The seminar "Make the Most of a Difficult Situation: MORE Solutions to Get You Through" will discuss tactics and techniques for surviving difficult work situations. Attendees are encouraged to bring their own challenging work situations to seek solutions. The seminar will be facilitated by Jill Hurst-Wahl, an associate professor and director of the library and information science program at Syracuse University. She is also co-author of the book "The Information and Knowledge Professional's Career Handbook." The seminar will provide advice on navigating difficult coworkers, projects, physical workspaces, and more through brainstorming solutions and strategies for dealing with negatives while maintaining productivity and relationships.
A snapshot of your preferences
A Zip Code, not your home address
Tool to help understand your strengths and limitations
Tool to help build relationships
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
A snapshot of your preferences
A Zip Code, not your home address
Tool to help understand your strengths and limitations
Tool to help build relationships
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Whether you’re struggling with a micromanager, or whether you want to stop being one, this session is for you! The first part of the workshop will explore the triggers of micromanaging behaviours. Then, within your groups, you’ll discuss your experiences from both ends of the spectrum. In the second part of the workshop, we’ll discuss some practical tactics and coping strategies – including nonviolent communication and principled negotiation. Then, back in your groups, you’ll practice some of these strategies with each other. At the end, each group will feed back their learning and the one thing they’re planning to change when they go back to the office. This will be a highly interactive workshop based around a loose theoretical framework, and attendees will need to be ready to share their experiences to get the most out of it. Those interested in doing some research beforehand can read Marshall Rosenberg’s “Nonviolent Communication” and/or Roger Fisher and William L. Ury’s “Getting to Yes”.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
What are characteristics of good leaders? How to build a new team and how to learn from positive examples? This presentation was part of the Hubert Humphrey Seminar Class at Walter Cronkite Scholl of Journalism and Mass Communication
Think of your DISC profile as a set of descriptors letting you know what “tools” you have in your tool belt.
Your default LEADERSHIP DIMENSION shows you which “tools” you reach for most often.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
The National Society of Leadership and Success shares tips for communicating with different personality types, based on the DISC guide from William Marston.
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Speaking up is hard to do.
You see something ethically questionable. Notice someone not being included. Run up against offensive speech. Disagree with an opinion that’s all too quickly become consensus. Want to add a different idea to the decision-making process.
While we’d all like to think that if we saw something, we’d say something in these situations, we are strikingly bad at anticipating how we’ll feel in future circumstances and, for a whole host of cognitive reasons, it can be incredibly difficult to speak up in the moment. In fact, research suggests that most people tend to not act, and then rationalize their inaction.
Whether you’re struggling with a micromanager, or whether you want to stop being one, this session is for you! The first part of the workshop will explore the triggers of micromanaging behaviours. Then, within your groups, you’ll discuss your experiences from both ends of the spectrum. In the second part of the workshop, we’ll discuss some practical tactics and coping strategies – including nonviolent communication and principled negotiation. Then, back in your groups, you’ll practice some of these strategies with each other. At the end, each group will feed back their learning and the one thing they’re planning to change when they go back to the office. This will be a highly interactive workshop based around a loose theoretical framework, and attendees will need to be ready to share their experiences to get the most out of it. Those interested in doing some research beforehand can read Marshall Rosenberg’s “Nonviolent Communication” and/or Roger Fisher and William L. Ury’s “Getting to Yes”.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
What are characteristics of good leaders? How to build a new team and how to learn from positive examples? This presentation was part of the Hubert Humphrey Seminar Class at Walter Cronkite Scholl of Journalism and Mass Communication
Think of your DISC profile as a set of descriptors letting you know what “tools” you have in your tool belt.
Your default LEADERSHIP DIMENSION shows you which “tools” you reach for most often.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
The National Society of Leadership and Success shares tips for communicating with different personality types, based on the DISC guide from William Marston.
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Speaking up is hard to do.
You see something ethically questionable. Notice someone not being included. Run up against offensive speech. Disagree with an opinion that’s all too quickly become consensus. Want to add a different idea to the decision-making process.
While we’d all like to think that if we saw something, we’d say something in these situations, we are strikingly bad at anticipating how we’ll feel in future circumstances and, for a whole host of cognitive reasons, it can be incredibly difficult to speak up in the moment. In fact, research suggests that most people tend to not act, and then rationalize their inaction.
