The document provides tips for Develor trainers to exceed participant expectations. It emphasizes the importance of thorough preparation, including understanding the participant's industry and needs. During training, the trainer should engage participants through varied activities, practical examples, and facilitation techniques matched to different learning styles. Proper time management, authentic examples, and focusing on performance improvement are also advised. The goal is to shift participant mindsets through an interactive process tailored to each unique group.
Finding the Magic: Creating Produce Better Outcomes By Designing Intentional...Sharon Boller
Design thinking, with its focus on human-centered design, can help training, learning, and development professionals create learning journeys rather than "events." The goal of experience design is to positively influence mindset, which, in turn, affects behavior. Behavior is what determines outcomes. This session showcases four tools designers can use to create effective, intentional learning experiences that maximize magical moments and minimize or eliminate miserable ones.
A complete presentation on 'Train the Trainer' including various aspects of preparing a Trainer to deliver effective training, certification criteria for the trainer and certificate templates for both trainees and trainer.
Finding the Magic: Creating Produce Better Outcomes By Designing Intentional...Sharon Boller
Design thinking, with its focus on human-centered design, can help training, learning, and development professionals create learning journeys rather than "events." The goal of experience design is to positively influence mindset, which, in turn, affects behavior. Behavior is what determines outcomes. This session showcases four tools designers can use to create effective, intentional learning experiences that maximize magical moments and minimize or eliminate miserable ones.
A complete presentation on 'Train the Trainer' including various aspects of preparing a Trainer to deliver effective training, certification criteria for the trainer and certificate templates for both trainees and trainer.
Employee's Initiative * Enterprises Role in the present Work Environment.Debashish Brahma
It's abut the conducive environment in an organisation. The Employees productivity increases by leaps and bound.They become more dynamic and productive.
The presentation will cover the contents for Training for Trainer. I start my session with introduction and ice breaking. The presentation is brief and it will not help you to be a good trainer. It will give you tips on how to be a good trainer. If you want to be a good trainer, all you need to do is keep practicing, your creativity, natural abilities, perception, attitude and how good are you to connect with the audiences.
20090507 Self Management for Self Development 64s ATI, EPI, Ramanthapur, Hy...viswanadham vangapally
Self-Management for Self-Development is one of the topics included in the One-week programme on Human Resources Development, organized by the Advanced Training Institute, Electronic Process Instrumentation, Ramanthpur, Hyderabad. Every person must consider himself or herself as a life-long learner. While during the early phases of life, parents and teachers are likely to provide the required guidance, during later part, every one has to assume responsibility on their own, for their self-development. Ability to manage oneself, time, resources, energy and everything else constitutes the beginning. Without self-management, you cannot hope to plan and achieve self-development. This presentation covers certain related aspects.
Employee's Initiative * Enterprises Role in the present Work Environment.Debashish Brahma
It's abut the conducive environment in an organisation. The Employees productivity increases by leaps and bound.They become more dynamic and productive.
The presentation will cover the contents for Training for Trainer. I start my session with introduction and ice breaking. The presentation is brief and it will not help you to be a good trainer. It will give you tips on how to be a good trainer. If you want to be a good trainer, all you need to do is keep practicing, your creativity, natural abilities, perception, attitude and how good are you to connect with the audiences.
20090507 Self Management for Self Development 64s ATI, EPI, Ramanthapur, Hy...viswanadham vangapally
Self-Management for Self-Development is one of the topics included in the One-week programme on Human Resources Development, organized by the Advanced Training Institute, Electronic Process Instrumentation, Ramanthpur, Hyderabad. Every person must consider himself or herself as a life-long learner. While during the early phases of life, parents and teachers are likely to provide the required guidance, during later part, every one has to assume responsibility on their own, for their self-development. Ability to manage oneself, time, resources, energy and everything else constitutes the beginning. Without self-management, you cannot hope to plan and achieve self-development. This presentation covers certain related aspects.
The why, what and how of Facilitation
This 90 minutes session is part of a series of short and focused masterclasses.
The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
10 practical tips to use right away for your next PresentationShaju Nair
10 highly practical tips that you can use to spice up your content as well delivery a powerful and impactful presentation. Use them and earn applause from your audience.
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
The success of a leader relies on the ability to unlock employee potential, find solutions, and meet organizational objectives.There are some practical tips to improve and leverage listening skills that will enhance your leadership capabilities.
A compilation of ice breakers, team builders, and general development activities. Each activity is broken down by level (beginner, intermediate, advanced) as well as time frame, group size, and activity level.
