The document discusses effective communication techniques. It defines different types of communication including verbal, nonverbal, and one-way versus two-way communication. It recommends using "I" statements instead of "you" statements to avoid escalating conflicts. Some tips for good communication include stopping to listen, watching body language, and avoiding roadblocks like mixed messages or silence. Guidelines are provided for resolving conflicts through compromise and mutually agreeable resolutions.
This is a general overview of intercultural communication that helps to unveil the different aspects, background and skills to communicate effectively with different cultures
The PPT provides you with 5 easy steps to de-escalate conflict in a proper way. It tells you to listen properly before speaking and mirroring yourself.For more information you can visit:http://www.past-transgressions.com/
5 effective tactics for conflict resolutionGabriel Orban
1) Get in touch with your feelings before attempting conflict resolution so you can address the issue calmly.
2) Take responsibility for your own role in the conflict rather than blaming the other person.
3) Listen without interrupting so you can understand each other's perspectives, which can help resolve the conflict.
This document discusses interpersonal communication and effective communication models. It introduces the basic sender-receiver communication model and the pyramid of mutuality model which emphasizes mutual purpose, meaning, and respect. Communication styles are discussed along a continuum from silence to violence, outlining strategies like politicking, hiding, withdrawing, monologuing, labeling and attacking. The importance of mutual understanding, shared goals and values, and treating others with dignity are emphasized for effective communication. Practical exercises and scripts are provided to help improve communication skills.
Difficult Conversations is based on the book Difficult Conversation and is a methodology of how to engage anyone successfully through a difficult conversation. It is a method I work with in instructing clients how to work with those that they have typically been challenged with. It works as well in your personal life as it does your work life.
This document provides information on conflict resolution techniques. It discusses what conflict is, when it is positive and negative, and effective versus ineffective strategies. Some key points:
- Positive conflict resolution involves negotiation, mediation, compromise, and finding win-win solutions that meet both parties' needs. Negative approaches include yelling, name-calling, refusing to change position.
- The person affected by the problem owns resolving it, even if not the cause. Solutions should be brainstormed that meet everyone's needs.
- An effective process involves preparing, identifying issues, brainstorming solutions, evaluating options, agreeing on a solution, implementing it, and following up to ensure it works. "I-messages" and
This document provides information on conflict resolution techniques. It discusses what conflict is, when conflict can be positive or negative, and strategies for resolving conflict in a constructive way. The key strategies discussed are using "I messages" to communicate one's own feelings and needs, active listening to understand other perspectives, brainstorming multiple solutions to meet all needs, and implementing an agreed upon solution to resolve the underlying issues in a "win-win" manner. The goal is finding a mutually agreeable resolution through open communication and compromise.
The document discusses effective communication techniques. It defines different types of communication including verbal, nonverbal, and one-way versus two-way communication. It recommends using "I" statements instead of "you" statements to avoid escalating conflicts. Some tips for good communication include stopping to listen, watching body language, and avoiding roadblocks like mixed messages or silence. Guidelines are provided for resolving conflicts through compromise and mutually agreeable resolutions.
This is a general overview of intercultural communication that helps to unveil the different aspects, background and skills to communicate effectively with different cultures
The PPT provides you with 5 easy steps to de-escalate conflict in a proper way. It tells you to listen properly before speaking and mirroring yourself.For more information you can visit:http://www.past-transgressions.com/
5 effective tactics for conflict resolutionGabriel Orban
1) Get in touch with your feelings before attempting conflict resolution so you can address the issue calmly.
2) Take responsibility for your own role in the conflict rather than blaming the other person.
3) Listen without interrupting so you can understand each other's perspectives, which can help resolve the conflict.
This document discusses interpersonal communication and effective communication models. It introduces the basic sender-receiver communication model and the pyramid of mutuality model which emphasizes mutual purpose, meaning, and respect. Communication styles are discussed along a continuum from silence to violence, outlining strategies like politicking, hiding, withdrawing, monologuing, labeling and attacking. The importance of mutual understanding, shared goals and values, and treating others with dignity are emphasized for effective communication. Practical exercises and scripts are provided to help improve communication skills.
Difficult Conversations is based on the book Difficult Conversation and is a methodology of how to engage anyone successfully through a difficult conversation. It is a method I work with in instructing clients how to work with those that they have typically been challenged with. It works as well in your personal life as it does your work life.
This document provides information on conflict resolution techniques. It discusses what conflict is, when it is positive and negative, and effective versus ineffective strategies. Some key points:
- Positive conflict resolution involves negotiation, mediation, compromise, and finding win-win solutions that meet both parties' needs. Negative approaches include yelling, name-calling, refusing to change position.
- The person affected by the problem owns resolving it, even if not the cause. Solutions should be brainstormed that meet everyone's needs.
