The document discusses creating an ideal workplace culture through establishing effective meeting norms and practices. It provides tips for planning meetings, giving and receiving feedback, setting cultural norms, and avoiding "collaborative overload". The agenda includes icebreakers, exercises on social styles, listening techniques, feedback models, creating meeting norms, and reflecting on productivity. The goal is to promote mutual support, learning, and effective collaboration through establishing shared expectations and communication best practices.
Emotional Intelligence involves our ability to recognize, understand, and utilize our emotions in a constructive manner. How much impact does this have in the workplace: a lot! Research shows it is the strongest predictor of performance and the foundation for critical leadership skills. This full-day program provides participants with a framework of the personal and social dimensions of emotional intelligence, and provides concrete strategies for applying these skills in the workplace.
Emotional Intelligence involves our ability to recognize, understand, and utilize our emotions in a constructive manner. How much impact does this have in the workplace: a lot! Research shows it is the strongest predictor of performance and the foundation for critical leadership skills. This full-day program provides participants with a framework of the personal and social dimensions of emotional intelligence, and provides concrete strategies for applying these skills in the workplace.
Knowing your strengths, weaknesses, vulnerabilities, thoughts, and feelings is a big step towards knowing who you really are.
Self-awareness is the key to preventing the emotional drama that guides your reactions to situations and other people.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
A conflict arises when individuals have varied interests, opinions and thought processes and are just not willing to compromise with each other. It is always wise to adjust to some extent and try to find a solution to the problem rather than cribbing and fighting. Conflicts and disagreements only lead to negativity and things never reach a conclusion.
Making mistakes is human nature, but after making mistakes more important is to learn from it.Now, how one can learn from mistakes and how to deal with such situation is important.I hope this presentation will help you in doing that.: )
Knowing your strengths, weaknesses, vulnerabilities, thoughts, and feelings is a big step towards knowing who you really are.
Self-awareness is the key to preventing the emotional drama that guides your reactions to situations and other people.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
A conflict arises when individuals have varied interests, opinions and thought processes and are just not willing to compromise with each other. It is always wise to adjust to some extent and try to find a solution to the problem rather than cribbing and fighting. Conflicts and disagreements only lead to negativity and things never reach a conclusion.
Making mistakes is human nature, but after making mistakes more important is to learn from it.Now, how one can learn from mistakes and how to deal with such situation is important.I hope this presentation will help you in doing that.: )
Local Food Launchpad is a seven week accelerator program for products, services, programs, social enterprises, campaigns or community projects that contribute to improving Melbourne's food system and growing Melbourne's food economy.
Local Food Launchpad applications close Friday 22 July. Find out more and apply at http://doingsomethinggood.com.au/local-food-launchpad-2016/
Presented at the Local Food Launchpad launch event on Tue 28 June 2016.
Making Ideas Happen Workshop for Vicsport as part of their Forward Thinking series for the Victorian community sport sectors. In the workshop we covered:
- what makes a good idea (desirability, feasibility & viability)
- reducing risk by taking the Lean Startup approach
- designing for your target audience
- identifying and testing assumptions and hypotheses
- user research
Dr Rachel Carey, from University of Melbourne's Victorian Eco Innovation Lab (VEIL), on the key issues and challenges of Melbourne's food system and the opportunities in developing innovative responses through the Local Food Launchpad with City of Melbourne.
Local Food Launchpad is a seven week accelerator program for products, services, programs, social enterprises, campaigns or community projects that contribute to improving Melbourne's food system and growing Melbourne's food economy.
Local Food Launchpad applications close Friday 22 July. Find out more and apply at http://doingsomethinggood.com.au/local-food-launchpad-2016/
Presented at the Local Food Launchpad launch event on Tue 28 June 2016.
Leveraging Social Media to Build Better FuturesDavid Hood
Presentation for social entrepreneurs and other future builders from Global Shifts Social Enterprise Conference, December 2012 in Melbourne, Australia.
101 Topic ideas for your money-making websiteNick Usborne
By creating your own money-making website, based on one of your hobbies, interests or passions, you can early a reliable monthly income. Here are 101 topic ideas for you to think about.
What Startup Execs Need to Know About SEO in 2017Rand Fishkin
Rand's presentation to Foundry Group's portfolio of startup execs in August 2017, covering 5 important areas of knowledge around SEO at the executive level.