Dokázať facilitovať workshop ktorého výsledkom je tímové zladenie a dohoda na konkrétnych akčných krokoch, ktoré tím berie záväzne a implementuje a prinesie to aj biznis výsledky je umenie. Takýto typ workshopu má svoje úskalia. Facilitátor môže výrazne tímu a situácii pomôcť, ale môže situáciu aj zhoršiť. V nasledujúcej prezentácii sa s Vami rada podelím o svoje skúsenosti s vedením rôznych workshopov.
Ako sa menilo pracovné prostredie v čase? Aké vyznávali hodnoty jednotlivé generácie zamestnancov? Aké mali postoje? Ako pristupovať k jednotlivým generáciám pracovníkov?
Najčastejší spôsob podávania spätnej väzby je známy "sendvič", kedy negatíva prekladáme pozitívnymi informáciami.Zvyčajne to nezaberá. Ponúkaný koncept Vám dá "noty" ako viesť rozhovor s človekom, kedy očakávame, že bude v odpore (mať nesúhlasný postoj).
Are you aware of your preferences in the processing of tasks? How do you approaching the task itself? Can you recognize other people preferences? While caring out task can you recognise priority of other person?
Can you identify and use different kinds of power? Learn about various leader´s power. Understand how others view power. Leader has a full spectrum of power if he/she use not only power from position but also from their personality.
What are the characteristics of today's audiences? What can we expect? There are some trends we have in common globally. Let’s talk about them. Which are they?
the sort journey to evolution of work - life balance...do you know how various generations influence today workplace? do you know how to handle Millennial?
Dokážete presvedčiť ostatných? Poznáte zákonitosti ovplyvňovania? Alebo ste často v pozícii, že Vami manipulujú? Viete to odhaliť a vhodne reagovať? 6 princípov ovplyvňovania od Roberta Cialdiniho stojí zato poznať....
O motivácii koluje veľa predsudkov? V čom sa sami mýlite vo Vašich názoroch na motiváciu? Čo funguje? A čo naopak vôbec nefunguje? Ponúkam Vám pár mýtov o motivácii.
Limiting belief can stop your progress and happiness. Are you operating under your ego program or you listen what's your soul whispering you? What brings us joy in our life? What are your values? Excellent work of Richard Barret.
Čo všetko potrebujete k dobrej prezentácii? Je štruktúra prezentácie dôležitá? Aké štýly existujú? Ktorý sa hodí na aký cieľ? Čo všetko "zabaliť" do dobrej prezentácie? A ako ju efektívne ukončiť? Na všetko toto nájdete v našej prezetácii odpoveď.
Dokážete vyhodnotiť, či je váš tím naozaj súdržný? V nasledujúcej prezentácii je opísaný koncept 5 dysfunkcíí tímu podľa Patrika Lencioniho. Poskytuje výborný vhľad do charakteristík funkčného verzus dysfunkčného tímu. Po niekoľkoročnej skúsenosti s koučovaním Top manažérskych tímov, musím konštatovať, že skutočne súdržný funkčný tím je veľkou vzácnosťou :-)
Guráž - neodmysliteľná súčasť úspešného lídra. Viete v čom všetkom má mať dobrý líder odvahu? Ako ho rozspoznáte? Predstavujeme Vám zaujímavý koncept 8 typov guráži, viete ktoré máte vy? A na ktorých chcete ešte popracovať?
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
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3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
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Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
1. How Develor trainers exceeds the participants expectations Moments of Truth Remata , sometime during the summer 2008
2. Look and Learn !!! “ Develor training doesn't end on level of knowledge, but focus on ability to apply such knowledge in praxes. Its not only what you are able to understood but what you are able to do. In the most effective way” Performance of People
10. III. Group thinks that its has to have two faces: Humanistic and Scientist ic
11.
12. Humanistic Scientistic Adapt to the group (dynamics) Credibility (experience from praxes) Authority (natural leade r ) Focus on target Ability to attract Systematic Emphaty Observations ability (feed back) Spontaneity Proficiency o n working environment (of the participants )
14. Good Develor trainer Data schedule PPT, workbook Data Rest before Active listening Support communikation Support relations Support performance Visualise examples Support creativity Support fantasy Support spontaneity Be dynamic Settle norms Encourage activity Lead Use all of energy INSIGHTS
23. Think over the training target , the way you want them lead and the place you what them to bring Sometime the goal is just mind shift /not always we can do the s h ift in their skills
24. Bring clean and opened mind (not in alcohol, not preprogramming, don't be clone of robot)
27. Circle of Concern Circle of influence We have a wide range of concerns, but not all of them fall into our circle of influence Use the Circle of influence
28. “ Proactive people focus their efforts in their circle of influence, causing the circle of influence to increase Reactive people focus their effort in the circle of concern. The negative energy generated by that focus causes the circle of influence to shrink” Be sure where you want to FOKUS
29. Reactive: I must If only They made me If I had Proactive: I prefer I will I choose I can be You can choose your /their language
32. Firstly tune up audience for the listening. Useless you shout if they don't want to listen – they will not hear !
33. Listen what group ask for and reflect to it. Find the meet between what you have prepared and what the g r oup need is. Their real training need has priority.