- An effective process involves preparing, identifying issues, brainstorming solutions, evaluating options, agreeing on a solution, implementing it, and following up to ensure it works. "I-messages" and
This document provides information on conflict resolution techniques. It discusses what conflict is, when conflict can be positive or negative, and strategies for resolving conflict in a constructive way. The key strategies discussed are using "I messages" to communicate one's own feelings and needs, active listening to understand other perspectives, brainstorming multiple solutions to meet all needs, and implementing an agreed upon solution to resolve the underlying issues in a "win-win" manner. The goal is finding a mutually agreeable resolution through open communication and compromise.
The document is a conflict-management style survey that asks the respondent to allocate points among different responses to describe how they typically handle conflicts. It contains 15 questions about reactions to hostile, unimportant, or developing conflicts. The respondent's scores are totaled into four columns - aggressive/confrontive, assertive/persuasive, observant/introspective, and avoiding/reactive styles. A higher score in columns 1-2 indicates a more assertive approach, while columns 3-4 suggest a more conciliatory style. The respondent's scores are also totaled into A and B, with a higher score in A indicating a tendency toward aggressive/assertive conflict management and a higher score in B indicating a more accommod
Weeks 1 & 2 reviewed key concepts around arguing, communication, and critical thinking. It discussed approaching arguments assertively without aggression, the communication model of senders and receivers, and truth versus validity. It also covered communication styles, the argumentative environment established by ancient Greeks, foundations of critical thinking, decision making styles, and how our realities are perceptions formed through selection, sorting, and interpretation of the environment.
This document discusses different types of argumentative behaviors: nonassertive, aggressive, and cooperative/assertive. Nonassertive behaviors result in losing or compromising one's position, aggressive behaviors focus only on one side winning regardless of others' feelings, and cooperative/assertive behaviors find solutions where all parties can win. The document emphasizes that constructive arguing through cooperation and finding solutions where all can win is key to successful relationships, and that it is okay to lose arguments sometimes as that is how people grow.
Supportive and defensive communication climateshoranv
1. The document discusses Jack Gibb's theory of defensive and supportive communication behaviors that can alter a communication climate from negative and defensive to positive and open.
2. Gibb identified six defensive behaviors - evaluation, control, strategy, neutrality, superiority, and certainty - and six supportive behaviors - description, problem orientation, spontaneity, empathy, equality, and provisionalism.
3. Using supportive behaviors that confirm the other person, show concern for their feelings, and acknowledge uncertainty can help create a more positive communication climate where people feel free to open up.
The document discusses improving communication climates through establishing confirming communication. It describes different types of disconfirming and confirming messages that can shape relationships. It also discusses how communication climates develop and how spirals of escalating or de-escalating conflict can form. The document then covers causes of defensiveness and strategies to prevent defensiveness in others, such as using descriptive rather than evaluative language. Finally, it outlines how to structure assertive messages and respond nondefensively to criticism through agreeing with valid criticisms and seeking further understanding.
This document discusses communication climate and how it impacts groups. It defines two types of climates - supportive and defensive. A supportive climate makes group members feel valued and encourages open sharing, while a defensive climate has the opposite effect.
The document outlines six dimensions that establish a supportive climate, including description over evaluation, problem orientation over control, and equality over superiority. It also describes seven types of disconfirming messages that characterize a defensive climate, such as being impervious, interrupting, or giving ambiguous responses.
Specific examples are provided of how climate impacts students in a classroom setting. Private schools tend to have a more supportive climate due to small class sizes while large university lectures can feel more defensive. Characteristics of both
Negotiation is a dialogue between two parties to resolve conflicts or issues so that both parties find the solution acceptable. Usually, it is a compromise involving give and take. Negotiation results when each party compromises to resolve a conflict for everyone's benefits. In the workplace, negotiations may take place between managers, departments, colleagues or between a team member and a manager. Even before you join the workplace, you may negotiate the job offer with the interviewer or HR manager.
In this Presentation, we will discuss what negotiation skills are, its benefits, examples and tips for improving your negotiation skills.
The document discusses conflicts that can arise in relationships and strategies for resolving conflicts. It defines interpersonal conflicts as disagreements between groups of any size. Common causes of conflicts include power struggles, jealousy, property disputes, and disputes over territory and space. When a conflict arises, you can either face it or ignore it. Effective strategies for resolving conflicts include taking time to calm down, discussing each side without interrupting, brainstorming solutions, and agreeing on a solution that benefits both sides. Mediation involves a trained mediator helping the parties resolve conflicts peacefully through open communication and finding a mutually agreeable solution.
This document provides an overview of advanced debating techniques. It discusses the components of a basic argument: content, organization, and delivery. For organization, it recommends using the ARE structure of argument, reason, and evidence. For delivery, it recommends considering audibility, engagement, conviction, authority, and likability. It then discusses how to make arguments more persuasive through "chunking" - relating arguments to abstract principles, real-world examples, and analogies. It provides examples and recommends debaters practice these techniques to strengthen their persuasive abilities.
The document is a conflict-management style survey that asks the respondent to allocate points among different responses to conflict situations. It analyzes the responses to determine if the person has an aggressive/confrontational, assertive/persuasive, observant/introspective, or avoiding/reactive conflict management style. A high score in columns 1 and 2 indicates a tendency towards direct engagement, while a high score in columns 3 and 4 suggests a more passive accommodation approach. The interpretation provides descriptions of each style.
