the fewest mistakes.But what if the opposite is true?When you only practice the “perfect”response, you become rigid.When reality shifts—even slightly—you get stuck.The real world of communication ismessy, emotional, and unpredictable.That’s why the most effective learning doesn’t happen by avoiding errors—but byusing them.When you experiment, fail, adjust,and try again, you don’t just learn what works.You learn how to recover when things don’t.And that’s the difference betweensounding good in training and performing well in real life.#communication #leadership #learning #training#softskills #personaldevelopment #coaching #growthmindset#organizationaldevelopment

For years, I consumed successstories, looking for patterns to replicate. It felt logical: learn from thosewho made it.But what if success stories don’t actually explain success?We often mistake correlation forcausation. People who succeed don’t always know why—and we fill in the gapswith appealing narratives.Lately, I’ve been shifting away fromself-help and toward testing ideas myself. Less imitation, moreexperimentation.What’s your take—are success storiesuseful, or misleading?#selfdevelopment #criticalthinking#businessinsights #personalgrowth #learning #entrepreneurship #mindset

Admittingmistakes sounds simple—until your environment punishes you for it. Many peopledon’t avoid responsibility because they lack integrity, but because they’velearned that honesty can be risky. The real question is not whether admittingfaults is good, but when it is safe—and how to create that safety yourself.#Communication #Leadership #Psychology #SelfAwareness #EmotionalIntelligence#WorkplaceCulture #PersonalDevelopment

When times get tough, communicationis no longer “nice to have”—it’s essential. Clear conversations, open feedback,and sharing ideas can prevent costly mistakes, keep teams aligned, and evenuncover opportunities when the pressure is on. Investing in soft skills paysoff exactly when you need it most.#CommunicationSkills #SoftSkills #Leadership #Teamwork #CrisisManagement#EmployeeEngagement #BusinessGrowthWhen times get tough, communicationis no longer “nice to have”—it’s essential. Clear conversations, open feedback,and sharing ideas can prevent costly mistakes, keep teams aligned, and evenuncover opportunities when the pressure is on. Investing in soft skills paysoff exactly when you need it most.#CommunicationSkills #SoftSkills #Leadership #Teamwork #CrisisManagement#EmployeeEngagement #BusinessGrowth

Many people say they’re notinterested in politics. But often, that really means they’re not interested inwhat’s going on in the world. And if we disconnect from the realities peopleface—economic pressure, uncertainty, frustration—we risk disconnecting from ourcustomers too.Staying informed isn’t about picking sides. It’s about understanding people.And that understanding is what makes the difference between average andexceptional customer service.#CustomerExperience #Empathy#Communication #Leadership #BusinessSkills #CustomerService#EmotionalIntelligence #ProfessionalDevelopment

At almost every seminar or speakingevent, someone asks me this question: How do we deal with toxic people atwork?My answer is probably lesscomfortable than expected. Before labeling someone as “toxic,” it’s worthasking a few difficult questions. Could the situation be more complex than itseems? Is the other person simply under pressure? Or could there be somethingin the interaction that we ourselves unintentionally allow?Sometimes what we call toxicbehavior is stress, misunderstanding, or a communication style shaped bysomeone’s background. Before escalating the situation, it may be worth having arespectful conversation, giving feedback, and allowing the other person toexplain their perspective.Handling difficult people at workoften begins not with confrontation—but with curiosity, clarity, andboundaries.#communication #leadership#workplacecommunication #conflictmanagement #emotionalintelligence#leadershipdevelopment #professionalgrowth #workplaceculture

Learning Perspective-Taking inConversationHere’s a small habit I try topractice: I regularly read or watch media from the side I usually disagreewith. Not because I want to adopt those views, but because it helps meunderstand how other people think.The same principle works in theworkplace. If you work in one department, try reading what people in anotherdepartment read. Learn their vocabulary, their priorities, and how they seewhat’s happening in the company.Understanding different perspectivesoften makes conversations easier—and more productive.What do you think?#communication #leadership#perspectivetaking #empathy #workplacecommunication #organizationalculture

Evernotice how much people reveal without saying it outright? The way someonespeaks, their tone, and what they leave unsaid can tell you a lot. Learning totune in with empathy rather than judgment changes how conversations unfold—andyour connections with others.#CommunicationSkills #Empathy #ActiveListening #SoftSkills #Leadership