Workbook Advanced Patent Analysis Using TRIZ and Other TechniquesNavneet Bhushan
Crafitti Consulting (http://www.crafitti.com) conducts innovation ignitions workshops using our innovation frameworks based on TRIZ, LEAN, Inventive and Systems Thinking
In a rapidly changing world, every leader needs to understand how to effectively guide organizational change. Change may be necessary for many reasons, such as meeting new customer demands; implementing a strategic plan; upgrading technology systems; or coping with challenges. Leaders often wonder how to promote buy-in and engagement during what is sometimes a difficult process. This webinar for staff and board members will focus on: principles of change; understanding how people react to change; common mistakes and how to avoid them; working with resistance; and maintaining open communication. You will learn practical tips and be introduced to resources for further learning.
This presentation was made for the purpose of group presentation and in this we presented on the need of group discussion and personal interview for securing a job.
Now you're asking for it! A Culture of Continuous FeedbackJason Schreuder
Agile has feedback loops on the products we build, and on the process we use to do it, but people feedback is really hard! Studies have shown that people have a negative physiological reaction to just the thought of having to give or receive feedback. But are we conditioned to be terrible at feedback from our experiences in traditional work environments, with all of their power dynamics and political undercurrents? In this talk, we will explore the science behind giving and receiving feedback, and how you can create a culture where everyone actually asks for feedback, continually, and celebrates it as a cultural norm. Even the best agilists struggle working with teams on safety, trust, and feedback. This is a crucial leadership skill, and leaders at all levels should be well versed in this topic.
Learning Outcomes:
Interpret the science behind giving and receiving feedback
Compare various elements of effective feedback
Discuss models of kind, human-centered feedback that you can use in your teams
Stephanie Cooper - Genuine Curiosity - Conversations for ChangeAgileNZ Conference
People often ask for the golden phrase, the silver bullet they can use to convince their teams, managers or executives to ‘go Agile’. While it would certainly help to talk about outcomes and benefits over practices and methods, it can sometimes be your own mindset that is holding back your ability to influence change.
In this session, Steph looks at mindsets (the values and assumptions you make) and explore how a lack of genuine curiosity can provoke defensive behaviours in others and stop organisations from resolving the issues that really matter, but are challenging to address.
She’ll use the setting of a small conversation to explore and better understand these ideas. While organisational change is big, the momentum for change can often be won or lost in small conversations. Becoming better in small conversations will help you grow your role in influencing organisational change. When you approach conversations with genuine curiosity about the other person’s point of view, you will not only have a more productive conversation, but build the trust needed for the work ahead.
These ideas and techniques are popular as they are accessible and relatively easy to adopt.
Similar to Creating the Ideal Workplace Culture (20)
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
Many ways to support street children.pptxSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Up the Ratios Bylaws - a Comprehensive Process of Our Organizationuptheratios
Up the Ratios is a non-profit organization dedicated to bridging the gap in STEM education for underprivileged students by providing free, high-quality learning opportunities in robotics and other STEM fields. Our mission is to empower the next generation of innovators, thinkers, and problem-solvers by offering a range of educational programs that foster curiosity, creativity, and critical thinking.
At Up the Ratios, we believe that every student, regardless of their socio-economic background, should have access to the tools and knowledge needed to succeed in today's technology-driven world. To achieve this, we host a variety of free classes, workshops, summer camps, and live lectures tailored to students from underserved communities. Our programs are designed to be engaging and hands-on, allowing students to explore the exciting world of robotics and STEM through practical, real-world applications.
Our free classes cover fundamental concepts in robotics, coding, and engineering, providing students with a strong foundation in these critical areas. Through our interactive workshops, students can dive deeper into specific topics, working on projects that challenge them to apply what they've learned and think creatively. Our summer camps offer an immersive experience where students can collaborate on larger projects, develop their teamwork skills, and gain confidence in their abilities.
In addition to our local programs, Up the Ratios is committed to making a global impact. We take donations of new and gently used robotics parts, which we then distribute to students and educational institutions in other countries. These donations help ensure that young learners worldwide have the resources they need to explore and excel in STEM fields. By supporting education in this way, we aim to nurture a global community of future leaders and innovators.
Our live lectures feature guest speakers from various STEM disciplines, including engineers, scientists, and industry professionals who share their knowledge and experiences with our students. These lectures provide valuable insights into potential career paths and inspire students to pursue their passions in STEM.
Up the Ratios relies on the generosity of donors and volunteers to continue our work. Contributions of time, expertise, and financial support are crucial to sustaining our programs and expanding our reach. Whether you're an individual passionate about education, a professional in the STEM field, or a company looking to give back to the community, there are many ways to get involved and make a difference.
