WEEK 4/WEEK 5

2.1.1 Verbal / Oral Communication

[Link] Definition of Verbal / Oral Communication
Definition of Verbal
Verbal communication consists of the spoken words and expressions people use to
interact with each other, normally face-to-face, but sometimes by phone or mediated
through computer technology. Other forms of verbal communication include speeches,
presentations, and formal and informal conversations. These forms of communication are
influenced by purpose, context, and situation regarding the speaker’s message.
The term verbal communication is sometimes mistaken to mean only oral communication,
but it also includes the written word. Examples of verbal communication include emails,
text messages, letters, contracts, and article.
Definition of Oral Communication
Oral communication is the transmission of information, ideas, and thoughts through
spoken words, involving a sender and a receiver who exchange messages verbally. It can
be formal or informal, direct (face-to-face conversations) or indirect (through electronic
devices like phones or video calls), and includes components like tone, gestures, and body
language that add depth to the spoken message.
The importance of oral communication
i. Oral communication is vital for learning and understanding those in your environment
on a daily basis, both personally and professionally.

ii. It is a fundamental aspect of learning a language and helps solve problems.

iii. It also allows people to quickly exchange information and it conveys emotion in
conversations.
Types of oral communication types
1. Intrapersonal communication
Intrapersonal communication, or the process of creating ideas in your head before
revealing them, can be essential while completing a variety of activities. This may include
precise thoughts on what you want to accomplish next or how you could approach a
supervisor or another person about a particular issue. Developing and planning a task may
stimulate creativity and enable you to elaborate on an idea before sharing it with other
team members. This mode of communication can help you enhance your planning
abilities, particularly before a group gathering or presentation i.e meetings.
2. Interpersonal communication
Typically, interpersonal communication comprises two or more people conversing. This
may involve training sessions, client calls, and interviews, private meetings with your
manager, customer support calls and casual chats with coworkers. This may be the most
popular method of sharing information and establishing trust in the workplace, particularly
when the dialogue is more intimate between two people. One-on-one conversations:
Conversation between two friends, employees or with one’s manager. This could be
personal, professional or just sharing motivational quotes between each other.
3. Group communication
Group communication, or discussions involving over two individuals, can help you improve
your verbal communication abilities. Group communication does not require a huge
meeting, but it requires enough individuals to debate the topic under discussion and
enables choices to be made quickly. This could include staff meetings, small group

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presentations, workshops or new employee training sessions. In these instances, there is a
single topic to cover, though you may find it beneficial to bring forward new ideas in a
larger group.
4. Large group communication
One individual speaking to a large group is large group communication. This may include
corporate speeches, lectures, speaking at a conference, delivering a presentation or
taking part in business campaign events. If asked to speak at a large event, it's beneficial
to plan how you want to convey your message to a large audience thoroughly. Speaking in
front of a group may help you develop your verbal communication abilities while also
increasing your confidence
5. Electronic:
Talking over the phone, listening to a show on the radio.
5 Elements of Oral Communication
1. Sender: The sender is the person who initiates communication to the receiver.

2. Medium: The medium is the format in which the message is being sent. For example,
a voicemail, a face-to-face conversation or a Power Point presentation.
3. Channel: The channel is the platform on which the message is delivered. For example,
a podcast, a telephone or a meeting.
4. Receiver: The receiver listens and decodes the message sent by the sender. The
receiver then generates feedback for the sender in response to the message.
5. Feedback: This final stage is the reaction of the receiver, such as oral or written
communication. No response from the receiver is also a type of feedback. This
completes the entire oral communication cycle.
Advantages of Oral Communication
 There is high level of understanding and transparency in oral communication as it is
interpersonal.
 There is no element of rigidity in oral communication. There is flexibility for allowing
changes in the decisions previously taken.
 The feedback is spontaneous in case of oral communication. Thus, decisions can be
made quickly without any delay.
 Oral communication is not only time saving, but it also saves upon money and efforts.
 Oral communication is best in case of problem resolution. The conflicts, disputes and
many issues/differences can be put to an end by talking them over.
 Oral communication is an essential for teamwork and group energy.
 Oral communication promotes a receptive and encouraging morale among
organizational employees.
 Oral communication can be best used to transfer private and confidential
information/matter.
Disadvantages/Limitations of Oral Communication
 Relying only on oral communication may not be sufficient as business communication
is formal and very organized.
 Oral communication is less authentic than written communication as they are informal
and not as organized as written communication.
 Oral communication is time-saving as far as daily interactions are concerned, but in
case of meetings, long speeches consume lot of time and are unproductive at times.
 Oral communications are not easy to maintain and thus they are unsteady.
 There may be misunderstandings as the information is not complete and may lack
essentials.

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 It requires attentiveness and great receptivity on part of the receivers/audience.
 Oral communication (such as speeches) is not frequently used as legal records except
in investigation work.

 Maintain your attention to the speaker and what they're saying. Reserve your
response until they have finished speaking.
 Try to be flexible. Prior to reaching fast judgements based on preconceptions or
stereotypes, it's critical that you actually hear their message.
 Avoid focusing exclusively on one aspect of the speaker's message. Rather than
that, make an attempt to comprehend both their overall message and their primary
points.
 Minimise distractions. If possible, consider going to a quieter environment or
switching your phone to silent mod.
[Link] Listening – meaning
Listening is often something we take for granted. It is common that people often hear
what is being said but hearing is a lot different to listening. To listen, we need to make a
conscious effort not to just hear what people are saying but to take it in, digest it and
understand. Not only does listening enhance your ability to understand better and make
you a better communicator, it also makes the experience of speaking to you more
enjoyable to other people
Importance of Listening
 Listening in business is crucial because it improves trust and relationships,
 Fosters open communication and collaboration,
 Enhances problem-solving and innovation,
 Reduces misunderstandings and conflicts,
 Ultimately contributes to higher productivity,
 Better decision-making, and greater organizational success.
 Businesses can better understand customer and employee needs, leading to improved
experiences and a more positive, engaged work environment.
Types of Listening in organization
1. Informational listening
 Focus: To accurately grasp, learn, and retain new information or instructions.
 Characteristics: Requires concentration, comprehension, and the ability to identify
key points. Critical thinking may be involved to contextualize new knowledge.
 Workplace Example: Attending a training session on a new software system,
carefully listening to a project briefing from a manager, or learning about updated
company policies during a team meeting.
 Benefit: Ensures tasks are performed correctly, facilitates effective learning and
knowledge acquisition, and minimizes errors due to misunderstood information.
2. Discriminative listening
 Focus: To distinguish between sounds and interpret underlying meanings conveyed
through non-verbal cues, such as tone of voice, pace, and emphasis, even before
processing the actual words.
 Characteristics: The most basic form of listening, often subconscious, helping us
sense the speaker’s emotional state or intent.
o Workplace Example: Noticing a colleague’s hesitant or strained tone of voice
when they agree to a tight deadline, which might suggest underlying concerns or
stress despite their affirmative words; or sensing a client’s enthusiasm or skepticism

