The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
This document provides guidance on effectively giving feedback to employees. It discusses that feedback is an important skill for boosting employee performance and confidence, but is often dreaded due to how it is typically done. It recommends checking your motives before giving feedback to ensure it is focused on improvement. Feedback should also be given in a timely manner, close to the event being discussed, and regularly to avoid surprises and allow issues to be addressed early. The overall message is that feedback is most effective when delivered carefully, frequently and focused on improvement rather than criticism.
The document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-motivation techniques include breaking tasks into small steps and starting action without waiting for inspiration. The document provides strategies for motivation like developing new skills and receiving feedback, and appeals that can motivate like benefits, emotions, needs, and expertise. It discusses characteristics of success like responsibility, hard work, persistence, and learning. Goal setting should involve specific, measurable, attainable, relevant, and time-bound goals that are short-term or long-term. Steps to achieving goals include identifying obstacles and resources, making a plan
The document discusses motivation and goal setting. It defines motivation as a process that causes an organism to achieve a goal and notes that motivation is driven by a hierarchy of needs from physiological to self-actualization. It also discusses self-motivation strategies like breaking tasks into small steps. The document provides tips for effective goal setting, including making goals specific, measurable, attainable, relevant and time-bound. It outlines steps for achieving goals such as focusing on past successes, identifying resources needed, and making a plan to reach the goal.
The document discusses giving feedback in the workplace. It notes that while feedback should be continuous, managers are often not formally trained to provide effective feedback. It outlines what feedback is not, such as personal attacks, one-sided conversations, or only focusing on weaknesses. The document recommends understanding the relationship with the employee, sharing observations of their behavior, clearly communicating the results or impact, and defining the preferred behavior. It emphasizes focusing on observed behaviors, not the person. Finally, it highlights that lack of feedback can lead to disengaged employees and better outcomes result from frequent, well-delivered feedback with practice.
This document provides an overview of a training on developing a winning attitude for customer service. The training comprises 9 modules that will be completed over 9 weeks. Trainees will learn techniques for active listening, using positive language, adapting communication styles, handling complaints, asking questions, educating customers, and controlling calls. The goal is for participants to discover how to provide exceptional customer service and develop the right winning attitudes.
Making a Heart to Heart Connection with Your Kid Session 5 Coaching for SuccessLisa Dolese McClanahan
Helping our kids become independent and wise-decision makers is possible using coaching skills. Learning to listen, ask questions, act and support are the keys to growing our kids into tomorrows leaders!
The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
This document provides guidance on effectively giving feedback to employees. It discusses that feedback is an important skill for boosting employee performance and confidence, but is often dreaded due to how it is typically done. It recommends checking your motives before giving feedback to ensure it is focused on improvement. Feedback should also be given in a timely manner, close to the event being discussed, and regularly to avoid surprises and allow issues to be addressed early. The overall message is that feedback is most effective when delivered carefully, frequently and focused on improvement rather than criticism.
The document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-motivation techniques include breaking tasks into small steps and starting action without waiting for inspiration. The document provides strategies for motivation like developing new skills and receiving feedback, and appeals that can motivate like benefits, emotions, needs, and expertise. It discusses characteristics of success like responsibility, hard work, persistence, and learning. Goal setting should involve specific, measurable, attainable, relevant, and time-bound goals that are short-term or long-term. Steps to achieving goals include identifying obstacles and resources, making a plan
The document discusses motivation and goal setting. It defines motivation as a process that causes an organism to achieve a goal and notes that motivation is driven by a hierarchy of needs from physiological to self-actualization. It also discusses self-motivation strategies like breaking tasks into small steps. The document provides tips for effective goal setting, including making goals specific, measurable, attainable, relevant and time-bound. It outlines steps for achieving goals such as focusing on past successes, identifying resources needed, and making a plan to reach the goal.
The document discusses giving feedback in the workplace. It notes that while feedback should be continuous, managers are often not formally trained to provide effective feedback. It outlines what feedback is not, such as personal attacks, one-sided conversations, or only focusing on weaknesses. The document recommends understanding the relationship with the employee, sharing observations of their behavior, clearly communicating the results or impact, and defining the preferred behavior. It emphasizes focusing on observed behaviors, not the person. Finally, it highlights that lack of feedback can lead to disengaged employees and better outcomes result from frequent, well-delivered feedback with practice.
This document provides an overview of a training on developing a winning attitude for customer service. The training comprises 9 modules that will be completed over 9 weeks. Trainees will learn techniques for active listening, using positive language, adapting communication styles, handling complaints, asking questions, educating customers, and controlling calls. The goal is for participants to discover how to provide exceptional customer service and develop the right winning attitudes.
Making a Heart to Heart Connection with Your Kid Session 5 Coaching for SuccessLisa Dolese McClanahan
Helping our kids become independent and wise-decision makers is possible using coaching skills. Learning to listen, ask questions, act and support are the keys to growing our kids into tomorrows leaders!
A self-assessment for Lean Leaders to review, assess and improve their work relationships through the T-model. Relationships are an important part of successful Lean implementations.
Many people working in academia find it difficult to achieve or maintain a good work-life balance. This talk goes into the reasons for this, the consequences of working too much, the benefits of having the right balance, and ways of achieving a better balance. The talk is very much based on my personal views and experiences, but I hope there is some interest in sharing these.
Giving and receiving feedback helps improve performance and interactions with others. When giving feedback, do so constructively by focusing on positives and being timely. Address issues close to when they occurred. Both the giver and receiver should aim to make it a learning experience, not a criticism. The receiver should listen actively without rejecting the feedback, and ask questions to better understand and apply the feedback.
Effective leaders transform performance with well-delivered, effective feedback. Here are 7 steps from the coach's playbook so you too can give feedback that transforms performance and gets results.
"one rotten apple spoils a bunch". Learn how a positive attitude can transform your organization and give you more opportunities for success.
The document provides guidance on how to properly give constructive feedback to employees. The purpose of feedback should be to improve future performance, not dwell on past mistakes. Feedback works best when it describes specific behaviors, explains the impact on others, and establishes clear expectations for improved future performance. The feedback process involves listening to the employee's perspective, and jointly developing a plan for measuring improved behaviors going forward.
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
This document outlines Jenni Proctor's career clarity services. It discusses common challenges people face such as crises of confidence, stress, changes in the workplace, and fear of the unknown. It emphasizes developing a resilient mindset by accepting change, maintaining a positive outlook, and taking decisive action. The document provides tips for setting goals, improving interpersonal skills, accessing support networks, and overcoming procrastination. Jenni offers tools and coaching to help people shift their thinking and take control of their careers and life changes.
This document discusses the role of a leader in helping employees embrace change. It outlines an eight stage process for creating major change, including un-readiness factors like too many initiatives at once or past problems. It also describes the stages employees go through in response to change, from shock and denial to acceptance. Additionally, it discusses dynamics, readiness indicators, and characteristics of successful change efforts, providing leaders with strategies and tools to guide their employees through the change process.
Stress london h and s group 15 2 16 handoutPeter Gowers
Pete Gowers is an IT supervisor and amateur positive psychologist who gives presentations on stress management. The document outlines Pete's background and experience in stress counseling. It then discusses the HSE standards around stress management in the workplace. Pete's approach focuses on helping individuals manage what they can control and providing support resources. Various techniques are presented for dealing with frustration, overwhelming workloads, difficult interpersonal relationships, and feelings of pressure including task lists, time management, compliments, accepting problems cannot be solved, and reframing stress responses.
This document outlines Kapil Dev's philosophy for achieving success and living a balanced life. It discusses the importance of having a vision with professional, financial, health, social, and family components. Goals should be strategic, realistic, and time-bound. One must take unconditional responsibility through a positive response, ability, and commitment. It also emphasizes communicating with clarity, completeness, conciseness, correctness, and consideration. Finally, the document advocates managing oneself through hard work, fixing goals, forgetting the past, and having courage to accept challenges in order to achieve balance across one's body, individual self, mind, family, and contribution to society.
This document discusses how to maintain a positive attitude at work. It recommends focusing on positive communication with coworkers by showing appreciation, acknowledging jobs well done, and looking for opportunities to have fun. It also suggests volunteering time within and outside the workplace to contribute positively. The document advises avoiding negative attitudes like sarcasm, looking for the good in others, and confronting issues directly rather than gossiping. Maintaining a positive outlook involves recognizing and challenging negative self-talk and replacing it with affirming language. With practice, positive thinking can become a habit that improves stress management and overall well-being.