Based on Kerry Patterson's model of handling Crucial Conversation, this presentation is focused.
In our work, relationships are the priority of life. Conversations help us care for our relationships with talking and listening. The quality of your life comes from the quality of your dialogues and conversations. Most conversations are easy. As humans we are natural relationship builders. But what about those times when the conversations aren’t so easy to have. That is where skills for handling Crucial Conversations come in.
The document provides 5 tips for speaking more persuasively. The tips are to listen first to lower resistance, replicate the other speaker's point of view to gain respect, avoid harsh language to stay focused on the problem, repeat your view to influence the other person psychologically, and speak the truth to prove your point and speak confidently.
This document provides strategies for effectively engaging in difficult conversations and negotiations. It emphasizes the importance of preparation, including identifying the problem, clarifying one's goal, anticipating reactions, and planning a message that is accurate, brief, and clear. Key recommendations include listening without interrupting, acknowledging other perspectives, responding calmly without becoming defensive, and being willing to discuss issues as they arise in the future. The overall message is that preparation, empathy, and maintaining composure are vital for successfully navigating high-stakes discussions.
A debate is a discussion or structured contest about an issue or a resolution. A formal debate involves two sides: one supporting a resolution and one opposing it. Such a debate is bound by rules previously agreed upon. Debates may be judged in order to declare a winning side. Debates, in one form or another, are commonly used in democratic societies to explore and resolve issues and problems. Decisions at a board meeting, public hearing, legislative assembly, or local organization are often reached through discussion and debate.
This document outlines an agenda and activities for a training session on initiating difficult conversations. The session aims to help participants identify effective strategies for difficult conversations, reflect on how they have handled such conversations, and reconcile beliefs about efficacy with an open mindset. The agenda includes discussing common pitfalls, roleplaying scenarios, and preparing for a real difficult conversation. Participants will practice skills like preparing purposefully, exploring all perspectives, and problem-solving.
Managing Difficult Conversations:9 Questions to Ask YourselfBarbara Greene
Do you avoid difficult conversations? There is no need to avoid them if you focus on the constructive possibilities. Start by asking yourself these 9 critical questions.
The document provides tips for effective debating strategies. It advises to remain calm and on topic, thoroughly research arguments, and use examples and stories appropriately. Debaters should be aware of time limits and present information in a logical, appropriate manner without introducing new points in their closing statement. Working as a team and addressing all opposing arguments is important for a successful debate.
This document provides an overview of basic debating skills. It explains that a debate involves arguing a topic from two opposing sides (affirmative and negative) according to strict rules. The affirmative must define the topic and present their team's position, while the negative argues against the topic. Each speaker has a specific role, such as presenting arguments, rebutting the other side's points, and working as part of a coordinated team. Effective debating requires strong substantive arguments, confident delivery, and logical organization of one's points. Speakers are evaluated on the substance of their arguments, their presentation style, and their strategic approach.
The document covers various topics around communication skills:
- It identifies 5 levels of communication from superficial to validating and provides examples.
- It describes assertive behavior and its positive impact on communication.
- It explains what validation is and basic steps to validate others by acknowledging and understanding their feelings.
- Key terms related to communication skills like active listening, empathy, and conflict resolution are defined.
- Effective communication techniques like I-messages and we-statements are explained to resolve conflicts constructively.
The document discusses various aspects of communication including definitions, models, processes, types, barriers, and styles. It defines communication as conveying thoughts or feelings to others. It describes the Shannon-Weaver model of communication involving a source, encoder, decoder, message, receiver, and feedback. It outlines verbal communication techniques and paraverbal cues like pitch, rate, and volume. It discusses non-verbal communication such as gestures, space, and facial expressions. It also addresses passive, aggressive, and assertive communication styles and provides examples of each.
The document is a conflict-management style survey that asks the respondent to allocate points among different responses to describe how they typically handle conflicts. It contains 15 questions about reactions to hostile, unimportant, or developing conflicts. The respondent's scores are totaled into four columns - aggressive/confrontive, assertive/persuasive, observant/introspective, and avoiding/reactive styles. A higher score in columns 1-2 indicates a more assertive approach, while columns 3-4 suggest a more conciliatory style. The respondent's scores are also totaled into A and B, with a higher score in A indicating a tendency toward aggressive/assertive conflict management and a higher score in B indicating a more accommod
Weeks 1 & 2 reviewed key concepts around arguing, communication, and critical thinking. It discussed approaching arguments assertively without aggression, the communication model of senders and receivers, and truth versus validity. It also covered communication styles, the argumentative environment established by ancient Greeks, foundations of critical thinking, decision making styles, and how our realities are perceptions formed through selection, sorting, and interpretation of the environment.