Inspiring Motivation. What does Roald Amundsen, Ernest Shackleton, Winston Churchill and Georgetown Cupcakes have in common? Sign me up for what is trending on Facebook: Motivating Your People takes through the theory of the practical business realm in which you reside. Thought Provoking questions are embedded in this powerpoint to engage readers. Questions or Comments: whozien@gmail.com
Authentic influencing is about creating results by going knowing and using your own values within the influencing framework. It is also about easy to use tools that can be used in any given influencing situation.
Perseverance and Career Success presented by Brian Patrick Jensen at HLAA Conference, June 2016, Washington DC. This presentation offers two models for perseverance and career success when faced with difficult life and workplace challenges:
1.) A "Diversity" model featuring job-specific "Fit for Duty" analysis and "Learn, Apply, Teach" implementation approach to workplace accommodations; and
2.) A "Perseverance" model to overcoming workplace challenges and prejudice and ultimately being better and more successful, despite adversity and obstacles.
Job candidates, employees and business leaders with hearing loss especially "get" this training. Human resource leaders, diversity officers, top executives and and workplace supervisors benefit a practical plan of action to employ diversity and workplace accommodation initiatives.
HLAA Participant feedback scores were consistently "exceptional" and positive.
An open source training module used to facilitate learning around building allyship and confronting bias in the workplace. Can be used with teams, managers and leaders within organizations.
How to Influence OthersPresented by Argu, Taylor, A.docxwellesleyterresa
How to Influence Others
Presented by: Argu, Taylor,
Ahmd, and Joshua
1
Good Morning Everyone!
My name Taylor and these are my colleagues Ahmd, Argu, and Josh… and today we’ll be presenting on How to Influence Others.
To give you a background on how we chose this topic, we started to imagine life after college, work, and although we
go to college to learn the basics of business, business is more than just knowing how to set up an income statement,
how to calculate the weighted average cost of capital, or understanding the current economic and political state of
The global economy… we need to know the skills of how to conduct business… which boils down to influence… how
our thoughts, ideas, and opinions are going to impact the people around us... our customers, coworkers, bosses, and
investors in the future.
Learning Objectives
Enhance one’s ability to influence using emotion, charisma, and vulnerability
Become more confident with using logic, emotion, and cooperative appeals
2
The learning objectives of this workshop include:
Gain understanding of the differences between influence and manipulation
Enhance one’s ability to influence through connection using emotion, charisma, and vulnerability
Acknowledge positive influencers in your life and how they have affected you as a person
Follow the Cialdini technique of pre-suasion through a step-by-step process
Make a connection between emotional intelligence and influence
Become more confident with using logic, emotion, and cooperative appeals
Practice the five simple steps to win people over instantly
So let’s jump right in and get started with Influence vs. Manipulation...
Influence v. Manipulation
3
I want to pose a question to the class… in your own words, what differentiates
influence from manipulation?
Could I get two volunteers to share their thoughts?
People often use influence and manipulation interchangeably as at the end of the
day, both words basically mean getting someone to do something you want them
to do. However, these two words have different connotations.
In our interviews and online questionnaire, we posed the question of “what is one thing you would like to find out more about influencing others?”
We received numerous responses such as, “Is the result of influencing more of a positive or negative aspect?”, “Do
people know if I’m manipulating them or influencing them?”, “How to be a positive influencer”, and “Knowing the tools
and methods available in order to positively influence another.”
Which is why we’re training on positive influence today, and clarifying the difference between manipulation
and influence first.
How to Enhance your Ability to Influence: this is my part
4
Connect with People Emotionally: this too
The ability to control the emotions of others helps in influencing them. The first step in achieving this is engaging others in conversation.
5
When a person can ...
Who Let the Dogs Outmanaging Conflict With Courage and Skil.docxphilipnelson29183
Who Let the Dogs Out?
managing Conflict With Courage and Skill
Pettrcy, /f;V, MS
„ he ability to communicate effectively is an essen-
tial skill for every job setting. Many nurses enter the joh
market because they are unhappy or frustrated in their
current work environment, often because of unresolved
conflict. In healthcare, people work closely together and
rely on their colleagues imd other team members when
caring for patients and their families. These team mem-
bers come from vaiying backgrounds and cultures, and
hold diverse values. This diversity, in addition to the
innate stress and urgency in most acute care hospital
settings, makes conflict a common occurrence. If a
group does not resolve conflict effectively over time, a
toxic and negative work environment is created.
