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CREATING A CULTURE 	

OF INNOVATION: 	

COMMUNICATION STRATEGIES FOR INNOVATORS
!
Presented by: Joe Brummer	

Community Me...
SAMUEL “JOE” BRUMMER
ASSOCIATE EXECUTIVE DIRECTOR
( 203)- 782-350 0!
J O E @ C M E D I AT I O N . O R G!
TWITTER: @CMEDIAT...
ELEMENTS OF INNOVATION
•Creativity	

•Resilience	

•Vulnerability	

•Value Creation	

•Teamwork	

•Play	

•Ideation	

•Col...
WHAT IS EMPATHY?
The ability to:	

1.) recognize and understand another’s
emotions without feeling those
emotions yourself...
HOW DOES EMPATHY WORK?
•Mirror
Neurons	

•Oxytocin
WHY EMPATHY?
Organizations that incorporate into their thinking, planning, and doing the
empathic connection that generate...
Elements of Workplace
Culture & Sub-Culture:
• Power/Control	

• Authority vs. Power	

• Transparency	

• Sense ofTrust	

...
TOXICVS. EMPATHIC	

WORKPLACE CULTURE
TOXIC WORKPLACE
Culture of busy-overwhelmed-pressure-never enough time-
EVERYTHING IS RUSH-RUSH
EMPATHIC WORKPLACE
Culture of rest-preparation-wellness-support-teamwork	

Work/life Balance/PLAY
TOXIC WORKPLACE
Culture of cliques-gossip-outcasts-bullying-polarization
EMPATHIC WORKPLACE
Culture of SHARED MISSION
TOXIC WORKPLACE
Culture of BLAME
EMPATHIC WORKPLACE
Culture of ACCOUNTABILITY
TOXIC WORKPLACE
Culture of Progressive Discipline
EMPATHIC WORKPLACE
Strength-based SUPPORT systems
TOXIC WORKPLACE
Rules/Policies are designed to control 	

people’s behavior
EMPATHIC WORKPLACE
Rules/policies are meant to set healthy 	

boundaries for success!
TOXIC WORKPLACE
Decisions are made behind closed doors 	

Topdown - Secrecy- Shame
EMPATHIC WORKPLACE
Transparency is the norm not the exception
TOXIC WORKPLACE
Acknowledgment is about punishment & rewards
EMPATHIC WORKPLACE
Acknowledgement is gratitude/celebrations
EMPATHY BASED CULTURE
•Wellness	

•Shared Identity/
Mission	

•Accountability	

•Strength Based
Support	

•Transparency/Op...
The Four-Step Model of NVC

Connection Fight, Flight, Freeze
O Make clear Observations Make evaluations
F true feelings Sh...
Needs Language:
Source:W. Glasser, PhD
CONNECTION:
“The energy that exists between people when they
feel seen, heard, and valued; when they can give and
receive ...
RELATIONSHIP-BASED
WORKPLACES
•Relationship to self 	

•Relationship to others	

•Relationship to the organization
WHY DOYOU DO IT?
THE FOUR D’S OF DISCONNECTION
•Diagnosing: Telling people “what” they are rather
than “what” we need.	

•Deserve Language:...
Words/Phrases that Disconnect:
Ought
Should
With all due respect…
BUT!
HOWEVER
Have to…
I am sorry to say...
MUST!!
I unde...
SAYING IT WITH NVC:
Honest expression Giving empathy
Observation When I see… Observation When you see …
Feeling I feel… Fe...
THREE MODES OF LISTENING: 1) FIX IT!
Approach Sounds like this…
Advising “I think you should …” “Why don’t you …”
One uppi...
Approach Sounds like this…
Competition
“You’re WRONG!” and “I am RIGHT” and even if I am not
“right” I am going to prove “...
Three Modes of Listening: 3) Empathy
Presence
Silent
Empathy
Understanding
Needs
Language
(OFNR)
SAYING IT WITH NVC:
Honest expression Giving empathy
Observation When I see… Observation When you see …
Feeling I feel… Fe...
The Four Choices to Responding
Fight or Flight/
External Control
Connection
Blame others Blame self Hear my needs
Connecti...
Expressing/Receiving
PRACTICING Gratitude
Steps Components
Observation What were the actions that contributed to our well ...
CONTACT:
joe@cmediation.org	

