How to Give Feedback and Performance Reviews Like a Coach, Not a BossBizLibrary
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
In this webinar, you will learn:
- How to develop a coaching mindset in your managers and leaders
- Why regular feedback is important for employee success
- How frequent employee recognition helps solve common business challenges
- The best times to give feedback and performance reviews
A Product Manager often needs to persuade and motivate others without having any real authority. The only tool the product manager has is language, the spoken and written word. So how do you get people to understand why a particular course of action is warranted? And how do you persuade them to act and move forward on that knowledge without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging. You have to use particular language that is more effective. They key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to craft your language to address the core issues of each type.
Topics covered will include:
What are Motivation Types and how people acquire them
How to determine an individual’s Motivation Type
How to speak to each Motivation Type to engage and persuade them
How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels’ book The Product Manager’s Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also author of numerous blog posts and papers including Business Anthropology and the Culture of Product Managers.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBizLibrary
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
In this webinar, you will learn:
- How to develop a coaching mindset in your managers and leaders
- Why regular feedback is important for employee success
- How frequent employee recognition helps solve common business challenges
- The best times to give feedback and performance reviews
A Product Manager often needs to persuade and motivate others without having any real authority. The only tool the product manager has is language, the spoken and written word. So how do you get people to understand why a particular course of action is warranted? And how do you persuade them to act and move forward on that knowledge without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging. You have to use particular language that is more effective. They key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to craft your language to address the core issues of each type.
Topics covered will include:
What are Motivation Types and how people acquire them
How to determine an individual’s Motivation Type
How to speak to each Motivation Type to engage and persuade them
How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels’ book The Product Manager’s Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also author of numerous blog posts and papers including Business Anthropology and the Culture of Product Managers.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
SEE ALL 14 SKILLS AT: - bitly.com/train-me - This supervisor development program or supervisor development course is designed to train any supervisor properly regardless of experience in how to approach employees with solid skills that will create good relationship and maximize productivity. You can download this slide program and remove the red tag. This supervisor development course and supervisor development program is also created to reduce risk, reduce employee complaints, reduce the likelihood of EEOC complaints, reduce risk of sexual harassment, reduce violence, improve productivity, and many other payoffs. This supervisor development course is also available as a web course with 35 test questions, handouts, and certificate of completion. You won't find a supervisor development course like this one anywhere. We know, because we create this one ourselves to train supervisors specifically in skills for supervisors and topics for supervisors that none of the staff at Arlington County Government and Arlington Public School system ever had. As a result, supervisors left training more confident and secure that they could address issues with employees more effectively. The best part of this supervisor development program is the Flash Movie format with professional narrations. It uploads to any website and supervisor can go to your website and click on any skills and get a brush up on the fly in any supervisory skill or topic that pertains to the management situation they are dealing with immediately with their employee. That is completely unheard of in a supervisor development course or supervisor development program where a one-day intense training at some hotel leaves supervisors excited for only 4-5 hours later. After that, the training of supervisors fizzles fast. This supervisor development program sticks. Supervisor classes and certification for supervisors is hard to find. But this course will also issue of certification that the course was complete. It's not for credit, but any supervisor participating in this program will pick up practical information in supervisory skills that will far out-do their peers who have never been any any formal supervisor training -- even those who have -- because most of them forget what they were exposed to at that one day hotel seminar.
High Performance Teams: The 4 KPIs of SuccessQELIedu
Investing in your team can help to transform your organisation. This presentation shows how you can create your own High Performing Team.
Visit www.qeli.qld.edu.au for more information.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
SEE ALL 14 SKILLS AT: - bitly.com/train-me - This supervisor development program or supervisor development course is designed to train any supervisor properly regardless of experience in how to approach employees with solid skills that will create good relationship and maximize productivity. You can download this slide program and remove the red tag. This supervisor development course and supervisor development program is also created to reduce risk, reduce employee complaints, reduce the likelihood of EEOC complaints, reduce risk of sexual harassment, reduce violence, improve productivity, and many other payoffs. This supervisor development course is also available as a web course with 35 test questions, handouts, and certificate of completion. You won't find a supervisor development course like this one anywhere. We know, because we create this one ourselves to train supervisors specifically in skills for supervisors and topics for supervisors that none of the staff at Arlington County Government and Arlington Public School system ever had. As a result, supervisors left training more confident and secure that they could address issues with employees more effectively. The best part of this supervisor development program is the Flash Movie format with professional narrations. It uploads to any website and supervisor can go to your website and click on any skills and get a brush up on the fly in any supervisory skill or topic that pertains to the management situation they are dealing with immediately with their employee. That is completely unheard of in a supervisor development course or supervisor development program where a one-day intense training at some hotel leaves supervisors excited for only 4-5 hours later. After that, the training of supervisors fizzles fast. This supervisor development program sticks. Supervisor classes and certification for supervisors is hard to find. But this course will also issue of certification that the course was complete. It's not for credit, but any supervisor participating in this program will pick up practical information in supervisory skills that will far out-do their peers who have never been any any formal supervisor training -- even those who have -- because most of them forget what they were exposed to at that one day hotel seminar.
High Performance Teams: The 4 KPIs of SuccessQELIedu
Investing in your team can help to transform your organisation. This presentation shows how you can create your own High Performing Team.
Visit www.qeli.qld.edu.au for more information.
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
Do you know what is your personality type and what role emotions play in one's personality.
This presentation helps you to explore all the personality types.
Section I Your Dimension ResultsThis section will explain how y.docxbagotjesusa
Section I: Your Dimension Results
This section will explain how you scored on each of the four dimensions of personality.
You May Be an Extravert or an Introvert
Your score was right on the borderline for the Extraversion vs. Introversion dimension. We can't say for sure what your style is for this dimension of personality.
This dimension describes how you manage your energy. Have a look at both styles below, and see if you can get a sense of which is a better fit for you.
Extraverts are energized by interacting and engaging with other people. They approach the outside world enthusiastically and look for opportunities to experience the thrills and excitement of life. They enjoy:
· Interacting with people
· Being in busy surroundings
· Engaging with the outside world
· Expressing thoughts and feelings
· Being noticed by others
· Stimulation and activity
Introverts are energized by being quiet, reflective, and calm. They maintain a distance from the outside world and prefer to conserve their energy rather than expend a lot of effort seeking excitement. They enjoy:
· Contemplating ideas and experiences
· Being in calm surroundings
· Exploring a subject in depth
· Reflecting on thoughts or feelings
· Maintaining distance and privacy
· Quiet and solitude
You May Be an Intuitive or a Sensor
Your score was right on the borderline for the Intuition vs. Sensing dimension. We can't say for sure what your style is for this dimension of personality.
This dimension describes how you process information. Have a look at both styles below, and see if you can get a sense of which describes you best.
Sensors process information in a concrete, realistic way. They focus on observing and recalling facts, experiences, and details. They like to focus on:
· Observing sights, sounds, sensations
· Noticing details
· Experiencing the present moment
· Concrete, provable facts
· Realism and practicality
· Knowledge from past experience
Intuitives process information in an abstract, imaginative way. They focus on ideas and concepts that cannot be directly observed. They like to focus on:
· Observing patterns and connections
· Interpreting meaning
· Imagining potential
· Ideas and concepts
· Innovation and creativity
· Possibilities for the future
You Are a Feeler
Your values style is Feeling (in contrast with Thinking). This dimension describes your orientation to personal values.
Feelers value empathy, cooperation and compassion. They believe that everyone has a responsibility to take care of those around them. They are concerned with:
· Acting out their ideals
· Engaging their emotions
· Considering the impact on people
· Seeking harmony and appreciation
· Serving others
· Making authentic decisions
You Are a Judger
Your self-management style is Judging (in contrast with Perceiving). This dimension describes how you organize your life.
Judgers like structure and order. They keep organized and plan ahead, resist distractions, and.
This session will introduce participants to:
* The overall dimensions of Type and how they contribute to workplace behaviors
- Introvert/Extrovert
- Sensing/Intuition
- Thinking/Feeling
* The eight functions produced from the overall Type dimensions
* The differences between Natural and Demonstrated use of the eight Type Functions and
1. associated influence on effectiveness
* The five dimensions of Flexibility and their role in building resiliency and capability
- Proactivity
- Composure
- Connectivity
- Variety Seeking
- Rejuvenation
Understanding Yourself and Your Audience: The Power of Myers-Briggs in BusinessHawkPartners
If you are like most people, you have probably taken Myers-Briggs at some point. But you do you actually remember what it means? This presentation will help you understand your type and give you an exercise that applies what you learn in a business context.
Food and Drug Administration (FDA) approved Perjeta® (pertuzumab)* in combination with Herceptin® (trastuzumab) and docetaxel chemotherapy for people with HER2-positive metastatic breast cancer who have not received prior anti-HER2 therapy or chemotherapy for metastatic breast cancer.1
The combination of Perjeta, trastuzumab and docetaxel chemotherapy was the only regimen that has been shown to significantly improve the time people with previously untreated HER2-positive metastatic breast cancer lived without their disease getting worse (median progression-free survival, or PFS, 18.5 vs. 12.4 months; 6.1 months improvement) compared to trastuzumab and docetaxel chemotherapy
Gazyva is a medicine that works with the body’s own immune system to attack blood cells called B-cells that have a certain marker on their surface (CD20). B-cells are the cause of common blood cancers.1,2
Gazyva is FDA-approved for the treatment of people with previously untreated chronic lymphocytic leukemia (CLL) in combination with chlorambucil chemotherapy.3
Phase III clinical data showed that Gazyva plus chlorambucil chemotherapy helped people with CLL live longer without the disease worsening than chlorambucil chemotherapy alone.3
Noise in the background - you are not concentrating on the sounds at all and nothing is registering with you. Ignoring would be another way to describe this type of listening. There is nothing wrong with passive listening if it's truly not important, but passive listening - which we might more aptly call Not Listening - is obviously daft and can be downright dangerous if the communications are important.
The time has come for HR (Human Resources) departments to call it a day. HR departments often portray themselves as a valued business partner for management and staff alike. However, how can anyone take a department seriously that refers to people as ‘resources’? Nothing matters more to companies than the people who work there. Companies are nothing without the right people! And I am sure that not one, single individual wants to be referred to as a ‘human resource’.So, the first point I want to make is that the name is wrong: very wrong. It signals to everyone that this department manages ‘human resources’ in a top-down fashion, i.e. managing humans in a similar way to other resources such as finance, property or machines. If departments can’t see that this is sending out the wrong messages, then they don’t deserve to be there anyway.
A form of product that consists of activities, benefits or satisfactions offered for sale that are essentially intangible and do not result in the ownership of anything. The government sector, with its court, employment services, hospitals, loan agencies, military services, police and fire department, postal service and schools, in the service business. An essential ingredient to any service provision is the use of appropriate staff and people. Refers to the systems used to assist the organization in delivering the service. Where is the service being delivered? Physical Evidence is the element of the service mix.
PowerPoint provides numerous features that offers flexibility and the ability to create a professional presentation. One of the features provides the ability to create a presentation that includes music which plays throughout the entire presentation or sound effects for particular slides. In addition to the ability to add sound files, the presentation can be designed to run, like a movie, on its own. PowerPoint allows the user to record the slide show with narration and a laser pointer. You may customize slide shows to show the slides in different order than originally design and to have slides appear multiple times
pricing involves the customer demand schedule, the cost function, and competitors’ prices. The question is how should a company integrate cost-, demand-, and competition-based pricing considerations? In setting a price the firm, for example Kodak, will have to consider the following cost-, demand-, and competition-based pricing decisions:
An internship is a method of on-the-job training for white-collar and professional careers. Internships for professional careers are similar to apprenticeships for trade and vocational jobs. Although interns are typically college or university students, they can also be high school students or post-graduate adults. On occasion, they are middle school or even elementary students. In some countries, internships for school children are called work experience. Internships may be paid or unpaid, and are usually understood to be temporary positions.
Winning isn't everything--but wanting to win is. Winning is a state of mind that embraces everything you do. Winning isn't everything, but the will to win is everything. “A winner is someone who recognizes his God-given talents, works his tail off to develop them into skills, and uses these skills to accomplish his goals. Winning is not everything, but the effort to win is. Winning isn't everything, it's the only thing
We will look at the laws of motivation. One could argue that they are principles rather than laws, but I prefer to use the word ‘laws’ because it implies that if you break them, you will receive a penalty.
I love the art of selling. LOVE IT. When I first entered the field of sales, the one thing I quickly grew to appreciate was the fact that anything I did to increase my ability in selling also increased my ability in life. Sales skills are life skills
A sales person is a tool to get your offering out to prospects and/or customers. It’s true we can control the offering and we can shape the message presented. But it’s the Sales person’s style, presentation and skills that will determine how the customer or prospect will feel about usIT’S NOT WHAT YOU SAY IT IS. IT’S HOW THEY SAY IT
A group of chronic CNS disorders characterized by recurrent seizures.
Seizures are sudden, transitory, and uncontrolled episodes of brain dysfunction resulting from abnormal discharge of neuronal cells with associated motor, sensory or behavioral changes.
Diabetes Mellitus Is Due To A Disorder Of Carbohydrate, protein And Lipid Metabolism As A Result Of An Absolute Or Deficiency In Metabolically Active Insulin.
Mental Disorders makeup 5 of the 10 leading causes of disability world wide – Anxiety being one of the major shareholders
Likely increase approximately 50% by 2020
Most of the conditions respond well to treatment –right approach is vital.More than 90% of the patients turn up in General practitioners’ clinic initially.Socio-economic situation / social taboos resulting in avoidance to seek medical advice.Recent Earthquake disaster in Japan is likely to increase the number by thousands
An ulcer is a sore in the lining of the stomach or duodenum (the first part of the small intestine). People of any age can acquire an ulcer. Women are affected just as often as men.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
6. What Are Emotions?
Affect
A broad range of emotions that people
experience.
Emotions Moods
Intense feelings that are Feelings that tend to be
directed at someone or less intense than emotions
something. and that lack a contextual
stimulus.
11. Attitude structure
Attitudes consist of three related
components:
1. An emotional component consisting of emotional
reactions toward, or feelings about the attitude
object.
2. A cognitive component consisting of thoughts and
beliefs about the attitude object.
3. A behavioural component consisting of actions
toward the attitude object.
12. Attitude function
Attitudes will fluctuate in order to serve our current
needs.
Four major functions
1. Utilitarian function
- Helps person to achieve rewards and gain approval
from others
2. Knowledge function
- Attitudes can be used as a “frame of reference” for
organizing the world so that it makes sense (Katz,
1960).
- For example, we perceive knowledge that
contradicts our views with suspicion, thus forming a
negative impression of that source of information
13. Attitude function
3. Ego-defensive function
- Helps to cope with emotional conflicts and protect and
enhance one’s self-esteem.
- E.g., one’s job not going well, can blame colleagues or his
boss, this negative orientation towards the people he or
she blames protects one from acknowledging painful
truths.
4. Value-expressive function
- Help to express central values and core aspects of self-
concept.
- For example, if you are a person who firmly believes in
fair treatment and equality towards others, you’ll most
likely have a positive attitude towards particular political
parties and a negative attitude towards others.
14. • Attitudes are evaluations
• Attitudes guide people’s behaviours…
sometimes
• Attitudes can change …
– but the same technique won’t work the
same way for all people all of the time
15. Attitudes + Behaviour
• Research using more complete models have
provided a better account of the attitude
behaviour relationship:
• Attitudes are related to behaviours – but
not directly.
• Attitudes affect behaviour - in combination
with norms, control beliefs, and intentions.
• In addition to being a theoretical
improvement, this approach has also
proven to be very practical.
16. CONFLICT
Conflict is the emotional
disturbance or
disagreement resulting
from a clash of opposing
points of view. There are
many causes for conflict.
17. Causes of Conflict
• Personality differences
• Value differences
• Differences in Perspectives
• Differences in Goals
• Differences in Departmental Allegiance
• Ambiguities about responsibilities
19. Five Strategies to Conflict
Resolution
• Competition: when immediate, decisive action is
needed, issues are imperative and unpopular
• Collaboration: when need to find an integrative
solution, objective is to learn or combine knowledge
from people with different perspectives
• Avoidance: when issue is insignificant, to let others
cool down and regain perspective
• Accommodation: when issues are more important to
others, build social support for later
• Compromise: opponent team members are
committed to different means to similar end, arrive
at an expedient solution under time pressure
20. The Myers-Briggs Type
Indicator
Personality Types
Personality Types
• •Extroverted or Introverted (E or I)
Extroverted or Introverted (E or I)
• •Sensing or Intuitive (S or N)
Sensing or Intuitive (S or N)
• •Thinking or Feeling (T or F)
Thinking or Feeling (T or F)
• •Perceiving or Judging (P or J)
Perceiving or Judging (P or J)
21. Personality
Type
Myers-Briggs Test Indicator (MBTI)