Effective communication skills will greatly enhance
nurses' ability to influence their environment. The
American Association of Critical-Care Nurses (AACN)
li'adership Development Workgroup identified conflict
management as 1 of 4 key leadership or "influencing
skills."' Conflict management is a process of working
through opposing views to reach a common goal.
Key Components and Sti-ategies
Controlling ILmotional Responses
Controlling emotional responses is the first com-
ponent of conflict resolution. Recognizing your per-
sonal bias is essential in being ahle to hear other
perspectives on an issue. In conflict situations, we
may react almost immediately with anger or hurt, and
not be clear regarding the underlying reason behind
this reaction. Our instinctive response is either
"fight." which may be exhibited as sarcasm or anger,
or "flighl," exliibited as avoidance or silent treatment.
[hese options can be expressed as "silence or vio-
lence." It is important to reflect on your emotions
and to identify the "story" that is behind them.
Lisa Pettrey is the director of Heart, Vascular and
Critical Care Services in Columbus, Ohio.
Increased self-awareness is key to identifying the
story that is creating your emotional response.
Although it is difficult (or seemingly impossible) to
take time to reflect on these issues during a busy day
on a nursing unit, the more awareness you haye of
your values, preferences, and "hot buttons," the easier
this is to accomplish. Several resources such as person-
ality inventories (DiSC tool, Myers-Briggs personality
type indicators) are listed in the "Tor More Infor-
mation" box on page 24. These tools can provide
greater insight into your personal style and preferences.
With greater self-awareness, your abilit\' to regulate
or control your emotions improves because you know
more about what underlies your emotional response.
Self-regulation is 1 of the 5 components of emotional
intelligence; it is defined as the ability lo control or redi-
rect disniptive impulses and moods, and the propensity
to suspend judgment, to think before acting.' Even a
few moments of restraint before reacting in haste can
greatly improve your ability' to.
Similar to SLA Career Connection Seminar: Make the Most of a Difficult Situation: MORE Solutions to Get You Through (20)
Assessment, Your Library, and Your CollectionsJill Hurst-Wahl
Expanding on Ranganathan’s five laws, we know that libraries are for use and that every library has its community (users). In order to ensure that a library is meeting the needs of its users, the library must be able to assess its services, including its collections, and understand how those are meeting the requirements of its community. This webinar will investigate the assessment activities that a library can utilize to determine the needs of its community, as well as those assessments which can help a library assure that a service is meeting its community’s desires. Specific assessments, which can be completed in any type of environment, will be discussed and examples given.
Most of us have heard the phrase “plan your work and work your plan,” often in a moment of despair when we wonder what to do next. The conundrum of what to do next is due to fuzzy goals. This working session will begin information on goal setting, which is that upfront work needed before you plan. There will then be time/structure for participants to develop their goals (personal or organizational) and the outcomes that go with them. In other words, what do you want or need to achieve, and how will others (i.e., your boss) know that you have achieved them? What (broad or specific) steps do you need to consider, in order to get from start to finish?
Most of us have heard the phrase “plan your work and work your plan,” often in a moment of despair when we wonder what to do next. The conundrum of what to do next is due to fuzzy goals. This working session will begin information on goal setting, which is that upfront work needed before you plan. There will then be time/structure for participants to develop their goals (personal or organizational) and the outcomes that go with them. In other words, what do you want or need to achieve, and how will others (i.e., your boss) know that you have achieved them? What (broad or specific) steps do you need to consider, in order to get from start to finish?
We brainstorm all the time, but do we do it correctly or well? The answer is, “No.” There are techniques and rules to help us get the most of out the brainstorming that we do. This session begins with a review of seven rules that will instantly improve your brainstorming effort. The speaker will share several brainstorming techniques, including mind-storming, the long list, and brand-storming. Participants then use these techniques to brainstorm new innovative services, technology uses, and training tactics for their libraries.
At the December meeting of the Manufacturers Association of Central New York, I talked about four trends in competitive intelligence that are new/continuing. This is the handout which I gave to the participants.
Creating Out-of-the-Box Thinking for Staff & Patron TrainingJill Hurst-Wahl
Most technology training has not changed in 30 years, yet our technology and attention span has. Technology training needs to be scalable, impactful, and easy to implement. With those criteria, what methods could we be using to train staff and patrons? What training methods/ideas should we be exploring? This session will begin with a look backwards at technology training, and then discuss how we might generate ideas around effective training of staff and patrons. The session will end with time engaged in forming new ideas on how teach people about tech tools.