This document discusses different types of argumentative behaviors: nonassertive, aggressive, and cooperative/assertive. Nonassertive behaviors result in losing or compromising one's position, aggressive behaviors focus only on one side winning regardless of others' feelings, and cooperative/assertive behaviors find solutions where all parties can win. The document emphasizes that constructive arguing through cooperation and finding solutions where all can win is key to successful relationships, and that it is okay to lose arguments sometimes as that is how people grow.
Supportive and defensive communication climateshoranv
1. The document discusses Jack Gibb's theory of defensive and supportive communication behaviors that can alter a communication climate from negative and defensive to positive and open.
2. Gibb identified six defensive behaviors - evaluation, control, strategy, neutrality, superiority, and certainty - and six supportive behaviors - description, problem orientation, spontaneity, empathy, equality, and provisionalism.
3. Using supportive behaviors that confirm the other person, show concern for their feelings, and acknowledge uncertainty can help create a more positive communication climate where people feel free to open up.
The document discusses improving communication climates through establishing confirming communication. It describes different types of disconfirming and confirming messages that can shape relationships. It also discusses how communication climates develop and how spirals of escalating or de-escalating conflict can form. The document then covers causes of defensiveness and strategies to prevent defensiveness in others, such as using descriptive rather than evaluative language. Finally, it outlines how to structure assertive messages and respond nondefensively to criticism through agreeing with valid criticisms and seeking further understanding.
This document discusses communication climate and how it impacts groups. It defines two types of climates - supportive and defensive. A supportive climate makes group members feel valued and encourages open sharing, while a defensive climate has the opposite effect.
The document outlines six dimensions that establish a supportive climate, including description over evaluation, problem orientation over control, and equality over superiority. It also describes seven types of disconfirming messages that characterize a defensive climate, such as being impervious, interrupting, or giving ambiguous responses.
Specific examples are provided of how climate impacts students in a classroom setting. Private schools tend to have a more supportive climate due to small class sizes while large university lectures can feel more defensive. Characteristics of both
Negotiation is a dialogue between two parties to resolve conflicts or issues so that both parties find the solution acceptable. Usually, it is a compromise involving give and take. Negotiation results when each party compromises to resolve a conflict for everyone's benefits. In the workplace, negotiations may take place between managers, departments, colleagues or between a team member and a manager. Even before you join the workplace, you may negotiate the job offer with the interviewer or HR manager.
In this Presentation, we will discuss what negotiation skills are, its benefits, examples and tips for improving your negotiation skills.
The document discusses conflicts that can arise in relationships and strategies for resolving conflicts. It defines interpersonal conflicts as disagreements between groups of any size. Common causes of conflicts include power struggles, jealousy, property disputes, and disputes over territory and space. When a conflict arises, you can either face it or ignore it. Effective strategies for resolving conflicts include taking time to calm down, discussing each side without interrupting, brainstorming solutions, and agreeing on a solution that benefits both sides. Mediation involves a trained mediator helping the parties resolve conflicts peacefully through open communication and finding a mutually agreeable solution.
This document provides an overview of advanced debating techniques. It discusses the components of a basic argument: content, organization, and delivery. For organization, it recommends using the ARE structure of argument, reason, and evidence. For delivery, it recommends considering audibility, engagement, conviction, authority, and likability. It then discusses how to make arguments more persuasive through "chunking" - relating arguments to abstract principles, real-world examples, and analogies. It provides examples and recommends debaters practice these techniques to strengthen their persuasive abilities.
The document is a conflict-management style survey that asks the respondent to allocate points among different responses to conflict situations. It analyzes the responses to determine if the person has an aggressive/confrontational, assertive/persuasive, observant/introspective, or avoiding/reactive conflict management style. A high score in columns 1 and 2 indicates a tendency towards direct engagement, while a high score in columns 3 and 4 suggests a more passive accommodation approach. The interpretation provides descriptions of each style.
Based on Kerry Patterson's model of handling Crucial Conversation, this presentation is focused.
In our work, relationships are the priority of life. Conversations help us care for our relationships with talking and listening. The quality of your life comes from the quality of your dialogues and conversations. Most conversations are easy. As humans we are natural relationship builders. But what about those times when the conversations aren’t so easy to have. That is where skills for handling Crucial Conversations come in.
The document provides 5 tips for speaking more persuasively. The tips are to listen first to lower resistance, replicate the other speaker's point of view to gain respect, avoid harsh language to stay focused on the problem, repeat your view to influence the other person psychologically, and speak the truth to prove your point and speak confidently.
This document provides strategies for effectively engaging in difficult conversations and negotiations. It emphasizes the importance of preparation, including identifying the problem, clarifying one's goal, anticipating reactions, and planning a message that is accurate, brief, and clear. Key recommendations include listening without interrupting, acknowledging other perspectives, responding calmly without becoming defensive, and being willing to discuss issues as they arise in the future. The overall message is that preparation, empathy, and maintaining composure are vital for successfully navigating high-stakes discussions.
