The document discusses assertiveness and provides definitions and techniques for being assertive. It defines assertiveness as pursuing your goals and the goals of others, looking for solutions that respect both parties. It also discusses how assertiveness allows you to get positive results in difficult situations, develop self-confidence, and obtain what you need without feeling guilty. Assertiveness techniques outlined include identifying blocks, putting yourself in the picture, making "I" statements, choosing the right moment, and stating the issue while using positive language.
This document summarizes key points from the book "Crucial Conversations: Tools for Talking When Stakes Are High" by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler. It defines crucial conversations as important discussions where opinions differ and emotions run high. Such conversations include disagreements with bosses, spouses, or coworkers. The document notes that people often handle these conversations poorly when under pressure. It outlines skills taught in the book for having dialogue where all parties can respectfully share their perspectives to find mutually agreeable solutions. These include focusing on understanding different viewpoints rather than just asserting your own and working to develop a shared understanding.
The document discusses assertiveness and how to communicate effectively by saying no when you want to say no. It defines assertiveness as expressing one's thoughts and feelings in a way that respects others' rights and finds win-win solutions. It contrasts assertive communication with aggressive, passive, and confused styles. It provides examples to test the reader's ability to identify different communication styles and gives tips for praising and criticizing others constructively.
This document summarizes the key points from the book "Crucial Conversations" by Kerry Patterson, Joseph Grenny, Ron McMillian & Al Switzler. The book teaches skills for having crucial conversations, which are high-stakes dialogues about important topics that require discussing sensitive issues. It discusses how to avoid common unproductive responses like fighting, flighting, or accepting the "sucker's choice" of truth versus relationship. The book provides tools for making conversations safe, keeping unhealthy goals in check, and strengthening relationships even during difficult discussions.
Dealing with difficult conversations at work Richard Riche
Difficult conversations can be challenging in the workplace and can lead to conflict if handled poorly. Tips on how to prepare for these conversations, get the right mindset and build an Engaged workforce using Emotional Intelligence and the Neuroscience of the brain.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
The document discusses assertive communication techniques. It defines assertiveness as being confident and persistent without being aggressive. It provides a 12 step process for communicating assertively, including using "I" statements and discussing goals/accomplishments. It also outlines a 4 step ("DESC") process for addressing problems assertively by describing issues, expressing feelings, specifying solutions, and outlining consequences. Being assertive can help manage change, resolve conflicts, reduce stress, and make workplaces more productive.
The document outlines strategies and techniques for developing assertiveness, including understanding the differences between assertiveness, aggressiveness, and passiveness. It provides scenarios to test levels of assertiveness and tips for communicating assertively, such as staying calm and avoiding anger or aggression. The document aims to help readers recognize behaviors that indicate a lack of assertiveness and how to build confidence in standing up for oneself while respecting others.
The importance of assertive communication practices at workplaces across the globe.
This presentation is a part of case-study based lecture at Symbiosis Institute of Business Management, Bengaluru, India.
All rights reserved .
This document summarizes key points from the book "Crucial Conversations: Tools for Talking When Stakes Are High" by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler. It defines crucial conversations as important discussions where opinions differ and emotions run high. Such conversations include disagreements with bosses, spouses, or coworkers. The document notes that people often handle these conversations poorly when under pressure. It outlines skills taught in the book for having dialogue where all parties can respectfully share their perspectives to find mutually agreeable solutions. These include focusing on understanding different viewpoints rather than just asserting your own and working to develop a shared understanding.
The document discusses assertiveness and how to communicate effectively by saying no when you want to say no. It defines assertiveness as expressing one's thoughts and feelings in a way that respects others' rights and finds win-win solutions. It contrasts assertive communication with aggressive, passive, and confused styles. It provides examples to test the reader's ability to identify different communication styles and gives tips for praising and criticizing others constructively.
This document summarizes the key points from the book "Crucial Conversations" by Kerry Patterson, Joseph Grenny, Ron McMillian & Al Switzler. The book teaches skills for having crucial conversations, which are high-stakes dialogues about important topics that require discussing sensitive issues. It discusses how to avoid common unproductive responses like fighting, flighting, or accepting the "sucker's choice" of truth versus relationship. The book provides tools for making conversations safe, keeping unhealthy goals in check, and strengthening relationships even during difficult discussions.
Dealing with difficult conversations at work Richard Riche
Difficult conversations can be challenging in the workplace and can lead to conflict if handled poorly. Tips on how to prepare for these conversations, get the right mindset and build an Engaged workforce using Emotional Intelligence and the Neuroscience of the brain.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
The document discusses assertive communication techniques. It defines assertiveness as being confident and persistent without being aggressive. It provides a 12 step process for communicating assertively, including using "I" statements and discussing goals/accomplishments. It also outlines a 4 step ("DESC") process for addressing problems assertively by describing issues, expressing feelings, specifying solutions, and outlining consequences. Being assertive can help manage change, resolve conflicts, reduce stress, and make workplaces more productive.
