This Lecture was prepared for my MBA students in London. It will benefit students, lecturers or managers who like to polish up their leadership skills. Feel Free to download this lecture in pdf, however, if you need the ppt slides, please send me a payment of £1 by paypal at: srahatkazmi@gmail.com and I will happy to send you the lecture.
Hope it was beneficial to you.
Leadership & change management, Lecture 2, by rahat kazmiRahat Kazmi
Rahat Kazmi is a successful training consultant in the UK who can prepare training materials and deliver training in any topic within Finance, Business, Management or even Systems' Training.
Hope you enjoy it!!
Please do leave your feedback. If you would like a copy of this in ppt, you can make a small donation of £1 by Paypal and it will be sent to you.
Evaluation of transformational leadershipAkash Pande
You will get to about what is transformational leadership, what is charismatic leadership, elements of transformational leadership, difference between charismatic and transformational leadership and examples of both the leadership.
In this file, you can ref useful information about performance appraisal and reward system such as performance appraisal and reward system methods, performance appraisal and reward system tips, performance appraisal and reward system forms, performance appraisal and reward system phrases … If you need more assistant for performance appraisal and reward system, please leave your comment at the end of file.
Leadership & change management, Lecture 2, by rahat kazmiRahat Kazmi
Rahat Kazmi is a successful training consultant in the UK who can prepare training materials and deliver training in any topic within Finance, Business, Management or even Systems' Training.
Hope you enjoy it!!
Please do leave your feedback. If you would like a copy of this in ppt, you can make a small donation of £1 by Paypal and it will be sent to you.
Evaluation of transformational leadershipAkash Pande
You will get to about what is transformational leadership, what is charismatic leadership, elements of transformational leadership, difference between charismatic and transformational leadership and examples of both the leadership.
In this file, you can ref useful information about performance appraisal and reward system such as performance appraisal and reward system methods, performance appraisal and reward system tips, performance appraisal and reward system forms, performance appraisal and reward system phrases … If you need more assistant for performance appraisal and reward system, please leave your comment at the end of file.
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Corporate communication strategy for staff retrenchment
The difference in ways HR lead and PR communicate
Tools and techniques used by PR to convey the messages
It’s no secret that women have historically faced greater barriers than men when it comes to fully participating in the economy. Across geographies and income levels, disparities between men and women persist in the form of pay gaps, uneven opportunities for advancement, and unbalanced representation in important decision-making.
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Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
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Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
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• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
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Leadership & change management, lecture 8, by rahat kazmiRahat Kazmi
This Lecture was prepared for my MBA students in London. It will benefit students, lecturers or managers who like to polish up their leadership skills. Feel Free to download this lecture in pdf, however, if you need the ppt slides, please send me a payment of £1 by paypal at: srahatkazmi@gmail.com and I will happy to send you the lecture.
Hope it was beneficial to you.
Corporate Communication Strategy for Staff RetrenchmentRoman Karki
This slide contains three major topics:
Corporate communication strategy for staff retrenchment
The difference in ways HR lead and PR communicate
Tools and techniques used by PR to convey the messages
It’s no secret that women have historically faced greater barriers than men when it comes to fully participating in the economy. Across geographies and income levels, disparities between men and women persist in the form of pay gaps, uneven opportunities for advancement, and unbalanced representation in important decision-making.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Why your candidate experience matters and how you can get some insight into what that experience actually is! From analyzing what candidates think, to what they're saying about you and what you can do to improve your candidate experience. www.engaging-people.be
Importance of Ramdhaan Mubarak, the Holy and 1st Month in the Islamic Calender. Feel free to watch to slides, if you like to know about Ramdhaan Mubarak or even like to remind yourself of Dos and Don'ts of Ramdhaan Mubarak.
Leadership & change management, lecture 8, by rahat kazmiRahat Kazmi
This Lecture was prepared for my MBA students in London. It will benefit students, lecturers or managers who like to polish up their leadership skills. Feel Free to download this lecture in pdf, however, if you need the ppt slides, please send me a payment of £1 by paypal at: srahatkazmi@gmail.com and I will happy to send you the lecture.
Hope it was beneficial to you.
Business environment lecture 1 Rahat KazmiRahat Kazmi
This Lecture was prepared for Business Environment for BTEC Level but can also be used by students of other levels. New managers and supervisors will also benefit from this lecture
You are watching brief professional profile of Rahat Kazmi, who is a multi-skilled financial and business professional. After working in the industry for 20 years in senior financial positions, owing and managing own businesses, Rahat has decided to become a "Training Consultant" to teach soft skills to the managers of small, medium and large organizations. Feel FREE to contact him, if he can be of any help to you or your business.