Your voice shapes first impressionsmore than you might think. It’s not just what you say, but how your bodysupports your voice under pressure. Improving vocal impact is often less aboutpushing harder—and more about releasing tension where you don’t need it.#communication #voice #leadershippresence #publicspeaking #selfawareness#professionaldevelopment

We’re often told to act confidentfirst and let confidence follow. But in communication, people are far moreperceptive than we think. Subtle signals leak through, trust is fragile, andauthenticity matters more than performance. Maybe the real question isn’t howwell you can fake it—but how honestly you can grow into who you’re becoming.#communication #authenticity#leadership #trust #personaldevelopment #psychology #publicspeaking

Why “No Complaints” Might Be the Worst Sign in Your Company

We are judged in every interaction —not for who we are “deep down,” but for the role we take on in that moment.Clarity about roles comes before authenticity and long before techniques.Without it, even good intentions can lead to poor outcomes.#communication #roles #leadership #perception #authenticity#personaldevelopment

Many people believe a communicationcoach must be a perfect communicator—or that coaching means being told exactlywhat to say. In reality, communication is messier, more human, and far moresituational. Drawing on a personal failure from my own professional practice, Iexplore why real progress in communication starts with feedback, courage, andaddressing what usually remains unsaid.#communication #softskills#leadershipcommunication #businesscommunication #communicationtraining#coaching #humanadvantage #learningfromfailure

In a world obsessedwith speed and technology, are we really getting better at listening,negotiating, and connecting? Explore why human skills—especiallycommunication—might be the real differentiator in today’s professional life,and why actively improving them is more important than ever.#CommunicationSkills #SoftSkills #HumanConnection #Empathy #ProfessionalGrowth#PodcastEpisode

It’s early January 2026. More than five years have passed since I publishedmy last book.In the meantime, the world of communication has changed — and not necessarilyfor the better.We live in an age of lifehacks, quick formulas, and promises like “say thisand you’ll get what you want.” At the same time, in my work with teams andleaders, I see something troubling: empathy is declining, rigidity is increasing,and communication is becoming more technical — and less human.By October this year, I plan to publish a new book on communicationpsychology titled:Adequate Business Communication –From Fake and Ineffective to Real and ConvincingThis book is not about tricks, scripts, or “perfect phrases.”It’s about fit. Context. The other person. And yourself.One of the first chapters — which you’re about to read here in anot-yet-fully-polished version — starts with a simple but uncomfortablequestion:Does perfect communication exist?And if it doesn’t, what do we do with our obsession with perfection?In this excerpt, I explore:·       why “speaking correctly” is not enough,·       why the same words can be brilliant in onesituation and disastrous in another,·       and why good communication is not about beingunfiltered-authentic, but about being appropriately authentic.The text isn’t fully proofread yet. That’s intentional. I’m sharing it as aninvitation to reflection and dialogue.Your feedback will tell me whether this book is heading in the right direction— or whether it needs adjustment.👉 This is where the journey of the newbook begins.#communication #communicationpsychology #leadership #businesscommunication#empathy #professionaldevelopment #newbook

I know this may be controversial, and some people might feel uncomfortableor even angry hearing this. But it’s worth asking: what happens when hiring,leadership, or team decisions are influenced by zodiac signs, numbers, or“energetic profiles”? In an increasingly complex world, shortcuts feeltempting. But what does science actually say — and what are the hidden costs ofputting people into neat but fictional boxes?#HR #psychology #numerology #astrology #leadershipdevelopment #decisionmaking#pseudoscience #workplaceculture #peoplemanagement #communication

Communication mistakes are far more common than we realize — and most ofthem are unintentional. When we respond with openness instead of punishment, weincrease psychological safety and strengthen teamwork. Here are some practicalideas for handling your own communication errors more effectively.#communication #leadership #psychology #personaldevelopment#workplaceculture #business #teams

We’re surrounded by AI tools that make communication feel safer and easier.But what happens to our real-life relationships when we remove allinterpersonal risk? Can fluency replace the ability to truly listen, feel, andunderstand another human being?#CommunicationPsychology #InterpersonalSkills #AIandHumanity#DigitalCommunication #RealConversations #LanguageLearning #RelationshipSkills#HumanConnection