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 during a sales pitch based on their vocal energy before they explicitly state their
position.
 Benefit: Helps in understanding the subtle, often unspoken, emotional context of a
message, allowing for more attuned responses and better interpersonal sensitivity.
3. Comprehensive listening
 Focus: To understand the overall message the speaker is trying to convey by
processing their words and language.
 Characteristics: Relies on vocabulary and language proficiency. It’s about making
sense of the literal meaning of the words and sentences.
 Workplace Example: Following day-to-day instructions from a supervisor,
understanding the core content of a presentation, or getting directions for a specific
task from a colleague.
 Benefit: Forms the foundation for understanding what is being communicated,
allowing for appropriate follow-up actions or further, deeper listening.
4. Critical listening
 Focus: To analyze, evaluate, and form judgments about the credibility, logic, and
merit of the information being presented.
 Characteristics: Involves a deeper level of engagement than comprehensive
listening, employing critical thinking and logical reasoning to assess the arguments
and evidence.
 Workplace Example: Assessing a vendor’s sales proposal by scrutinizing their
claims and data, participating in a strategic planning session by evaluating the pros
and cons of different approaches, or reviewing a team member’s project plan to
identify potential flaws or areas for improvement.
 Benefit: Leads to more informed decision-making, effective problem-solving,
identification of biases or fallacies, and the ability to avoid being swayed by flawed
arguments.
5. Sympathetic listening
 Focus: To understand and acknowledge the speaker’s feelings and emotions,
primarily to offer support and show care.
 Characteristics: The listener is primarily concerned with the speaker’s emotional
state rather than the factual details of the message alone.
 Workplace Example: Comforting a team member who is visibly upset about a
challenging project setback, expressing concern when a colleague shares feelings of
work-related stress, or offering encouragement after a disappointing outcome.
 Benefit: Builds rapport, fosters a supportive and caring work environment, and
makes colleagues feel validated on an emotional level.
6. Empathetic or therapeutic listening
 Focus: To deeply understand the speaker’s feelings, thoughts, experiences, and
perspective by endeavoring to see the situation from their point of view.
 Characteristics: Goes beyond sympathy to try and share the emotional
experience of the speaker. It involves a higher level of emotional connection.
 Workplace Example: A manager striving to know an employee’s reasons for a dip
in performance by trying to see the work challenges and personal pressures from
their perspective; or a team member truly grasping a colleague’s frustration with a
recurring process issue by imagining themselves facing the same obstacles daily.
 Benefit: Cultivates trust and connection, facilitates more effective conflict
resolution, allows for more targeted and meaningful support, and promotes a more
inclusive workplace culture.
7. Relational listening

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  Focus: To build, maintain, or strengthen interpersonal relationships and
connections with the speaker.
 Characteristics: Involves listening to understand the other person on a more
personal level, showing interest in them as an individual, and fostering trust and
mutual understanding.
 Workplace Example: A team leader actively listening to a team member share
their achievements or weekend experiences during an informal chat to build
camaraderie; a colleague attentively listening to another’s career aspirations to
offer encouragement and support; or engaging in small talk before a meeting to
establish a friendly atmosphere.
 Benefit: Leads to stronger team cohesion, improved collaboration, increased
employee loyalty, a more positive and open work environment, and enhanced
overall communication effectiveness.
 Receiving:
 This is the physical act of hearing the sounds and perceiving the verbal and
nonverbal cues, such as tone of voice, facial expressions, and gestures.
 Interpreting:
 You try to make sense of the information received, understanding the meaning of
the words and the emotions or intentions behind them.
 Evaluating:
 You critically assess the message and the speaker's perspective, considering the
context and the underlying meaning.
 Responding:
 You provide feedback to the speaker to show you are engaged and have understood,
through verbal affirmations, questions, or nonverbal cues.
 Remembering:
 You retain the information for future reference and use.

Challenges of Listening in a Group

We’ll consider seven reasons, all of which stem from the inherent differences between
groups and pairs of people.

1. In a typical one-on-one conversation you’re probably going to listen about 50% of the
time, right? Compare that to your participation in a group, in which you’re likely to spend
between 65% and 90% of your time listening.

2. Unless you know each of the other members of a group very well, you may not
adequately gauge their knowledge and perspectives on a given topic before it’s discussed.

3. It may be difficult to keep up with changing levels of engagement on the part of other
members of your group. People’s attention and involvement may fluctuate because
they’re anxious about the circumstances of a discussion, about a particular message that’s
being sent, or even about extraneous factors in their lives that come to mind.

[Link] a group, you have less of an opportunity to influence others’ thoughts and actions
than you do in one-on-one communication.

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[Link] a group, you have lots of time to daydream. People talk at about 100–150 words per
minute, but your mind can process information at up to 600 words a minute. Wolvin, A., &
Coakley, C.G. Listening (3rd ed.).

7. It may be harder to listen in a group because of the existence of social loafing. T

Advantages To Listening
In A Group
Now that we’ve reviewed some of its challenges and pitfalls, we should note that listening
in a group offers potential benefits as well. Let’s consider two major kinds.
 The first big advantage to listening in a group is that it embodies the possibility of
taking one of the characteristics that we earlier said could be used negatively—i.e.,
that you have time and opportunity to think about and react to what you hear—and
using it in a positive way.
 The second advantage of listening in groups is a product of the fact that there will
always be more diverse perspectives and more interaction in a group than in a day.
Listening in Digital Groups
As we mentioned earlier, digital groups can communicate either synchronously or
asynchronously; that is, in real-time or with delays between messages. If you use
synchronous tools, such as Skype or some other form of audio or video conferencing, the
same challenges and advantages apply to digital groups that we’ve already presented.
The only difference may be that you and the other group participants aren’t physically in
the same place.
Classes of Listerners
i. People may be categorized as one or more of the following listeners: people-oriented,
action-oriented, content-oriented, and time-oriented listeners.
ii. People-oriented listeners are concerned about the needs and feelings of others and
may get distracted from a specific task or the content of a message in order to
address feelings.
iii. Action-oriented listeners prefer well-organized, precise, and accurate information.
They can become frustrated when they perceive communication to be unorganized or
inconsistent or a speaker to be long-winded.
iv. Content-oriented listeners are analytic and enjoy processing complex messages.
They like in-depth information and like to learn about multiple sides of a topic or hear
multiple perspectives on an issue. Their thoroughness can be difficult to manage if
there are time constraints.
v. Time-oriented listeners are concerned with completing tasks and achieving goals.
They do not like information perceived as irrelevant and like to stick to a timeline.
They may cut people off and make quick decisions (taking shortcuts or cutting
corners) when they think they have enough information.
[Link] Key Aspects of Effective Listening
 Group Discussion
 Presentation
 Meetings
 Interview

GROUP DISCUSSION

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A group discussion is a formal and structured exchange of ideas among participants,
typically organized in a group of six to twelve individuals. Each person contributes to the
discussion on a given topic, aiming to evaluate their communication, reasoning,
leadership, and interpersonal skills.

