"one rotten apple spoils a bunch". Learn how a positive attitude can transform your organization and give you more opportunities for success.
"one rotten apple spoils a bunch". Learn how a positive attitude can transform your organization and give you more opportunities for success.
Many people working in academia find it difficult to achieve or maintain a good work-life balance. This talk goes into the reasons for this, the consequences of working too much, the benefits of having the right balance, and ways of achieving a better balance. The talk is very much based on my personal views and experiences, but I hope there is some interest in sharing these.
Positive psychology is a revolutionary new field that studies the root causes of happiness, productivity, and success. In this program, you’ll have an opportunity to practice proven techniques to:
Consciously direct your thoughts towards creative, adaptive, constructive behaviors
Communicate to build relationships and motivate colleagues and staff
Shift conversations from problems to solutions
Take risks to increase energy and revitalize the workday
This presentation covers the most pertinent research from the field of positive psychology related to both being successful and happy in the workplace. It highlights the positive organizational culture that LinkedIn embodies and offers ways for individuals to further elevate their daily work lives. It includes an overview of the field, summarizes meaningful research studies, and offers interventions that an individual can use in their daily working lives. Questions? Feedback? Please don't hesitate to reach out on LinkedIn!
An inspiring presentation by Yogachemmal Meena Ramanathan, Cordinator-cum-Yoga therapist CYTER on "Positive Self-Empowerment for the Youth" that was given for faculty and staff members of Avvaiyar College of Engineering and Technology, Thiruvandaiyar near Pondicherry.
Many people working in academia find it difficult to achieve or maintain a good work-life balance. This talk goes into the reasons for this, the consequences of working too much, the benefits of having the right balance, and ways of achieving a better balance. The talk is very much based on my personal views and experiences, but I hope there is some interest in sharing these.
Positive psychology is a revolutionary new field that studies the root causes of happiness, productivity, and success. In this program, you’ll have an opportunity to practice proven techniques to:
Consciously direct your thoughts towards creative, adaptive, constructive behaviors
Communicate to build relationships and motivate colleagues and staff
Shift conversations from problems to solutions
Take risks to increase energy and revitalize the workday
This presentation covers the most pertinent research from the field of positive psychology related to both being successful and happy in the workplace. It highlights the positive organizational culture that LinkedIn embodies and offers ways for individuals to further elevate their daily work lives. It includes an overview of the field, summarizes meaningful research studies, and offers interventions that an individual can use in their daily working lives. Questions? Feedback? Please don't hesitate to reach out on LinkedIn!
An inspiring presentation by Yogachemmal Meena Ramanathan, Cordinator-cum-Yoga therapist CYTER on "Positive Self-Empowerment for the Youth" that was given for faculty and staff members of Avvaiyar College of Engineering and Technology, Thiruvandaiyar near Pondicherry.
Success through interpersonal skills - Management Concepts - Manu Melwin Joy ...manumelwinjoy
Total interpersonal space devoted to mutual understanding and shared information.
Productivity and interpersonal effectiveness are directly related to the amount of mutually-held information
How to do delegate & ditch with confidence webinarSheryl Andrews
These are the slides for an interactive webinar exploring what you need to work and learn at your best with others. How to do more of what you love and ditch the critic who says you can't
Agile Coaching - Giving And Receiving Feedback Jul14ajaysolucky
Agile Coaching - Giving And Receiving Feedback
Giving feedback and receiving feedback is a stress full process for both the giver and the receiver. It generally creates a negative atmosphere, a strained relationship. Learn the art of giving and receiving feedback to get results.
Active listening, Why and How to improve your listening skillsBabu Appat
Listening is too important to build and keep relations, work effectiveness, and success in life. Listening skill can be built up. You have to take some conscientious steps to achieve this end. It's worth taking some real efforts. Please go through these slides and develop active listening skills.
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
2. Introductions
• When the Ball is thrown to you:
• Tell us your name and something you like.
• Tell us the previous person’s name and what they like.
• Throw the ball back.
3. “There is a difference between listening and waiting for
your turn to speak.”
Simon Sinek
6. • Split into Pairs
• Either an A or a B – DON’T REVEAL YOUR
INSTRUCTIONS
• Follow the instructions
• You have 2 minutes
Listening Exercise
7. • A’s – Your job is simply to talk about yourself for 2
minutes. You can talk about what you did today or
yesterday or this week.
• B’s – The A’s are going to talk to you about their day or
week. Your job is to not listen. You shouldn’t make eye
contact, you shouldn’t show positive body language.
During the session, you should interject with something
about your day that ignores what they’ve said.
Listening Exercise
8. Listening Exercise Review
• How did it feel for the talkers?
• How did it feel for the listeners?
• Do we know anyone like that?
• No names please especially not us.
11. Active Listening
1 Asking open questions: any questions not requiring a
yes/no answer eg How? What? Where? Who? When? and
Why?
2 Summarising: a summary helps to show the person
that you have listened and understood them.
3 Reflecting: simply repeating back a key word or phrase
encourages the person to go on and expand on what has
been said.
4 Clarifying: sometimes a person will gloss over
an important point or emotion. Phrases such as
‘Tell me more about...’ can help the person clarify these
points for themselves.
5 Short words of encouragement: A simple ‘yes’, ‘go
on’, or ‘I see’ help the person to continue, and shows that
you are interested.
6 Reacting: People are often looking for empathy and
understanding. Phrases that show you’ve really
understood what something was like for them can help
build rapport and trust.
• Tolerate Silences
12. • This time, B’s use the active listening techniques
• 1 minute only
• How did it feel this time?
Repeat Listening exercise
13. Listening in a 1x1
• https://www.youtube.com/watch?v=ggNltiG3AE4
14. M. Scott Peck
"You cannot truly listen to anyone and do anything else at
the same time."
15. Problems in 1x1’s
• Unclear Objectives
• Missed Objectives/tasks
• Employee not feeling supported
• Supervisor can feel pressure to fix employee issues
• Feeling criticised – both sides?
• Lack of learning
17. Active Listening
1 Asking open questions: any questions not requiring a
yes/no answer eg How? What? Where? Who? When? and
Why?
2 Summarising: a summary helps to show the person
that you have listened and understood them.
3 Reflecting: simply repeating back a key word or phrase
encourages the person to go on and expand on what has
been said.
4 Clarifying: sometimes a person will gloss over
an important point or emotion. Phrases such as
‘Tell me more about...’ can help the person clarify these
points for themselves.
5 Short words of encouragement: A simple ‘yes’, ‘go
on’, or ‘I see’ help the person to continue, and shows that
you are interested.
6 Reacting: People are often looking for empathy and
understanding. Phrases that show you’ve really
understood what something was like for them can help
build rapport and trust.
18. Larry King
“I remind myself every morning: Nothing I say this day will
teach me anything. So if I'm going to learn, I must do it by
listening”
20. Body Language Discussion
• What did you think?
• Any other thoughts on body language?
• Focus
• Manage distractions
• Eye contact
• Mirroring
• Physical openness
• Aware of fiddling
• Cultural awareness – Not everyone is the same, eye contact in
particular tends to be a western thing
22. Karl A. Menninger
“Listening is a magnetic and strange thing, a creative force.
The friends who listen to us are the ones we move toward.
When we are listened to, it creates us, makes us unfold and
expand.”
26. Listening in Meetings
• Quiet people not heard
• Valuable meeting content lost
• Lack of agreement or moving forward to consensus
• Lack of buy in to agreements
• Emotive Language, frustration
• Lack of Learning
• Volume or personality wins over quality of idea/argument
• Individuals feeling unvalued
• Multiple conversations and distraction/lack of focus
• Don’t stop at yes
28. Active Listening
1 Asking open questions: any questions not requiring a
yes/no answer eg How? What? Where? Who? When? and
Why?
2 Summarising: a summary helps to show the person
that you have listened and understood them.
3 Reflecting: simply repeating back a key word or phrase
encourages the person to go on and expand on what has
been said.
4 Clarifying: sometimes a person will gloss over
an important point or emotion. Phrases such as
‘Tell me more about...’ can help the person clarify these
points for themselves.
5 Short words of encouragement: A simple ‘yes’, ‘go
on’, or ‘I see’ help the person to continue, and shows that
you are interested.
6 Reacting: People are often looking for empathy and
understanding. Phrases that show you’ve really
understood what something was like for them can help
build rapport and trust.
29. Stephen R. Covey
“Most people do not listen with the intent to understand;
they listen with the intent to reply.”
31. Supporting Others Scenarios
• Overloaded
• Issues with others
• Issues outside of work
• Don’t know how to do something
• Feeling Alone
• Ruminating, not moving forward
• Stress/Anxiety/Depression
33. Supporting Others - Goes wrong
• People can feel judged
• People can feel you don’t believe in them
• People can’t take on board advice even if valuable
• Results of advice is givers fault
• People can feel they’re not important enough
• People can feel exposed by sharing
• People can feel unsupported even when someone is trying
• Dependency
35. Active Listening
1 Asking open questions: any questions not requiring a
yes/no answer eg How? What? Where? Who? When? and
Why?
2 Summarising: a summary helps to show the person
that you have listened and understood them.
3 Reflecting: simply repeating back a key word or phrase
encourages the person to go on and expand on what has
been said.
4 Clarifying: sometimes a person will gloss over
an important point or emotion. Phrases such as
‘Tell me more about...’ can help the person clarify these
points for themselves.
5 Short words of encouragement: A simple ‘yes’, ‘go
on’, or ‘I see’ help the person to continue, and shows that
you are interested.
6 Reacting: People are often looking for empathy and
understanding. Phrases that show you’ve really
understood what something was like for them can help
build rapport and trust.
36. A Poem
"Will you please just listen?
When I ask you to listen and you start giving advice, you have not done what I have
asked.
When I ask you to listen and you start telling me why I shouldn't feel the way I do, you
are invalidating my feelings.
When I ask you to listen and you start trying to solve my problem, I feel underestimated
and disempowered.
When I ask you to listen and you start telling me what I need to do I feel offended,
pressured and controlled.
When I ask you to listen, it does not mean I am helpless. I may be faltering, depressed
or discouraged, but I am not helpless.
When I ask you to listen and you do things which I can and need to do for myself, you
hurt my self-esteem.
But when you accept the way I feel, then I don't need to spend time and energy trying to
defend myself or convince you, and I can focus on figuring out why I feel the way I feel
and what to do about it.
And when I do that, I don't need advice, just support, trust and encouragement.
Please remember that what you think are "irrational feelings" always make sense if you
take time to listen and understand me. “