Leadership & change management, lecture 6, by Rahat KazmiRahat Kazmi
This Lecture was prepared for my MBA students in London. It will benefit students, lecturers or managers who like to polish up their leadership skills. Feel Free to download this lecture in pdf, however, if you need the ppt slides, please send me a payment of £1 by paypal at: srahatkazmi@gmail.com and I will happy to send you the lecture.
Hope it was beneficial to you.
Lecture, organisation and structure of sales activities and controlling sales...Rahat Kazmi
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The above lecture was produced to teach MBA students in London a few years ago and now distributed free online to benefit everyone. I hope you will follow me on Slide Share and Twitter, Like my Pages on Facebook and I will keep providing you more lectures, Tips and ideas to increase your knowledge.
Law enforcement is a profession that is constantly dealing with the pressures of risk, politics, and morale, understanding key issues helps leaders improve the organizational performance and safety.
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Over the years I have encountered many people in leadership positions who are totally ineffective. Why? Is it because they are not bright, not passionate presenters, and or not able to build strong relationships? Generally, these characteristics alone do not condemn one to a lifetime of ineffectiveness. In fact, the Ineffective Leader could be very bright, articulate and benevolent or well liked but still ineffective. How can that be, and why do Ineffective Leaders not know they are ineffective? The answer is that many leaders are confused as to what leadership is. Leadership does not always require rendering opinions or stating ideas with confidence in meetings, nor is it an acquired organizational position. There are many people in leadership positions that effectively communicate ideas but do nothing. They communicate doom and gloom, creating a culture of crisis, indicating that a disaster is pending and all need to fight to survive but they never lead the fight. That burns employees out, and the Ineffective Leaders go on their unsuccessful ways, never communicating the solution. If you build an army of 100 lions and their leader is a dog, in any fight the lions will die like a dog. But if you build an army of 100 dogs and their leader is a lion, all dogs will fight like a lion. Napoleon Bonaparte
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Inspiring Motivation. What does Roald Amundsen, Ernest Shackleton, Winston Churchill and Georgetown Cupcakes have in common? Sign me up for what is trending on Facebook: Motivating Your People takes through the theory of the practical business realm in which you reside. Thought Provoking questions are embedded in this powerpoint to engage readers. Questions or Comments: whozien@gmail.com
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Leadership & change management, Lecture 3, by Rahat Kazmi
1. LEADERSHIP AND CHANGE
MANAGEMENT
REFLECT YOUR PERSONAL EFFECTIVENESS
WITHIN AN ORGANISATION
LECTURE 2
BY
RAHAT KAZMI PREPARED BY: RAHAT KAZMI
SEPTEMBER 2010
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2. Reflect your Personal
Effectiveness within an
Organisation
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3. Personal Effectiveness in an Organisation
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4. Objectives
After today you all
will know what is
expected of you
in an organisation
towards your
personal effectiveness
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5. Leadership – New Reality
OLD PARADIGM NEW PARADIGM
Industrial Age Information Age
Stability Change
Control Empowerment
Competition Collaboration
Things People and Relationships
Uniformity Diversity
If you do not know where you are , you can’t be in control .
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6. Leadership : Personality -
Hermann’s Whole brain Model
A – UPPER LEFT D- UPPER RIGHT
LOGICAL HOLISTIC
ANALYTICAL INTUITIVE
FACT BASED INTEGRATING
QUANTIATIVE SYNTHESIZING
HERMANN’S
Directive and authoritative Holistic, adventurous, risk taking
WHOLE
BRAIN INTER PERSONAL
ORGANISED
SEQUENTIAL
MODEL FEELING BASED
PLANNED KINESTHETIC
DETAILED EMOTIONAL
Friendly , trusting and empathetic
Conservative and Traditional
B- LOWER LEFT C - LOWER RIGHT
Work will always expand to take the time allowed – Parkinson’s Law
6
7. High Bureaucratic Organization:
Common Approach to Business Problems
YES NO
DOES THE THING WORK?
DON’T MESS
DID YOU MESS WITH IT?
WITH IT
NO
YES
NO DOES ANYONE YOU DUMB
KNOW? *#@>!!
HIDE IT YES YES
WILL YOU
CATCH HELL?
YOU POOR
$#@! ~*%$
TRASH IT
CAN YOU BLAME SOMEONE ELSE?
NO
YES
NO PROBLEM
8. Why Good Performers Leave
List of PUSH FACTORS
• They see NO link between their pay and their
performance.
• They don’t perceive Growth or advancement opportunities
• They do not see their Work as important , or their
contributions are not recognized and valued by others.
• They do not get to use their natural talents.
• They have unclear and unrealistic expectations.
• They will no longer tolerate abusive managers or Toxic
environments.
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9. A New Reality
“Time in America and most of Modern World
is shrinking. Companies have down-sized
their staffs and up-sized the workloads of
all the survivors. These people need
shortcuts every waking minute of their
lives.”
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10. Our Solution
1. Systematically identifying and isolating the core
negatives driving an individual’s performance.
