Very often we say things or write things assuming that people will understand what we said or wrote the way we assumed it would be understood. This is wrong, and this presentation shows how we can recognise another person's thinking and communication style, allowing us to adapt our communications with this person in a more relevant manner
From improving leadership development programs to raising employee engagement, I will help you optimize your business through your most powerful tool: your people’s thinking. My approach is based on the fact that better thinking leads to better results. Help your colleagues put their whole brain to work.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Knowing Your Temperaments - Enactus UNICALVictor Edet
This is a presentation that describes the four temperaments and how we can apply this knowledge to enhance our relationships with others.
This presentation was created by Victor Edet, the technical director of Enactus University of Calabar for the team training 2014.
Buddha's Brain: Lighting Up the Neural Circuits of Happiness, Love and WisdomRick Hanson
Combining the power of the latest brain science with the wisdom of contemplative practice, these are practical methods for centering your brain in its natural state of gladness, love, and peace.
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
From improving leadership development programs to raising employee engagement, I will help you optimize your business through your most powerful tool: your people’s thinking. My approach is based on the fact that better thinking leads to better results. Help your colleagues put their whole brain to work.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Knowing Your Temperaments - Enactus UNICALVictor Edet
This is a presentation that describes the four temperaments and how we can apply this knowledge to enhance our relationships with others.
This presentation was created by Victor Edet, the technical director of Enactus University of Calabar for the team training 2014.
Buddha's Brain: Lighting Up the Neural Circuits of Happiness, Love and WisdomRick Hanson
Combining the power of the latest brain science with the wisdom of contemplative practice, these are practical methods for centering your brain in its natural state of gladness, love, and peace.
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Essential Strategies to Put DiSC Principles into Action. Learn how to increase communication effectiveness and team engagement.
Learn about your personal DiSC profile style
Discover people reading to connect with coworkers
Drive team engagement with DiSC strategies for communication
Understand your DiSC priorities
Learn how to recognize other DiSC styles
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Creativity isn't just for artists, musicians, writers, and designers. We all have the ability to be excellent creative thinkers. - https://www.milestechnologies.com
Different people bring out different aspects of one's personality.
Everyone thinks, believes, behaves and acts differently than others. Remember this and you will go a long way in getting along with people.
That's why it's important to recognize the personality types so we can deal with people properly.
Among the most known classifications is the DISC personality types which we discuss in this presentation.
Introduction to Critical Thinking SkillsHanis Razak
Definition of critical thinking, core critical thinking skills, asking questions, characteristics of critical thinkers, standard for critical thinkers and exercises.
How to understand others, Empathize to be a better communicatorBabu Appat
Empathy is essential quality everyone has to build up in order to make their communication more effective. We have to build up a genuine interest in people. People Skill is an avenues where we'll have to do something to improve our communication effectiveness. Try to place yourself in other person's shoes. Understand what others need, and modify your delivery in accordance to that. We'll have to shed our ego, perhaps.
This is a presentation delivered in 2012 for a Masters degree subject (Management Consulting) at Griffith University, Gold Coast, Australia. The content may be useful for consultants/presenters working with diverse groups. The concept of Whole-brain learning was championed by Ned Herrmann - see inside for details. Co-authored by Anuar Kaden, Ali Abdolkhani, and Kien Traht.
Essential Strategies to Put DiSC Principles into Action. Learn how to increase communication effectiveness and team engagement.
Learn about your personal DiSC profile style
Discover people reading to connect with coworkers
Drive team engagement with DiSC strategies for communication
Understand your DiSC priorities
Learn how to recognize other DiSC styles
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Creativity isn't just for artists, musicians, writers, and designers. We all have the ability to be excellent creative thinkers. - https://www.milestechnologies.com
Different people bring out different aspects of one's personality.
Everyone thinks, believes, behaves and acts differently than others. Remember this and you will go a long way in getting along with people.
That's why it's important to recognize the personality types so we can deal with people properly.
Among the most known classifications is the DISC personality types which we discuss in this presentation.
Introduction to Critical Thinking SkillsHanis Razak
Definition of critical thinking, core critical thinking skills, asking questions, characteristics of critical thinkers, standard for critical thinkers and exercises.
How to understand others, Empathize to be a better communicatorBabu Appat
Empathy is essential quality everyone has to build up in order to make their communication more effective. We have to build up a genuine interest in people. People Skill is an avenues where we'll have to do something to improve our communication effectiveness. Try to place yourself in other person's shoes. Understand what others need, and modify your delivery in accordance to that. We'll have to shed our ego, perhaps.
This is a presentation delivered in 2012 for a Masters degree subject (Management Consulting) at Griffith University, Gold Coast, Australia. The content may be useful for consultants/presenters working with diverse groups. The concept of Whole-brain learning was championed by Ned Herrmann - see inside for details. Co-authored by Anuar Kaden, Ali Abdolkhani, and Kien Traht.