• Based on Carl Jung’s Work
• Distinguishes four different
personality types
22. Extraverted vs.
•
Introverted
Extraverted: (E)
– Energy gained from surroundings, directed outward
– Acts first, reflects later
– More talkative, expressive
– Like to be around people, social
– Motivated by environment (people, things)
• Introverted: (I)
– Gain energy internally, directed inward
– Quiet energy, thoughtful, perceptive
– Reserved, private, cautious
– Think before they act
– Are more comfortable spending time alone - recharge
23. Sensory vs. Intuition
• Sensory: (S)
– Facts, details, and realities
– Lives in the Present
– Memory recall rich in details and past experiences
– Have straightforward speech - Are more realistic
– Want clear and concrete information
• Intuition: (N)
– Seek understanding in patterns, context, connections
and theory
– Are more future oriented
– Admire creativity, imaginative – see possibilities
– Focus on ideas & the big picture
– Comfortable with ambiguous, roundabout thoughts
24. Thinking vs. Feeling
• Thinking
– Search for facts and logic to make decision
– Objective, Direct
– Analytical and systematic
– Naturally critical
– Motivated by achievement
• Feeling
– Employ personal feelings and impact on others to
make decision
– Warm & friendly
– Sensitive & diplomatic
– Try hard to please others
– Are motivated by being appreciated
25. Judgment vs. Perception
• Judgment
– Are serious and formal
– Are time conscious
– Like to make plans
– Work first, play later
– Like to finish project best
• Perception
– Playful & casual
– Unaware of time or date
– Like to wait-and-see
– Play first, work later
– Like to start project best
28. ISTJ - Introvert Sensing Thinking Judging
For ISTJs the dominant quality in their lives is an abiding
sense of responsibility for doing what needs to be done
in the here-and-now. Their realism, organizing abilities,
and command of the facts lead to their completing
tasks thoroughly and with great attention to detail.
Logical pragmatists at heart, ISTJs make decisions
based on their experience and with an eye to efficiency
in all things. ISTJs are intensely committed to people
and to the organizations of which they are a part; they
take their work seriously and believe others should do
so as well.
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29. ISFJ – Introvert Sensing Feeling Judging
For ISFJs the dominant quality in their lives is an abiding
respect and sense of personal responsibility for doing
what needs to be done in the here-and-now. Actions that
are of practical help to others are of particular
importance to ISFJs. Their realism, organizing abilities,
and command of the facts lead to their thorough
attention in completing tasks. ISFJs bring an aura of quiet
warmth, caring, and dependability to all that they do;
they take their work seriously and believe others should
do so as well.
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30. INFJ - Introvert Intuitive Feeling Judging
For INFJs the dominant quality in their lives is their
attention to the inner world of possibilities, ideas,
and symbols. Knowing by way of insight is
paramount for them, and they often manifest a deep
concern for people and relationships as well. INFJs
often have deep interests in creative expressions as
well as issues of spirituality and human
development. While their energy and attention are
naturally drawn to the inner world of ideas and
insights, what people often first encounter with
INFJs is their drive for closure and for the application
of their ideas to people’s concerns.
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31. INTJ - Introvert Intuitive Thinking Judging
For INTJs the dominant force in their lives is their
attention to the inner world of possibilities, symbols,
abstractions, images, and thoughts. Insight in
conjunction with logical analysis is the essence of their
approach to the world; they think systemically. Ideas are
the substance of life for INTJs and they have a driving
need to understand, to know, and to demonstrate
competence in their areas of interest. INTJs inherently
trust their insights, and with their task-orientation will
work intensely to make their visions into realities.
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32. ISTP - Introvert Sensing Thinking Perceiving
For ISTPs the driving force in their lives is to understand
how things and phenomena in the real world work so
they can make the best and most effective use of them.
They are logical and realistic people, and they are
natural troubleshooters. When not actively solving a
problem, ISTPs are quiet and analytical observers of
their environment, and they naturally look for the
underlying sense to any facts they have gathered. ISTPs
often pursue variety and even excitement in their
hands-on experiences. Although they do have a
spontaneous, even playful side, what people often first
encounter with them is their detached pragmatism.
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33. ISFP - Introvert Sensing Feeling Perceiving
For ISFPs, the dominant quality in their lives is a
deep-felt caring for living things, combined with a
quietly playful and sometimes adventurous
approach to life and all its experiences. ISFPs
typically show their caring in very practical ways,
since they often prefer action to words. Their
warmth and concern are generally not expressed
openly, and what people often first encounter with
ISFPs is their quiet adaptability, realism, and "free
spirit" spontaneity.
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34. INFP - Introvert Intuitive Feeling Perceiving
For INFPs the dominant quality in their lives is a deep-felt
caring and idealism about people. They experience this
intense caring most often in their relationships with
others, but they may also experience it around ideas,
projects, or any involvement they see as important.