On Oct. 2, 2014, I spoke to a group of library and information science graduate students at Syracuse University about attending conferences and encouraging them to do so. This is the handout that I used.
This 2014 Computers in Libraries Conference session begins by looking at several brainstorming techniques, including role-storming, opposites, the long list, and brand-storming. Participants use these techniques to brainstorm new innovative services, technology uses, and training tactics for their libraries. The results of the brainstorms will be documented and posted online for the larger CIL community.
WISE Workshop: Designing Online Courses for Diverse Communities of LearnersJill Hurst-Wahl
This is one of several presentations given at the Web-based Information Science Education (WISE) Workshop during the ALISE Annual Conference (Jan. 21, 2014).
Workshop description: "As LIS programs become more entrepreneurial, reaching more diverse groups of learners, LIS educators are challenged to design their courses for diverse communities. There are many possible dimensions of diversity—different learner work contexts with different value structures (e.g., library vs. business), different cultural contexts when courses have a global reach, differences in learner demographics (age, gender, ethnicity), and differences in technology use outside of class, including social media. How does online course design take into account this diversity? This panel of experienced online educators will provide examples of how they have worked to address diverse communities of learners in their course designs and encourage interaction with members of the audience."
These are the tweets generated before, during and after the Computers in Libraries sunrise session on Innovation. Attendees participated in a brainstorming session and some of them tweeted their ideas.
Depending on the type of library in which you work, you may assume that someone is "digitally literate." Yet what do we mean by those words and how do we know if the person meets our definition? What can we do in our libraries to increase the information and digital literacy of our
Make the Most of a Difficult Situation: Solutions to Get You ThroughJill Hurst-Wahl
Every person experiences a difficult work situation at least once. A rough project, a harsh boss, an unfriendly work environment or even an unpleasant physical space can threaten productivity, working relationships, and the ability to succeed. We might ignore the situation, become combative, flee, or even feel that it is our fault. This session will cover tactics for surviving – and perhaps thriving in – a challenging situation. There will be time for questions so that participants can get advice about situations they have seen or encountered.”
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
SLA Career Connection Seminar: Make the Most of a Difficult Situation: MORE Solutions to Get You Through
1. SLA Career Connection Seminar:
Make the Most of a Difficult Situation: MORE Solutions to Get You Through
June 8, 2014
Description: We’ve all experienced a difficult work situation at least once (perhaps twice). While we believe that we
control our own destiny, the truth is that a rough project, an abusive boss, a clash with a colleague or even an unpleasant
physical space can alter that belief as well as threaten productivity, working relationships, and the ability to succeed and
thrive. In this popular session, we will discuss tactics and techniques, brainstorm solutions, and provide advice for
surviving difficult work situations. You are encouraged to bring your questions and situations, and seek solutions.
Facilitator: Jill Hurst-Wahl is an associate professor of practice in Syracuse University’s School of Information Studies
and the director of its library and information science program, including school media specialization. She is the co-
author of The Information and Knowledge Professional's Career Handbook: Define and Create Your Success (2011),
which she wrote with Ulla de Stricker.
A difficult situation is one:
that you do not like
that you do not know how to handle
where you do not think you have any options
that is a surprise
full of negatives
that makes you feel trapped
Four rules for navigating (corporate) cultures (Career Handbook, pp. 124-126)
You control your own world.
Find the person who will say ‘yes’.
Be (gently) self-deprecating.
Be on the same level as, and fully engaged with, the person in the conversation
Tips for handling a difficult situation [not in order]: (Hat tip to Career Handbook, chapters 8 & 11)
Research the situation and learn as much about it as possible.
Examine your assumptions about it.
Assess the external environment and its impact on the situation and/or possible solutions.
Brainstorm possible solutions. (Consider even the wild solutions.)
Build support around you.
Pull together a team to advise you.
Find a mentor inside or outside of your organization.
Find an advocate.
Have a confidant.
Pull together with your officemates to work through the situation.
Learn how to listen to what is said and not said.
Talk one-on-one with the person causing you angst.
If is harassment, involve human resources or the personnel department.
Keep yourself physically and emotionally safe.
Evaluate whether you should fight or flee.
If you need to leave the environment, have a strategy. Examine your options and finances.
Remember the positives.
Trust your gut.
Our situations…: