Solving Common Dialogue Problems

Dialogue is an essential component of a story. Through dialogue, we learn about characters’ personalities, we see characters react to events, and we understand the relationships they have with each other. Dialogue allows the reader to visualize scenes. Authors use dialogue to follow the adage “show, don’t tell” what happens.

When we help authors edit manuscripts, we frequently have to solve three common problems with dialogue:

confusion,
stasis, and
displacement.

We use these terms to categorize the three strategies we use to improve dialogue. To help understand these common dialogue problems, let’s look at an example of poor dialogue, study how it illustrates these problems, and then find solutions.

John and Tom walked into the restaurant and sat down.
“Do you know what you want?”
“Not really. I’m hungry enough to eat a horse.”
“You’re in luck. Horse meat is on the menu.”
“You’re kidding, right?”
“Nope. Look at the back page under ‘Chef’s Specials.’ ”
“Holy cow! You’re right. That’s gross.”
“Not really. It’s pretty good, actually.”
“There’s no way I w
ould eat horse meat.”
“You already have.” “Huh?”
“Remember those burgers we ate when I had you for a cookout last month?”
“Please don’t tell me that was horse meat.”
“Ok, I won’t. But you sure enjoyed them.”
“I think I’m going to be sick.”
“Oh, don’t be such a snob. I thought you liked Chinese food.”
“I do, but what’s that got to do with anything?”
“Well, the Chinese eat over a million and a half horses each year.”
“Maybe Mexican food would be better.”
“Same problem. They eat six hundred thousand each year.”
“That’s it. I’m going home for Italian cuisine. No, don’t tell me!”

Obviously, this is a back and forth exchange between two characters, John and Tom. They each talk in turn. In this sample, the reader will learn about each character’s prejudices and the nature of their relationship. In that regard, the dialogue is fine. However, it suffers from confusion, stasis, and displacement.

1. Confusion Problems in Dialogue

Problem: Who is talking? In the sample, which character likes horsemeat and which one is grossed out? You don’t know because the author didn’t tell you. In many dialogues where we see this problem, the author will indicate who is speaking first, or, at a minimum, give the reader a clue. Following that first indication, however, the author leaves the reader to figure out who is speaking, leaving the reader confused.

In this sample, we could indicate that the first speaker is John.

“Do you know what you want?” asked John.

Then, because this is a back and forth exchange, we could figure out who is saying what. After a number of exchanges, though, the reader may lose track and have to study the dialogue carefully, naming the character for each statement: This is John, this is Tom, this is John, this is Tom, etc. Basically, the reader is doing the work the writer should have done.

When you confuse your reader this way, you make the reader work too hard to understand the dialogue. You force the reader to pay attention to the writing, which means the reader is not engaged in the story. Fortunately, this problem has a simple solution.

Solution: Label the speakers. Tell the reader who is speaking. You don’t need to label every line, every few lines is sufficient for the reader to keep track. Also, if you want the reader to focus mainly on one character, only label that character’s speech. Generally, we recommend labeling both, or all, speakers. Following this advice, the sample exchange might include this.

“Please don’t tell me that was horse meat” said Tom.
“Ok, I won’t. But you sure enjoyed them.”
“I think I’m going to be sick.”
“Oh, don’t be such a snob,” said John. “I thought you liked Chinese food.”
“I do, but what’s that got to do with anything?” Tom asked.

Now the reader knows who is speaking. Problem solved.

2. Stasis Problems with Dialogue

Problem: What are the characters doing? “Stasis” means “the state of being motionless.” When people talk, they also act. They move, look, gesture, and inflect. What they don’t do is keep completely still.

To help the reader visualize the scene, the author lets the characters move. These movements are important. Movement shows how they feel about what they hear or say. This shows the reader important information about characters’ feelings and personalities. Movement also helps to clarify who is speaking, which helps with confusion problems. Most importantly, movement during dialogue makes the scene more realistic and engaging to the reader. Look at this pair of sentences.

“Do you know what you want?”
John looked up from his menu and asked, “Do you know what you want?”

The second sentence not only tells us who is speaking (confusion problem) but also shows the reader what John is doing while speaking (stasis problem).

Solution: Include necessary actions. To add realistic, and necessary, movement to dialogue, the author needs to imagine the scene in his or her mind, and then describe what occurs. The challenge for the writer is to determine which actions are necessary to understanding the scene, the characters, or the meaning of the dialogue. For example, the author of this sample could have written the following.

“You already have.”
Tom leaned forward, mouth agape. “Huh?”
“Remember those burgers we ate when I had you for a cookout last month?”
“Please,” Tom said, “don’t tell me that was horse meat.” He put his hands over his ears and scrunched up his face.
“Ok, I won’t,” John said and smiled broadly. “But you sure enjoyed them.”
“I think I’m going to be sick.”

