Social Engineering Blogs

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The Humintell Blog October 9, 2014

Improve Your Negotiation Skills by Understanding Microexpressions

From Clearly Influential with Sandy Donovan:

“Don’t you just always want to know what the other person is thinking? Whether a co-worker, significant other or the stranger I met in the grocery store – I always want to get inside their mind. I’m constantly wondering what they are REALLY thinking.

Unfortunately, a lot of us just aren’t that good at reading non-verbal cues. Something we haven’t talked about yet on this show is microexpressions. They’re tiny flashes of expressions that pop up on a face for a short time – so short that you won’t even notice unless you’re trained to. I’m talking like a tenth or fifteenth of a second. What’s cool is that the person making these expressions probably doesn’t notice that they’re making these expressions either. It happens at the subconscious level. What’s interesting is that these expressions can show us a person’s true emotion. They express fear, anger, happiness…. all the regular emotions, but at a fraction of a second, it goes unnoticed.

Our guest today says that, with training, you can become up to 90% accurate in reading these emotions. Imagine that! Most people don’t even know they exist, but with a little practice, you’ll know what people are feeling 90% of the time. Imagine the leg up that can give you in negotiations.

Dr. David Matsumoto, Director of Humintell, is a renowned expert in the field of microexpressions, facial expression, gesture, nonverbal behavior, emotion and culture. He has published over 400+ articles, manuscripts, book chapters and books on these subjects. Since 1989 Matsumoto has been a Professor of Psychology at San Francisco State University. He is also the Founder and Director of SFSU’s Culture and Emotion Research Laboratory. The laboratory focuses on studies involving culture, emotion, social interaction and communication. In 2009, Matsumoto was one of the select few to receive the prestigious Minerva Grant; a $1.9 million grant from the US Department of Defense to examine the role of emotions in ideologically-based groups. He trains law enforcement, is the author of numerous books and is a 7th degree black belt.

Today is all about finding concealed emotion and noticing indicators that most others don’t even notice. Understanding this information will certainly give you better insight into what your audience is thinking and feeling.”

Filed Under: Nonverbal Behavior

The Humintell Blog October 6, 2014

Expressions of Disgust

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Image from David Finch [email protected]

The above image is a fantastic example of disgust: one of the seven universal facial expressions that are expressed universally the same way across all people of all cultures.

Disgust is characterized by the lowering of the brows, nose wrinkling, and upper lip raise.

For interesting past blogs about disgust, take a look at the links below:

The Evolution of Disgust
Disgust and Disease
Subtle Disgust (Video)

Filed Under: Uncategorized

The Humintell Blog September 29, 2014

Speak The Truth, Even If Your Voice Shakes

Speak-the-truth-even-if-your-voice-shakesIn an interesting piece on Forbes entitled “Speak the Truth, Even if Your Voice Shakes“, Amy Rees Anderson gives some valuable tips about being honest on the job, especially if you are in a leadership role.

Through her experience as a CEO she says “I found that one of the toughest things to teach people that serve in a management role is how to give honest feedback to others. I found that they were often afraid to hurt feelings, or they were afraid of not being liked. Rather than giving direct, honest feedback they would sugarcoat things and dance around an issue.”

Anderson gives some helpful tips on how to give honest, constructive feedback. Some of her suggestions are below:

1. As a leader you have an obligation to set the example of giving honest and direct feedback to employees. If you don’t do it, no one else well either, so it must start with you.

2. Never feel guilty telling someone else the truth about what isn’t working or what has to change. They deserve to know it. They cannot change and improve unless they know the truth about what they are doing wrong. You owe it to them to be honest and open.

3. Always give feedback from a position of truly wanting to help the other person with the information. Never give feedback at a time you are angry or frustrated or you will end up tearing the other person down and no good will come from it. If you enter into the conversation with the genuine desire to help the other person to improve and grow, your heart will be in the right place and your words will come out in a way that builds, not destroys.

4. It is OK to start the conversation by telling the other person that what you need to discuss with them is a little uncomfortable for you, but you also know that it’s in their best interest for you to give them honest feedback, so you are going to do your best to do so. This lets the other person know that your intentions are good, and it helps stop them from becoming immediately defensive and allows them to be more open to what you have to tell them.

5. Be very clear in explaining exactly what they need to do differently. Don’t just talk in broad, general terms. Give them specific examples of what they have done wrong and then give them an example of how they could have handled things differently. Keep in mind that most people are not trying to mess up or be difficult. They are usually either unaware of their own bad behavior, or they are frustrated because they can’t figure out how to do it differently. Typically, they will appreciate having some practical examples that teach them new ways to approach things.

6. Always be honest with respect. If you talk to the other person in a way that demonstrates your respect for them, they will appreciate your words far more, and you will have a far better chance of making an impact with them.

7. Make sure that anytime you are going to share something negative that you also take time to express the positive. Let them know what they do right as well as what they are doing wrong. You want people to walk away knowing that not everything they do is bad, and you want them to recognize the good things they should continue to do.

 

Filed Under: Uncategorized

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