Have you ever noticed how quickly weput people into boxes?“He’s an introvert.” “She’s a born leader.”It feels efficient — but what do we lose when we start believing our ownlabels?In business, labelling can feel likeclarity, but it often distorts reality.Because behind every “type” is a person — and behind every person, a story thatdoesn’t fit neatly into categories.#Leadership #HR #Communication#Psychology #OrganizationalCulture #Diversity #PeopleDevelopment #Mindset#WorkplaceCulture #Coaching

Discover the top mistakes made byjob interviewers and how to avoid them to ensure a fair and effective hiringprocess. Learn why structured interviews are a game-changer and how biases likethe beauty bias can affect your decisions. Tune in to find out how you canimprove your recruitment process and attract the best talent.#JobInterviews #HiringMistakes #StructuredInterviews #RecruitmentTips #HR#BiasInHiring #JobInterviewTips #HumanResources #HiringProcess#CandidateExperience

Is being authentic always the right approach? In the corporate world, where do we draw the line between authenticity and playing a role? Check out the discussion on how we balance our inner complexity and outer behavior.#Authenticity #CorporateCulture #CommunicationSkills #ProfessionalGrowth #InnerComplexity #PersonalValues #TrustBuilding

Praise can be a powerful tool formotivation, but did you know it can also have unintended consequences? Whetherit's making someone more vulnerable to future challenges or even backfiring ina conversation, the way we offer praise matters. In both personal andprofessional settings, it's essential to consider how and why we give feedback.#CommunicationPsychology #Feedback#Motivation #Leadership #EmotionalIntelligence #GrowthMindset #WorkplaceCulture#PsychologyInBusinessReferencesBrehm, J. W.,& Brehm, S. S. (1981). Psychologicalreactance: A theory of freedom and control.Academic Press.Müller, C. M., & Dweck, C. S.(1999). Praise and personality: Implications for the development ofcompetence and motivation. Journal of Personality and Social Psychology,77(4), 868-879. https://doi.org/10.1037/0022-3514.77.4.868Schulz von Thun, F. (2008). Miteinander reden von A bis Z: DiePsychologie der Kommunikation (1st ed.). RowohltTaschenbuch Verlag.

Conflict doesn’t always look the way we expect it. Just because there’s no visible tension, doesn’t mean everything is fine. In my latest episode, I explore how unspoken misunderstandings and hidden conflicts can silently affect your team’s engagement, collaboration, and retention. It’s time to rethink what “conflict” really means in the workplace. #ConflictManagement #HR #TeamDynamics #EmployeeEngagement #OrganizationalCultureReferencesAllen, D. G.,& Griffeth, R. W. (2001). Employeeturnover and retention: A meta-analytic review. Journal of Applied Psychology, 86(5), 1134-1151.https://doi.org/10.1037/0021-9010.86.5.1134De Dreu, C. K. W., & Gelfand, M.J. (2008). Conflict in the workplace: A dynamic perspective. InternationalJournal of Conflict Management, 19(3), 210-232.https://doi.org/10.1108/10444060810877517Fisher, R., Ury, W., & Patton,B. (2011). Getting to yes: Negotiating agreement without giving in (3rded.). Penguin Books.Jehn, K. A. (1995). A multimethodexamination of the benefits and detriments of intragroup conflict. AdministrativeScience Quarterly, 40(2), 256-282. https://doi.org/10.2307/2393395Thomas, K. W. (1992). Conflictand conflict management: Reflections and update. Journal of OrganizationalBehavior, 13(3), 265-274. https://doi.org/10.1002/job.4030130307