A debate is a discussion or structured contest about an issue or a resolution. A formal debate involves two sides: one supporting a resolution and one opposing it. Such a debate is bound by rules previously agreed upon. Debates may be judged in order to declare a winning side. Debates, in one form or another, are commonly used in democratic societies to explore and resolve issues and problems. Decisions at a board meeting, public hearing, legislative assembly, or local organization are often reached through discussion and debate.
This document outlines an agenda and activities for a training session on initiating difficult conversations. The session aims to help participants identify effective strategies for difficult conversations, reflect on how they have handled such conversations, and reconcile beliefs about efficacy with an open mindset. The agenda includes discussing common pitfalls, roleplaying scenarios, and preparing for a real difficult conversation. Participants will practice skills like preparing purposefully, exploring all perspectives, and problem-solving.
Managing Difficult Conversations:9 Questions to Ask YourselfBarbara Greene
Do you avoid difficult conversations? There is no need to avoid them if you focus on the constructive possibilities. Start by asking yourself these 9 critical questions.
The document provides tips for effective debating strategies. It advises to remain calm and on topic, thoroughly research arguments, and use examples and stories appropriately. Debaters should be aware of time limits and present information in a logical, appropriate manner without introducing new points in their closing statement. Working as a team and addressing all opposing arguments is important for a successful debate.
This document provides an overview of basic debating skills. It explains that a debate involves arguing a topic from two opposing sides (affirmative and negative) according to strict rules. The affirmative must define the topic and present their team's position, while the negative argues against the topic. Each speaker has a specific role, such as presenting arguments, rebutting the other side's points, and working as part of a coordinated team. Effective debating requires strong substantive arguments, confident delivery, and logical organization of one's points. Speakers are evaluated on the substance of their arguments, their presentation style, and their strategic approach.
The document covers various topics around communication skills:
- It identifies 5 levels of communication from superficial to validating and provides examples.
- It describes assertive behavior and its positive impact on communication.
- It explains what validation is and basic steps to validate others by acknowledging and understanding their feelings.
- Key terms related to communication skills like active listening, empathy, and conflict resolution are defined.
- Effective communication techniques like I-messages and we-statements are explained to resolve conflicts constructively.
The document discusses various aspects of communication including definitions, models, processes, types, barriers, and styles. It defines communication as conveying thoughts or feelings to others. It describes the Shannon-Weaver model of communication involving a source, encoder, decoder, message, receiver, and feedback. It outlines verbal communication techniques and paraverbal cues like pitch, rate, and volume. It discusses non-verbal communication such as gestures, space, and facial expressions. It also addresses passive, aggressive, and assertive communication styles and provides examples of each.
The document discusses conflict, its types, and methods for managing conflict. It defines conflict as opposition between individuals, groups, or ideas. There are three main types of interpersonal conflict: simple conflict over topics, pseudo conflict due to misunderstandings, and ego conflict involving clashes of personality. Intrapersonal conflict occurs within an individual regarding choices with both positive and negative outcomes. The document outlines five methods for managing conflict: avoiding it, accommodating others, competing to get one's way, compromising through mutual concessions, and collaborating by finding cooperative solutions. It provides guidance for managing intra- and interpersonal conflicts constructively.
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.
Material for PGPSE participants of AFTERSCHOOOL CENTRE FOR SOCIAL ENTREPRENEURSHIP. PGPSE is an entrepreneurship oriented programme, open for all, free for all.
This document provides information on healthy communication styles and conflict resolution. It discusses assertive, aggressive, and passive communication styles. Assertiveness is described as the most effective style, where one stands up for their rights while respecting others. Aggressive communication involves manipulation, while passive avoids confrontation. Constructive communication techniques like "I" messages, clarity, reflective listening, and respect are outlined. Destructive techniques like blaming and name-calling are also defined. The document promotes resolving conflicts through collaboration and finding win-win solutions.
Conflict is a normal part of relationships that requires certain skills to resolve productively. These include managing stress and emotions, paying attention to verbal and nonverbal communication, being aware of differing needs and perspectives, seeking compromise, and believing that facing conflicts head-on strengthens relationships. Developing emotional awareness and the ability to de-escalate tensions in the moment are particularly important for constructively addressing disagreements and preventing conflicts from causing damage. When handled well, conflicts provide opportunities for growth and deeper understanding between parties.
This document provides guidance on how to effectively work with difficult people and resolve conflicts. It discusses identifying conflict goals, developing skills like emotional awareness, analyzing issues, and using negotiation and mediation strategies. Key recommendations include staying calm, listening actively without judgment, understanding different perspectives, focusing on interests not positions, and seeking help from others if needed. The overall message is that resolving conflicts constructively requires reflection, communication, and finding mutually agreeable solutions.
The document discusses the importance of developing strong listening skills. It outlines several types of listening including discriminative, comprehension, critical, biased, evaluative, appreciative, sympathetic, empathetic, and relationship listening. It also provides tips for becoming a better listener such as focusing, identifying what is being said, providing feedback, not criticizing, and never assuming. Additionally, the document discusses why good listening skills are important for work, including better understanding assignments, building rapport, resolving problems, and showing support. Some disadvantages of listening include cultural differences inhibiting understanding, limitations on audience size, challenges with active listening, messages not being retained long-term, and fear blocking the listening process.