34. Tell them there are on the training I don't promise reality, but the s h ift in your skills , in your performance unless you work out with me
36. Theory is just to illustrate something from the reality, what you want them to focus on. U s e it in the form of simple and stupid ! Attention of participants is limited, therefore don't bo ther them with complicated models. Don't play university professor full of dry and useless theory
37. The real knowledge is in the h e art . Know-how in your notebook doesn't help you. If you are not able to explain something in the form of „elevator speech“ you don't really understand it !
38. Keeps balance between topic, a udience a nd your presentation abilities/possibilities! (TAP model)
39. Don't label participants. Each participants is ‘ unique ’ each training is unique and unrepeatable. It all depend on your actual p articipants and actual topic and your actual disposition how the training will be
40. Engage them all! Identify where they are (attitude/activity) positive ly tune them up and activ ate t h em !
47. The key to time management is not to prioritize what’s on your schedule but to schedule your priorities
48. Everything concerning human psyche has to be explain on examples. Say what does it mean s , how does it work, what is the impact of it . Use a lot of examples !
49. If You don't put your heart there / won t' touch Theirs
50. If you anticipate the group has the answers – use facilitation ( ask questions, questions, questions). If you anticipate that the group does not know the answers – use presentation .
51. Do you realize that there are 3 category of level – thinking?
52. Walker Prepare for all of them and explain by the ir appropriate way Runner Jumper ...and don't forgot that exist the one who just stand and don't move anywhere. But there are the surfers too !
53. Walker Identify your group and train them in appropriate way Runner Jumber
54. The Walker – need hand write d basic features which you want pointed out and just check out the uptake and ability to apply „ What it is ?“ First line Managers Its more lecture than training.. It has more presentation than facilitations
55. The Runner – give them „technical drawing“ (if they are able to do it – do it together - facilitate) show them how the model work . Call attention to the relations and tell them what does it mean. Deepen their aware skills . „ What does it mean?“ Mid and Uper Managment More training. More facilitation.
56. „ What can you do with it ?“ The Jumper – shortly remind or give notice on what you need and support thinking by good questions. Lead them to share their experiences and acknowledgment other way of use. Jumper has the answer inside him. Jumper need just titillation and he find the answers. Jumper is able to put your ideas further or immediately apply them. Top Managment Work shop
57. Use E-prime , if you don't know what it is read below Verb „to be“ create linguistic trap Using „ be " extremely misrepresenting reality. Verb „ be " dangerously predict that thing, events, processes stay the same. Its not that way. Verb „ to be “ refers to our mental construct Map is not territory
72. Take your Develor visiting card with you and do „promo“ for the company anytime is appropriate. Up sell/ cross sell ensure also enough work for you.
76. Read, write, relax, exercise, play, love, engage, reflect... You do developing of Human Recourses so don't forget your own development...
Editor's Notes
E-Prime/ S –prime E-Prime má svoje korene v roku 1965, kedy D. David Bourland Jr., známy študent A. Korzybského, predstavil radikálny návrh prestať používať sloveso "to be" ("byť") v anglickom jazyku. Myšlienka zrušiť sloveso "byť" a zrušiť používanie identifikujúceho "byť" rozhodne nebola prijímaná s nadšením; neustále sa však jedná o kontroverznú a ostro diskutovanú tému v komunite Všeobecnej Sémantiky. Napriek tomu, vzrastajúci počet publikovaných prác používa E-Prime, či už v právnickej oblasti, žurnalistike, alebo vo vedeckých článkoch. Sú známi autori kníh, ktorí prepísali svoje knihy do E-Prime. E-Prime slúži ako systematická metóda elicitujúca vyčerpávajúcejšie opisy vedúce k nevyhnutne presnejším záverom. Ich základné tvrdenie znie: Sloveso "byť" tvorí jazykovú pascu Sloveso "byť" tvorí pascu? Áno. Alfred Korzybski (1941 / 1994) varoval, že identifikujúce "byť" (tvoriace identitu) a tvrdiace "byť" tvoria dve lingvistické nebezpečia a sémantické konštrukcie vedúce ku nekorektným záverom. 