Importance of Group Discussion

1. Tests Real Communication Skills

Participants are assessed not just on how much they speak, but how clearly and logically
they present ideas. These are fundamental skills in any team-oriented role.
2. Encourages Critical and Logical Thinking
Unlike written tests, group discussions require you to think in real-time. You must process
new inputs, analyze perspectives, and modify your argument if needed. It enhances your
skill in building logical arguments and expressing your viewpoint with clarity.
3. Highlights Team Behavior and Respect for Others
Many organizations use group discussions to assess how well a candidate works with
others. Someone who constantly interrupts or refuses to acknowledge opposing views is
likely to perform poorly in team settings. Conversely, those who engage respectfully and
incorporate varied perspectives tend to leave a positive impression.
4. Builds Confidence Over Time
For many participants, especially students and early-career professionals, group
discussions are an effective tool for overcoming the fear of public speaking.
5. Offers Recruiters a Realistic Assessment Tool
Companies want employees who can contribute to team discussions, persuade
stakeholders, and present viewpoints with clarity. This is particularly relevant in client-
facing or leadership roles.
Types of Group Discussion
Depending on the objective of the evaluator, different measures may be used to test you.
Here are the major types of group discussion you need to understand and prepare for:
1. Factual Group Discussions
 These discussions revolve around current events, business trends, government
policies, or social issues. The objective is to evaluate how well you understand the
topic and how effectively you can present fact-based arguments.
 Example: “Is India ready for complete electrification of public transport?”
 In this format, evaluators are looking for how well you present data, connect
different points, and offer a structured analysis.
2. Abstract Group Discussions
 This format involves a topic that appears vague or symbolic. The challenge is to
understand the confusion and explain it clearly.
 Example: “Black is a color of clarity.”
 Here, the focus is on creativity, lateral thinking, and the ability to use metaphors,
analogies, or conceptual frameworks to create meaning.
3. Controversial Group Discussions
 Topics are intentionally chosen to provoke disagreement and test how participants
manage conflict or differing opinions.
 Example: “Is privacy more important than national security?”
 Participants must be careful in how they frame their opinions and respond to
challenges. Emotional control, diplomacy, and clarity are key skills evaluated here.
4. Case-Based Group Discussions

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Participants are given a real or hypothetical business scenario, usually involving a problem
that needs a collaborative solution.
Example: “Your company has received negative media coverage for its environmental
practices. What should the leadership team do?”
This is one of the most practical types of group discussion, commonly used in
management admissions or corporate training.
5. Role Play Group Discussions
Each participant is assigned a role such as manager, client, or stakeholder. They must
navigate a complex scenario while staying within the limits of their assigned roles.
Example: A negotiation between a labor union representative and an HR head over salary
cuts.
This format tests empathy, perspective-taking, and the ability to play a role while
contributing to a constructive outcome.
Presentation
Definition: A presentation is a form of communication in which the speaker conveys
information to the audience. In an organization presentations are used in various scenarios
like talking to a group, addressing a meeting, demonstrating or introducing a new product,
or briefing a team. It involves presenting a particular subject or issue or new
ideas/thoughts to a group of people.
Parts of Presentation
Every Presentation has three main parts ; introduction, body and conclusion. Basically,
an introduction should take around 10-15% of your presentation time.

While you should allocate 75% of your time towards your body and the remaining 10%
should be for the conclusion.

 Introduction: It is meant to make the listeners ready to receive the message and
draw their interest. For that, the speaker can narrate some story or a humorous piece
of joke, an interesting fact, a question, stating a problem, and so forth. They can also
use some surprising statistics.
 Body: It is the essence of the presentation. It requires the sequencing of facts in a
logical order. This is the part where the speaker explains the topic and relevant
information. It has to be critically arranged, as the audience must be able to grasp
what the speaker presents.

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 Conclusion: It needs to be short and precise. It should sum up or outline the key
points that you have presented. It could also contain what the audience should have
gained out of the presentation.

Purpose of Presentation
1. To inform: Organizations can use presentations to inform the audience about new
schemes, products or proposals. The aim is to inform the new entrant about the
policies and procedures of the organization.
2. To persuade: Presentations are also given to persuade the audience to take the
intended action.
3. To build goodwill: They can also help in building a good reputation.
Factors Affecting Presentation

 Audience Analysis
When the speaker has made some background research about the audience in a
proper manner, it results in excelling in the presentation. However, when the
audience analysis is poor, it will result in an ineffective presentation.
 Communication environment
The effectiveness of the presentation is highly influenced by the communication
environment. Maximum people of the audience notice the surrounding. These
surroundings include the speaker, stage, background, lighting, aeration and so
forth. If the arrangements are not proper then it will have an adverse impact on the
presentation.
 Personal Appearance
How the speaker is appearing to the audience has a great impact. A person who is
well dressed up, wearing limited accessories and looking professional, can influence
the audience by their communication easily.
 Use of Visuals
Visuals are like the cherry on the cake. It makes the presentation more effective. If
the presenters use visual aids, then it is supposed to be better prepared. Also, they
appear more persuasive, credible and interesting to the audience.
 Opening and Closing Presentation
The beginning of the presentation should be interesting enough to retain the
attention of the audience. The ending of the presentation should leave a deep
impact on the audience.
 Organization of Presentation

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 When the facts and data are organized in a proper manner, clarity is ensured.
Further, it makes the message understandable and keeps the enthusiasm of the
audience intact. Also, it improves the image of the speaker.
 Language and Words
The quality of the presentation also depends on the language and words. The
speaker should speak in the language with which the audience is familiar. So, he
could choose some catchy words to grab the interest of the audience.
 Voice Quality
The presenter’s voice quality also has an influence on the audience. A strong and
striking voice can easily draw the attention of the audience.
 Body Language
The audience listens to the speaker who maintains eye contact while speaking. It
shows the confidence, knowledge, friendliness and experience of the speaker.
 Answering Questions
If the speaker is capable of handling the questions of the audience tactfully asked
when the presentation ends. It helps in impressing the audience. Then, the
presentation is said to be successful.