Though Steve Covey wrote the book the 7 Habits of Highly Effective People many years ago, the principles in this book are timeless, and worth revisiting. I've put up a presentation which reviews the main principles in this book.
Neethling Brain Instruments
NBI suite of 23 tests is the most comprehensive battery of whole brain profiling instruments available in the world. It has been translated in 16 different languages and is used in over 30 countries. More than 3 lacs brain profiling is already conducted worldwide till date. Knowledge of thinking preference has vast diagnostic power which creates numerous opportunities for self development.
The Neethling Brain Profile evaluates the thinking preferences of the individual through a comprehensive diagnostic survey from which a brain profile report is compiled. You take an on-line test, consisting of 30 base questions. Each question has four possible responses (not answers) and you select the responses, in order of personal preference. Instantaneously, a brain profile report is compiled with all the detail of the individual profile and thinking preferences.
To know more please visit www.brainsight.co.in
Most Popular Instruments
NBI® General Adult instrument
NBI® Parenting Style instrument
NBI® Senior Student instrument
NBI® Golf instrument
NBI® Tennis instrument
NBI® Eating Habits instrument
Understanding NBI
Print
It is important to remember that most of the NBI™ brain profiles are an indication of thinking preferences. Thinking Preferences should not be seen as good or bad, right or wrong. Thinking Preferences indicate the thinking styles an individual would most prefer if he/she had the choice and opportunity.
Most of the NBI™ profiles therefore measure the thinking preferences but not necessarily the skills of an individual. These may of course be similar. Personal skills should be measured using the NBI™ skills or job profiles.
Individuals could therefore have a low preference score for a quadrant, but may have acquired strong skills there. On the other hand strong preferences do not automatically imply strong skills as well.
A high score in a quadrant may indicate strong preferences for some of the processes and dimensions of that quadrant but not necessarily all of them. The new NBI™ 8 dimensions profile splits each quadrant into two dimensions. People with identical strong preference scores (eg. > 100) could have very different dimension scores in that quadrant.
In some cases, thinking preference profiles can change. This may occur over a long period of time because of changing interests, hobbies, environments and mentors. In rare cases changes may occur over a shorter period of time because of traumatic events or major life changes. These profile changes may be temporary.
We are born with roughly 20-30% of preferences, while 70-80% develop through social and environmental interaction.
Thinking Preferences in low-scoring quadrants may be developed where a desire to do so exists. This can be achieved through creative whole brain exercises.
HBDI. A hack for better communication and motivationMikhail Podurets
This is a presentation for a Luxoft webinar covering the Herrmann Brain Dominance Instrument (HBDI) and how it may help us in making our communication and motivation more efficient.
In this presentation at the 2014 Canadian Society for Training & Development, Behavioral Change Expert Heather Hilliard explains why training and development programs need to take into account how the brain learns and provide opportunities for individuals with different brain styles to get the experiences they need. Organizations waste billions of dollars yearly on poorly designed and executed programs that fail to improve overall leadership and employee performance.
Psychometric Assessment Case Study: The Parkland Project - Five Year JourneyHerrmann International
Since the beginning of AMCA’s work teaching servant leadership a question they are frequently asked is, “Do you have clear evidence that servant leadership produces significant business results?” And from the beginning it has been clear to them that with each Client served, whether it was an individual leader or a whole team, they improved in many ways both personally and professionally.
They also use the Herrmann Brain Dominance Instrument HBDI® in most of their work with teams and have found without question that it improves every aspect of teaming in significant ways. The following report is impressive evidence of just how and why the results are so consistent. Five top leaders tell the story.
We think you will enjoy learning through their five-year project journey.
Working styles: Leveraging our differences for successmlcvista
Presentation by Kia Mou and Sarah Gleason, Side by Side Associates, to Minnesota Literacy Council AmeriCorps VISTA members and site supervisors 10/05/12
Learning the concept of "Career planning" and the importance of it, and learning the first step of planning "self-awareness" by MBTI test that helps us to identify our personality type and field that match to our behaviors and personality.
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
4. The two hemispheres control
vastly different aspects of
thought and action.
Each half has its own
specialization and thus
its own limitations and
advantages.
6. Quadrants Orientation
• Left mode A / B is male oriented
• Right mode C / D is female oriented
• Cerebral styles A / D prefer for technical and
experimental thinking
• Limbic styles B /C prefer stability of tradition
with a caring responsiveness
7. Male Female Differences
Male
•Mathematics
•Mechanical
•Understanding Theories
•Probing Questions
•Analytical
•Linear Reasoning
•Problem Solving
•Understanding Facts
•Task Forces
•Creativity based on technical,
“thing” orientated.
