How do you react when you make acommunication mistake — defensiveness, shame… or curiosity?

In this episode of my podcast on CommunicationPsychology, I explore how we can adopt an error management attitudewhen we speak — especially when stakes are high. Drawing on the research of MichaelFrese and others, we discuss how mistakes can become stepping stones for learning,adaptability, and authentic connection.

✅ Learn how to turn errors into insights
✅ Discover the role of emotion regulation and mindset
✅ Rethink how your workplace deals with communication mishaps

🔗 Listen now and let me know what mistakes taught you themost.

#CommunicationSkills #Psychology#ErrorManagement #Leadership #GrowthMindset #Podcast

Recommended reading:

Frese, M., & Keith, N. (2015). Errormanagement theory: From training to performance: Key concepts and empiricalfindings. In S. Sonnentag, U. Frese, & C. E. M. Peeters (Eds.), Psychologicalmanagement of individual performance (pp. 111–131). Wiley.

Keith, N., & Frese, M. (2005). Self-regulationin error management training: Emotion control and metacognition as mediators ofperformance effects. Journal of Applied Psychology, 90(4), 677–691.https://doi.org/10.1037/0021-9010.90.4.677

Rybowiak, V., Garst, H., Frese, M.,& Batinic, B. (1999). Error orientation questionnaire (EOQ):Reliability, validity, and different language equivalence. Journal ofOrganizational Behavior, 20(4), 527–547.https://doi.org/10.1002/(SICI)1099-1379(199907)20:4<527::AID-JOB886>3.0.CO;2-G

Van Dyck, C., Frese, M., Baer, M.,& Sonnentag, S. (2005). Organizational error management culture and itsimpact on performance: A two-study replication. Journal of AppliedPsychology, 90(6), 1228–1240. https://doi.org/10.1037/0021-9010.90.6.1228

We all say communication iskey — but when it comes to receiving feedback on our own skills, many of usfreeze or flee. Why?

In this episode of the CommunicationPsychology podcast, I explore the surprising psychological reasons behindour resistance to improving our communication. From fear of being “found out”to unconscious identity threats, we dig into why even high-performingprofessionals avoid this kind of self-work.

💡Based on leading research in psychology and communicationcoaching
🎧 Listen in — and maybe challenge your own “immunity tochange”

#communication #psychology #feedback#leadership #growthmindset #podcast

Recommended reading:

Dunning, D., Heath, C., & Suls,J. M. (2004). Flawed self-assessment: Implications for health, education,and the workplace. Psychological Science in the Public Interest, 5(3),69–106. https://doi.org/10.1111/j.1529-1006.2004.00018.x

Gregory, J. B., & Levy, P. E.(2011). It's not me, it's you: A multilevel examination of variables thatimpact employee coaching relationships. Consulting Psychology Journal:Practice and Research, 63(2), 67–88. https://doi.org/10.1037/a0024152

Kegan, R., & Lahey, L. L.(2009). Immunity to change: How to overcome it and unlock the potential inyourself and your organization. Harvard Business Press.

London, M. (2003). Job feedback:Giving, seeking, and using feedback for performance improvement (2nd ed.).Lawrence Erlbaum Associates.

Sedikides, C., & Strube, M. J.(1997). Self-evaluation: To thine own self be good, to thine own self besure, to thine own self be true, and to thine own self be better. Advancesin Experimental Social Psychology, 29, 209–269. https://doi.org/10.1016/S0065-2601(08)60018-0

Most people think self-confidence means always being in control, nevershowing weakness, always looking sharp. But psychology says otherwise.

In this episode, I explore two radicallydifferent forms of self-confidence:

· Type 1:The polished, flawless image we project.

· Type 2:The quiet strength to admit mistakes, ask questions, and show our human side.

Which one builds better relationships, trust,and long-term impact—especially in leadership and communication?

Let’s rethink what it really means to be confident.