MEETING
Definition
A meeting is a coming together of normally three or more people to exchange information
in a planned manner and discuss issues set out before them to arrive at decisions, solve
problems, etc.
or
A meeting is a group communication in action around a defined agenda, at a set time, for
an established duration. Meetings can be effective, ineffective, or a complete waste of
time. If time is money and effectiveness and efficiency are your goals, then if you arrange
a meeting, lead a meeting, or participate in one, you want it to be worth your time.
Introduction
Meetings can occur face-to-face, but increasingly business and industry are turning to
teleconferencing and videoconferencing options as the technology improves, the cost to
participate is reduced, and the cost of travel including time is considered. Regardless how
you come together as a team, group, or committee, you will need to define your purpose
in advance with an agenda. A meeting can be formal or informal. As regards a formal
meeting there is set rules for convening it and conducting it, with a written record of its
proceedings. It requires a notice which is a call, an invitation to attend it. It has an agenda
or list of things to deal with, and the outcome is systematically written in the form of
minutes. An informal meeting can be without any written notice, for instance a staff union
meeting in the lunch room to discuss a picnic.
A meeting has a convener who calls it and a leader or chairperson who directs it.

Types of meeting
Meetings are broadly of three types:
i. Informative, where the purpose is to give information to the participants about a
new scheme, product, etc.
ii. Consultative, in which the members are consulted to solve a problem.
iii. Executive, in which decisions are taken by those empowered to do so.

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In practice, most of the meetings serve more purposes than one. Some additional
classifications of meetings are – meeting for negotiation purpose, meeting for giving
instructions, etc.

The purposes of holding meetings

i. To reach a common decision/agreement
ii. To solve a problem
iii. To understand a situation, exchange ideas and experiences
iv. To inform, explain, present ideas
v. To give and get feedback on new ideas
vi. To give training
vii. To plan and prepare for action
viii. To resolve differences and misunderstandings
ix. To generate enthusiasm and seek cooperation
x. To review past performance and evaluate it
xi. To create a feeling of continuity and solidarity in a body’s working.

Advantages of Meetings:
(i) Save time:
Since one can meet a number of people at a time interactively, a meeting can save time.
(ii) Addressing groups:
One can divide the audiences according to their background and need, and address them
group by group.
(iii) Cope with information explosion:
New technology and new regulations are coming thick and fast. Meetings enable us to
cope with this situation.
(iv) Social and emotional support:
Members get personal support from each other when they meet and exchange ideas.
(v) Feeling of being consulted:
Members get the feeling that they have been consulted and this is useful in getting their
intelligent and willing cooperation.
(vi) Democratic functioning:
Democracy aims at achieving all people’s welfare by all people’s involvement. This is
possible through meetings.
(vii) Idea development:
Ideas are systematically cross-fertilized, analyzed and improved by a group.
(viii) Defusing troublemakers:
By the collectivity of constructive forces, troublemakers can be isolated in a meeting and
positive action got going. The opponents of a plan get a forum to voice their opposition,
which can be overcome before a group of supportive people.
(ix) Bolder decisions:
Collectively we can take more adventurous decisions because of united strength.
(x) Various interest groups represented:
In a meeting many interest groups can be represented and minorities can also be given
due attention.
(xi) Preventing mistakes:
A meeting helps to avoid mistakes by a collective and many-angled focus on issues.

Disadvantages of meeting
1. Time-consuming:

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Meetings require a number of people to come together at the same time and place. This
costs time because other work has to be set aside for the sake of the meeting.
2. Inability to arrive at a decision:
Just as “two heads are better than one,” it is also true that “too many cooks spoil the
soup.” Multiplicity of views and personal stubbornness of members may prevent a meeting
from taking a decision which a chief executive may take alone.
3. Lack of seriousness:
Many meetings suffer from the drawback that members come unprepared and feel that
the others will do the thinking and talking. They feel they can take a free ride.
“Everybody’s job is nobody’s job.”
4. Inexpert chairing:
Just as an airplane is steered by a pilot, a meeting is piloted by the chairperson. His lack of
skill and personal failings/biases may fail a meeting.
5. Expensive:
Meetings are expensive to arrange – they require a place, paperwork, prior
communication, and travelling by the attendees.
6. Open to disruption:
A meeting is prone to being disrupted by an element that is opposed to its objective.
There are times when one passenger’s refusal to adjust himself delays the entire flight.
The same for meetings. The spirit of give-and-take may be missing in some participants.

Types of Meetings
Businesses hold different types of meetings for several reasons. Below is a list of 10
meeting types:
1. Introductory meetings
An introductory meeting can be the first meeting between professionals, team members,
departments, or potential vendors. The intention here is for everyone involved in the
forum to learn about each other and to set specific standards or protocols. The person who
asked for the meeting leads the conversation in most cases. The meeting attendees can
either remain passive or contribute significantly to the conversation, depending on the
nature of the topics in discussion. A sales pitch, sales demo, or investor pitch can also be
examples of introduction meetings.
2. Private meetings
This is also known as a one-on-one meeting, as it involves two people who have an
established relationship. The topics for discussion vary from career and personal
development to individual accountability. The style of a private meeting is typically
conversational, and it might follow a schedule or not. Examples of private meetings are
meetings with an important stakeholder, a coaching session, or a manager and employee
meeting. A primary goal of a personal meeting is relationship maintenance.
3. Progress update meetings
The project manager and account manager typically lead this meeting while the attendees
participate in a structured and constructive way. The intention of a progress or status
update meeting is to reaffirm that everyone on the team is completing their designated
tasks. And if there are cases of lags or other challenges, the team can figure out what they
can do to achieve set goals and objectives still. A progress update meeting can be critical
to a project's success and maintaining the project's momentum. Examples of this meeting
are a project status meeting and client check-in.
4. Planning meetings