The document discusses effective coaching and feedback. It introduces the GROW model for coaching which has four stages: Goal, Reality, Options, and Will. The Goal stage involves setting a specific and measurable goal. Reality looks at the current situation. Options explores different routes to reach the goal. Will establishes commitment and a plan to overcome obstacles. The document also discusses different feedback tools like the feedback sandwich and Pendleton's model. It emphasizes focusing feedback on observable behaviors and their impact. Effective coaching helps individuals identify areas for improvement and make action plans to work towards their goals.
Toolkit for Employees: Giving and Receiving FeedbackNext Jump
This is the Next Jump tool kit for employees to get started giving and receiving feedback. This is focused on building the habits of feedback, based on the lessons and insights from Next Jump.
One of the best-known approaches to Behavior change is known as the "Stages of Change" model, which was introduced in the late 1970's by researchers James Prochaska and Carlo DiClemente who were studying ways to help people quit smoking.
The Stages of Change Model has been found to be an effective aid in understanding how people go through a change in behavior.
1) The document discusses how to provide positive and negative feedback to students. It outlines tips for giving each type of feedback effectively.
2) For positive feedback, the tips include giving it right away, evaluating if it should be public or private, ensuring the praise matches the effort, and providing frequent feedback on both big and small successes.
3) For negative feedback, the tips are to get your emotions under control first, give it privately, focus on the behavior not the person, give it right away, and allow the student to process and respond after delivering the feedback.
This document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-actualized people accurately perceive reality, are tolerant of uncertainty, and develop meaningful relationships. The document provides strategies for self-motivation like breaking tasks into steps and techniques like appealing to benefits and emotions. It discusses types of goals, goal setting through specific and measurable objectives, and steps to achieve goals like envisioning success and overcoming obstacles.
This document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-actualized people accurately perceive reality, are tolerant of uncertainty, and develop meaningful relationships. The document provides strategies for self-motivation like breaking tasks into steps and techniques like appealing to benefits and emotions. It discusses setting specific, measurable, attainable goals and identifying obstacles and resources to achieve them. The key is to visualize success and commitment and take action towards your goals.
This document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs and describes how fulfilling lower level needs allows one to focus on higher level needs. It provides techniques for self-motivation and strategies for motivating others, including appealing to needs, expertise, and emotions. The document also discusses how to set goals, focusing on making goals specific, measurable, attainable, relevant, and time-oriented. It outlines steps for achieving goals, including overcoming obstacles and reviewing progress.
The document discusses change management and how to effectively manage change within an organization. It covers common reactions to change like resistance and doubt. It also discusses the importance of leadership involvement, communication, and training to help transition people through change. Key aspects of change management include defining the current and future states, identifying stakeholders, creating a vision and roadmap, addressing resistance, and monitoring progress.
The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
A self-assessment for Lean Leaders to review, assess and improve their work relationships through the T-model. Relationships are an important part of successful Lean implementations.
Many people working in academia find it difficult to achieve or maintain a good work-life balance. This talk goes into the reasons for this, the consequences of working too much, the benefits of having the right balance, and ways of achieving a better balance. The talk is very much based on my personal views and experiences, but I hope there is some interest in sharing these.
Giving and receiving feedback helps improve performance and interactions with others. When giving feedback, do so constructively by focusing on positives and being timely. Address issues close to when they occurred. Both the giver and receiver should aim to make it a learning experience, not a criticism. The receiver should listen actively without rejecting the feedback, and ask questions to better understand and apply the feedback.
Effective leaders transform performance with well-delivered, effective feedback. Here are 7 steps from the coach's playbook so you too can give feedback that transforms performance and gets results.
"one rotten apple spoils a bunch". Learn how a positive attitude can transform your organization and give you more opportunities for success.
The document provides guidance on how to properly give constructive feedback to employees. The purpose of feedback should be to improve future performance, not dwell on past mistakes. Feedback works best when it describes specific behaviors, explains the impact on others, and establishes clear expectations for improved future performance. The feedback process involves listening to the employee's perspective, and jointly developing a plan for measuring improved behaviors going forward.