The document discusses the importance of interpersonal skills in the modern workplace. It notes that today's work requires strong networking abilities as family structures change, coworkers rotate frequently, and hierarchies flatten. Developing interpersonal skills like communication, empathy, self-awareness, and conflict management is essential for effective teamwork and career success. The document provides tips for improving skills like assertive communication, active listening, and resolving conflicts constructively.
The document provides an overview of successful negotiating techniques. It begins by defining negotiation and outlining the key elements of successful negotiation, including trust, communication, understanding people's emotions, and assessing bargaining power. It then describes 8 steps to successful negotiating, preparing to negotiate by understanding yourself and others, and focusing on interests rather than positions. The document concludes by discussing strategies for handling difficult negotiations, such as dealing with objections and saying no.
This document discusses assertive communication. Assertiveness is expressing yourself openly and honestly while respecting others. It falls between passive behavior, where one's needs are disregarded, and aggressive behavior, which undermines trust. Assertive communication takes practice and involves using open questions, focusing on facts over opinions, criticizing behaviors respectfully, making commitments clearly, and results in benefits like improved self-esteem and relationships.
The document discusses effective communication skills. It identifies five levels of communication ranging from superficial to validating. Assertive communication and active listening are important. The document also discusses recognizing and avoiding bullying, hazing, sexual harassment and resolving conflicts in a positive way. Good communication involves acknowledging others' feelings, listening without judgment, and striving for mutual understanding.
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Skills and Tools for Building Healthy Relationships including developing empathy, understanding the art of compromise, understanding the love languages, and preventing relationship sabotage
The document provides information on assertiveness and conflict management techniques. It defines assertiveness as expressing personal rights and feelings. It discusses the importance of being assertive and the consequences of lacking assertiveness. Assertiveness training is presented as a way to increase assertive behaviors and decrease passive or aggressive behaviors. Assertiveness training involves developing non-verbal communication skills, recognizing personal rights, expressing feelings and needs, practicing responses, and learning to say no. The document also discusses what conflict is and provides several ways to manage conflict, such as staying calm, listening to other perspectives, brainstorming solutions, and seeking help from mediation services.
Week 7 Instructor NotesW7N1 Project Communication OverviewA.docxcockekeshia
Week 7 Instructor Notes
W7N1: Project Communication Overview
Approximately 70 (and some say up to 90%) of a project manager’s time is spent communicating and over 50% of their time is spent in meetings. Of the time spent communicating, approximately 45% of the time should be spent listening and no more than 30% should be spent talking.
The following are interesting facts, from Dr. Don Wetmore, regarding communication:
· The average person uses 13 different ways to control and manage their time
· The average person gets 1 interruption every 8 minutes or approximately 7 an hour or 50-60 per day
· On an average day, there are 17 million meetings in America
· The average worker sends and receives 190 messages per day
· There will be 2 million marriages in this country this year and 1 million divorces. 95% of divorces are caused by a “lack of communication”.
· The average working person spends less than 2 minutes per day in meaningful communication with their spouse or “significant other”.
· The average working person spends less than 30 seconds a day in meaningful communication with their children.
Communication is important – in both our professional and personal lives!
W7N2 How People Communicate
Project managers need to be able to communicate precise messages, where the receiving party understands the context, motive and message itself. A basic communication model helps in understanding what communication means.
Communication is two-way – we transmit information for the purpose of it being received and understood. Both the sender and receiver are involved in communication! What we transmit can be affected by “noise”, meaning that the receiver of the message may have a distorted message – they may be receiving something different than what we think we sent. That might be caused by the way we are sending or by the way they are listening. To avoid misunderstandings, we need to confirm that our message was understood accurately. Noise can be caused by many factors, including language, culture, or emotion. Noise can block out a message so the information is either not heard at all or is distorted. We need to use feedback to verify that our communications are successful.
There are various strategies for ensuring that messages are understood correctly and different strategies are needed for different types of communication channels. In face-to-face communications we can evaluate tone and voice and use body language in augment our words. While you must be careful to read cues correctly, face-to-face communications generally presents an environment where it is a bit easier to ensure your message is properly received. Consider the following:
· Email communication is 100% words (emoticons are marginally non-verbal communication)
· Telephone communication is 18% words and 82% voice tone
· Face-to-Face communication is 55% body language, 38% voice tone and 7% words
Be certain to think about the communication method we use..