The document outlines strategies and techniques for developing assertiveness, including understanding the differences between assertiveness, aggressiveness, and passiveness. It provides scenarios to test levels of assertiveness and tips for communicating assertively, such as staying calm and avoiding anger or aggression. The document aims to help readers recognize behaviors that indicate a lack of assertiveness and how to build confidence in standing up for oneself while respecting others.
The importance of assertive communication practices at workplaces across the globe.
This presentation is a part of case-study based lecture at Symbiosis Institute of Business Management, Bengaluru, India.
All rights reserved .
This document discusses having difficult conversations in the workplace. It outlines that people dislike difficult conversations because they take time, involve emotions, and can cause conflict. However, having the conversations (action) is better than no action, as problems will escalate without action. The document provides a 3-step process for handling difficult conversations: 1) gain clarity on the issue by separating facts from feelings, 2) overcome the instinct to avoid the conversation, and 3) deliver the message in a direct but sensitive way using "I" statements. The goal is to have productive discussions to improve relationships and work productivity.
The presentation is an exposition on the effectiveness of assertive behavior and communication vis a vis less effective and potentially destructive behavior such as aggression, passivity and passive aggression.
A simple model of learning the art of assertive communication is presented.
The presentation provides opportunity for personal reflection on one's tendency towards either assertive or non-assertive behavior and communication.
This document discusses assertiveness in the workplace. It begins with a pre-test to assess the reader's understanding of assertive versus aggressive behaviors. It then provides definitions of assertiveness, explaining that it involves honestly communicating one's feelings, opinions and needs while also respecting others. It notes that assertiveness is important for well-being and effective relationships. The document offers tips for becoming more assertive, such as asking for clarification, respecting boundaries, and saying no directly. It closes by noting cultural differences in communication styles and the importance of understanding other perspectives.
Crucial conversations are important discussions that occur when opinions differ and emotions run high. They can lead to breakthroughs if handled properly by starting with empathy, making people feel safe to speak openly, examining different perspectives, and agreeing on actions. The document outlines seven steps for handling crucial conversations: start with empathy and good intentions; recognize when safety is at risk; make people feel safe to talk; avoid stories and focus on facts; share your perspective and listen to others'; agree on next steps; and follow up. Mastering these skills can turn difficult discussions into productive outcomes.
This document provides strategies for dealing with 10 different types of difficult people: The Tank, The Know It All, The Whiner, The Sniper, The Think They Know It All, The Maybe Person, The Grenade, The Yes Person, The Nothing Person, and The No Person. It describes the behaviors of each type and gives recommendations such as listening, acknowledging concerns, avoiding defensiveness, and focusing on problem solving to better communicate and work with difficult personalities. The overall message is that by understanding different intents and adapting one's approach, it is possible to interact with challenging people in a way that leads to more cooperation.
The document discusses the importance of communication for effective leadership, noting that leaders must be able to share knowledge, transmit urgency and enthusiasm to motivate others. It provides tips for leadership communication including beginning with a clear vision and message, listening to gain commitment and trust from followers, and actively seeking feedback to improve leadership skills. Effective communication is fundamental to leadership and learning to communicate better would make one a much stronger leader.
The document provides 10 tips for improving assertiveness. The tips advise aiming for win-win solutions, recognizing one's preferred conflict style, learning to politely say no, listening to others' opinions, using assertive techniques in difficult situations, believing in one's ability to be assertive, using assertive body language, considering one's rights and others' rights, being patient with oneself during change, and avoiding aggressive behavior.
The document discusses assertiveness, including definitions, characteristics, and importance. It defines assertiveness as the honest, direct, and appropriate expression of one's feelings, thoughts, and beliefs. It describes assertiveness as developing self-confidence, being honest with oneself and others, expressing oneself clearly, and being able to compromise. The document also contrasts assertiveness with aggressiveness and passiveness, providing examples of behaviors for each. Finally, it offers tips for behaving assertively, such as using positive body language, broken language technique, and negative feelings assertion.
This document provides information about assertive communication. It defines assertiveness as honestly expressing opinions, feelings, and rights without infringing on others. The benefits of assertiveness include avoiding depression, resentment, frustration, anxiety, and poor relationships. Specific techniques for assertive communication are outlined, such as using "I" statements and making clear requests. Difficult situations like criticism can be handled through techniques like "broken record" and "fogging." Learning assertiveness improves self-respect and leads others to treat one with more respect.
Dealing with difficult people is only as stressful as you allow it to be. By discovering what makes them difficult we start understanding how to deal with them
Assertiveness PowerPoint PPT Content Modern SampleAndrew Schwartz
135 slides include: helping you recognize, test and evaluate your own assertiveness, I statements, and assertive rights. Comparing passive, aggressive and assertive behaviors, the 6 personality types, assertive do's and don'ts, body language, and eye contact. Learn 9 types of assertive responses, dealing with conflict, overcoming fear, 4 steps to saying no, plus tips on becoming more assertive, how to's and more.
This document provides an overview of a training program on interpersonal skills. The program covers topics such as communication skills, listening, non-verbal communication, relationship building, assertiveness, and negotiation. It defines effective communication as sending a message that is correctly understood by the recipient. The document also discusses interpersonal styles, trust-building strategies like transparency and recognition, and models for assertiveness and negotiation.