Ever had second thoughts after a tough conversation?That nagging “I should have said…” feeling usually isn’t about wit orluck—it’s about preparation. Psychologist Friedemann Schulz von Thun shows howour Inner Team can make or break communication.Which team members show up when youspeak—and which ones are missing?👉 Discover how to train your Inner Team and walk into yournext conversation prepared.#CommunicationSkills#LeadershipDevelopment #PersonalGrowth #Psychology #SelfAwareness#PublicSpeakingReferencesBöckler, A.,Bräuer, J., Grosse Holtforth, M., & Ehrenthal, J. C. (2020). Know thy selves: Learning to understand oneself increasesthe ability to understand others.Frontiers inPsychology, 11.https://doi.org/10.3389/fpsyg.2020.571746 PMCHodgdon, H. B.,van der Kolk, B., Southwell, K., Hrubec, T., & Schwartz, R. C. (2021). Internal Family Systems Therapy for Posttraumatic StressDisorder Among Survivors of Multiple Childhood Trauma. Journal of TraumaticStress, 34(3), 652-662. https://doi.org/10.1080/10926771.2021.2013375Tandfonline+1Schulz von Thun, F. (1998). Miteinander reden 3: Das Innere Teamund situationsgerechte Kommunikation: Kommunikation, Person, Situation. Reinbek bei Hamburg, Germany:Rowohlt. PMC+1Schwartz, R.C., Sweezy, M. (2019). InternalFamily Systems Skills Training Manual: Trauma-Informed Treatment for Anxiety,Depression, PTSD & Self-Esteem.Oakland, CA: Internal Family Systems Institute. IFS InstituteVan der Kolk, B., Hodgdon, H. B.,& Schwartz, R. C. (2024). Online Group-Based Internal Family SystemsTreatment for PTSD: Feasibility and Acceptability of the Program. Journal ofClinical Psychology, 80(8), 1374-1390. PMC

Ever notice a lively conversation inside your own mind—each voice nudging you in a different direction? Mastering these inner voices is the first step to clearer, more authentic communication with the world.#InnerDialogue #SelfAwareness #CommunicationPsychology #InnerTeam #LeadershipFromWithinReferencesLópez-Jiménez, A. M., &Rodríguez-Testal, J. F. (2016). Relationship between inner dialog andideas of reference and the mediating role of dissociation. Scandinavian Journal of Psychology.  https://doi.org/10.1111/sjop.12344Oleś, P. K., & Brinthaupt, T. M. (2020). Types of inner dialogues andfunctions of self-talk: Comparisons and implications. Frontiers inPsychology, 11, 227. https://doi.org/10.3389/fpsyg.2020.00227 Van der Ven, E., & Peled-Avron, L. (2015). Bringing the “self” intofocus: Conceptualising the role of self-experience for understanding andworking with distressing voices. Frontiers in Psychology, 6, 1129. https://doi.org/10.3389/fpsyg.2015.01129 Schulz von Thun, F. (2003). Miteinanderreden 3: Das innere Team und situationsgerechte Kommunikation. Reinbek bei Hamburg: Rowohlt.

Public speaking is rehearsed, scripted, and predictable. But what about theconversations we can’t plan—the ones that take unexpected turns, stir emotions,or shift roles on the spot? In this episode of The Unscripted Challenge, we explore why real-life conversationsoften feel harder than stepping onto a stage—and how you can navigate them withmore confidence.ReferencesAfifi, W. A., & Weiner, J. L. (2004). Toward a theory of motivatedinformation management. CommunicationTheory, 14(2), 167–190. https://doi.org/10.1111/j.1468-2885.2004.tb00310.xKaneko, A. (2024). Communication apprehension in the workplace: The role ofposition and facilitation skills. Business and Professional Communication Quarterly. Advanceonline publication. https://doi.org/10.1177/23294906241295696Lillie, T., Venetis, M. K., &Chernichky-Karcher, S. (2023). Resilience communication mitigates thenegative relational effects of topic avoidance: Evidence from parentalcaregiving and COVID-19 pandemic contexts. Personal Relationships, 30(4), 1252–1273. https://doi.org/10.1111/pere.12508McCroskey, J. C., Beatty, M. J., Kearney, P., & Plax, T. G. (1985). Thecontent validity of the PRCA-24 as a measure of communication apprehensionacross communication contexts. CommunicationQuarterly, 33(3), 165–173. https://doi.org/10.1080/01463378509369595

