Question
Simplify the following in point form
Style
"Communication" is a huge concept, with a range of aspects. It is important to know the style of communication you use most often, to make sure you are communicating in the most effective manner. Psychologist Claire Newton says, "Good communication skills require a high level of self-awareness. Once you understand your own communication style, it is much easier to identify any short-comings or areas which can be improved on," so that you can com-municate effectively in any situation. Newton and other analysts identify five primary communication styles: assertive, aggressive, passive-aggressive, submissive, and manipulative. While there aren't many submissive directors out there (at least, none who consistently get rehired), we have most likely all worked with directors who fall into the other four categories. Let's briefly examine the remaining four, in reverse order.
Manipulative directors are those who work indirectly to get what they want. They often secretly give notes to one actor, while ignoring the others, or pit members of the production team against one another, thinking that that will achieve the best results. The manipu-lative director will use guilt trips to get actors to come in and work outside of rehearsal, or pout when a costume designer won't change something when asked. Above all, manipulative directors rarely addresses an issue directly; instead they go around and around the matter at hand to accomplish what they want.
Passive-aggressive directors do a lot of complaining. They whine about not getting as much assistance from the front of house staff as all of the other directors get. They are sarcastic when giving notes to actors, often in (what they think is) a joking tone. Passive-aggressive directors will often feel put-upon, and make those feelings known, when producers or PR directors ask them to do something extra to promote the show. While passive-aggressive types might work well with a dictatorial artistic director or producer, they ultimately want everyone to know how difficult they have it and to feel sorry enough for them to give in to their way of doing things.
Style
"Communication" is a huge concept, with a range of aspects. It is important to know the style of communication you use most often, to make sure you are communicating in the most effective manner. Psychologist Claire Newton says, "Good communication skills require a high level of self-awareness. Once you understand your own communication style, it is much easier to identify any short-comings or areas which can be improved on," so that you can com-municate effectively in any situation. Newton and other analysts identify five primary communication styles: assertive, aggressive, passive-aggressive, submissive, and manipulative. While there aren't many submissive directors out there (at least, none who consistently get rehired), we have most likely all worked with directors who fall into the other four categories. Let's briefly examine the remaining four, in reverse order.
Manipulative directors are those who work indirectly to get what they want. They often secretly give notes to one actor, while ignoring the others, or pit members of the production team against one another, thinking that that will achieve the best results. The manipu-lative director will use guilt trips to get actors to come in and work outside of rehearsal, or pout when a costume designer won't change something when asked. Above all, manipulative directors rarely addresses an issue directly; instead they go around and around the matter at hand to accomplish what they want.
Passive-aggressive directors do a lot of complaining. They whine about not getting as much assistance from the front of house staff as all of the other directors get. They are sarcastic when giving notes to actors, often in (what they think is) a joking tone. Passive-aggressive directors will often feel put-upon, and make those feelings known, when producers or PR directors ask them to do something extra to promote the show. While passive-aggressive types might work well with a dictatorial artistic director or producer, they ultimately want everyone to know how difficult they have it and to feel sorry enough for them to give in to their way of doing things.
Answers
GPT-4o mini
### Communication Styles Overview
- **Importance of Communication Style**
- Essential for effective communication.
- Self-awareness helps identify strengths and areas for improvement.
- **Five Primary Communication Styles**
1. **Assertive**
2. **Aggressive**
3. **Passive-Aggressive**
4. **Submissive**
5. **Manipulative**
- **Focus on Non-Submissive Styles**
- Most directors are either assertive, aggressive, passive-aggressive, or manipulative.
### Detailed Examination of Manipulative and Passive-Aggressive Directors
- **Manipulative Directors**
- Achieve goals indirectly.
- Use secretive tactics (e.g., giving exclusive notes, pitting team members against each other).
- Employ guilt trips to get what they want.
- Avoid addressing issues directly.
- **Passive-Aggressive Directors**
- Complain frequently about lack of support.
- Use sarcasm in communication, believing it's humorous.
- Feel overburdened, expressing this negativity openly.
- Work well with authoritarian leadership but seek sympathy to get their way.
- **Importance of Communication Style**
- Essential for effective communication.
- Self-awareness helps identify strengths and areas for improvement.
- **Five Primary Communication Styles**
1. **Assertive**
2. **Aggressive**
3. **Passive-Aggressive**
4. **Submissive**
5. **Manipulative**
- **Focus on Non-Submissive Styles**
- Most directors are either assertive, aggressive, passive-aggressive, or manipulative.
### Detailed Examination of Manipulative and Passive-Aggressive Directors
- **Manipulative Directors**
- Achieve goals indirectly.
- Use secretive tactics (e.g., giving exclusive notes, pitting team members against each other).
- Employ guilt trips to get what they want.
- Avoid addressing issues directly.
- **Passive-Aggressive Directors**
- Complain frequently about lack of support.
- Use sarcasm in communication, believing it's humorous.
- Feel overburdened, expressing this negativity openly.
- Work well with authoritarian leadership but seek sympathy to get their way.