The document describes 4 basic communication styles - passive, aggressive, passive-aggressive, and assertive. Passive communicators avoid expressing feelings and needs, leading to low self-esteem. Aggressive communicators violate others' rights to advocate for themselves. Passive-aggressive communicators feel powerless and sabotage others indirectly. Assertive communicators clearly state feelings and needs without violating others, building high self-esteem and healthy relationships.
The document discusses several theories of self-awareness and self-development, including how early experiences shape one's self-image, the influence of significant others, social comparison processes, Freud's concepts of the id, ego and superego, Erikson's psychosocial stages of development, and Rogers' notion of unconditional positive regard and the real self. It also provides tips for improving self-esteem such as recognizing one's control over self-image, affirming strengths, and maintaining a sense of humor.
This document provides guidance on having difficult conversations effectively and respectfully. It emphasizes getting clear on the key issues and one's own perspective, considering the other person's viewpoint, and focusing on understanding each other and resolving conflicts together through open-ended questions, active listening, and validating each other's perspectives rather than blaming. The goal is to have a respectful discussion and work toward an mutually agreeable outcome.
In this first installment in a 4-part series about emotional intelligence, award-winning coach, speaker, and author Ros Cardinal discusses the basics of emotional intelligence and how you can begin to improve your emotional intelligence today.
This document discusses different communication styles - passive, assertive, and aggressive. It provides descriptions of each style's characteristics and how they affect interactions. The passive style does not respect oneself, the aggressive style does not respect others, and only the assertive style respects both oneself and others. It also gives tips on adopting a more assertive communication approach, such as preparing what to say to remain calm. The goal is to understand how different styles impact others and effectively communicate needs and feelings while also respecting the other person's rights.
This document discusses empathy in the workplace. It begins by defining empathy as the ability to understand and relate to the feelings of others. It then discusses how empathy is important at work because it helps managers understand how employees are feeling so they can respond appropriately. Research shows that managers who demonstrate more empathy toward their direct reports are viewed as better performers. The document provides some examples of how organizations can help managers improve their empathy skills, such as challenging themselves, getting feedback from others, and examining their own biases. It concludes that empathy can be learned through experiences that push people outside their comfort zone and help them understand other perspectives.
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Resilience is like a rubber band that when stretched bounces back to its original shape. If you are resilient, you handle problems better – while others are frozen by stress, you are able to take control. You are proactive and future focused, because negativity doesn't overwhelm you.
This document discusses having difficult conversations in the workplace. It outlines that people dislike difficult conversations because they take time, involve emotions, and can cause conflict. However, having the conversations (action) is better than no action, as problems will escalate without action. The document provides a 3-step process for handling difficult conversations: 1) gain clarity on the issue by separating facts from feelings, 2) overcome the instinct to avoid the conversation, and 3) deliver the message in a direct but sensitive way using "I" statements. The goal is to have productive discussions to improve relationships and work productivity.
The presentation is an exposition on the effectiveness of assertive behavior and communication vis a vis less effective and potentially destructive behavior such as aggression, passivity and passive aggression.
A simple model of learning the art of assertive communication is presented.
The presentation provides opportunity for personal reflection on one's tendency towards either assertive or non-assertive behavior and communication.
This document discusses assertiveness in the workplace. It begins with a pre-test to assess the reader's understanding of assertive versus aggressive behaviors. It then provides definitions of assertiveness, explaining that it involves honestly communicating one's feelings, opinions and needs while also respecting others. It notes that assertiveness is important for well-being and effective relationships. The document offers tips for becoming more assertive, such as asking for clarification, respecting boundaries, and saying no directly. It closes by noting cultural differences in communication styles and the importance of understanding other perspectives.
Crucial conversations are important discussions that occur when opinions differ and emotions run high. They can lead to breakthroughs if handled properly by starting with empathy, making people feel safe to speak openly, examining different perspectives, and agreeing on actions. The document outlines seven steps for handling crucial conversations: start with empathy and good intentions; recognize when safety is at risk; make people feel safe to talk; avoid stories and focus on facts; share your perspective and listen to others'; agree on next steps; and follow up. Mastering these skills can turn difficult discussions into productive outcomes.
This document provides strategies for dealing with 10 different types of difficult people: The Tank, The Know It All, The Whiner, The Sniper, The Think They Know It All, The Maybe Person, The Grenade, The Yes Person, The Nothing Person, and The No Person. It describes the behaviors of each type and gives recommendations such as listening, acknowledging concerns, avoiding defensiveness, and focusing on problem solving to better communicate and work with difficult personalities. The overall message is that by understanding different intents and adapting one's approach, it is possible to interact with challenging people in a way that leads to more cooperation.
The document discusses the importance of communication for effective leadership, noting that leaders must be able to share knowledge, transmit urgency and enthusiasm to motivate others. It provides tips for leadership communication including beginning with a clear vision and message, listening to gain commitment and trust from followers, and actively seeking feedback to improve leadership skills. Effective communication is fundamental to leadership and learning to communicate better would make one a much stronger leader.