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A planning meeting is typically for an existing team but can also involve other people. This
meeting aims to create plans and secure the team members' commitment to
implementing the strategies. The project owner or an outside facilitator can lead this
meeting depending on the scope and size of the plans. Participants of the meeting actively
collaborate on the work product and may or may not have established relationships. As
the meeting discusses ways to set and achieve objectives, relationships are not usually
the central focus. Examples of planning meetings are product roadmap planning and
project planning.
5. Information sharing meetings
The intention of this meeting is to share information within a team, department, or
organization. Employers or managers utilize this meeting to share information ranging
from significant company changes to upcoming events. The managers lead these
meetings while the participants listen attentively to the speaker. There might be a
segment for questions at the end of the session where the presenter can clarify the topics
discussed.
6. Decision-making meetings
There are different structures of decision-making meetings, but it generally involves a
standing team. The meeting attendees are usually professionals with the expertise to
share or people whom the decisions can impact even if they're not responsible for
implementing them. People participate in the meeting as advisers or decision-makers. The
group in attendance weighs multiple options and discusses the pros and cons of a
decision. For example, a manager can lead a decision-making meeting and have team
members contribute to getting well-informed contributions with which they can achieve
set goals and objectives. Examples of a decision-making meeting can be a logo selection
meeting, a new hire decision, or a meeting to approve a standard.
7. Training sessions
The main focus of a training session is to transfer knowledge and skills from the trainer to
the participants. An employer may use training sessions to onboard new hires. The trainer
leads the session while the participants follow the instructions. This training session takes
different formats, as sometimes an employer can mandate employees to attend the
training session, while other times, the participants may be there by choice. The
participants may learn about the company's procedures and policies in a training session.
There are usually no expectations of collaboration between the trainer and the
participants. The session involves participants asking questions when necessary and the
trainer transferring information from one group to the next.
8. Problem-solving meetings
A problem-solving meeting typically involves participants with information that can help
find solutions to a problem. A facilitator or the leader in charge leads the discussion and
expects everyone present to participate by answering questions and offering assistance
actively. A problem-solving meeting typically begins with a situation analysis of what
happened, the resources available to solve the problem, and an options review. The forum
aims to secure the commitment of the meeting's participants to enact the solution.
9. Innovation and brainstorming meetings
You can also call this idea generation meeting as participants contribute ideas in a
structured way. A facilitator generally leads this meeting and strives to get a wide variety
of ideas possible. The p articipants usually have diverse perspectives and identities. An
idea generation meeting starts with a presentation of a challenge or central premise, then

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a discussion on forms of idea generation. There are different idea generation techniques,
but the primary focus is to get a pool of ideas. The ideas are not necessarily refined, as the
volume of the ideas is what typically matters.
10. Team building meetings
The primary intention is to drive execution and to ensure group cohesion. A manager or
team leader leads this meeting, and all the participants collaboratively engage in the
discussion. The session typically follows a regular pattern or agenda. It also focuses on
keeping an established team personally connected and working together toward achieving
the organization's goals. Managers use this meeting to help team members develop
relationships with each other.
Benefits of meetings in an organization
Organizing meetings offer several benefits to businesses.
Improves communication
Organizing meetings can help increase the interaction between team members or a
department. It can also be more productive to share information with people and get
constructive feedback through meetings. Managers and team leaders maximize meetings
to discuss complex projects, initiatives for work, or new company policies. It may be easier
for employees to communicate with management during these meetings. The employees
can take initiative on what topics to discuss after considering the meeting's agendas and
the importance of the current topics of discussion.
Strengthens team building
Team members can get familiar with each other during team meetings. These meetings
provide a chance for the members to learn about each other and relate together. The
teamwork of the group can increase significantly with constant meetings and discussions.
This approach typically works regardless of if the session is virtual or physical. Meetings
are beneficial for remote work structures as it helps the department or team members
grow closer and develop a level of personal relationship with colleagues.
Aids problem solving
Meetings create avenues where participants can proffer solutions to problems. It saves the
time and effort a manager or team leader may spend trying to develop solutions
independently or talking to the team members individually. These meetings present
opportunities for everyone present to outline strategies and give valuable suggestions on
possible ways to solve a problem and avoid the reoccurrence of the situation.
Provides training opportunities
Meetings like workshops or training sessions assist in transferring knowledge to
employees. An organization can bring in experts and external speakers to these meetings
to discuss specific topics that can benefit the employees. Performance review meetings
can also help employees gather feedback to improve their performances. Meetings also
provide an avenue for managers to do appraisals. This can help improve employees'
morale and motivate them to work harder.
Creates avenues for innovations
A meeting can serve as an opportunity for managers or team leaders to get constructive
and innovative ideas from employees. As solutions for problems can arise from meetings,
it can also be helpful for the sharing of suggestions and ideas that can help achieve the
company's goals and missions. An organization can improve their productivity from ideas
they gather from meetings on efficient and resourceful ways of doing tasks.

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INTERVIEW
The definition of an interview is a structured conversation used to assess a person's
suitability for a job, academic program, or other opportunities by evaluating their
qualifications, skills, and personality traits.
Meaning of 'Interview'
An interview is a formal conversation between two or more people, typically with one
person, the interviewer, asking questions to obtain information, assess qualifications, or
evaluate the suitability of a candidate for a job, admission, or other purposes. Interviews
are commonly used in various contexts, including employment, academic admissions,
journalism, and research, to gather insights, make informed decisions, or establish a
connection between individuals.
Types of Interviews
Structured Interviews
A structured interview is a standardized and systematic questioning process where each
candidate is assessed using a predetermined set of questions, allowing for fair and
consistent evaluations.
Characteristics
 Pre-determined Questions: In structured interviews, the interviewer asks a set of
standardized questions to all candidates. These questions are often prepared in
advance and are the same for every interviewee.
 Consistency: The goal is to maintain consistency in the interview process, ensuring
that each candidate is evaluated based on the same criteria.
 Quantitative Analysis: Responses are typically evaluated using a predetermined
scoring system. This allows for a more objective and quantifiable comparison of
candidates.
Advantages
 Fairness: Structured interviews are considered fairer as all candidates are assessed
using the same criteria.
 Reliability: Because of the standardized nature, these interviews tend to be more
reliable, and the results are consistent across different interviewers.
Disadvantages:
 Rigidity: The structured format may limit the interviewer's ability to explore unique
aspects of a candidate's background or personality.
 Less Flexibility: It may not be as effective in assessing certain soft skills or qualities
that emerge in more spontaneous conversations.
How to Prepare?
 Research Common Questions: Since structured interviews often follow a
standardized set of questions, research common interview questions related to the
position and industry.
 Practice Responses: Practice answering these questions to ensure that your
responses are clear, concise, and can highlight your relevant skills and experiences.
 Understand the Job Requirements: Familiarize yourself with the key requirements
of the job and align your responses with how your skills and experiences meet those
requirements
Unstructured Interviews
An unstructured interview is an informal and open-ended conversation between the
interviewer and candidate, lacking a predetermined set of questions, often allowing for a
more flexible exploration of the candidate's background and qualities.

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Characteristics
 Open-Ended Questions: Unstructured interviews involve more open-ended and free-
flowing conversations. The interviewer may have a general idea of topics to cover but
does not follow a strict script.
 Exploration of Personality: The goal is often to delve into the candidate's
personality, motivation, and interpersonal skills, allowing for a more holistic
understanding.
 Subjective Evaluation: Evaluation is more subjective, as there is no predetermined
scoring system. Interviewer judgment plays a significant role.
Advantages
 Depth of Insight: Unstructured interviews can provide a deeper understanding of a
candidate's character, creativity, and communication skills.
 Flexibility: The interviewer has the flexibility to adapt questions based on the
candidate's responses, allowing for a more personalized interaction.
Disadvantages
 Inconsistency: Because there is no standardized set of questions, there can be
significant variation in the topics covered and the depth of questioning for different
candidates.
 Bias: The subjective nature of evaluation can introduce biases based on the
interviewer's personal preferences.
How to Prepare?
 Self-Reflection: Since unstructured interviews focus on exploring your personality
and motivations, take some time for self-reflection. Consider your strengths,
weaknesses, and what motivates you in a work environment.
 Prepare Personal Stories: Be ready to share specific examples or stories from your
past experiences that demonstrate your skills and qualities. These can help provide a
more comprehensive understanding of who you are.
 Stay Informed: Stay informed about industry trends and the organization's values.
This can help you tailor your responses to align with the company culture.
Situational Interviews
A situational interview involves presenting candidates with hypothetical scenarios or real-
life situations to assess how they would approach and handle specific challenges,
providing insights into their problem-solving and decision-making skills.
Characteristics
 Hypothetical Scenarios: In situational interviews, candidates are presented with
hypothetical situations or challenges they might face in the job. The goal is to assess
how they would approach and handle these scenarios.
 Problem-Solving Skills: These interviews aim to evaluate a candidate's problem-
solving skills, decision-making process, and ability to think on their feet.
 Realistic Challenges: Situational interviews often simulate challenges that the
candidate may encounter in the actual job role.
Advantages
 Job Relevance: By presenting scenarios related to the job, situational interviews can
provide insights into how well a candidate is likely to perform in the role.
 Predictive Value: The way a candidate responds to situational questions can be
indicative of their future performance.
Disadvantages
 Limited Predictive Validity: The correlation between how a candidate performs in a
situational interview and their actual job performance may not always be strong.

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 Stress Factor: Candidates may feel added pressure in situational interviews,
potentially affecting their responses and not accurately reflecting their capabilities.
How to Prepare?
 Review Job Description: Carefully review the job description and identify the key
skills and competencies required. Situational interviews often focus on assessing how
well you can apply your skills in real-world scenarios.
 Practice Problem-Solving: Practice responding to hypothetical scenarios by outlining
your thought process and the steps you would take to address the situation. Focus on
demonstrating your problem-solving and decision-making skills.
 Research the Company: Understand the challenges and situations commonly faced
in the industry and by the specific company. This knowledge can help you provide
more contextually relevant responses.
Behavioral Interviews
Behavioral interviews focus on assessing a candidate's past behavior and experiences to
predict their future performance.
Characteristics
 Questions are designed to uncover specific examples of how candidates handled
situations in the past.
 Emphasis on soft skills, problem-solving, teamwork, and communication.
 Often use the STAR method (Situation, Task, Action, Result) for responses.
Read Soft Skills for Resume
Advantages
 Provides insights into a candidate's actual behavior in various situations.
 Helps assess cultural fit and interpersonal skills.
Disadvantages
 May not predict future performance accurately.
 Relies heavily on the candidate's ability to recall and articulate past experiences.
How to Prepare?
 Review common behavioral questions and prepare specific examples.
 Use the STAR method to structure your responses.
 Be ready to discuss various situations, including challenges and successes.
Stress Interviews
Stress interviews intentionally create a challenging and pressure-filled environment to
evaluate a candidate's ability to handle stress and pressure.
Characteristics
 The intentional creation of a tense atmosphere with rapid-fire questioning or
unconventional tactics.
 Focus on observing how candidates react under pressure.
 May involve deliberate attempts to unsettle or challenge the candidate.
Advantages
 Assesses a candidate's resilience and composure.
 Mimics high-stress situations that may occur on the job.
Disadvantages
 Can be intimidating and may not accurately reflect a candidate's true abilities.
 This may result in a negative candidate experience.
How to Prepare?
 Practice maintaining composure under pressure.
 Familiarize yourself with common stress interview tactics.
 Remember that the purpose is to observe your reaction, so stay calm and collected.
Technical Interviews

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Technical interviews assess a candidate's specific knowledge, skills, and abilities related to
the technical requirements of the job.
Characteristics
 In-depth questions related to technical aspects of the role.
 Often includes problem-solving exercises, coding challenges, or hands-on tasks.
 May cover a range of technical topics, depending on the job.
Advantages
 Evaluates a candidate's practical skills and expertise.
 Helps ensure the candidate possesses the necessary technical knowledge for the role.
Disadvantages
 May not capture a candidate's broader abilities or soft skills.
 Can be intimidating, especially for those with excellent skills but nervous interviewers.
How to Prepare?
 Review technical concepts relevant to the role.
 Practice coding challenges or technical exercises.
 Be ready to explain your thought process when solving problems.
One-to-One Interviews
One-to-one interviews involve a candidate interacting with a single interviewer.
Characteristics
 Direct and personal interaction between the candidate and interviewer.
 Allows for in-depth conversation and exploration of qualifications.
 Often used in initial screening or final selection stages.
Advantages
 Personal connection and rapport-building.
 Opportunity for detailed discussions.
 Quick decision-making due to direct interaction.
Disadvantages
 Limited perspectives, as only one interviewer is involved.
 May be influenced by individual biases.
How to Prepare?
 Research the company and the interviewer.
 Practice common interview questions.
 Prepare specific examples of your achievements and experiences.
Video or Phone Interviews
Video or phone interviews involve remote communication between the candidate and
interviewer.
Characteristics
 Conducted over platforms like Zoom, Skype, or phone calls.
 Allows for flexibility in scheduling and location.
 Common for initial screenings and remote job positions.
Advantages
 Eliminates the need for travel.
 Convenient for both parties.
 Accessible for candidates located at a distance.
Disadvantages
 Technical issues can disrupt communication.
 Limited non-verbal cues may affect understanding.
 Potential for distractions in the candidate's environment.
How to Prepare?
 Test your equipment and internet connection beforehand.

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 Choose a quiet and well-lit environment.
 Maintain good eye contact and posture during video interviews.
Types Of Interview Formats
Now that you know about the types of interviews, let us take a deep dive in interview
formats:
Individual Interviews
Individual interviews involve a one-on-one interaction between a candidate and an
interviewer.
They are personal and focused on individual qualifications, allow for a detailed exploration
of the candidate's background, and are commonly used in the initial screening and final
selection stages.
Advantages
 Establishes a direct and personal connection.
 Facilitates in-depth discussions.
 Enables a thorough evaluation of the candidate's skills and personality.
Disadvantages
 Limited perspectives, as only one interviewer is involved.
 Potential for individual biases to influence the evaluation.
How to Prepare?
 Research the company and the interviewer.
 Practice common interview questions.
 Be ready to provide specific examples of your achievements and experiences.
Group Interviews:
Group interviews involve multiple candidates being assessed simultaneously by one or
more interviewers.
Here, candidates participate in discussions or activities together.
They observe how candidates interact with each other, and are common in assessing
teamwork and communication skills.
Advantages
 Efficient for assessing interpersonal skills.
 Provides a glimpse into how candidates perform in a group setting.
 Saves time by evaluating multiple candidates at once.
Disadvantages
 Limited individual attention.
 May create a competitive atmosphere.
 Some candidates may be overshadowed or not fully assessed.
How to Prepare?
 Practice active listening and collaboration.
 Be mindful of both verbal and non-verbal communication.
 Highlight individual contributions within the group setting.
Panel Interviews
Panel interviews involve a candidate being interviewed by multiple interviewers
simultaneously.
This involves multiple interviewers from different departments or levels, allows for diverse
perspectives and evaluations, and is very common in the final stages of selection.
Advantages
 Comprehensive evaluation from different viewpoints.
 Accelerates decision-making with multiple perspectives.
 Reflects organizational collaboration in decision-making.

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Disadvantages
 Intimidating for some candidates.
 Potential for conflicting opinions among panel members.
 Limited time for each interviewer to ask questions.
How to Prepare?
 Research each panel member's role and background.
 Address questions to all panel members when responding.
 Maintain eye contact and engage with all members.
Multiple-Round Interviews
Multiple-round interviews involve candidates progressing through several interview stages.
Characteristics
 Sequential interviews with different interviewers or panels.
 Gradual narrowing down of candidates.
 Allows for a more in-depth assessment at each stage.
Advantages
 Progressive evaluation for a thorough assessment.
 Provides opportunities for candidates to showcase different skills.
 Enables the organization to make informed decisions at each stage.
Disadvantages
 Time-consuming for both candidates and the hiring team.
 This may lead to candidate fatigue and burnout.
 Increases the likelihood of scheduling conflicts.
How to Prepare?
 Understand the specific focus of each round.
 Reflect on feedback from previous rounds to improve.
 Maintain consistency in responses throughout the process.
Informational Interviews
Informational interviews involve a candidate seeking advice or insights from professionals
in their field. It is less formal than traditional job interviews and focuses on gathering
information about a specific industry or role. It is a great opportunity for networking and
building professional relationships.
Advantages
 Provides valuable insights into the industry or company.
 Builds a network of contacts for future opportunities.
 Demonstrates genuine interest and initiative.
Disadvantages
 Not directly tied to a job offer.
 Requires effective networking and communication skills.
 May not lead to immediate job opportunities.
How to Prepare?
 Research the industry and the professional you are interviewing.
 Prepare thoughtful questions about the industry or career path.
 Treat it as a professional networking opportunity.
Computer-Assisted Interviews
Computer-assisted interviews involve the use of technology, such as AI or pre-recorded
questions, to assess candidates.
It Utilizes software for screening and evaluating candidates and includes video responses
to pre-set questions. It is efficient for large-scale recruitment processes.
Advantages
 Standardized evaluation process.

20
 Reduces bias in the initial screening stage.
 Allows for flexibility in scheduling and location.
Disadvantages
 Lack of personal connection.
 Limited assessment of non-verbal cues.
 Potential for technical issues.
How to Prepare?
 Familiarize yourself with the technology used.
 Practice answering common interview questions on camera.
 Ensure a quiet and well-lit environment for video responses.

What Do Companies Look For During An Interview?

Companies look for a combination of skills, qualities, and attributes during an interview to
assess a candidate's suitability for a particular role and their overall fit within the
organization. While specific criteria may vary based on the job and company, common
aspects that companies typically evaluate include:
Job-related Skills
 Technical Competence: Assessing the candidate's proficiency in the specific skills
required for the job.
 Problem-Solving: Evaluating the ability to analyze and solve job-related challenges.
 Industry Knowledge: Understanding of the company's industry and awareness of
current trends.
Soft Skills
 Communication Skills: Clear and effective verbal and written communication.
 Teamwork and Collaboration: Ability to work well with others and contribute to a
positive team dynamic.
 Adaptability: Willingness and capability to adapt to changing circumstances.
Cultural Fit
 Values Alignment: Shared values and alignment with the company's mission and
culture.
 Team Compatibility: How well the candidate's personality and work style fit within
the existing team.
Motivation and Enthusiasm
 Passion for the Role: Genuine interest in the position and enthusiasm for the
company's mission.
 Drive and Initiative: Willingness to take on challenges and go beyond basic job
requirements.
Problem-solving Abilities
 Critical Thinking: Capacity to analyze situations, think critically, and make informed
decisions.
 Creativity: Ability to approach problems in innovative and creative ways.
Leadership Potential
 Initiative: Demonstrating a proactive approach to tasks and responsibilities.
 Decision-making Skills: Showing the ability to make effective decisions when
needed.
Cultural Awareness
 Diversity and Inclusion: Understanding and appreciation for diversity in the
workplace.
 Global Perspective: Awareness and openness to working in a global or multicultural
environment.

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Interpersonal Skills
 Relationship Building: Ability to build and maintain positive relationships with
colleagues, clients, or customers.
 Conflict Resolution: Skills in resolving conflicts and handling interpersonal
challenges.
Work Ethic
 Reliability: Consistency in meeting deadlines and fulfilling commitments.
 Time Management: Efficient use of time and prioritization of tasks.
Emotional Intelligence
 Self-awareness: Understanding one's own strengths and weaknesses.
 Empathy: Ability to understand and relate to the emotions of others.
Professionalism
 Ethical Behavior: Upholding ethical standards in professional conduct.
 Presentation and Attire: Maintaining a professional appearance and demeanor.
[Link] Importance of Verbal Communication
Verbal communication
Verbal communication in business refers to communication that uses language to transmit
a message or information. Language could be spoken, written, or use signals and
gestures. Formal organizations often use verbal communication for efficiency in
presentations, phone calls, meetings, etc. The different components of such
communication include body language, tone, visuals, word choice, and eye behavior. All
these components help make a message highly comprehensive for the receiver.