Every team has a “difficult person”—the colleague who always says no, challenges every idea, or seems impossibly negative. But what if that behavior actually reflects a hidden virtue? In this episode, we explore how recognizing the good in the bad can transform difficult conversations and bring more balance to your team.ReferencesBaege, M. (2018). Bowen family systems theory. Vermont Center forFamily Studies. Retrieved fromhttps://vermontcenterforfamilystudies.org/about/bowen-family-systems-theory/Brown, J., & Errington, L. (2024). Bowen family systems theory andpractice: Illustration and critique revisited. ResearchGate. Retrievedfrom https://www.researchgate.net/profile/Jenny-Brown-2/publication/381014808_Bowen_family_systems_theory_and_practice_Illustration_and_critique_revisited/links/66829e8e0a25e27fbc1a1f34/Bowen-family-systems-theory-and-practice-Illustration-and-critique-revisited.pdfSchulz von Thun, F. (1989). DasWerte- und Entwicklungsquadrat. Schulz von Thun Institut. Retrievedfrom https://www.schulz-von-thun.de/die-modelle/das-werte-und-entwicklungsquadratThe Bowen Center for the Study of the Family. (n.d.). Introduction toBowen theory. Retrieved from https://www.thebowencenter.org/introduction-eight-conceptsVerywell Mind. (2022, January 10). What is family systems therapy?.Retrieved from https://www.verywellmind.com/family-systems-therapy-definition-techniques-and-efficacy-5213785

We often hear that growth begins only outside our comfort zone. But the truth is more nuanced: sustainable progress happens in the learning zone, not when we’re thrown into panic. In this episode, I’ll share why keeping some areas of stability is vital if we want to grow boldly in others.#ComfortZone #LearningZone #PersonalGrowth #CommunicationSkills#PsychologicalSafety #Coaching #LeadershipDevelopment #Resilience#GrowthMindset #SelfDevelopmentLiteratureBodie, G. D. (2010). A racing heart,rattling knees, and ruminative thoughts: Defining, explaining, and treatingpublic speaking anxiety. Communication Education, 59(1), 70–105.https://doi.org/10.1080/03634520903443849Csikszentmihalyi, M. (1990). Flow:The psychology of optimal experience. New York: Harper & Row.McKenzie, M. (2003). Beyond “theoutward bound process”: Rethinking student learning. Journal of ExperientialEducation, 26(1), 8–23. https://doi.org/10.1177/105382590302600104White, A. (2009). From comfort zoneto performance management: Understanding development and performance. Journalof Management Development, 28(5), 414–427.https://doi.org/10.1108/02621710910955985Yerkes, R. M., & Dodson, J. D.(1908). The relation of strength of stimulus to rapidity of habit‐formation. Journalof Comparative Neurology and Psychology, 18(5), 459–482.https://doi.org/10.1002/cne.920180503

"Conflict isn’t always destructive—in fact, when harnessed correctly, it can sharpen ideas, drive clarity, and ignite innovation. Whether through rigorous debate or structured task-related tension, the right kind of conflict—with psychological safety and respectful handling—can transform discord into discovery."#ConflictProductivity #InnovationThroughDebate #PsychologicalSafety #GrowthMindset #Leadership

Have you ever replayed aconversation and wished you could hit “undo”? We all have moments where wordsdon’t land as we hoped — but what if those regrets could become your greatestteachers? This episode dives into five practical strategies to turncommunication misfires into powerful growth opportunities. Learn how shiftingyour mindset and analyzing your patterns can transform regret into resilience.#CommunicationSkills #GrowthMindset #EmotionalIntelligence#LeadershipDevelopment #ProfessionalGrowth #ConversationTips #SelfAwareness#Resilience #PersonalDevelopment #FeedbackCultureBooks:·       Carol Dweck: Mindset: The New Psychology of Success·       Maxwell Maltz: Psycho-CyberneticsScientific Articles by Carol Dweck:1.     Dweck, C. S. (2006). "Mindsets and Human Nature: PromotingChange in the Middle East, the Schoolyard, the Corporation, and theClinic." AmericanPsychologist.2.     Dweck, C. S. (1986). "Motivational processes affectinglearning." AmericanPsychologist.3.     Dweck, C. S., &Leggett, E. L. (1988). "A social-cognitive approach to motivationand personality." PsychologicalReview.