Now the reader knows what the characters are doing. Problem solved.

3. Displacement Problems in Dialogue

Problem: Where is the dialogue occurring? Events happen somewhere. Dialogue occurs in a place, not in a void. It has an environment. The environment includes sights, sounds, smells, and other people. The environment also includes thoughts and memories. Basically, anything that affects the characters’ words and actions are part of the environment. Displaced dialogue, meaning dialogue that occurs in a void, won’t engage the reader, won’t help the reader to visualize the scene, and won’t provide a context for the characters’ actions.

Let’s study one line from the sample and ask questions about the environment.

“Holy cow! You’re right. That’s gross.”
Tom is upset about the fact that the restaurant serves horse meat. That’s pretty obvious from his words. Now, if the restaurant serves it, are the other patrons eating it? Can he detect an unusual smell in the air? If the kitchen door swings open, can he see a horse carcass hanging against the wall? Does Tom know anything about cultures where horse meat is eaten? What are his feelings about horses? This one line is crucial to the rest of the exchange, so let’s put it in place.

Solution: Provide an environment. The author needs to show the environment for the dialogue, i.e., to put the dialogue in a place. When we imagine the scene mentally, we can identify parts of the environment that help the reader to understand the character’s actions and reactions. Think about both the external and internal environment. The external environment includes what occurs around the speakers. The internal environment includes what occurs in the speakers’ minds. This will also help solve confusion and stasis problems. When we put the sample dialogue in place, we get this.

“Holy cow! You’re right.” Tom swept his eyes across the tables in the restaurant. Was anyone actually eating horse? “That’s gross.”
“Not really,” John said and set down his menu. “It’s pretty good, actually.”
The waitress came to take their order. John noted Tom’s discomfort and told her that they would probably need a few more minutes.
Tom leaned in and whispered, “There’s no way I would eat horse meat.”
“You already have.”
“Huh?”
“Remember those burgers we ate when I had you for a cookout last month?”
“Please,” Tom said, “don’t tell me that was horse meat.” He put his hands over his ears and scrunched up his face. He remembered eating two—and enjoying them.

Now the reader knows the environment for the dialogue. Problem solved.

Conclusion

By solving these three problems with writing dialogue—confusion, stasis, and displacement—an author can create dialogue that is important, that interests the reader, and that seems realistic. Take a look at Hemingway’s writing. Earnest Hemingway is known for his minimalist approach to writing, yet he, too, addresses these issues. And few readers would argue against the quality of his writing. Now examine your own writing and ask yourself these questions:

Will the reader know who is speaking?
Are the characters acting in a realistic manner?
Does the dialogue occur in an environment?

We ask these questions when working with clients, and we either advise the authors to revise their manuscripts or we do it ourselves, depending on the level of service. In either case, the result is great dialogue.

David Bowman is the Owner and Chief Editor of Precise Edit, a comprehensive editing, proofreading, and document analysis service for authors, students, and businesses. Precise Edit also offers a variety of other services, such as translation, transcription, and website development.

Solving Corrective Action

This article introduces the problem solving model as a technique for managing performance issues that are more controversial, or that are not effectively addressed through coaching or feedback. Issues such as tardiness, being out of uniform, continual poor performance, and others are best handled by a direct, objective approach. By following the Problem Solving Dialogue Model taught in this article, you can feel confident in addressing these thorny issues with employees.

Problem solving sounds so simple. However, we know it is not as simple as it seems. Employees do not behave as we hope they would. Problem solving conversations are the ones we all tend to  or want to  avoid. Why Because we fear  or are concerned about  how the employees may react. In a minute we will find ways to overcome these challenging situations.

What you must remember is that it is important NOT to avoid these conversations as a result of feeling uncomfortable about having them. If you were the coach of a baseball team, you would want your players to give it their all. What they should be able to expect of you in return, is that other players on the team are performing as they need to. Why should the shortstop play his heart out if you let the pitcher or first baseman not play at the same level

Key Points

Guiding questions are a significant tool when in a problem solving dialogue. Regardless of the emotional response of the employee, we must always focus on the problem behavior not the problem employee. It is not personal.

Two key things to keep in mind are

Always treat the employee with professionalism, dignity, and respect.

You are responsible for the performance of your entire team. If you let
the lack of performance of any one person go unaddressed because you are uncomfortable dealing with it, you are being unfair to everyone else on the team. As a result, you would not be fulfilling your job responsibilities as a team leader. It is your responsibility to address any individual issues that are affecting the teams performance or morale.