Office: (203) 782-2514	

www.community-mediation.org
Presentation: Creating a Culture of Innovation
Presentation: Creating a Culture of Innovation
Presentation: Creating a Culture of Innovation
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Presentation: Creating a Culture of Innovation

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IdeaScale hosted guest speaker Joe Brummer from Community Mediation, Inc. for a workshop addressing one of innovation’s most common challenges: creating a culture that is conducive to innovation and innovative ideas. Brummer introduces communication tactics that have been successfully applied in other IdeaScale innovation programs. View the webinar recording here: http://youtu.be/OzMt-WEYO9Y

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Presentation: Creating a Culture of Innovation

  1. 1. CREATING A CULTURE OF INNOVATION: COMMUNICATION STRATEGIES FOR INNOVATORS ! Presented by: Joe Brummer Community Mediation, Inc.
  2. 2. SAMUEL “JOE” BRUMMER ASSOCIATE EXECUTIVE DIRECTOR ( 203)- 782-350 0! J O E @ C M E D I AT I O N . O R G! TWITTER: @CMEDIATION
  3. 3. ELEMENTS OF INNOVATION •Creativity •Resilience •Vulnerability •Value Creation •Teamwork •Play •Ideation •Collaboration •Accepting Failure •EMPATHY
  4. 4. WHAT IS EMPATHY? The ability to: 1.) recognize and understand another’s emotions without feeling those emotions yourself (known Affective Empathy) ! 2.) the ability to take another’s perspective and see the world from their shoes (known asTheory of Mind or Cognitive Empathy)
  5. 5. HOW DOES EMPATHY WORK? •Mirror Neurons •Oxytocin
  6. 6. WHY EMPATHY? Organizations that incorporate into their thinking, planning, and doing the empathic connection that generates employee empowerment experience such far-reaching results as the following, cited in the Collins and Fisher research:  ◦ 45% lower costs ◦ 250% improvement in productivity ◦ 100% increase in revenues and profits ◦ 50% cut in accidents, absenteeism, and sickness ◦ 3.42 to 18.50 times increase in the general stock market value Source: Miyashiro, Jerry Colonna Marie R. (2011-10-01).The Empathy Factor:Your Competitive Advantage for Personal, Team, and Business Success (p. 29). Independent Publishers Group. Kindle Edition. 
  7. 7. Elements of Workplace Culture & Sub-Culture: • Power/Control • Authority vs. Power • Transparency • Sense ofTrust • Gender Differences/Roles • Diversity • Unwritten Rules • Stories/narratives • Organizational Habits • Traditions • Growth • Shared Reality • Mission • Teamwork • Policy/Procedures • Play/mandatory overtime • Engagement/Sense of Connection • Communication • Workplace Bullying • Roles and Relationships
  8. 8. TOXICVS. EMPATHIC WORKPLACE CULTURE
  9. 9. TOXIC WORKPLACE Culture of busy-overwhelmed-pressure-never enough time- EVERYTHING IS RUSH-RUSH
  10. 10. EMPATHIC WORKPLACE Culture of rest-preparation-wellness-support-teamwork Work/life Balance/PLAY
  11. 11. TOXIC WORKPLACE Culture of cliques-gossip-outcasts-bullying-polarization
  12. 12. EMPATHIC WORKPLACE Culture of SHARED MISSION
  13. 13. TOXIC WORKPLACE Culture of BLAME
  14. 14. EMPATHIC WORKPLACE Culture of ACCOUNTABILITY
  15. 15. TOXIC WORKPLACE Culture of Progressive Discipline
  16. 16. EMPATHIC WORKPLACE Strength-based SUPPORT systems
  17. 17. TOXIC WORKPLACE Rules/Policies are designed to control people’s behavior
  18. 18. EMPATHIC WORKPLACE Rules/policies are meant to set healthy boundaries for success!
  19. 19. TOXIC WORKPLACE Decisions are made behind closed doors Topdown - Secrecy- Shame
  20. 20. EMPATHIC WORKPLACE Transparency is the norm not the exception
  21. 21. TOXIC WORKPLACE Acknowledgment is about punishment & rewards
  22. 22. EMPATHIC WORKPLACE Acknowledgement is gratitude/celebrations
  23. 23. EMPATHY BASED CULTURE •Wellness •Shared Identity/ Mission •Accountability •Strength Based Support •Transparency/Open Communication •Rules/Policies •Gratitude
  24. 24. The Four-Step Model of NVC