Importance of Verbal Communication

It is a fundamental tool for expressing thoughts and emotions, ensuring clarity, and
resolving conflicts in both personal and professional settings. Its importance includes;
[Link] relationships:
Verbal communication is essential for building strong personal and professional
relationships based on trust and respect. It allows for emotional expression and helps to
create a connection with others.
[Link] complex ideas and information:
It is a direct way to share thoughts, ideas, and information quickly and accurately. Using
clear language, it helps organize complex concepts, making them easier to understand for
others.
[Link] immediate feedback:
· Verbal communication is a two-way process that allows for immediate responses,
questions, and clarifications. This immediate back-and-forth is crucial for ensuring
understanding and making adjustments as needed.
4. Fosters collaboration and teamwork:
In a group setting, verbal communication is vital for effective collaboration. It allows team
members to share ideas, coordinate tasks, and work together efficiently to achieve
common goals.
[Link] professional success:

22
Strong verbal skills are critical for success in the workplace, from performing well in job
interviews to leading a team. It enables clear communication of instructions, effective
negotiation, and the ability to persuade others.
[Link] Overcoming Barriers To Verbal Communication
1. Checking whether it is a good time and place to communicate with the person.
2. Being clear and using language that the person understands.
3. Communicating one thing at a time.
4. Respecting a person's desire to not communicate.
5. Checking that the person has understood you correctly.
How to Improve Verbal Communication Skills
1. Avoid filler words: When sharing information through verbal communication, filler
words like ‘so’, ‘umm’, and ‘like’ should be avoided to bring more clarity and brevity when
sending a message.
2. Active listening: When receiving a response as the sender or information as a
receiver, one needs to actively listen and comprehend to execute successful verbal
communication. Along with listening, observation skills are crucial as well.
3. Focus on the issue: For well-executed verbal communication in an organization, the
focus needs to stick to the topic of discussion rather than the personal equation that
employees share among themselves.
4. Acknowledge others: It is important to acknowledge others when executing verbal
communication. Expressing gratitude, affirming one’s feelings, and providing positive
feedback in communication reflect the qualities of kindness and build better relations.
[Link] Advantages and disadvantages of Verbal communication
One should know about the various pros and cons of verbal communication for
organizations to use it best.
Advantages of verbal communication:
1. Time-saving: One of the biggest advantages of using verbal communication in
organizations is that it facilitates immediate transmission of messages or information,
therefore the person on the receiving end does not have to wait for the message to get
delivered through a selected medium hence saving a lot of time.
2. Instant feedback: The positive aspects of verbal communication include the facility of
instant feedback which is often not possible in written communication. Quick feedback in
conversation also completes the loop of the communication cycle between the sender and
the receiver.
3. Convenience: Verbal communication makes it easier to share a message or
information with better clarity and expression, hence promoting better understanding
among the receivers.
4. No delays: Another merit of verbal communication is that it facilitates an instant
exchange of thoughts and ideas in case of emergencies and helps avoid any kind of delay
in decision-making.
5. Personal touch: Since verbal communication uses tone, pitch, and facial expressions,
it adds a human and personal touch to messages. This ultimately helps reflect a friendly
and warm spirit in messages rather than a domineering tone.
6. Financially efficient: Verbal communication is one of the most financially efficient
modes of communication in formal businesses as it does not necessarily require
paperwork or other formalities.
7. Offers motivation: One of the most important benefits of verbal communication is
that it motivates employees to participate and encourages them at a personal level to
take part in various business communications.

23
8. Higher confidentiality: Since messages or information are transmitted mostly
through personal contact in verbal communication, it becomes easier to maintain the
confidentiality of a message by the sender.
9. Support of multiple mediums: Verbal communication always facilitates the sender
with the liberty to use various other forms of communication to deliver a message. These
forms could be visuals, audio, written messages, presentations, and more.
10. Open to changes: Verbal communication is often open to any kind of changes in
terms of decisions or in accordance with any previous communications in an organization.
This further helps in eliminating any kind of confusion and misunderstanding among the
employees.
11. Quick delegation of responsibilities: Verbal communication makes it possible to
delegate authority or responsibility among employees in an organization without wasting
time on formalities like paperwork. Employees can revert instantly if they have any
questions to ask through the verbal medium.

Disadvantages of verbal communication:

1. Chances of misunderstanding: Since verbal communication is not entirely
organized, it may distort a message due to external noise- one of the major elements of
communication and create misunderstandings.
2. Inefficient for lengthy messages: One of the biggest demerits of verbal
communication is that it may not be fruitful to transmit important or lengthy messages.
The sender may fail at explaining or the receiver may not be able to comprehend all at
once.
3. Addition of irrelevant information: Since verbal communication has a little
spontaneity, it becomes easy for any irrelevant information to slide in and the main topic
may lose its importance. This often leads to further delays in successful communication.
4. Risk of denial: One of the most important disadvantages of verbal communication is
that the sender or receiver may deny the transmission of a message or information in the
future. This risk is present if verbal or oral communication has not been recorded.
5. Unsuitable in long-distance: Because of the elements that verbal communication
uses, it may be unsuitable when the distance is more between two people. This may also
lead to the lack of one or more principles of effective communication.
6. No previous record: One of the various limitations of verbal communication is that it
is often not recorded and hence, can’t be referred to or used as proof in the future. This
can create critical issues while resolving conflicts between two identities.
7. Lesser authenticity: Verbal communication often lacks authenticity as it has a
personal and informal touch to it. This makes it less suitable for a formal organization
where messages need to be authentic and genuine.
8. Easy to forget: Since verbal communication lacks a record, it can be easily forgotten
by the receiver. This may further lead to many problems and delays in a formal business
operation.
9. Requirement of appropriate skills: Communication is a two-way road and hence,
appropriate speaking and listening skills are required at both ends for successful verbal
communication.
10. Decreased formality in relations: Verbal communication may sometimes decrease
formality in organizational relations and eventually lead to employees not taking their
superiors seriously.
11. Time-wasting: Verbal communication easily becomes time-wasting when the people
involved in the process are driven away by unnecessary talks. This may lead to an
unfruitful communication process as well.

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