#leadership #selfconfidence #communication#psychology #authenticity #podcast

Recommended reading:

Kernis, M. H. (2003). Toward aconceptualization of optimal self-esteem. Psychological Inquiry, 14(1),1–26. https://doi.org/10.1207/S15327965PLI1401_01

Owens, B. P.,& Hekman, D. R. (2012). Modeling howto grow: An inductive examination of humble leader behaviors, contingencies,and outcomes. Academy of Management Journal, 55(4), 787–818.https://doi.org/10.5465/amj.2010.0441

Tired of random language tips thatdon’t work? In this episode, we explore what science really says abouteffective language learning. From input and interaction to noticing andmemory—learn how to tailor your approach based on proven psychological and linguistictheories.

Whether you're a beginner oradvanced learner, this episode is packed with insights to help you learnsmarter.

Listen now and upgrade your languagegame!

Recommended reading

Ellis, N. C. (2006). Selective attention and transfer phenomena in SLA:Contingency, cue competition, salience, interference, overshadowing, blocking,and perceptual learning. Applied Linguistics, 27(2), 164–194.https://doi.org/10.1093/applin/aml015

Krashen, S. D. (1982). Principles and practice in second language acquisition.Pergamon Press.

Mackey, A., & Goo, J. (2007). Interaction research in SLA: Ameta‐analysis and research synthesis. In Z. Han (Ed.), Understanding secondlanguage process (pp. 165–180).

Saito, K., & Lyster, R. (2012). Effects of form-focused instruction andcorrective feedback on L2 pronunciation development: A meta-analysis. LanguageLearning, 62(2), 909–933. https://doi.org/10.1111/j.1467-9922.2012.00695.

Swain, M. (2005). The output hypothesis: Theory and research. In E. Hinkel(Ed.), Handbook of research in second language teaching and learning(pp. 471–483). Lawrence Erlbaum.

Are we thinking more freely—or justmore alike?

In this episode, I explore how remotework, virtual meetings, and even AI tools may quietly shapethe way we think and who we engage with.

As our communication becomes moredigital and more filtered, are we losing the casual, diverse encounters thatonce challenged our ideas and expanded our minds?

Backed by research from NatureHuman Behaviour, PNAS, and the Quarterly Journal of Economics,we dive into:

If you're a leader, consultant,psychologist, or simply curious about how modern work shapes modern minds—thisone's for you.

Let’s talk: Have you noticeda change in how diverse your conversations have become since working moreonline?

#Podcast #RemoteWork#OrganizationalPsychology #DigitalCommunication #EchoChamber#IdeologicalBubbles #Leadership #HomeOffice #CognitiveDiversity #FutureOfWork

Recommended reading:

Bail, C. A., Argyle, L. P., Brown, T. W., Bumpus, J. P., Chen, H., Hunzaker,M. F., Lee, J., Mann, M., Merhout, F., & Volfovsky, A. (2018). Exposure toopposing views on social media can increase political polarization. Proceedings of the National Academy of Sciences,115(37), 9216–9221. https://doi.org/10.1073/pnas.1804840115

Bloom, N., Liang, J., Roberts, J., & Ying,Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1),165–218. https://doi.org/10.1093/qje/qjw032

Gentzkow, M., & Shapiro, J. M. (2011).Ideological segregation online and offline. TheQuarterly Journal of Economics, 126(4), 1799–1839. https://doi.org/10.1093/qje/qjr044

Pariser, E. (2011). The filter bubble: What the Internet is hiding from you. Penguin Press.

Yang,L., Jaffe, S., Galinsky, A., Suri, S., & Hecht, B. (2021). Theeffects of remote work on collaboration among information workers. Nature Human Behaviour, 6(1), 43–54. https://doi.org/10.1038/s41562-021-01196-4

Spoiler: It is not about creating “safe spaces” or about becoming more polite.

How well are we equipped to navigate through conflict and workwith “difficult” people? What are some first steps you can do?

We have an excellent culture in our company; we almost never have conflicts. Or: we know who our best communicators are – by their results. So, why invest time to measure that which we already know?