Female
•Foreign Languages
•Hearing/Listening
•Verbal Ability
•Intuitive
•Evocative Questions
•Contextual
•Holistic
•Problem Understanding
•Process Understanding
•Creativity based on Intuition
& Relationships
8. Physiology Metaphor
The
Brain
The
Whole Brain
Model
The
Organizing
Principle
Application
The
HBDI
A
B
D
C
Architecture
A
B
D
C
10. The Whole Brain Model
• Four quadrant metaphoric model
• Preferred modes of thinking, learning and
working
• Based on brain research
• Nature and Nurture
• All styles are neutral
• We have all the styles
• Preferences different from competence
• Similarity and complementarity
• Organizations need all styles
• Understand and value diverse styles
12. The Whole Brain Model
Styles at Work
Logical Big Picture
Rational Creative
Organized Interpersonal
Planned Feelings
13. What are the Four Brain Quadrants?
Analyze Facts, logic, statistics, data
Rationale for listening, taking
action, making decisions
What?
Organize Details, arranged systematically
(linearly, sequentially)
Safety, reliability, history
How?
Personaliz
e
Emotional connection between
speaker and listener
(strong motivational factor)
Who?
SSttrraatteeggiizzee Big picture, future vision
Explores possibilities, sets long-term
goals
Why?
14. HBDI
Authoritarian
Materialistic
Academic
Realistic
Reliable
Traditional
Task-driven
Bureaucratic
Experimental
Futuristic
Inventive
Flexible
Value-
Oriented
Humanistic
Cooperative
The Whole Brain Business Book (Ned Herrmann)
The Creative Brain (Ned Herrmann)
15. WHOLE BRAIN TEACHING AND LEARNING
Logical
Rational
Quantitative
Theoretical
UPPER
OPEN MINDED
FACT-BASED
LEFT RIGHT
Organized
Sequential
Procedural
Methodical
D
Visual
Conceptual
Simultaneous
Experimental
Emotional
Expressive
Interpersonal
Kinesthetic
A
FEELING-BASED
CONTROLLED
LOWER
B C
Experiential
Concrete
Intellectual
Instinctual
Non-Verbal
Verbal
16. The A and B quadrants are
practical and realistic.
18. BLUE
• Argue Rationally
• Generalize from specifics
• Problem-solve logically
• Know the bottom line
• Critical Analysis
• Solve tough problems
• Gather facts
• Measure precisely
• Make things work
• Rational, unemotional
• Consider financial aspects
• Goals & outcomes
• Realistic & present-oriented
• Efficient
19. Quadrant A Skills Uptake
Expects
• Precise, to the point, information
• Theory & logical rationales
• Proof of validity
• Research references
• Textbook reading
• Quantifiable numbers, data sets, problems
• Opportunity to ask challenging questions
• Subject matter expertise
Struggles with
• Expressing emotions
• Lack of logic
• Vague, imprecise concepts or ideas
20. Quadrant A style is typically
• Directive in all business
• Comfortable with concrete information, like
computer programming, Mathematical
formulas, Medical terms, Legal briefs and
Stock market indexes
• Lives in a technical world and likes factual
evidence
authoritative
21. Quadrant A Behavioural aspects
• Quadrant A persons use words like
How? Prove it? Must, Typically. Should,
explain, Logical, rationally, I think, Quotes
statistics and evidences
• Interested in purchasing useful objects only,
reading business/ technical articles
• Do not understand others’ feelings and
emotions. Do not like humor
23. GREEN
• A rule and a place for
everything
• If it ain’t broke, don’t fix it
• On time
• Action-oriented
• Approach problems
practically
• Stand firm on issues
• Maintain standard of
consistency
• Stable leadership &
supervision
• Detailed plans & procedures
• One thing at a time
• Keep financial records
straight
• Neatness & protocol count
• Disciplined & reliable
• Order & control
24. Quadrant “B” Skills Uptake
Expects
• An organized consistent approach
• Staying on track, on time
• Complete subject chunks
• A beginning, middle, and end
• Opportunity to practice & evaluate
• Practical applications
• Examples
• Clear instructions/expectations
Struggles with
• Risk
• Ambiguity
• Unclear expectations/directions
25. Quadrant B style is typically traditional,
conservative and risk avoiding
• Highly traditional and conservative
• Strive for safety and stability
• Resist change.
