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This document outlines a 5-step process for reflection: 1) Explain what happened without identifying details, 2) Explain how you felt at the time, 3) How you resolved those feelings, 4) Your objective understanding of the situation and potential improvements, 5) Make a plan of action with goals, strategies, and evaluation. The purpose of reflection is to learn from experiences by going through these steps to understand one's emotions, gain perspective, and plan improvements for the future.
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This presentation was for a workshop geared for individuals wanting to achieve their business and personal goals. They first explore themselves and then work on a personal mission statement. Sample Franklin Covey forms are added as a visual aid to get them thinking about a system that would work for them. Re-framing their perception was part of getting them on the right track.
Jump Start with Jody 5.10.15
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Adult Anger Management Presentation
This document outlines an anger management facilitator certification training program. The training will cover topics like anger assessment, self-awareness, communication skills, and emotional intelligence. Upon completion, participants will be able to recognize unhealthy behavior patterns, develop an understanding of anger and stress responses, and learn new coping skills to handle emotions. The curriculum uses tools like a control log workbook and contrasting wheels of behavior. It teaches skills in self-awareness, self-control, social awareness, and relationship management through psychoeducational exercises and role plays. The goal is to help individuals change unacceptable behavioral patterns by increasing their emotional intelligence.
NLP in Team Coaching
This document provides an overview of key concepts in Neuro-Linguistic Programming (NLP). It discusses the history and definition of NLP, focusing on how it uses language patterns and metaphors to communicate with the subconscious mind. Several core NLP concepts and techniques are then outlined, including the NLP communication model, different NLP frames, states, the meta model, perceptual positions, Disney's creative strategy, the TOTE model, and feedforward. The document aims to introduce readers to NLP and some of its fundamental principles and applications.
Tracy Thomas – What I lost and how I gained
Tracy Thomas talks about her travels through South Africa, and what they taught her about the power of shifting perspectives.
Final managing professional success by Every Level Leadership
This document discusses managing change and professional success. It outlines the four stages of experiencing change: comfort and control, fear and resistance, experimentation and discovery, and learning and acceptance. It provides strategies for identifying where you are in the change cycle, overcoming resistance to change, and building resilience through having a clear vision, being flexible, focusing on solutions, relying on support systems, and learning from challenges. The goal is to help people examine changes in their lives, understand reactions to change, and develop plans to successfully handle changes.
Management Consultanting/Product Management Behavioral Interview Questions
I pulled together the EQ portion of this interview guide, while hiring my product team a PowerMyLearning.org. The rest of the interview guide is based off some amazing work from friends at Diamond Management and Technology Consultants.
Sources: Diamond, Krishan Patel
Facilitation skills
A facilitator helps a group achieve results through interactive processes by focusing on how the group works together rather than participating or leading the group. Key facilitation skills include listening, supporting participants, summarizing discussions, challenging ideas respectfully, creating a safe environment, and trusting the group process. Effective facilitators use open-ended questions, paraphrasing, and intentional silence to draw out participants. They also manage conflict by understanding different personality styles and using appropriate strategies.
Ps session 1 introduction to problem solving
This document outlines an introductory problem solving session, which will cover several topics: reviewing the module topics and expectations, completing paperwork, reviewing learning styles, and answering questions. The module will teach critical thinking and problem solving skills through activities and cover the six steps to problem solving. At the end, participants will receive a learner plan, certificate, and be asked to provide an evaluation. Follow-ups will occur at 3, 6, and 12 months.
Portfolio Project
Payton Anderson reflects on their nursing program and what they learned about themselves. Some of their favorite assignments included getting to know their classmates' interests, a discussion on metacognition that helped improve their study skills, and a stress management discussion. Favorite journals included visualizing goals, analyzing time management, and reflecting on support networks. Week 1 was their favorite because it prepared them for the program and allowed them to meet classmates. Dream Big, Deep Processing, and Encourage Yourself were favorite lessons. Self-assessments showed growth in areas like self-motivation and believing in themselves. Payton learned they find purpose through goals and dreams and are self-motivated. Their best life would be working in NICU with
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One of the challenge is managing conflict within team. Scrum master better equipped with Emotional Intelligence is a better way to manage.
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The document discusses key skills needed for effective coaching, including listening, observing, questioning, self-awareness, and building rapport. It outlines the GROW model coaching framework, which involves setting Goals, understanding the current Reality, exploring Options, and planning the Way forward. The document also provides coaching exercises and discussion of coaching resources.
Decision making
The document outlines a 6-step decision making model: 1) State the situation clearly, 2) List all possible options, 3) Weigh the potential outcomes of each option using the HELP strategy of considering health, ethics, legality, and parent approval, 4) Consider your core values, 5) Make a decision and act on it, and 6) Evaluate the decision and outcome to learn from the experience.
Decision making
The document outlines a 6-step decision making model:
1. State the situation clearly by identifying the decision that needs to be made, who is involved, and any pressures or time constraints.
2. List all possible options to choose from, which may include taking no action. Discuss options with others for advice.
3. Weigh the potential consequences of each option using the HELP strategy of considering if the option is healthful, ethical, legal, and has parent approval.
4. Consider how your values relate to each option.
5. Make a decision and act on it, feeling confident that all aspects were carefully considered.
6. Evaluate the outcome of the
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Managing the Chaos and Maintaining the Calm oct 2015
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Management Consultanting/Product Management Behavioral Interview Questions
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6 reflection
- 3. Reflection in easy steps! • Step 1: Explain what happened. • Step 2:Explain how you felt at the time • Step 3: How did I resolve those feelings • Step 4: What is my objective, unbiased understanding of the situation? • Step 5: Make a plan of action
- 4. Step 1- Explain what happened • Maintain confidentiality of the patient or colleague. Do not use identifying details. If copies of YOUR notes are made- block out pt details including UR. • Can be a good situation or a situation that didn’t turn out so well.
- 5. Step 2- Explain how you felt at the time Frustration, worry, rage, guilt, embarrassment, concerned, ugly, empathy, sorrow, hurt, envy disgust, stress, sadness, loneliness, disappointment shame, sad, pity, happy, love, excited, proud
- 6. Step 3- This is how I resolved or came to terms with my emotions • It may take to a couple of days to come to terms with your emotions. • Do you need to talk with someone about it? Debrief?
- 7. Step 4- My objective, unbiased understanding of the situation • What skills or strategies could be used to make improvements? • If you could do it again would you change anything? • Is there an issue or learning need that can be shared with colleagues? • Is there anything that needs to be reported?
- 8. Step 5- Make a plan of action • What are your goals? • What strategies will help you meet your objectives? • What are the outcomes- where you successful? • Evaluation
- 9. Reflection: • What happened? • What did I do well? • What could I have done better? • There is no point of reflection unless you have learnt something from it!
- 10. Everyone write down one good situation that has happened to you, and one not-so good situation.
- 11. split into groups and reflect on an situation
- 12. Reflection in easy steps! • Step 1: Explain what happened. • Step 2:Explain how you felt at the time • Step 3: How did I resolve those feelings • Step 4: What is my objective, unbiased understanding of the situation? • Step 5: Make a plan of action