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
This document outlines Jenni Proctor's career clarity services. It discusses common challenges people face such as crises of confidence, stress, changes in the workplace, and fear of the unknown. It emphasizes developing a resilient mindset by accepting change, maintaining a positive outlook, and taking decisive action. The document provides tips for setting goals, improving interpersonal skills, accessing support networks, and overcoming procrastination. Jenni offers tools and coaching to help people shift their thinking and take control of their careers and life changes.
This document discusses the role of a leader in helping employees embrace change. It outlines an eight stage process for creating major change, including un-readiness factors like too many initiatives at once or past problems. It also describes the stages employees go through in response to change, from shock and denial to acceptance. Additionally, it discusses dynamics, readiness indicators, and characteristics of successful change efforts, providing leaders with strategies and tools to guide their employees through the change process.
Stress london h and s group 15 2 16 handoutPeter Gowers
Pete Gowers is an IT supervisor and amateur positive psychologist who gives presentations on stress management. The document outlines Pete's background and experience in stress counseling. It then discusses the HSE standards around stress management in the workplace. Pete's approach focuses on helping individuals manage what they can control and providing support resources. Various techniques are presented for dealing with frustration, overwhelming workloads, difficult interpersonal relationships, and feelings of pressure including task lists, time management, compliments, accepting problems cannot be solved, and reframing stress responses.
This document outlines Kapil Dev's philosophy for achieving success and living a balanced life. It discusses the importance of having a vision with professional, financial, health, social, and family components. Goals should be strategic, realistic, and time-bound. One must take unconditional responsibility through a positive response, ability, and commitment. It also emphasizes communicating with clarity, completeness, conciseness, correctness, and consideration. Finally, the document advocates managing oneself through hard work, fixing goals, forgetting the past, and having courage to accept challenges in order to achieve balance across one's body, individual self, mind, family, and contribution to society.
This document discusses how to maintain a positive attitude at work. It recommends focusing on positive communication with coworkers by showing appreciation, acknowledging jobs well done, and looking for opportunities to have fun. It also suggests volunteering time within and outside the workplace to contribute positively. The document advises avoiding negative attitudes like sarcasm, looking for the good in others, and confronting issues directly rather than gossiping. Maintaining a positive outlook involves recognizing and challenging negative self-talk and replacing it with affirming language. With practice, positive thinking can become a habit that improves stress management and overall well-being.
The document discusses effective coaching and feedback. It introduces the GROW model for coaching which has four stages: Goal, Reality, Options, and Will. The Goal stage involves setting a specific and measurable goal. Reality looks at the current situation. Options explores different routes to reach the goal. Will establishes commitment and a plan to overcome obstacles. The document also discusses different feedback tools like the feedback sandwich and Pendleton's model. It emphasizes focusing feedback on observable behaviors and their impact. Effective coaching helps individuals identify areas for improvement and make action plans to work towards their goals.
Toolkit for Employees: Giving and Receiving FeedbackNext Jump
This is the Next Jump tool kit for employees to get started giving and receiving feedback. This is focused on building the habits of feedback, based on the lessons and insights from Next Jump.
One of the best-known approaches to Behavior change is known as the "Stages of Change" model, which was introduced in the late 1970's by researchers James Prochaska and Carlo DiClemente who were studying ways to help people quit smoking.
The Stages of Change Model has been found to be an effective aid in understanding how people go through a change in behavior.
1) The document discusses how to provide positive and negative feedback to students. It outlines tips for giving each type of feedback effectively.
2) For positive feedback, the tips include giving it right away, evaluating if it should be public or private, ensuring the praise matches the effort, and providing frequent feedback on both big and small successes.
3) For negative feedback, the tips are to get your emotions under control first, give it privately, focus on the behavior not the person, give it right away, and allow the student to process and respond after delivering the feedback.
This document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-actualized people accurately perceive reality, are tolerant of uncertainty, and develop meaningful relationships. The document provides strategies for self-motivation like breaking tasks into steps and techniques like appealing to benefits and emotions. It discusses types of goals, goal setting through specific and measurable objectives, and steps to achieve goals like envisioning success and overcoming obstacles.