We are proud of the positive impact we've had on the lives of countless students, many of whom have gone on to pursue higher education and careers in STEM. By providing these young minds with the tools and opportunities they need to succeed, we are not only changing their futures but also contributing to the advancement of technology and innovation on a broader scale.
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
3. • Ability to
practice these
skills at work
Topics OUTCOMES
• Mutual Support & Learning
• Fun
• Micro Learning
FRAMING
Opener/Icebreaker
Owner’s Manual
Giving/Receiving Feedback
Creating Workplace Norms
Avoiding Collaborative
Overload
Closing
http://bethkanter.wikispaces.com/cchi-2
Agenda
4. Social Styles
Analytical
Need to Be
Right
Thinking
Withdraws
Driving
Results
Action
Takes Charge
Amiable
Personal
Security
Relationships
Goes Along
Expressive
Approval
Spontaneity
Confronts
Asks Tells
Controls
Emotes
7. • What is your social style?
• When do you like people to
approach you and how?
• What do you value?
• How do you like people to
communicate with you?
• How do you make decisions?
• How can people help you?
• What will you not tolerate in
others?
9. Think and Read: Owner’s Manuals
Jot down your ideas on sticky
notes, one idea per sticky note
• What are some common
themes?
• What are some potential
points of tension?
• What do you need to keep in
mind to be productive and
happy working together?
10. Giving and Receiving Feedback
Our co-workers will sometimes
offer hard-to-hear truths
about our behavior or
performance.
And that can trigger a flood of
fear and negative emotion
that blots out the positive
opportunities that the
feedback offers.
11. Reframe: Feedback is a chance to ….
• Gather perspective
other than your own on
how you are doing
• Course-correct before it
is too late
• Create a plan to
succeed
12. How do you handle feedback?
• Feedback is a personal attack
• Reject, react with anger or blame
• Don’t hold yourself accountable
Bristler
• Feedback destroys you
• Crumble, cry, apologize
• Feel ashamed of mistake, self-blame
Wallower
• Feedback is a sign that you were misunderstood
• Shut down, don’t engage, avoid
• Dismiss outside perspectives, isolate
Stonewaller
13. Role Play: Accepting Feedback
• Acknowledge: Thank you so much for your
feedback. That is an important point.
• Can you say more about that?
• Clarifying questions
• Show people their opinions matter and foster
closeness by hearing them out
15. Example: Internal
Person A is the team leader and Person B is the team member.
Person B is responsible for doing research interviews, summarizing
the findings, and providing it to Person A before an agreed upon
deadline. Person B waited until the last minute to complete the
task, did a sloppy job, and missed the deadline. Person A needs to
provide some negative feedback to Person B so the performance
can be improved in the future.
16. Example: Internal
1: Start with One of these Openers
Explain why you are giving feedback
“I’m giving you this feedback on the report project because I have very high
expectations and I know that you can reach them. “
Take yourself off the pedestal
“I’ve benefited a lot from people giving me feedback, and I’m trying to pay that
forward.”
“I’ve been studying great managers, and I’ve noticed that they spend a lot of time
giving feedback. I’m working on doing more of that.”
“Now that we’ve been working together for a while, I think it would be great if we
gave each other suggestions for how we can be more effective.”
Ask if they want feedback
“I noticed a couple things and wondered if you’re interested in some feedback.”
2: Give Feedback
Focus on the situation
Share specific examples of the what needs to be improved
Provide steps or tips on how to improve or suggest a personal goal
Coach to help them follow through
18. Role Play Exercise: Giving Feedback
• Explain why you are giving
feedback
• Take yourself off the pedestal
• Ask if they want feedback
• Person A: Give Feedback
• Person B: Receive
Feedback
• Debrief
• Switch Roles/Partners
• Person A: Receive
Feedback
Person B: Give Feedback
• Debrief
20. Rules of meeting
engagement or “meeting
norms” are stated
standards that refer to
processes, preparation
and communication
practices which can
apply to any meeting.
21. Examples of Norms For All Types of Meetings
PROCESS PREPARATION COMMUNICATION
Respect everyone’s time by starting
and ending on time.
Only one conversation at one time.
Refrain from side-talk.
Capture off topic items in a ‘parking
lot’ and agree to discuss them later at
a more appropriate time.
Be present with the people you are
meeting with.
Use of technology.
Take bio breaks as needed.
Everyone is responsible for helping to
stay on topic.