2. Intentionally eliminating those negatives — indeed,
transforming them into powerful positives.
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11. Some Tips to improve personal
effectiveness at workplace
Developing the ability to think clearly and
logically
Presenting the ideas effectively and in a
way that other person understands the
point
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12. Some Tips to improve personal
effectiveness at workplace
Being confident in conducting oneself and
in presenting the ideas
Time management
Dissolving Conflict
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13. Some Tips to improve personal
effectiveness at workplace
Good planning
Not showing sentimental emotions and
putting off your face
Understanding the priorities
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14. Some Tips to improve personal
effectiveness at workplace
Being a good listener
Understanding
Reducing stress
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15. Some Tips to improve personal
effectiveness at workplace
Being proactive
Motivate your team
Being optimistic
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16. Some Tips to improve personal
effectiveness at workplace
Be a continuous learner
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17. Some Tips to improve personal
effectiveness at workplace
Be a professional
Avoid egoism
Building good relationships
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18. Some Tips to improve personal
effectiveness at workplace
Be flexible
Be matured
Good dressing
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19. Some Tips to improve personal
effectiveness at workplace
Being updated
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20. Individual-Level Performance
Inputs Design Components Outputs
Organization Skill
Variety
Design
Group Design Task Task Individual
Identity Significance
Effectiveness
Personal
Characteristics
(skill, knowledge Autonomy Feedback
attitude)
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21. The Performance measurement cycle –
Four critical Linkages
21
WHAT COUNTS GETS MEASURED
WHAT GETS REWARDED COUNTS
WHAT GETS MEASURED GETS DONE
When a valuable employee leaves , it is a signal
that something in the system may need fixing
WHAT GETS DONE GETS REWARDED
22. Individual-Level Performance
• Organization design is concerned with
Organization the larger organization within which the
Design individual job is the smallest unit.
• Group design concerns the larger group
Group or department containing the individual
Design job.
• Like organization design, group design is
an essential part of the job context.
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23. Individual-Level Performance
• Personal characteristics of
individuals occupying jobs include
their age, education, experience,
Personal
Characteristics
and skills and abilities.
• Personal characteristics can affect
job performance as well as how
people react to job designs.
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24. Individual- Job Performance
Skill Variety
The degree to which the job
requires a variety of different
activities
Task Identity Autonomy
The degree to which the job The degree to which a job provides
requires completion of a whole freedom and discretion in
and identifiable piece of work scheduling the work and
determining work methods.
Task Significance Feedback About Results
The degree to which a job has a The degree to which a job provides
significant impact on other employee with direct and clear
people’s lives information about the effectiveness of
task performance
25. Job Characteristics Model - Hackman/Oldham
Core Job Psychological States Personal and Work
Dimension Outcomes
Skill Variety Experienced
Task Identity meaningfulness of the
Task Significance wok • High internal work
motivation
Experienced • High-quality work
Autonomy responsibility for performance
outcomes of the work • High satisfaction
with the work
• Low turnover
Knowledge of the
Feedback actual results of the
work activities
26. Individual- Level Performance
• What is the design of the larger organization within which
the individual jobs are embedded?
• What is the design of the group containing the individual
job?
• What are the personal characteristics of jobholders?
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27. Individual- Level Performance
• How much skill variety is included in the jobs?
• How much task identity do the jobs contain?
• How much task significance is involved in the jobs?
• How much autonomy is included in the jobs?
• How much feedback about results do the jobs contain?
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28. Personal Effectiveness At Work
Personal effectiveness means making the most at all
personal resources at our disposal - our personal talents,
energy and time relative to what's most important to us.
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29. Need for this Approach
Personal effectiveness Creates Success.
So be a star performer we don’t need only degrees &
medals but also self improvement
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30. Benefits
Develop ability to think clearly and logically
Structure thoughts and present ideas cohesively and
effectively
Increase levels of confidence in conducting oneself with
internal and external customers
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31. Topics
- Positive Impact - Communication
- Setting Goals - Time Management
- The trust Factor – Creating Win- - Stress Management
Win Relationship
- Self mastery – A Plan for - Conflict resolution
Personal Success
- Workplace Etiquettes
- Addressing Emotions at work
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32. Positive Impact
• Set of behaviors • How to be the
that are beneficial type of employee
at all levels of the successful
organization companies fight to
keep, by applying
seven high-
performance
behaviors to their
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professional life.
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33. Set of Behaviors
7 habits of Highly effective People by Steven Covey
:-
1)Be Proactive
2)Begin with the end in mind
3)Put first thing first
4)Think win – win
5)Seek first to understand, than to be understood
6)Synergize
7)Sharpen the saw
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34. Stand Out At Work
Career development is not
always about moving up in
the organization.
It's more about constantly
improving yourself and
getting the most out of your
job and work life.