The document provides 10 tips for improving assertiveness. The tips advise aiming for win-win solutions, recognizing one's preferred conflict style, learning to politely say no, listening to others' opinions, using assertive techniques in difficult situations, believing in one's ability to be assertive, using assertive body language, considering one's rights and others' rights, being patient with oneself during change, and avoiding aggressive behavior.
The document discusses assertiveness, including definitions, characteristics, and importance. It defines assertiveness as the honest, direct, and appropriate expression of one's feelings, thoughts, and beliefs. It describes assertiveness as developing self-confidence, being honest with oneself and others, expressing oneself clearly, and being able to compromise. The document also contrasts assertiveness with aggressiveness and passiveness, providing examples of behaviors for each. Finally, it offers tips for behaving assertively, such as using positive body language, broken language technique, and negative feelings assertion.
This document provides information about assertive communication. It defines assertiveness as honestly expressing opinions, feelings, and rights without infringing on others. The benefits of assertiveness include avoiding depression, resentment, frustration, anxiety, and poor relationships. Specific techniques for assertive communication are outlined, such as using "I" statements and making clear requests. Difficult situations like criticism can be handled through techniques like "broken record" and "fogging." Learning assertiveness improves self-respect and leads others to treat one with more respect.
Dealing with difficult people is only as stressful as you allow it to be. By discovering what makes them difficult we start understanding how to deal with them
Assertiveness PowerPoint PPT Content Modern SampleAndrew Schwartz
135 slides include: helping you recognize, test and evaluate your own assertiveness, I statements, and assertive rights. Comparing passive, aggressive and assertive behaviors, the 6 personality types, assertive do's and don'ts, body language, and eye contact. Learn 9 types of assertive responses, dealing with conflict, overcoming fear, 4 steps to saying no, plus tips on becoming more assertive, how to's and more.
This document provides an overview of a training program on interpersonal skills. The program covers topics such as communication skills, listening, non-verbal communication, relationship building, assertiveness, and negotiation. It defines effective communication as sending a message that is correctly understood by the recipient. The document also discusses interpersonal styles, trust-building strategies like transparency and recognition, and models for assertiveness and negotiation.
The document describes 4 basic communication styles - passive, aggressive, passive-aggressive, and assertive. Passive communicators avoid expressing feelings and needs, leading to low self-esteem. Aggressive communicators violate others' rights to advocate for themselves. Passive-aggressive communicators feel powerless and sabotage others indirectly. Assertive communicators clearly state feelings and needs without violating others, building high self-esteem and healthy relationships.
The document discusses several theories of self-awareness and self-development, including how early experiences shape one's self-image, the influence of significant others, social comparison processes, Freud's concepts of the id, ego and superego, Erikson's psychosocial stages of development, and Rogers' notion of unconditional positive regard and the real self. It also provides tips for improving self-esteem such as recognizing one's control over self-image, affirming strengths, and maintaining a sense of humor.
This document provides guidance on having difficult conversations effectively and respectfully. It emphasizes getting clear on the key issues and one's own perspective, considering the other person's viewpoint, and focusing on understanding each other and resolving conflicts together through open-ended questions, active listening, and validating each other's perspectives rather than blaming. The goal is to have a respectful discussion and work toward an mutually agreeable outcome.
In this first installment in a 4-part series about emotional intelligence, award-winning coach, speaker, and author Ros Cardinal discusses the basics of emotional intelligence and how you can begin to improve your emotional intelligence today.
This document discusses different communication styles - passive, assertive, and aggressive. It provides descriptions of each style's characteristics and how they affect interactions. The passive style does not respect oneself, the aggressive style does not respect others, and only the assertive style respects both oneself and others. It also gives tips on adopting a more assertive communication approach, such as preparing what to say to remain calm. The goal is to understand how different styles impact others and effectively communicate needs and feelings while also respecting the other person's rights.
This document discusses empathy in the workplace. It begins by defining empathy as the ability to understand and relate to the feelings of others. It then discusses how empathy is important at work because it helps managers understand how employees are feeling so they can respond appropriately. Research shows that managers who demonstrate more empathy toward their direct reports are viewed as better performers. The document provides some examples of how organizations can help managers improve their empathy skills, such as challenging themselves, getting feedback from others, and examining their own biases. It concludes that empathy can be learned through experiences that push people outside their comfort zone and help them understand other perspectives.
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Resilience is like a rubber band that when stretched bounces back to its original shape. If you are resilient, you handle problems better – while others are frozen by stress, you are able to take control. You are proactive and future focused, because negativity doesn't overwhelm you.
The document provides a summary of key concepts and ideas learned each week in a communication toolkit course. Over 8 weeks, the student learned about ethical communication, collaboration, storytelling, framing, word choice, context, group dynamics, and politics. The student noted strengths in sincerity, clarity and openness in communication, as well as areas for growth in continuity and balanced speech. Overall, the student felt the course helped them recognize the value of their personality and interpersonal skills in addition to their technical skills for their goal of becoming an effective communication consultant.
Communication conflict interdisciplinary_teamcaebaptist
This document discusses communication techniques for nursing. It begins with learning outcomes around communicating effectively with interprofessional teams, applying positive communication, and evaluating verbal and nonverbal cues. It then discusses various communication styles, listening skills, challenges, and managing conflicts. The key points are the importance of openness, empathy, supportiveness and positivity in communication as well as recognizing cognitive distortions and logical fallacies that can act as barriers.
The document discusses personality development and life skills. It states that an individual's unique personality is shaped by factors like heredity, environment, education, experiences, and values. It also defines life skills as abilities that enable people to effectively handle daily demands and challenges. There are 10 core life skills discussed, including self-awareness, problem solving, decision making, communication, and coping with stress. The document suggests that developing these life skills can help enhance one's personality.
A group discussion (GD) is used by organizations to evaluate candidates on certain desired personality traits and skills. The document discusses key qualities evaluated in GDs such as being a team player, demonstrating reasoning ability, showing leadership, flexibility, assertiveness, taking initiative, thinking creatively, ability to inspire others, listening skills, and awareness. It also covers different types of GDs including topic-based (factual, controversial, abstract) and case-based. Common questions about GDs are addressed related to time, participants, seating, and other logistical factors. The overall purpose is to understand what is evaluated in a GD and how candidates should conduct themselves.
This document contains answers to questions related to an MBA course on management processes and organizational behavior. It includes summaries of:
1. Managerial roles and skills including informational, decisional, and interpersonal roles as well as technical, human, and conceptual skills.
2. Social learning theory including observational learning, modeling processes, and its basic concepts.
3. The Big Five model of personality including openness, conscientiousness, extraversion, agreeableness, and neuroticism.
4. Factors influencing perception such as characteristics of the perceiver, target, and situation.
5. Contemporary work cohorts including veterans, boomers, xers, and nexters
DEALING WITH CLASSROOM ADVERSITIES: Activities That Build ResilienceMann Rentoy
The document discusses declining student resiliency in colleges. Students today have not learned to solve their own problems or experience failure without adult intervention. Faculty are expected to lower standards and handhold more. Students are afraid of failure and need certainty. Failure has become seen as catastrophic. The document argues students need opportunities to experience struggle and failure to build resilience and a growth mindset.
This document contains summaries of 36 slides that were created by Helen Bevan to accompany her Twitter posts in 2020. The slides cover a variety of topics related to leadership, organizational culture and change. The document provides brief descriptions of the content of each slide, including summaries of articles and papers, as well as themes they were grouped under. It is intended to inspire readers by making available the knowledge shared in Helen Bevan's Twitter activities during the year.
This document discusses the importance of learning group interaction skills. It defines group interaction as communication between individuals who work together to achieve common goals. Good group interaction skills promote innovation, creativity, and allow people to understand their role in contributing to organizational objectives. The document also outlines various techniques for effective group discussions, including expressing opinions, agreeing or disagreeing, and techniques for conceding points or ending arguments.
This document discusses effective communication strategies for collaborators, consultants, and team members. It emphasizes that communication involves listening, managing conflict, and addressing concerns together through understanding, trust, and flexibility. Special educators must master communication to maintain supportive environments. Key aspects of communication covered include rapport building, responsive listening, assertiveness, conflict management, and collaborative problem solving. Barriers like roadblocks, resistance, negativity, and anger are addressed, along with how to resolve conflicts in school contexts through establishing common goals and listening respectfully.
Training "Let's talk E-Motion". Emotional Intelligence in Consulting.PeOrg Consult Ltd
This document discusses emotional intelligence at the individual and group level. It defines emotional intelligence and outlines its five core abilities. These include knowing one's emotions, managing emotions, motivating oneself, recognizing emotions in others, and handling relationships. The document also discusses emotions, ways of dealing with emotions, asking effective questions, and strategies for emotional talks. Finally, it outlines norms and behaviors that can help develop emotional intelligence in groups, such as taking time to understand each other, seeking feedback, and creating an affirmative environment.
This document summarizes a workshop on using reflective practice as a catalyst for change. It discusses concepts like agency, reflection, and critical reflection. It outlines questions from Tony Ghaye about defining goals and measuring success for change initiatives. The document also discusses methods for reflection from authors like Mezirow, Dewey, and De Bono. During the workshop, participants shared experiences, reflected on memories from a writing exercise, and discussed progress in their arts modules.
142. Personality Development Intro explained by S. Lakshmanan, PsychologistLAKSHMANAN S
Personality is a Person’s unique pattern of traits.
- J.P.Guilord
What is ‘Development’?
Steps or changes in growth, advancement and improvement
Please, subscribe, share in the following youtube channel:
https://www.youtube.com/channel/UC11JRBJSPfLRD2pYH_i-QKg
This document discusses various factors that influence personality development and life skills. It outlines 10 core life skills including self-awareness, empathy, critical thinking, problem solving, decision making, relationships, communication, coping with emotions and stress. Some key factors that shape personality are heredity, environment, education, life experiences, values and dreams/ambitions. Effective time management, communication, decision making, stress management and interview skills are also discussed.
The document discusses group discussions and provides tips for effective participation. It defines a group discussion as when 2 or more people discuss a topic in detail, exploring various dimensions and ideas. Good discussions require disagreeing respectfully, listening to others, and being analytical without criticism. The document outlines types of group discussions, strategies to improve skills, discussion etiquette, and tips for positive participation.
Running Head LETTER OF ADVICE FOR MY COWORKERS1LETTER OF ADV.docxcowinhelen
Running Head: LETTER OF ADVICE FOR MY COWORKERS 1
LETTER OF ADVICE FOR MY COWORKERS 8
Letter of Advice for My Coworkers- Outline
Ricardo Alvarado
COM200: Interpersonal Communication
Kyle Ferguson
July 6, 2016
I. Introduction and Thesis Statement
I am writing this letter to emphasize the importance of interpersonal communication in the workplace. Effective communication at the workplace has many benefits among them employee morale, team building, and workplace diversity which all help increase productivity at the workplace.
II. Body
1) Principles and barriers to effective interpersonal communications.
A. Topic Sentence
The achievement of effective interpersonal communication is usually through the conscious awareness of four principles: It is inescapable; It is irreversible; It is complicated, and It is contextual.
B. Supporting Evidence
King explains that the principles underlie the mechanisms of real life interpersonal communication and such we cannot just ignore them. The four principles are basic to communication (King, 2000).
C. Explanation
We cannot escape from communicating. Communicating is not restricted to verbal communication, we communicate significantly through our body language. It is also important to keep in mind that once you have communicated, either verbally or non- verbally, it is irreversible. Different words have different meanings by different people in different circumstances, further illustrating the complicated nature of interpersonal communication. Communication also does not happen in isolation according to the contextual principle. The contexts referred to, in this case, are psychological, relational, situational, environmental, and cultural.
D. Why Does This Matter?
It is important to have knowledge of these principles since all barriers to interpersonal communication relate to one of the principles. With the know-how, you can easily handle tricky situations as regards interpersonal communication.
2) Analysis of the role of communication in developing and maintaining one’s self- concept, self- image, and self- esteem.
A. Topic Sentence
Self- concept, self- esteem, and self- image affect an individual’s ability to be sensitive to others, their interpretation of messages, their social needs, and their typical communication style.
B. Supporting Evidence
The way we communicate with others is of major importance since we let people know who we are, what our values are, what we believe in, and how we feel. The communication process influences our own behavior and self-concept. It also influences the behavior and self- concept of others too (South Eastern CASA, 2015).
C. Explanation
Becoming other- oriented is the first step in developing quality interpersonal relationships with others especially at the workplace. It is all about being sensitive to the thoughts and feelings of others in the workplace.
D. Why Does This Matter?
With everyone feeling good about themselves at the workplace, prod ...
Getting Past No Dealing With Difficult Peopleabpreble
In this presentation, the team will teach how to negotiate with difficult personalities like perfectionists, aggressive people, bullies, babies, and the stubborn. They will discuss the elements of negotiation including alternatives, interests, options, legitimacy, commitment, communication, and relationships. They will also explain social styles and behavioral dimensions including assertiveness, responsiveness, and versatility. The team will provide tips on understanding each difficult personality type and improving communication skills when negotiating. Their goal is to help people negotiate effectively with others from different backgrounds.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
How to Make a Field Mandatory in Odoo 17Celine George
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Communicating effectively and consistently with students can help them feel at ease during their learning experience and provide the instructor with a communication trail to track the course's progress. This workshop will take you through constructing an engaging course container to facilitate effective communication.
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2. “Standing up for yourself without demonstrating anger.
Assertive people look for solutions that suit both parties,
respecting the rights of both.”
Cottrell (2010, p.147)
“… assertiveness means pursuing your goals and the goals
of other people in the situation. It means getting a positive
result in unclear or difficult situations … .”
Pedler, Burgoyne and Boydell (2007, p.131)
3. Being -
aggressive and dictatorial
passive and non-confrontational, taken
advantage of/ exploited
manipulative, indirect or devious
selfish
4. Based on the assumption that everyone has basic
human rights which should be respected. It
emphasises the basic rights that we all have and the
responsibilities which go with having these rights.
Eg I have the right to express my thoughts and
opinions, even though they may differ from those of
others; I have the right to say ‘No’ without feeling
guilty.
Townend, A. (1991) Self-Development for Managers: Developing Assertiveness.
Routledge, London. pp.7-8
5. develop your self-confidence;
obtain what you need/want, are entitled to;
not perceived as a ‘soft touch’;
not to feel sorry for yourself or ‘bottle up’
emotions because you are a push over;
better able to negotiate and compromise with
others.
6. Respecting your own and others’ rights and needs
Being clear and straightforward with other people
Taking more control of your own life
Taking responsibility for changing what you do not like
8. Assertiveness is a key skill for managers or leaders - WHY?
-
linked to influencing others and successful negotiation.
See Hayes J. (2002). Interpersonal Skills at Work. Routledge, Hove, p.201 (for a
similar diagram)
11. 1. Say what you feel and think about the situation and
what you would like to see happen (be positive).
2. Listen and show you understand their point of view.
Be empathic, sincere and respectful.
3. If necessary, repeat your point of view and what you
would like to see happen. Be prepared to negotiate,
look for win: win opportunities.
13. Content skills – what you say
Non-verbal skills – how you say it
Social interaction skills – how you interact/react
Hayes, J. (2002) Interpersonal Skills at Work.
Routledge, Hove.
14. Effective assertion messages are:
1. brief and direct statements;
2. respectful – they express our concerns or
position without blaming or attacking others;
3. appropriate responses - Bolton (1986) model:
“When you…. “; “I feel …”; “Because… “
15. The potency/ impact of an assertive response can
be influenced by paralinguistic characteristics such
as volume, firmness of delivery and inflection, and
non-verbal behaviours such as facial expression,
eye contact, gestures and posture.
(Ibid., p.207)
http://www.youtube.com/watch?v=gNMlm2hXmtQ
17. You have a colleague who regularly asks you to
cover for her while she leaves work early to pick
up her son. On average this happens twice a
week.
However, there was one occasion when you
asked her to return the favour and she refused.
She is now expecting you to do this as a matter
of course and you now feel it is time to say
something.
18. Assertiveness Techniques: Cottrell (2010, pp. 150-152)
1. Identify blocks to assertiveness
2. Put yourself in the picture
3. Make ‘I’ statements
4. Choose the moment
5. State the issue and desired change
6. Use positive language
7. Ask the other person’s opinion
8. Acknowledge their feelings
9. Suggest and invite solutions
10. Clarify what has been agreed
19. Cottrell, S. (2010). Skills for Success. Palgrave, Basingstoke.
Hayes, J. (2002). Interpersonal Skills at Work. Routledge,
Hove.
Santora, J.C. (2007). Assertiveness and Effective Leadership:
Is there a tipping point? Academy of Management
Perspectives. August: pp.84-86
Townend, A. (1991) Self-Development for Managers:
Developing Assertiveness. Routledge, London.
Editor's Notes
RegisterThen need to review Emotional Intelligence and make sure you have looked through the stuff and tried some of the exercises – Also review teamwork and ask which of Belbin’s team roles – is it accurate? What does it say about you?
Try assertiveness quiz – word handoutTownend, A. (1991) Self-Development for Managers: Developing Assertiveness. Routledge, London.Assertiveness – linked to developing self-confidence (SC).Once you have developed confidence in yourself you have an inner resource of positive feelings and thoughts about yourself and others upon which you can draw.Those who lack in SC fall prey to negative thoughts and feelings about themselves – which in turn can facilitate non-assertive behaviour.A lack of SC can cause passive and aggressive behaviours. Ass = is about SC which means having a positive attitude towards yourself and others. It means being honest with yourself and others; and it is about respecting yourself and others. When you are SC and your behaviour is assertive you are open to others and their views even though they may be different from your own. You are able to express yourself clearly and to communicate with others effectively.Some managers confuse assertiveness with aggression and coercing others into doing what they need/want them to do. This is linked to an autocratic and dictatorial management style ie not involving others in decision-making ie telling and controlling rather than delegating, selling, coaching, etc.Managers who behave assertively rather than aggressively are usually respected by peers and staff rather than feared. However, the opposite – being too passive can also cause problems for managers.
There is a difference between being selfish and being assertive – while being assertive is about stating your views, preferences, feelings, etc and standing up for yourself it is also about respecting others and their views – and recognising that there may be differences and accepting this.
Assertiveness can draw upon the theory of TA – Transactional Analysis - which is based on the premise that once we are aware of our attitudes and behaviour we can change them to more positive and affirmative attitudes and behaviour. In particular the Life Positions – the four underlying Life Positions correspond with the four kinds of behaviour:Townend (1991, p.7)I’m not OK – You’re OK = Passive behaviourI’m not OK – You’re not OK = Manipulative behaviourI’m OK – You’re not OK = Aggressive behaviourI’m OK – You’re OK = Assertive behaviour
Have to be careful not to be manipulative, selfish…
Also is about not being harassed, bullied or coerced into doing something you feel is wrong, inapprop, immoral, etc and not doing this to othersWin:Win as opposed to win/lose or lose/win
Non-Assertive Behaviour/ Passive Behaviour - Allows others to infringe your rights.Assertive Behaviour - Asserts his/her basic rights and takes respon for them whilst recognising and respecting the other person’s basic rights.Aggressive Behaviour - This person asserts his/her rights at the expense of the other person’s – she/he does not have respect that the other person has rights.
Try assertiveness questionnaire – M McCarthy
Hayes (2002, p.204)One reason some people do not assert themselves, and therefore find it difficult to influence others is because they have a strong need for approval and acceptance, and fear that if they stand up for their rights others may reject them. Consequently, they are reluctant to refuse requests, express unpopular opinions or request behaviour changes. Assertive behaviour is not without risks. Some conflict may occur if you are challenging established norms or ways of behaving but this in turn may result in you becoming more influential. However, these risks can be minimised if the people who want to stand up for their rights and influence others have a well-developed set of asserting skills.
Can look at these in own time if interested.Poss just look at one in class – in pm group where there is more time.Have a look at:http://www.centreforconfidence.co.uk/projects.php?p=cGlkPTU5
See hayes & cottrell books
Rambling, non-specific, ambiguous responses are much less effective because they are open to misinterpretation and a chance that other issues may intervene and undermine the impact of the message.Respectful messages are more effective because the non-judgmental statements they contain are less likely to elicit a defensive reaction. People are more likely to see this input as one that offers a different perspective on the reasonableness of their request or on the consequences of their behaviour than an attack. These inputs could encourage them to re-evaluate their behaviour and approach to us and may motivate them to modify their relationship/approach with us. Asserting our rights w/out paying attention to the rights of others increases chance of conflict and damage to relationships.Many people in conflict situations feel under pressure and cannot think what to say – as a result they either say little and take ‘flight’ or become aggressive and ‘fight’ . Anticipating the need to assert and preparing appropriate assertion messages can help us overcome these problems. Bolton – offers a simple formula for constructing assertive messages where you are seeking to change the behaviour of another. He suggests that assertive responses should include a non-blaming description of the behaviour that is being confronted, a disclosure of your feelings and a clarification of the tangible effect the other’s behaviour has on you.When you (a non-evaluative description of the other’s behaviour)I feel (disclosure of your feelings)Because (clarification of effect)Sometimes other people are unaware of how their behaviour makes you feel – you can do this in an honest, sincere and respectful way.However, be prepared for blunt responses eg I don’t care…. Also Bolton warns of overstating/understating feelings – ie lacks sincerity which could be detected or doesn’t make it clear the exact impact it has.Clarifying effect – Bolton argues that if we convince others that their attitudes/behaviours have concrete tangible effects the probability of change will be greater. EgsWhen you arrive late for a meetingI feel frustratedBecause my time and that of others is wasted while we wait for you.When you make last minute changes to…I feel very annoyedBecause I have to work late and do not see my children before they go to bed.
Rakos (1997) found volume associated with being assertive – not too loud = aggression. Also found inflection – medium levels of inflection are associated with greater impact. Inflection can be used to direct the listener’s attention to important parts of the assertive communication.Firmness of delivery – also associated with assertion – absence of firmness can detract from the impact of an assertion.Eye contact also important – but not staring.Also smooth, non-fidgety body movements and non-defensive or non-aggressive stances and body disposition also helps.Also think about orientation – ie are upright and face others squarely. Stooped, hunched, shrugging and squirming movements undermine assertiveness attempts.
Escalation – Rimms and Masters (1987) suggest that the initial assertion should be what they refer to as ‘the minimal effective response’ ie not going overboard in your response – if you do could infringe their rights. IE Be reasonable If not effective/ has desired result then gradually escalate the intensity of the assertion messages issued – can do this verbally and non-verballyEg No thanks, not interested. I said I wasn’t interested. Thanks and good day. Sorry, perhaps you didn’t hear, I am NOT Interested! EtcWe can also be more explicit about the nature of the change we are seeking to achieve. Assertion messages that do not back others into a corner or attempt to impose a solution maybe more effective because they are less likely to provoke a defensive response and counter attack.My food is cold. If no response – My food is cold, I cannot eat it. If no response – My food is cold, I cannot eat it. Please bring me another.2. PersistenceIt is sometimes necessary to reassert ie repeat yourself several times before recipients respond as desired. Their defensiveness can get in the way of them hearing/understanding the message. If you fail to persist you may fail to get what you want.3. Managing Defensive ReactionsWe can minimise DRs by reflectively listening to other people’s responses. Reflecting their responses and feelings with respect is effective often because it gives them confidence that their views have been recognised and understood.NB Shifting between asserting and reflecting is not easy skill – after asserting most people forget to listen…
Eg fear of other’s responses, fear of failure, not wanting to hurt others feelings, I want a quiet life, unaware of differences between passive, aggression and assertiveness, manipulation, etc, not part of my culture, I get what I want so will carry on as I amLook at the big picture – consider the interests of the other parties and poss consequences of your actions – are you being reasonable, appropriate, etc. I statements – I want, I need, I am responsible for… as opposed to Everyone needs a break, We all need a rest… when it is you that does.When is the best time? Try to make an agreed mutually convenient time to put your views across, make sure you have their full attention.State the issue in a succinct, non-evaluative, non-judgmental, calm manner. Describe behaviours, not the person. Say, I would prefer you to acknowledge me and say hello, rather than: “You are very rude. You make me feel angry and ignored.”When making I statements – use positive language = avoid use of not, no, can’t, and words like try, maybe, sort of… BE CLEAR! Eg I am entitled to my overtime payments.Ask the other person for their views, if they see it the same way? Show you have a genuine interest in hearing their views.Check you know what they think/feel. LISTEN carefully.Being assertive means looking for a solution that suits both sides as far as possible. Make constructive suggestions for a way forward. Negotiate and seek advantages for both parties. Check you both agree the details of the solution ie what has been agreed. Keep copies if poss.Being assertive takes time, effort and practice. PLENARY QUESTIONS: What is assertiveness?How can it help you?Why relevant to management?What skills does it involve?What theory based upon?How assertive are you?