Speak up if you feel like we’re getting
off track.
Challenge past assumptions and
sacred cows.
Address conflict head on.
Look ahead to positive action.
Aim for GETGO – good enough to go,
not perfection.
Everyone is responsible for upholding
the norms. Acknowledge if you notice
we are not doing so.
Be prepared and come ready to
engage. Read the agenda and do
any pre-work ahead of time.
Come empowered to make
commitments for your area or
function.
Put aside other topics and work so
you are ready to focus on the
discussion at hand.
Meeting material and agenda
should be sent 24 hours before a
meeting.
Ask questions for clarification to help
avoid making assumptions.
Make sure everyone’s voice is heard.
Balance your participation – speak
and listen. Compute your airtime
Listen actively to teammates without
interrupting others.
Clarify when you are advocating vs
offering an idea.
Say it now, in the room. Avoid
waiting till later to raise an issue.
All voices count.
All opinions are valid, but offer
reasoning behind your thinking.
http://blog.meeteor.com/blog/meeting-norms/
22. Examples of Norms Specific For Types of Conversations
BRAINSTORMING CHECK-INS/STAFF MEETING DECISION-MAKING
All ideas are good ideas.
Build on the ideas of others. Use
“Yes, and…”; avoid “No, but…”
Defer judgment of ideas during
brainstorming.
Keep resource constraints in mind.
Be concise and to the point.
Be open to feedback.
Share only new information, not
a repeat of old information.
Be sure your information is
accurate.
Acknowledge when you don’t
have an answer but will provide
it after the meeting.
Share celebrations and
challenges alike.
We will use [consensus, consultative,
majority rule, voting] as our decision
making process.
Each person is responsible for
ensuring they understand the options
and arguments before making the
decision.
Be willing to support a team
consensus even if you initially do not
agree with it.
Do not push you ideas on the team
after a decision has been made.
Acknowledge when you are playing
“devil’s advocate” to help test a
decision or idea.
Separate your own personal feelings
from what’s best for the team /
organization.
23. Rose Bud Thorn
What makes our
meetings effective and
productive?
What is it about our
meetings that makes me
feel we accomplished
something?
What are some practices
we are not doing at
meetings that could
make them more
effective?
What makes our
meetings frustrating or
gets in the way or being
productive?
What is it about our
meetings that makes me
feel like I’ve wasted my
time?
Meeting Reflection: Rose, Bud, Thorn
24. Meeting Reflection: Wrap Up
• Based on our discussion, each person should
write down their top three meeting norms, one
per sticky note.
• Cluster
• Sticky dot vote
• Reflection
26. Is this familiar?
• Long work week
• Come home to realize
you didn’t get stuff
done
• You start doing solo
work in evenings and
weekends
• You don’t do it because
you are too exhausted
Sarah Cooper
27. ● 15% of organization
time is spent in
meetings
● Four hours a week for
status update meetings
● 11 million meetings a
day
● More than $37 billion
year in unproductive
meetings
Source:
NY Times, “Meeting is Murder”
2/28/16
Fuze Infographic on Meetings
29. Tips to Improve Planning
● Use Look-Ahead Rituals and Make Them Visible
30. Tips to Improve Planning
● Clearly Define Workflow for Online Collaboration
Platforms and Training
● Adopt Formal Practices Around Team Emails
31. Tips to Improve People
● Set a Statute of Limitations on People Frustrations
● Say NO, But Enforce Boundaries With Grace
32. Tips to Improve People
● Write emails that are precise
● Create a remote working charter for your team
Subjects w/Keywords
[ACTION] [SIGN]
[DECISION] [CORD]
[INFO]
Bottom Line Up Front (BLUF)
Fewer Words
Link to Attachments
33. Tips to Improve Priorities
● Do A Trend-Line View Reflection with Your Team
● Rethink Status Updates Meetings
34. Tips to Improve Priorities
● Don’t schedule hour meetings by default
35. Tips to Improve Being Present
● Team wide analysis of most productive times during day
● Have explicit team or organization policy about white space or
maker time or quiet time
36. Tips to Improve Present
● Device free zones in your workplace
● Meeting policy about use of devices to avoid “technoference”
41. Collaborative Overload: Wrap Up
• Based on our discussion, each person should
write down a Quarterly Reflection/Focus
Question related to an area to improve.
• Cluster
• Sticky dot vote
• What are some ways that you can reflect on this
over the next quarter?
42. Closing Circle: Reflection
• What insight did you gain?
• What will you commit to practicing in the coming months?