Communication Psychology and HR – with Gerhard Ohrband

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