The Problem Solving Model

It is valuable to allow the employee to solve as much of the problem as possible. The more employees can solve their own problems, the more likely they are to carry through with the solution, AND the more independent they become.
In problem solving, the chances are fairly likely that the person will not be able to solve the problem without help from you. It is important that you recognize the performance problem and the reasons for the problem.

It is also important that you plan solutions to the problems resolution before you meet with the individual. If the employee engages in inappropriate problem solving  blaming, excusing, defending, looking to others for the solution  you need to be able to redirect the problem solving to a more productive vein. You may find that you have to TELL the employee what the acceptable solution is. Thoughtful planning and practice increase the chance of success as you manage performance.

Open the conversation clarify the purpose of the conversation. It is important to focus the problem solving conversation early. It you want to discuss other things, save them for another conversation. Mixing other topics into a problem solving corrective action conversation diffuses the impact of the conversation and reduces the likelihood of performance change.

Be up front and specific. I want to discuss the missed deadline.I want to talk about your production numbers. At the same time, express your confidence that we together can resolve this problem.

Clarify the problem. This is where you clearly define the problem. Use specific outcomes or observable behaviors. Avoid absolutes, generalizations, hearsay, or opinions. Be specific. Instead of saying, you are always late, say, you were at least 10 minutes late three times last week.

Further clarify the problem by identifying the impact of the persons behavior on

a) The group i.e others have to cover for you when you are not on time.

b) The department or team i.e., our coverage numbers suffer

c) You i.e., I have to take time to conduct meetings like this when I could be coaching or doing other management activities.

d) The employee i.e., Your chances for growth or even continued employment may be jeopardized.

3. Make sure that you ask if the person understands the problem and the impact of the problem. Look for a verbal or non-verbal agreement. Getting agreement that there is a problem and that the problem has significant impact is half the battle

4. Create solutions that are acceptable to you. It is better to ask for involvement and ideas from the employee at this stage since doing so increases the likelihood that they will implement the solution. However, the solution must meet YOUR requirements and standards You may also find that the employee is not willing or able to come up with solutions. For these reasons, it is important that you have several solutions in mind before the meeting.

Solutions must include

a) Specific steps: what will the employee do to correct or alleviate the problem.

b) Timeframe corrective action discussions need to include some type of timeframe to mark the successful end of this intervention. Okay, lets start this tomorrow and try this for 30 days.

c) Consequences: consequences must be clear and appropriate. Moreover, consequences must be present or behavior will very likely not change. If you are late again within the next 30 days, I will need to issue a written warning which may lead to termination.

d) Follow up date and expectations set a specific date and time to meet to review the progress and either act on the appropriate consequences or celebrate success.

5. As you and the employee are creating acceptable solutions, you will want to direct the conversation. If the employee is generating acceptable solutions, you will want to support and build on those ideas. If the employee is exhibiting inappropriate problem solving by blaming others, coming up with excuses, accusing you of being unfair, etc., defer or redirect the conversation by saying, I would like to talk about that more later right now, I  like to stay focused on what you can do. In some cases, you will simply have to tell the employee what you think the best solution is. Again, be prepared

6. At the conclusion of the meeting, summarize the solution and express confidence in the employee to implement the solution. Then document the meeting and follow up accordingly.

Did you find this article useful? For more useful tips and hints, points to ponder and keep in mind, techniques, and insights pertaining to credit card, do please browse for more information at our websites.
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6 Keys to Solving Any Challenge With Out-of-the-box Thinking

As my friends and I hovered in the lobby of the Gaylord Opryland Hotel, the reality was sinking in that American Airlines had cancelled all of our flights and we were stuck in Nashville for one more day. As we mentally reviewed the checklist in our heads of all the rescheduling, rebooking and inconveniences we now had to deal with, none of us where very happy.

Our small group of strandees began to share our next steps when something happened that I’ll never forget. One of us got outside of the box and created a new reality. My friend and mentor Alexandria Brown blew up the paradigm the rest of us were playing in and hired a private leer jet to take us home.

It is at the very moment that you feel hopeless, stuck and frustrated that out-of-the-box thinking can trigger a whole new dimension of reality. You see, the problem is that most of us try to solve problems with the same level of thinking it was created in. We can only access ideas, thoughts and possibilities that we currently live in because, well, quite frankly, that’s our current reality!

Take my client Janice for example. Janice has desperately been trying to get a consistent high 6 figure revenue stream for two years but somehow she continues to hover around the $100k level. She spends all her time focused on getting the next client in the door or serving the client she has, rather than creating automated marketing lead sources and building leverage strategies that would allow her to focus on her bigger fish.

So what is the trick to engaging “out-of-the-box” problem solving when you need it most? Here are a few tips to help you get started:

1. Access a Role Model. Think of someone who plays at another level of success and ask yourself, “What would XX do?” For instance, “What would Richard Branson do?” Even if you don’t have the financial resources that your role model does, it can still trigger a whole new level of ideas.