This document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-actualized people accurately perceive reality, are tolerant of uncertainty, and develop meaningful relationships. The document provides strategies for self-motivation like breaking tasks into steps and techniques like appealing to benefits and emotions. It discusses setting specific, measurable, attainable goals and identifying obstacles and resources to achieve them. The key is to visualize success and commitment and take action towards your goals.
This document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs and describes how fulfilling lower level needs allows one to focus on higher level needs. It provides techniques for self-motivation and strategies for motivating others, including appealing to needs, expertise, and emotions. The document also discusses how to set goals, focusing on making goals specific, measurable, attainable, relevant, and time-oriented. It outlines steps for achieving goals, including overcoming obstacles and reviewing progress.
The document discusses change management and how to effectively manage change within an organization. It covers common reactions to change like resistance and doubt. It also discusses the importance of leadership involvement, communication, and training to help transition people through change. Key aspects of change management include defining the current and future states, identifying stakeholders, creating a vision and roadmap, addressing resistance, and monitoring progress.
The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
This document outlines a workshop for nonprofit leaders on becoming powerful managers of people using a "5 C method": Connect, Check, Choose, Conceive, and ReCycle. It provides exercises for participants to roleplay these concepts, focusing on connecting with staff through sharing positive experiences, checking on management issues by listing what's working and needs improvement, choosing whether to change through brainstorming wishes, conceiving small action plans, and recycling the process through check-ins. The goal is for managers to build relationships, continuously improve issues, and guarantee results through an ongoing reflective cycle.
The document discusses managing change and outlines Kotter's 8 stages of change management. It explains that change is a process, not an event, and involves transitions that are psychological. It also discusses why people resist change and provides tips for effective communication and leadership during change. The 8 stages include increasing urgency, building a team, creating a vision, communicating the vision, empowering others for change, creating short-term wins, maintaining momentum, and embedding changes.
The document discusses managing change and outlines Kotter's 8 stages of change management. It explains that change is a process, not an event, and involves transitions that are psychological. It also discusses why people resist change and provides tips for effective communication and leadership during change. The 8 stages include increasing urgency, building a team, creating a vision, communicating the vision, empowering others for change, creating short-term wins, maintaining momentum, and embedding changes.
This document provides an overview of change management. It discusses that change management is a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It also notes that change is difficult because it involves emotions, and people will typically react to change by progressing through stages like denial, anger, and acceptance. The document emphasizes that good communication is essential for managing change effectively, as it helps people understand what is changing and removes fear, which often underlies other reactions to change.
This document discusses change and how to manage it effectively. It notes that change is a natural phenomenon that can help correct errors, develop sharing of ideas, and motivate success. While change can be difficult due to fear of the unknown and preference for stability, the document provides six secrets to effective change: love employees, connect with purpose, build capacity, make learning the priority, promote transparency, and ensure systems can adapt. It emphasizes understanding customers, satisfying their needs, and maintaining trust. With careful management of change through new visions, training, motivation and continuous improvement, change can be successfully implemented.
Leading Change in Challenging Times for Kirklees CouncilMichael Barker
This document discusses change management and leading change. It begins by defining change management as a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It then discusses reasons for change such as new strategies, technology, or competition. The document emphasizes that effective change requires addressing people's reactions, which typically follow stages like denial, resistance, and eventually acceptance. It stresses the importance of clear communication, addressing fears and concerns, and involving those impacted by the change. The key to success is removing fear through information, support and guidance throughout the change process.
Finding the Courage to Change tracy crawfordJodi Rudick
This webinar discussed finding the courage to change at three levels: personal, agency, and organizational. At the personal level, the webinar identified different types of change and common reasons why people resist change. It provided worksheets to help participants identify a needed personal change and create an action plan. At the agency level, the webinar discussed how different employees react to change and how to lead a team through change. Worksheets helped identify an agency change and plan. Finally, at the organizational level, the webinar covered prerequisites for change, theories of organizational change, and Kotter's 8 step process for managing organizational change through establishing urgency, empowering employees, and incorporating change into the culture.