INFPs are often skilled communicators, and they are
naturally drawn to ideas that embody a concern for
human potential. INFPs live in the inner world of values
and ideals, but what people often first encounter with
them in the outer world is their adaptability and
concern for possibilities.
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35. INTP - Introvert Intuitive Thinking Perceiving
For INTPs the driving force in their lives is to
understand whatever phenomenon is the focus
of their attention. They want to make sense of
the world—as a concept—and they often enjoy
opportunities to be creative. INTPs are logical,
analytical, and detached in their approach to the
world; they naturally question and critique ideas
and events as they strive for understanding.
INTPs usually have little need to control the
outer world, or to bring order to it, and they
often appear very flexible and adaptable in their
lifestyle.
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36. ESTP - Extravert Sensing Thinking Perceiving
For ESTPs the dominant quality in their lives is
their enthusiastic attention to the outer
world of hands-on and real-life experiences.
ESTPs are excited by continuous involvement
in new activities and in the pursuit of new
challenges. They tend to be logical and
analytical in their approach to life, and they
have an acute sense of how objects, events,
and people in the world work. ESTPs are
typically energetic and adaptable realists,
who prefer to experience and accept life
rather than to judge or organize it.
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37. ESFP - Extravert Sensing Feeling Perceiving
For ESFPs the dominant quality in their lives is
their enthusiastic attention to the outer world of
hands-on and real-life experiences. ESFPs are
excited by continuous involvement in new
activities and new relationships. They also have
a deep concern for people, and they show their
caring in warm and pragmatic gestures of
helping. ESFPs are typically energetic and
adaptable realists, who prefer to experience and
accept life rather than to judge or organize it.
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38. ENFP - Extravert Intuitive Feeling Perceiving
For ENFPs the dominant quality in their lives is
their attention to the outer world of
possibilities; they are excited by continuous
involvement in anything new, whether it be new
ideas, new people, or new activities. Though
ENFPs thrive on what is possible and what is
new, they also experience a deep concern for
people as well. Thus, they are especially
interested in possibilities for people. ENFPs are
typically energetic, enthusiastic people who lead
spontaneous and adaptable lives.
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39. ENTP - Extravert Intuitive Thinking Perceiving
For ENTPs the dominant quality in their lives is
their attention to the outer world of
possibilities; they are excited by continuous
involvement in anything new, whether it be
new ideas, new people, or new activities.
They look for patterns and meaning in the
world, and they often have a deep need to
analyze, to understand, and to know the
nature of things. ENTPs are typically
energetic, enthusiastic people who lead
spontaneous and adaptable lives.
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40. ESTJ - Extravert Sensing Thinking Judging
For ESTJs the driving force in their lives is their need
to analyze and bring into logical order the outer
world of events, people, and things. ESTJs like to
organize anything that comes into their domain, and
they will work energetically to complete tasks so
they can quickly move from one to the next. Sensing
orients their thinking to current facts and realities,
and thus gives their thinking a pragmatic quality.
ESTJs take their responsibilities seriously and
believe others should do so as well.
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41. ESFJ - Extravert Sensing Feeling Judging
For ESFJs the dominant quality in their lives is an
active and intense caring about people and a strong
desire to bring harmony into their relationships.
ESFJs bring an aura of warmth to all that they do,
and they naturally move into action to help others,
to organize the world around them, and to get
things done. Sensing orients their feeling to current
facts and realities, and thus gives their feeling a
hands-on pragmatic quality. ESFJs take their work
seriously and believe others should do so as well.
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42. ENFJ - Extravert Intuitive Feeling Judging
For ENFJs the dominant quality in their lives is an active
and intense caring about people and a strong desire to
bring harmony into their relationships. ENFJs are openly
expressive and empathetic people who bring an aura of
warmth to all that they do. Intuition orients their feeling
to the new and to the possible, thus they often enjoy
working to manifest a humanitarian vision, or helping
others develop their potential. ENFJs naturally and
conscientiously move into action to care for others, to
organize the world around them, and to get things done.
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43. ENTJ - Extravert Intuitive Thinking Judging
For ENTJs the driving force in their lives is their
need to analyze and bring into logical order the
outer world of events, people, and things. ENTJs
are natural leaders who build conceptual models
that serve as plans for strategic action. Intuition
orients their thinking to the future, and gives
their thinking an abstract quality. ENTJs will
actively pursue and direct others in the pursuit
of goals they have set, and they prefer a world
that is structured and organized.
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