What’s more terrifying than spidersor heights? For many professionals, it’s public speaking.In the latest episode of myCommunication Psychology podcast, we tackle the roots of stage frightand explore what actually works to overcome it — according to science.🚩 Why do we feel speech anxiety, even when we’re prepared?🧠 What role does temperament play?🛠️ And how can you train your mind and body to thriveon stage instead of freeze?Featuring insights fromcommunication psychology, neuroscience, and practical techniques forprofessionals, trainers, and leaders.🎧 Listen now — and learn how to turn fear into focus.#PublicSpeaking #StageFright#CommunicationPsychology #Podcast #Leadership #EmotionalIntelligenceTop of FormBottom of FormRecommended reading:Ayres, J. (1997). Explainingcommunication apprehension: A communication competence perspective. In J.A. Daly, J. C. McCroskey, J. Ayres, T. Hopf, & D. M. Ayres (Eds.), Avoidingcommunication: Shyness, reticence, and communication apprehension (2nd ed.,pp. 55–88). Hampton Press.Beatty, M. J., McCroskey, J. C.,& Heisel, A. D. (1998). Communication apprehension as atemperament-based construct. Communication Monographs, 65(2),197–219. https://doi.org/10.1080/03637759809376447Bodie, G. D. (2010). A racingheart, rattling knees, and ruminative thoughts: Defining, explaining, andtreating public speaking anxiety. Communication Education, 59(1),70–105. https://doi.org/10.1080/03634520903443849Dwyer, K. K., & Davidson, M. M.(2012). Is public speaking really more feared than death? CommunicationResearch Reports, 29(2), 99–107. https://doi.org/10.1080/08824096.2012.667772Stein, M. B., Walker, J. R., &Forde, D. R. (1996). Public-speaking fears in a community sample:Prevalence, impact on functioning, and diagnostic classification. Archivesof General Psychiatry, 53(2), 169–174. https://doi.org/10.1001/archpsyc.1996.01830020093010

In this episode of CommunicationPsychology, we explore how to becomemore flexible in your conversations — not just talking, but trulyadapting and connecting across contexts.Drawing from cutting-edge research, we examinepractical strategies like:·       Building cognitiveflexibility to better tune into conversational cues (Chesebro Richter et al., 2020)·       Developing a communication flexibility mindset through self-awarenessand situational adjustment (Martin Klopf, 2009)How can we systematically broaden ourconversational horizons? By engaging with content from different regions, professions, and cultures—literature,podcasts, interviews—that challenge our habitual frames.Tune in to learn:✓ Why flexibility matters (for empathy, influence,resilience)✓ How to train your conversational muscle throughexposure✓ Real examples and exercises to deepen adaptabilityJoin the conversation! How have you adaptedyour communication style in unexpected situations? Drop your insights orquestions in the comments 👇 and let’s build a moreflexible, inclusive dialogue landscape together.#communication #psychology #intercultural#flexibility #podcast #conversations #listeningRecommended reading:Chesebro, J.W., & Martin, M. M. (2003). Therelationship between conversational sensitivity, cognitive flexibility, verbalaggressiveness and indirect interpersonal aggressiveness. Communication Research Reports, 20(2), 143–150. Hall, E. T. (1976). BeyondCulture. New York, NY: Doubleday.Klopf, D. W. (2009). Interculturalcommunication encounters (7th ed.). Boston, MA: Allyn & Bacon. Martin, M.,& Rubin, R. B. (1995). Thedevelopment of a communication flexibility measure. Communication Research Reports, 12(2), 145–158.rRichter, F.,Segerer, P., & Knoblich, G. (2020). Anapproach to social flexibility: Congruency effects during word-by-word turntaking. PLOS ONE, 15(5), e0235083.

How do you react when you make acommunication mistake — defensiveness, shame… or curiosity?In this episode of my podcast on CommunicationPsychology, I explore how we can adopt an error management attitudewhen we speak — especially when stakes are high. Drawing on the research of MichaelFrese and others, we discuss how mistakes can become stepping stones for learning,adaptability, and authentic connection.✅ Learn how to turn errors into insights✅ Discover the role of emotion regulation and mindset✅ Rethink how your workplace deals with communication mishaps🔗 Listen now and let me know what mistakes taught you themost.#CommunicationSkills #Psychology#ErrorManagement #Leadership #GrowthMindset #Podcast Recommended reading:Frese, M., 2-GVan Dyck, C., Frese, M., Baer, M.,& Sonnentag, S. (2005). Organizational error management culture and itsimpact on performance: A two-study replication. Journal of AppliedPsychology, 90(6), 1228–1240. https://doi.org/10.1037/0021-9010.90.6.1228