 Connection Fight, Flight, Freeze O Make clear Observations Make evaluations F true feelings Share thoughts N Express universal needs Give strategies R Make actionable & present requests Make Demands
  25. 25. Needs Language: Source:W. Glasser, PhD
  26. 26. CONNECTION: “The energy that exists between people when they feel seen, heard, and valued; when they can give and receive without judgment; and when they derive sustenance and strength from the relationship.” ! ~ Brene Brown, PhD, L.M.S.W. The Gifts of Imperfection
  27. 27. RELATIONSHIP-BASED WORKPLACES •Relationship to self •Relationship to others •Relationship to the organization
  28. 28. WHY DOYOU DO IT?
  29. 29. THE FOUR D’S OF DISCONNECTION •Diagnosing: Telling people “what” they are rather than “what” we need. •Deserve Language: Who is right, wrong, good, bad and who deserves to be rewarded or punished. •Denying Choice/Responsibility: blaming others for our feelings, obscuring choice by saying,“I had to” or “You have to” – inducing guilt and/or shame. •Demanding: threatening, bribing, bullying –inducing fear of punishment or promise of reward.
  30. 30. Words/Phrases that Disconnect: Ought Should With all due respect… BUT! HOWEVER Have to… I am sorry to say... MUST!! I understand....
  31. 31. SAYING IT WITH NVC: Honest expression Giving empathy Observation When I see… Observation When you see … Feeling I feel… Feeling Are you feeling Need Because I need… Need Because you Request Would you be willing to… Request Would you like
  32. 32. THREE MODES OF LISTENING: 1) FIX IT! Approach Sounds like this… Advising “I think you should …” “Why don’t you …” One upping “That’s nothing; wait till you hear what happened to me!” Educating “You'll know better next time” - “What did you learn from that?” - “That’s not a feeling.” Consoling “It wasn’t your fault; you did the best you could.” - “Why would anyone do that to you?” Story telling “That reminds me of the time…” - “I know what you mean, it’s just like when …” Shutting down “Cheer up. Don’t feel so bad.” - “On the bright side, you still have …” Sympathizing “Oh, you poor thing…”“That’s horrible.” Interrogating “When did this happen?” “Who was it?” Explaining “I would have called but…” Correcting “That’s not how it happened.”“You mean last week."
  33. 33. Approach Sounds like this… Competition “You’re WRONG!” and “I am RIGHT” and even if I am not “right” I am going to prove “You are wrong” anyway… Revenge “You don’t know what you are talking about” “Does anyone have any intelligent questions” “I’ll teach you to question my authority” Silence to remain safe ***Crickets Chirping*** Three Modes of Listening: 2) Defense/Compete
  34. 34. Three Modes of Listening: 3) Empathy Presence Silent Empathy Understanding Needs Language (OFNR)
  35. 35. SAYING IT WITH NVC: Honest expression Giving empathy Observation When I see… Observation When you see … Feeling I feel… Feeling Are you feeling Need Because I need… Need Because you Request Would you be willing to… Request Would you like
  36. 36. The Four Choices to Responding Fight or Flight/ External Control Connection Blame others Blame self Hear my needs Connection with Other’s Needs Fight Flight Honesty Empathy Power over Power under Power with Power with
  37. 37. Expressing/Receiving PRACTICING Gratitude Steps Components Observation What were the actions that contributed to our well being? Feelings How did we feel about that? Needs What needs were met by the action?
  38. 38. CONTACT: joe@cmediation.org Office: (203) 782-2514 www.community-mediation.org
  • analuizaroque

    Sep. 12, 2014

IdeaScale hosted guest speaker Joe Brummer from Community Mediation, Inc. for a workshop addressing one of innovation’s most common challenges: creating a culture that is conducive to innovation and innovative ideas. Brummer introduces communication tactics that have been successfully applied in other IdeaScale innovation programs. View the webinar recording here: http://youtu.be/OzMt-WEYO9Y

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