• They like order and work best in an
organisation where the lines of authority is
clear,
• Strictly follows rules
26. Quadrant B Behavioural aspects
• Quadrant B persons use words like usually,
quoting past incidents, quotes rules and
regulations, plan ahead before talking, think and
talk about the safety procedures
• Completes the work in time, gets irritated for being
late
• Spends more time in planning, wants everything go
in undisturbed smooth fashion
• Discourage new ideas and resist change
28. RED
• Attuned to people &
group dynamics
• Empathetic & nurturing
• Experience is reality
• Intuitive, understanding
• Care about values
• Recognize interpersonal
difficulties
• Helping, coaching,
partnering
• Participation & collaboration
• Expressive, talkative, friendly
• Spirituality
• Personal growth
• Build relationships & teams
29. Quadrant C Skills Uptake
Expects
• Group discussion & involvement
• To share & express feelings/ideas
• Kinesthetic, moving around
• Hands-on learning
• Personal connection with teacher/group
• Emotional involvement
• A user-friendly learning experience
• Use of all the senses
Struggles with
• Too much data and analysis
• Lack of personal feedback
• Pure lecture, lack of participation
30. Quadrant C is personable,
interactive and care giving
• Highly participative, oriented to teams and
communities
• Concerned about the people and
comfortable with people
• Ready to help out of the way and counsel
others
• They are usually musical
31. Quadrant C Behavioural aspects
• Quadrant - C persons use words like I feel,
pleasure, crazy, humorous, shouts, touches
others while talking, please, consider, accept,
excellent, lovely, beautiful, talks about picnic,
music
• Always with people
• Goes for tours and picnics frequently with family
and friends
33. YELLOW
• See the “big picture”
• Risk-taker
• Recognize new possibilities
• Integrate ideas & concepts
• Bend or challenge
established policies
• Problem-solve in intuitive
ways
• Use metaphor
• Originality & imagination
• Curious & adventurous
• Design/Artistic
• Like variety & multi-tasking
• Envision the future
• Impulsive & playful
34. Quadrant D Skills Uptake
Expects
• Fun and spontaneity
• Playful, surprising approaches
• Pictures, metaphors, overviews
• Discovery of the content
• Freedom to explore
• Quick pace and variety in format
• Opportunity to experiment
• New ideas & concepts
Struggles with
• Time management and deadlines
• Administration and details
• Lack of flexibility
35. Quadrant D is holistic, risk oriented,
adventurous, initiative and entrepreneurial
• Conceptual, imaginative, integrative, adventurous, risk
oriented, global
• Talk about possibilities, strategic planning, independent,
inventive, innovative and does always different
• Thinks bout the future, open minded and less conservative
Quadrants C & D are open minded,
like initiative and are flexible
36. Quadrant D Behavioural aspects
• Quadrant D persons while talking ask Why not,
What if, Try, Novel, etc.
• Last minute action
• Procrastinates but completes the tasks
• Interested in novelty
• Unplanned
37. • Being Challenged
• Analyzing & Diagnosing
• Logical Processing
• Finance & Numbers
• Making Things Work
• Solving Tough Problems
• Clarifying Issues
• Explaining Things
• Dealing with the Future
• Seeing the Big Picture
• Inventing Solutions
• Developing New Things
• Providing Vision
• Taking Risks
• Integrating Ideas
• Bringing About Change
How I Like to Put My WHOLE BRAIN to Work
• Administering
• Attending to Detail
• Being in Control
• Building Things
• Establishing Order
• Timely Implementation
• Planning Things Out
• Providing Support
• Coaching
• Working with People
• Communicating
• Building Relationships
• Expressing Ideas
• Teaching/Training
• Persuading People
• Being part of a Team
38. Whole Brain Model Communication Preferences
BLUE
• Facts, no Fluff
• Technical Accuracy
• Articulated ideas
• Brief, Clear, Precise
• Critical Analysis
• Straight forward
GREEN
• Details
• Thoroughness
• Rules & Procedures
• Action Plans
• Explanations
• Stay on topic
YELLOW
• Metaphors
• Big Picture Overview
• Imaginative
• Conceptual framework
• Exploration
• Visual
RED
• Feelings & values
• Open discussion
• Expression
• Personal touch
• Empathy & consideration
• Stories & examples
39. “What’s the Theory of the case?”
• Define goals & objectives
• Logically solving problems
• Critical analysis & theory
• Efficiency, cost & data
2
5
9
4
“Challenge the Status Quo”
• Strategize & visualize the future
• Risk taking & experimenting
• Combining & connecting concepts
• Brainstorming new ideas & solutions
• Working toward quantifiable outcomes • “Big picture” perspective
GETTING DOWN BREAKTHROUGH
TO BUSINESS THINKING
Team Approaches
“How can we make this happen?”
• Attention to detail & procedures
• Moving from point A to point B
• Task allocation, organization & planning
• Follow-up & scheduling with time lines
• Making sure everything is in order & in
control
MOVING TOWARD
CLOSURE
“Being part of the team”
• Mediating & facilitating
• Sharing, listening & expressing
• Collaborating & building relationships
• Intuitive sensing of underlying issues
• Being sensitive to other people
KINDLING THE SPIRIT
OF COMMUNITY