We all say communication iskey — but when it comes to receiving feedback on our own skills, many of usfreeze or flee. Why?In this episode of the CommunicationPsychology podcast, I explore the surprising psychological reasons behindour resistance to improving our communication. From fear of being “found out”to unconscious identity threats, we dig into why even high-performingprofessionals avoid this kind of self-work.💡Based on leading research in psychology and communicationcoaching🎧 Listen in — and maybe challenge your own “immunity tochange”#communication #psychology #feedback#leadership #growthmindset #podcast Recommended reading:Dunning, D., Heath, C., & Suls,J. M. (2004). Flawed self-assessment: Implications for health, education,and the workplace. Psychological Science in the Public Interest, 5(3),69–106. https://doi.org/10.1111/j.1529-1006.2004.00018.x Gregory, J. B., & Levy, P. E.(2011). It's not me, it's you: A multilevel examination of variables thatimpact employee coaching relationships. Consulting Psychology Journal:Practice and Research, 63(2), 67–88. https://doi.org/10.1037/a0024152 Kegan, R., & Lahey, L. L.(2009). Immunity to change: How to overcome it and unlock the potential inyourself and your organization. Harvard Business Press.London, M. (2003). Job feedback:Giving, seeking, and using feedback for performance improvement (2nd ed.).Lawrence Erlbaum Associates.Sedikides, C., & Strube, M. J.(1997). Self-evaluation: To thine own self be good, to thine own self besure, to thine own self be true, and to thine own self be better. Advancesin Experimental Social Psychology, 29, 209–269. https://doi.org/10.1016/S0065-2601(08)60018-0

Most people think self-confidence means always being in control, nevershowing weakness, always looking sharp. But psychology says otherwise.In this episode, I explore two radicallydifferent forms of self-confidence:·       Type 1:The polished, flawless image we project.·       Type 2:The quiet strength to admit mistakes, ask questions, and show our human side.Which one builds better relationships, trust,and long-term impact—especially in leadership and communication?Let’s rethink what it really means to be confident.#leadership #selfconfidence #communication#psychology #authenticity #podcast Recommended reading:Kernis, M. H. (2003). Toward aconceptualization of optimal self-esteem. Psychological Inquiry, 14(1),1–26. https://doi.org/10.1207/S15327965PLI1401_01Owens, B. P.,& Hekman, D. R. (2012). Modeling howto grow: An inductive examination of humble leader behaviors, contingencies,and outcomes. Academy of Management Journal, 55(4), 787–818.https://doi.org/10.5465/amj.2010.0441

Tired of random language tips thatdon’t work? In this episode, we explore what science really says abouteffective language learning. From input and interaction to noticing andmemory—learn how to tailor your approach based on proven psychological and linguistictheories.Whether you're a beginner oradvanced learner, this episode is packed with insights to help you learnsmarter.Listen now and upgrade your languagegame! Recommended reading Ellis, N. C. (2006). Selective attention and transfer phenomena in SLA:Contingency, cue competition, salience, interference, overshadowing, blocking,and perceptual learning. Applied Linguistics, 27(2), 164–194.https://doi.org/10.1093/applin/aml015Krashen, S. D. (1982). Principles and practice in second language acquisition.Pergamon Press.Mackey, A., & Goo, J. (2007). Interaction research in SLA: Ameta‐analysis and research synthesis. In Z. Han (Ed.), Understanding secondlanguage process (pp. 165–180). Saito, K., & Lyster, R. (2012). Effects of form-focused instruction andcorrective feedback on L2 pronunciation development: A meta-analysis. LanguageLearning, 62(2), 909–933. https://doi.org/10.1111/j.1467-9922.2012.00695.Swain, M. (2005). The output hypothesis: Theory and research. In E. Hinkel(Ed.), Handbook of research in second language teaching and learning(pp. 471–483). Lawrence Erlbaum.