Communication & Challenging Conversations PCMA 2014 MontrealMcKinley Solutions
Challenging conversations are those everyday interactions that significantly affect you and others. They differ from ordinary dialogue because the opinions of the participants may vary, the emotions are high and the stakes are significant. The way in which you deal with these important discussions can have a positive or negative result and can change the course of your relationship. Learn the tools to handle life’s most difficult conversations, say what’s on your mind, and achieve positive outcomes. Challenging confrontations consists of face-to-face accountability discussions where someone has disappointed you and you talk to him or her directly. When handled well, the problem is resolved and the relationship benefits. New research demonstrates that these disappointments aren’t just irritating – they’re costly, sapping organizational performance by 20 to 50 percent. Learn to permanently resolve failed promises and missed deadlines, transform broken rules and bad behaviors into productive accountability and strengthen relationships while solving problems. At the heart of mastering these challenges is the ability to engage in and maintain dialogue. Masters of dialogue create an atmosphere where everyone feels safe about adding his or her own views to the “shared pool” of ideas being expressed. The skills are critical to the success of all leadership roles. Active participants will increase their awareness of the challenging conversations and confrontations as well as hands-on tips and techniques on how to manage them effectively.
Learning Objectives:
1. How do I deal spontaneously with challenging conversations (where opinions vary, emotions are high and stakes are significant)?
2. How can I resolve problems where I have been disappointed by employee accountability and avoid unnecessary costs and strained relationships?
3. How do I develop and environment where people can carry on a dialogue and feel safe expressing their own view.
This document outlines performance objectives for interpersonal communication training. It covers topics such as identifying effective communication styles, understanding barriers to communication, dealing with difficult people, active listening techniques, and remaining professional under pressure. The primary goals are to understand interpersonal communication, develop strategies for handling challenging situations, and maintain composure.
Interpersonal Communication Powerpoint - NDOC.pptdonnasabugaa2
This document outlines performance objectives for interpersonal communication training. It covers defining communication, understanding communication styles, barriers to communication, non-verbal communication, dealing with difficult people, active listening, remaining professional under pressure, and public speaking. The key topics are identifying effective communication strategies, understanding non-verbal cues, managing conflict, using active listening skills, and maintaining professionalism during confrontations.
Similar to Communication & Conflict Resolution (20)
Men and women use language differently, in part because they have different life experiences and different goals in life.
In this presentation, you will learn some of the most common mistakes women make when they try to communicate with the men they love ... and more effective ways to get your point across.
Acknowledging & describing your negative cycle is the first step in breaking the cycle. This self-assessment will help you understand what goes on behind the scenes of unresolved conflict between you and your mate. If you need help breaking the cycle, contact Dr. Debi Smith through her website at www.YourJoyfulMarriage.com
Why Do Men Stonewall? (and what you can do about it)Dr. Debi Smith
Women work hard at their relationships. When something’s wrong, it’s the woman who notices it and wants to talk about it – to figure out what’s wrong and fix the problem. However, many men withdraw from such a conversation or simply fail to respond.
This quiz will help you assess how well you deal with conflict and whether you are able to make repairs to your relationship during and/or after an argument.
This presentation explores common communication problems in couple relationships, as well as how to evaluate your communication style, make emotional connections, and resolve conflicts.
The fatherless epidemic: Rediscovering fatherhood’s EdenDr. Debi Smith
The document discusses the impacts of fatherlessness on children and society. It notes that 40% of American children live in fatherless homes and that fatherlessness is a strong predictor of issues like child poverty, crime, suicide, and emotional/behavioral problems. The document also examines the roles of different types of fathers like alcoholic, abusive, and physically absent fathers and the negative impacts they can have on children's development.
Men and affection: The examination of gender roles and masculine traits as fa...Dr. Debi Smith
The document discusses research on differences in how men and women express emotion. It finds that while men experience emotion as intensely as women, they often choose not to express it or express it in non-traditional ways. Some key differences noted are that men tend to express affection through actions rather than words, see intimacy as including physical closeness, and communicate commitment rather than fidelity in relationships. The conclusion is that men are capable of full emotional experience but their natural expressions are often unrecognized due to traditional expectations viewing affection expression through a feminine lens.
1. Pornography is a multi-billion dollar industry, with the average age of first exposure being 11 years old. 2. Pornography can negatively impact relationships and promote unhealthy attitudes towards sex and women. It has been linked to issues like sex addiction, decreased intimacy, and an increased tolerance to violent or abusive behavior. 3. Factors like childhood experiences, lack of emotional fulfillment, and unresolved trauma or shame can contribute to issues like infidelity, sex addiction, and an unhealthy dependence on pornography in men. Treatment aims to address the underlying causes of these behaviors.
This document provides information about the Psychology Department at a university including faculty, concentrations, and involvement opportunities. It introduces 26 full-time and part-time faculty along with their areas of research. There are 10 concentrations for psychology majors covering areas like counseling, health psychology, and child development. The document encourages students to get involved through the Psychology Club, research assistantships, and preparing for careers or graduate school.
Person-centered therapy views humans as inherently trustworthy and capable of self-actualization given the right environment. It emphasizes a non-directive approach and the therapeutic relationship between client and therapist. For change to occur, the therapist must demonstrate congruence, unconditional positive regard, and accurate empathy to create a supportive environment where the client can drive their own growth. While effective for many, it may not suit all cultural backgrounds or individuals preferring a more structured treatment.
