Communication Psychology - with Gerhard Ohrband

Most of us know at least one difficult person at work. The typical team reaction is: we need to fix that person—and if that’s impossible, we need to get rid of them. However, just as in families with “difficult children,” the so-called difficult person is often not the root problem but rather the symptom of something deeper. They may be the “weakest link” in the system and therefore the one most likely to manifest behavioral or psychological struggles. Family systems therapy offers a valuable perspective here. Developed by Murray Bowen, it views the family as an emotional unit, emphasizing the interconnectedness of its members. According to this approach, individual behaviors often reflect broader relational patterns within the system. By understanding those patterns, one can address the root causes of difficulties instead of focusing only on the “problematic” individual. Work teams are no different. Yes, there may be one colleague manifesting the symptoms, but the question worth...

In today’s personal development world, leaving our comfort zone has become a dogma. There are countless quotes such as “life begins out of your comfort zone.” It is clear that you need to venture into new territories if you want to learn something. However, are there limits to how much discomfort we actually need to experience? And what about the idea of having multiple comfort zones? My personal observation is that even highly entrepreneurial people, who in their professional activity are constantly stepping out of their comfort zones, often prefer to remain within a comfort zone in other areas of their life—for example, when learning a foreign language. This suggests that we need to maintain some areas of life where we stay within a comfort zone, in order to have the energy and stability to sustain discomfort in others. Research supports this. Studies on stress and performance (e.g., Yerkes & Dodson, 1908; Csikszentmihalyi, 1990) show that learning and growth do not occu...

 We often hear that conflict is inherently negative—but is that always true? Should we avoid conflicts at all costs, or can they be catalysts for innovation, clarity, and growth? In a TED Talk, Margaret Heffernan argues that conflict—particularly when paired with rigorous debate—sharpens thinking and leads to better outcomes. She recounts how epidemiologist Alice Stewart discovered a link between prenatal X-rays and childhood cancer, and was strengthened in her conviction by collaborator George Kneale, who relentlessly tried to disprove her findings—and couldn’t. Types of Workplace Conflict Research categorizes conflicts into three main types: 1.      Personal Conflict This involves interpersonal issues—clashes of personality, style, or emotional friction. It's often linked to hostility, dissatisfaction, and lower group cohesion 2.      Task Conflict This arises from disagreements over the content of tasks—opinions, ideas, goals, ...

Can you think of a recent conversation—professionally or privately—that went terribly wrong? One where you regret what you said… and what you didn’t say? We’ve all been there. Whether it’s a colleague, a client, or someone close to us, conversation misfires are part of being human. The real difference lies in how we respond to them. Some people brush these things off. Others ruminate for days or weeks. Some blame the other party, while others internalize the blame entirely. No matter which category you fall into, there are better ways to cope—and grow. Here are five strategies that can help you reframe and recover from a communication breakdown: 1. It’s not black or white. Conversations don’t fall neatly into “success” or “failure.” They unfold across several dimensions—and over time. Someone may not “like” what you said in the moment, yet later reflect on it as helpful. The initial emotional reaction might be negative (low pleasantness), while the long-term effect might ...

Flexibility in conversations is not about betraying your values or trying to please everyone. It’s about your ability to connect with people who think, speak, and behave differently from you. In today’s interconnected world, this flexibility is more important than ever. We often underestimate how different people can be — even within the same country, company, or team. People from different departments like IT, marketing, or HR often use different vocabulary, focus on different details, and have different assumptions. Studies have shown that even leaders within the same organization can struggle to understand their employees unless they receive communication training. Now add layers like culture, language, and international work environments — and you have a perfect recipe for misunderstanding. But it doesn’t have to be that way. The problem is made worse by modern media. Platforms like YouTube, Instagram, or TikTok feed us more of what we already believe. Algorithms create filte...