Are we thinking more freely—or justmore alike?In this episode, I explore how remotework, virtual meetings, and even AI tools may quietly shapethe way we think and who we engage with.As our communication becomes moredigital and more filtered, are we losing the casual, diverse encounters thatonce challenged our ideas and expanded our minds?Backed by research from NatureHuman Behaviour, PNAS, and the Quarterly Journal of Economics,we dive into: If you're a leader, consultant,psychologist, or simply curious about how modern work shapes modern minds—thisone's for you.Let’s talk: Have you noticeda change in how diverse your conversations have become since working moreonline?#Podcast #RemoteWork#OrganizationalPsychology #DigitalCommunication #EchoChamber#IdeologicalBubbles #Leadership #HomeOffice #CognitiveDiversity #FutureOfWork Recommended reading:Bail, C. A., Argyle, L. P., Brown, T. W., Bumpus, J. P., Chen, H., Hunzaker,M. F., Lee, J., Mann, M., Merhout, F., & Volfovsky, A. (2018). Exposure toopposing views on social media can increase political polarization. Proceedings of the National Academy of Sciences,115(37), 9216–9221. https://doi.org/10.1073/pnas.1804840115Bloom, N., Liang, J., Roberts, J., & Ying,Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1),165–218. https://doi.org/10.1093/qje/qjw032Gentzkow, M., & Shapiro, J. M. (2011).Ideological segregation online and offline. TheQuarterly Journal of Economics, 126(4), 1799–1839. https://doi.org/10.1093/qje/qjr044Pariser, E. (2011). The filter bubble: What the Internet is hiding from you. Penguin Press.Yang,L., Jaffe, S., Galinsky, A., Suri, S., & Hecht, B. (2021). Theeffects of remote work on collaboration among information workers. Nature Human Behaviour, 6(1), 43–54. https://doi.org/10.1038/s41562-021-01196-4

Spoiler: It is not about creating “safe spaces” or about becoming more polite.

How well are we equipped to navigate through conflict and workwith “difficult” people? What are some first steps you can do?

We have an excellent culture in our company; we almost never have conflicts. Or: we know who our best communicators are – by their results. So, why invest time to measure that which we already know?

Carol Dweck’s theory of a growth vs. a fixed mindset has already become a part of pop psychology. What are the implications (and limits) for developing your communication skills?

New Podcast Episode: How to Learn a Foreign Language—ScientificallyTired of random language tips thatdon’t work? In this episode, we explore what science really says abouteffective language learning. From input and interaction to noticing andmemory—learn how to tailor your approach based on proven psychological andlinguistic theories.Whether you're a beginner oradvanced learner, this episode is packed with insights to help you learnsmarter.Listen now and upgrade your languagegame! Recommended reading Ellis, N. C. (2006). Selective attention and transfer phenomena in SLA:Contingency, cue competition, salience, interference, overshadowing, blocking,and perceptual learning. Applied Linguistics,27(2), 164–194. https://doi.org/10.1093/applin/aml015Krashen, S. D. (1982). Principles andpractice in second language acquisition. Pergamon Press.Mackey, A., & Goo, J. (2007). Interactionresearch in SLA: A meta‐analysis and research synthesis. In Z. Han (Ed.), Understanding second language process (pp.165–180). Saito, K., & Lyster, R. (2012). Effects ofform-focused instruction and corrective feedback on L2 pronunciationdevelopment: A meta-analysis. LanguageLearning, 62(2), 909–933. https://doi.org/10.1111/j.1467-9922.2012.00695.Swain, M. (2005). The output hypothesis: Theory and research. In E. Hinkel(Ed.), Handbook of research in secondlanguage teaching and learning (pp. 471–483). Lawrence Erlbaum.

In reality, few things in life are really black and white. However, as humans, we tend to judge in terms of dichotomies: good or bad, beautiful or ugly, success or failure.It is natural therefore to see ourselves as good or bad communicators.Of course, some of us are better, some are worse communicators. Nonetheless, what we forget is how much successful communication is situation-specific.

Every time we speak, we reveal more than we think. Behind even the most factual statement hides a glimpse of who we are—our emotions, values, and insecurities.In this short episode, discover what Friedemann Schulz von Thun calls the Self-Revelation side of every message—and how it shapes trust, misunderstandings, and connection.Are you revealing your truth or hiding behind a polished façade?

A double-bind is a situation with two options, both excludingeach other and both including a significant risk of making a mistake. A boss tells an employee: “Be more autonomous. But alwayscoordinate with me first.” What should the employee do?