1. Tvorenie identity spočíva v tom, ako identifikujeme určitý objekt, udalosť alebo seba; 2. tvrdenie spočíva v pripisovaní vlastností objektom, v projektovaní našich obsahov na objekty, bez toho aby sme si to uvedomovali. > Identita dokonca ani neexistuje. Nemôže existovať. V mikro-pohľade všetko existuje ako hra elektrónov, ktoré sa pohybujú, menia. Žiadna vec nemôže zostať tou istou. Nič nie "je" v statickom, permanentnom, nemennom tvare. Používanie "byť" mimoriadne skresľuje realitu. "Je lenivý", "Je to zbytočné tvrdenie" - uvedené vety nekorektne mapujú realitu. Projektovanie súvisí s tvrdením niečoho. "Toto je dobré", "Tento kvet je žltý", "On je skutočne hlúpy" - tieto vety vytvárajú jazykovú štruktúru, ktorá implikuje, že niečo "tam vonku" má kvality "dobra", "žltosti" a "hlúposti". Sloveso "byť" tvrdí, že tieto kvality existujú mimo rečníkovej skúsenosti. Nie je to tak. Tieto kvality linkujú k sebe toho, kto tvrdenie vyslovil. Naše opisy hovoria primárne o vnútorných skúsenostiach indikujúcich naše hodnoty a závery. Presnejšie by sme mali povedať: "Toto považujem za dobré", "Tento kvet vidím ako žltý", "Beriem ho ako človeka trpiaceho hlúposťou". Sloveso "byť" nebezpečne predpokladá, že veci, udalosti, procesy zostávajú rovnaké. Nie je to tak. Tieto slovesá nás pozývajú vytvoriť si mentálne reprezentácie zafixovania; môžeme si tak vytvárať konkrétny svet a žiť v "zmrznutom" vesmíre. Tieto slovesá kódujú dynamické vlastnosti procesov staticky. "Život je ťažký." "Ja nie som dobrý v matematike." Neznejú tieto tvrdenia staticky? To je presne to, čo vytvárajú. Život nie "je" ťažký, "je" taký aký "je". "Ťažkosť" je mentálny konštrukt. Meta-poznámka: niekedy "je" ťažké používať E-Prime. >Ak si pomýlime jazyk, ktorým opisujeme realitu s realitou, potom identifikujeme odlišné veci, čo vytvára nekorektnosť. Nie "je" žiadne "byť". "Byť" dereferencuje. Odkazuje na konštrukt v našej mysli. Nepoukazuje na realitu. Operuje ako iracionálny konštrukt v ľudskej mysli. Mapa nie je teritórium E-Prime poukazuje na to, že vytvárame mapy sveta, ktoré sa inherentne líšia od sveta. E-Prime nás núti myslieť a hovoriť s väčšou čistotou a presnosťou. Dáva do popredia prvú osobu. Používaním E-Prime sa redukujú pasívne tvary "bolo to dokončené", "spravili sa chyby", odhalia sa neznámi autori výrokov. Čo znamená S-Prime? S-Prime je slovenský jazyk bez používania slovesa "byť" (je, sú, bol, budú,...); presnejšie, bez používania identifikujúceho "byť". - Jano je klamár - Peter je matematik - Zuzana je nešikovná S-Prime vychádza z tradície Všeobecnej Sémantiky (General Semantics). Dôvod, prečo používať S-Prime, je: identifikujúce "byť" znamená, že reálny objekt je vlastnený niečím, o čom sa hovorí, že "je" niečo, že má nejakú vlastnosť. Identifikujúce "byť" má tendenciu zaslepiť rečníka aj divákov mnohými dôležitými charakteristikami vzťahu medzi osobou, ktorá opisuje a kvalitou kategórie, ktorá je opisovaná. Martin je rasista Rasizmus nie je merateľná veličina objektu ako napríklad energia, alebo moment; neexistuje "meter pre rasizmus", ktorý by ukázal na Martina a povedal, či má v sebe "podstatu rasizmu". Rasista je meno, ktoré priraďujeme objektu, na základe našich pozorovaní náležitých fenoménov ako správanie; ale priradenie "nálepky" je len "v našich hlavách", nie v realite. S-Prime, zakázaním používania identifikujúceho "byť" dáva explicitne najavo fakt, že sú to tvrdenia o stave nášho nervového systému, nie o stave vonkajšieho sveta. S-Prime sa obmedzuje na pozorovania a operačné tvrdenia ako: Martin častokrát hovorí tvrdenia, ktoré pre mňa znejú rasisticky Počul som, ako Martin vynadal Jožovi "špinavý odpad" Uvedenú vetu môžeme čiastočne akceptovať ako vetu napísanú v S-Prime, aj keď ju uvedieme v nasledovnom tvare: Počul som, ako Martin vynadal Jožovi, že je špinavý odpad Veta v sebe skrýva identifikujúce "byť", ide však o citáciu toho, čo vyslovil Martin a zároveň veta na začiatku predpokladá, že sme to naozaj počuli.