2. Do the Opposite. Sometimes it pays to challenge yourself and say, “What is the opposite of what I would normally do?” If you normally get frustrated, run to the airport and demand the next flight out (which for me creates a ton of stress) then maybe the opposite would be to book a night in a fancy hotel and go to the spa (much more appealing to me).

3. Change Careers. Not in reality but in your thinking. If you are a coach or consultant what if you pretend you are a famous actress? Or if you are a dentist or doctor pretend you are a public speaker. What kind of options surface when you try on a different “hat?”

4. Review your List of Life Goals. Is there anything you’ve always wanted to do that if you stretched into right now might help you solve the problem? For instance, Ali had always wanted to fly on a private jet so she figured if not now, when!

5. What If-I-Die-Tomorrow. Another way to look at it is, “What would I do if I knew I was going to die tomorrow?” You never know what life has in store so if you always play full out, what would you do differently today?

6. Access Your Millionaire Thinking. Another twist on getting outside of your box is to ask yourself, “If I was already a millionaire/billionaire, what would I do to solve this problem.” When we solve the problem in our current state of income, we tend to limit our options. Be willing to “act as if” you are already there and access new, unlimited resources.

If you truly want to play at a higher level then it’s time to blow up the box you are playing in. For instance, my client Janice decided to start doing the opposite. As someone who tends to be very analytical and risk-adverse, she decided to be more creative and a bigger risk taker. Within a few short weeks she realized it was time to build up a team that could help her implement more automated marketing systems. The clients began to roll in and she could focus on her personal magic.

It’s time for you to start playing outside of your box – which of these keys will you use?

Melanie Benson Strick, Million Dollar Lifestyle Business Coach & Virtual Team Building Expert, teaches business marketing strategy, business ideas and entrepreneurs how to stop feeling overwhelmed so they can create more money, freedom and prestige.


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Solving Relationship Problems

There is nothing more rewarding that being involved in a loving relationship. Life is made complete by sharing time with someone who offers and accepts support, enthusiasm and pleasure, whether a platonic friend, a family member or an intimate partner. It’s a feeling that we hope will last until the end of time. Loving someone is easy, but it takes care and effort to make the feeling last.

Life’s greatest joy can lead to great sadness and distress if one or both partners fail to address the basic elements of a good relationship. While relationship problems can be extremely stressful, they do not necessarily lead to ultimate failure. If both parties are willing, there is always the chance to fix the problem and revive the relationship.

When problems arise, it does take a little extra effort to keep your relationship intact. Many couples take things for granted, hoping and assuming that their problems will fix themselves or simply disappear. These couples will ride the wave, then reconcile without stopping to examine the cause of the problem or consider solutions to the problem.

This sense of indifference can create an unnecessary series of problems for many. In reality, many relationship dilemmas can be solved rather easily through caring discussion. Others difficulties can require the help of a counselor or mediator. Couples often find that professional guidance helps them to recover their relationship, enable them to discover different ways to work out their problems, and resolve to keep the problem from reoccurring. It is essential that every couple deal immediately with their problems, to get back on the right path and begin improving the relationship. If you still hold feelings for your partner, find a way to relight the fading intimacy of love.

Relationships are a natural part of human existence, as are relationship problems. Few people, if any, have experienced a purely problem-free relationship. There are several basic causes to these partnership breakdowns.

Experiencing close intimacy can give us moral support and joy, but being too close, or being “smothered” by a partner, can create a source of grief, disappointment, jealousy or misery.

Another common cause of relationship stress is the natural fluctuation of attraction. Sometimes we anticipate seeing our partner and are overjoyed at spending time together. At other times, we are passive and not overly eager. Or we might not feel the need or desire to see a partner, wanting simply to be alone. The natural ebb and flow of these feelings can definitely strain the relationship, but little can be done to control it.

Relationships can also be negatively affected by outside influences, like work demands or financial stability. These are two of the greatest sources of relationship strain, but unfortunately they are necessary evils in life that we can’t do without. Our jobs, and our money, provide the basics of life. Man, and woman, cannot live on love alone.

Differing goals and opinions are also potential relationship killers. If what we expect from each other varies greatly from one partner to the next, relationship problems will most certainly surface.

There are many complex issues that can cause wear and tear in our relationships, but only a few tried and true ways to treat them. Good communication, effective problem solving, mutual support, patience, and the willingness to spend quality time together are steps to solving virtually any relationship problem. Practice these with your partner, and eventually you will find that you are growing together.

Patricia Johnson contributes articles to several web sites, on family advice and home living themes.