This document discusses various topics related to death and dying, including thoughts and fears of death, confronting one's own mortality, searching for a humane death, grief and bereavement, and completing the life cycle. It addresses denial of death, reactions to death, managing anxiety about one's own death, Kübler-Ross's five stages of grief, suicide rates in the US, hospice care, debates around physician-assisted suicide, legal documents addressing end-of-life wishes, types of grief responses, and how death represents the final stage of human development.
Older adulthood can be divided into three periods: young-old (60-69), middle-aged-old (70-79), and old-old (80-89). Physically, the body undergoes declines in most major systems as a result of earlier life events and lifestyle choices. Mentally, cognition and reaction time slow although dementia is not normal aging. Personality development focuses on adjusting to retirement, family/social roles, and government policies around increasing lifespans.
Middle adulthood constitutes a substantial portion of a person's lifespan. This period focuses on work and interpersonal relationships. Changes include children leaving home, potential midlife crises, and caring for aging parents. Physical and cognitive abilities begin to decline in middle age, though intellectual flexibility helps maintain functioning. Personality also experiences changes as adults navigate generativity, work, family roles, and divorce or remarriage for some.
Young adulthood brings changes in physical, cognitive, and social development. Physically, people reach peak strength and health in their 20s and 30s. Cognitively, skills are at their highest, and postformal thinking emerges. Socially, most people focus on careers, relationships, and starting families. Intimacy becomes an important task as friendships and romantic partnerships form. Parenthood involves new responsibilities and transitions as identities expand to include work and family roles.
This document summarizes key aspects of adolescent development from physical, cognitive, and socioemotional perspectives. Physically, puberty brings rapid biological changes through increased hormones. Cognitively, the brain continues developing with advances in abstract thinking. Socioemotionally, adolescents form identities and navigate relationships with families and peers while confronting developmental tasks of autonomy and independence.
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
ProSocial Behaviour - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Understanding of Self - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
12. Communication Problems:
Stonewalling
For men, it may be a
response to their own
confusion, being
overwhelmed, or trying
to defuse the situation.
For women, it feels like
he doesn’t care and
creates excessive anxiety
… and anger.
19. Communication Styles
How you express
yourself when you’re
stressed involves both
feelings & actions.
To communicate well,
you need to know your
respective styles.
20. Communication Styles: Feelings
Under stress, we get
anxious. Some more so
than others.
Stress can make us feel
anxious, worried,
concerne, frustrated,
trapped, or stuck.
21. Communication Styles: Feelings
On a scale ranging from
1 (calm) to 10 (very nervous),
how would you rate your
own level of anxiety when
you’re stressed?
22. Communication Styles: Feelings
On a scale ranging from
1 (calm) to 10 (very nervous),
how would you rate your
mate’s level of anxiety under
stress?
23. Communication Styles: Actions
Do you seek out other
people to help you with
your stress & anxiety?
Or do you pull away from
people & try to handle it on
your own?
27. Communication Styles: Building Security
“Seek first to understand,
then to be understood.”
~ Stephen Covey
“To speak without listening,
that is folly & shame.”
~ Proverbs
“It takes two to speak the truth …
one to speak & another to hear.”
~ Henry David Thoreau
“It is a luxury to be understood.”
~ Ralph Waldo Emerson
32. Communication Strategies:
Active Listening
Active listening is the
ability to let your partner
know you understand by
restating their message.
Good communication
depends on your ability to
carefully listen to the other
person.
35. Let’s Practice: The Speaker
Think of something you’d like more of (or
less of) in your relationship.
Turn to your mate & say, “I wish we had
more (or less) _________ in our relationship. If
my wish came true, I would feel ______.”
36. Let’s Practice: The Listener
Listen carefully to your mate. Pay attention
to both words & feelings.
Then say, “You wish we had more (or less)
_________ in our relationship. If your wish
came true, you would feel ________. Did I get
it right? Did I miss anything?”
37. Conflict Resolution
You have the best
chance of resolving
conflict when you are
able to communicate
without becoming
defensive.
38. Steps for Conflict Resolution
1. Set aside time to talk.
2. Listen to one another
using the speaker-
listener technique.
Acknowledge your
mate’s feelings.
39. Steps for Conflict Resolution
3. Clearly define the
problem.
4. Talk about your own
contribution to the
problem.
5. Discuss past attempts
to resolve the conflict.
40. Steps for Conflict Resolution
6. Brainstorm about
possible solutions.
7. Evaluate possible
solutions & likely
outcomes.
41. Steps for Conflict Resolution
8. Agree on something to
try.
9. Evaluate the outcome.
10. Reward yourselves!
42. Let me know what you think @
www.YourJoyfulMarriage.com/contact
1. What did you like best about
this presentation?
2. What was the most helpful?
3. What would you like to add or
change?
Dr. Debi Smith
43. Additional Resources
A Godly Man: Born to Be a Hero
www.DrDebiSmith.com
A Wise Woman’s Guide
to Life & Love in the Kingdom
www.AWiseWomansGuide.com