To stand out in a good way,
you need to be aware of the
consequences of what you
think, say, and do
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35. What To think, or Not
Think You can (and will)
succeed
People have confidence
in us when we have
confidence in ourselves,
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36. We gain confidence when Skill & knowledge grow
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37. Make self development plans Try New Things
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38. Think about your work as more than a Job
Energy
Enthusiasm
Attitude
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39. Think Excellence
Doesn't it feel great to get through the day without challenging
ourselves to learn something new or do something great?
Go beyond the minimum effort, easy way and the safe path.
Work hard
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40. What to say or not
Don’t use inappropriate language (like swearing)
Don’t complain & Argue too much
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41. What to Do, or Not to Do
Don't talk about personal problems
Don’t talk Politics & Religion
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42. What to Do, or Not to Do
Be professional by meeting commitments & respecting
your responsibilities to others & yourself
Look and act professional
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43. Have fun at work, and at the same time, let
people know you can handle difficult situations
with a level head
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44. • Watch your appearance by being well groomed
(bathed, trimmed, combed, etc.) and well dressed
(accepted clothing for the position you want, tucked in
shirt, clean shoes, matching socks, etc.).
• Be mature by behaving like a reliable grownup.
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45. Create growth opportunities for yourself
Build Relationships
Learn From your mistakes
Be flexible - "That's not my job." "I don't want to do that
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46. Setting Goals
• S = Specific
• M = Measurable
• A = Attainable
• R = Realistic
• T = Timely
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47. Specific – What, Why and How?
Measurable – If you can’t measure it , you can’t manage it
Attainable – Goals you set which are too far out of your
reach, you probably won't commit to doing.
Realistic - Realistic does not mean Easy, in this case, means
"do-able."
Timely :- Set a timeframe for the goal: for next week, in three
months, by fifth grade. Putting an end point on your goal
gives you a clear target to work towards.
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48. Creating Win–Win Relationship
Develop your communication and behavior skills to
create a climate of trust, collaboration and goodwill
with coworkers
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49. Self mastery – A Plan for Personal Success
Learn a set of principles and personal management skills that
will change how you view your life and enable you to grow in
personal confidence and effectiveness
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50. Etiquettes at work
Say Hello, how are you
Your Physical and Verbal behavior
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51. Etiquettes at work
Sit up straight Your appearance
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52. Some more Tips
Be Self aware – Self-awareness is a critical component to
etiquette in any situation.(How many people are Self Aware?)
Taking particular note of coworker annoyance is good place to
start . Use them as rules of thumb for behavior that you find
particularly obtrusive and make a concerted effort not to do
the same.
Use common sense, try not to be too loud and unpleasant
Avoid Strong Cologne & Perfume – Use light and Soft ones
Mind your own business –
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53. Keep Your noise to yourself
Use speakerphone only for conference calls
Don’t talk loudly across partitions
Answers phone promptly, don’t let it ring several times Keep cell phone ringers low
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54. Keep your germs to yourself
This is basic; but many
overlook it
Cover your mouth when you
sneeze & Cough
Don’t pick your nose
Failure to do so is rude,
inconsiderate and stupid
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55. Communication
Speak with more confidence and listen carefully to build rapport
Analyze and utilize body language to your advantage
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56. Time Management
Realize that time management is a myth – We have only 24
hours in a day. Time doesn’t change. All we can actually manage
is ourselves and what we do with the time that we have
Find out where you’re wasting time - Many of us are prey to
time-wasters that steal time we could be using much more
productively. Do you spend too much time 'Net surfing,
reading emails, or making personal calls?
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57. Time Management
Prioritize ruthlessly -
Learn to delegate and/or outsource.
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58. Stress Management
• Avoid people who stress you out
• Avoid hot-button topics
• Pare down your to-do list
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59. Conflict Resolution
Listen first; talk second
Keep people and problems separate
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60. Make sure that good Use active listening skills to ensure that
relationships are the you hear and understand other’s positions
first priority and perceptions.
When you talk use an adult, assertive approach
rather than a submissive or
aggressive style
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61. Addressing Emotions At Work
Kick habits that hurt you. Habits such as procrastinating, overeating, being
disorganized, avoiding conflict…etc
Learn how to stay calm and clearheaded when you start to lose your temper
Eliminate over-reactive behaviors and replace them with reasonable behaviors
Learn behavior modification skills that people will notice—and will likely
want to copy themselves
Take ownership of your emotions and your reactions
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62. Attitude
Always keep a positive attitude
Talk nicely and be nice
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63. Recommended Further Readings
1. Thomas Cummings and Christopher Worler, Organization
Development and Change, South Western College
Publishing
2. Stephen Robbins, Organizational Behavior, Prentice Hall
3. Marvin Ross Weisbor, Organizational Diagnosis : A
Workbook of Theory and Practice, Perseus Books Group
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