This document provides biographical information about Mirza Yawar Baig. It outlines his work experience as an international speaker, trainer, author, and leadership consultant with over 16 years of experience in corporate management and 31 years in training and organizational development. It also lists the books he has authored, the organizations he is affiliated with, clients he has worked with, and the agenda for a talk or workshop he will be providing. The document gives an overview of Mirza Yawar Baig's professional background and qualifications as a leadership consultant and speaker.
This document discusses various aspects of staff development and training, including:
- The importance of facilitating continuous development of employees for organizational success.
- Techniques for determining staff training needs such as asking open-ended questions and inviting staff to describe their work.
- Elements that should be included in learning contracts agreed upon between managers and staff, such as goals, objectives, actions, and timelines.
- The benefits of collaboration between managers and training departments to identify development opportunities and resources.
- The importance of review and evaluation of training programs to identify additional learning needs.
This document provides guidance for supervisors. It defines a supervisor as someone with authority over employees who can hire, fire, promote, discipline, or adjust employee grievances. Some examples of supervisors given include professors overseeing dissertations and heads of medical teams. The document discusses why people seek supervisory roles and the traits of good supervisors, such as fostering trust and being supportive. It outlines the roles and responsibilities of supervisors, including setting goals, making decisions, managing change, communication, and training/developing employees. Effective supervision requires skills like delegation, motivation, and handling employee needs.
Presentation at SoftShake Conference 2016. Why we don't learn enough? What are the right people and right environment for learning? Which processes must be in place to facilitate learning?
Excel Physiotherapy and Wellness offers step-by-step health and wellness coaching programs, equipping you with valuable tools to help you make positive steps towards lasting change.
Our coaching programs are tailored to you, ensuring they fit with your goals, your schedule and your lifestyle.
The document describes the steps and content of a life skills training program. It discusses sessions focused on decision making and problem solving. The decision making section outlines an 8-step process for making decisions that involves clearly defining the problem, setting goals, brainstorming solutions, weighing pros and cons of options, and committing to a choice. The problem solving section similarly presents an 8-step approach that involves defining the problem, understanding one's feelings about it, relaxing, generating solutions, considering others' perspectives, evaluating options, ranking solutions, and making a selection.
The document provides guidance on life skills training modules that focus on decision making, problem solving, creative thinking, and critical thinking. It outlines 8 steps for decision making that involve clearly defining problems, setting goals, brainstorming solutions, weighing pros and cons of options, selecting a best choice, and implementing decisions. The 9 steps for problem solving include defining problems, considering feelings, relaxing before solving, exploring solutions, evaluating solutions, selecting a choice, and reexamining problems. Sessions on creative and critical thinking describe characteristics and learning approaches for these skills.
This chapter discusses how attitudes can shape one's life and success. It covers how attitudes are formed through socialization, peers, rewards/punishments and role models. Attitudes are learned and can change. Positive attitudes like optimism and happiness can help achieve goals, while negative attitudes make success difficult. Employers seek attitudes like motivation, openness, teamwork and honesty. The chapter also discusses how organizations can develop positive employee attitudes through benefits, culture, and rewarding positive behaviors.
The document discusses readiness for change and the transtheoretical model of change. It defines readiness as a combination of previous experience, skills/knowledge, and attitude. It explores using the readiness ruler to assess motivation and lists questions to ask at different stages. People progress through stages using cognitive, affective and evaluative processes and later rely on commitments, conditioning and support. The goals of system change and 10 processes for moving through stages are outlined.
1. Leading for A Change Rev. Gary Sweeten, Ed. D., LPCC, Retired Sweeten Life Systems Life Way Counseling Centers Doing the right things at the right time http://garysweetenblogspotcom.blogspot.com www.garysweeten.com 513-300-5065
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21. Circle of Influence Mgt Ideas Seeker Hope Seeker-Coach Relationship Outside Factors Motivation Encourage
41. Pros To Share Rewards Share Work Understand Pros Time Allow Mistakes Keep me competitive Help me stay calm Decisions Together Affirm Insights Support health Collaborate Decisions Sharing Understand my stress Social Support Pre-Work On Issue Stress Mgt Teamwork Proactive Learning
42. Three Cons Disrupt my schedule Reduce my autonomy Time Away from my Routine Stress give me an edge My unique talents will be missed Requires more time to study Too much time Make me Dependent Must share my private life Stress Management Collaborative Teamwork Proactive Learning