This document discusses communication, interpersonal relationships, and influence within organizations. It provides examples of how positive relationships through effective communication can benefit organizations by increasing commitment, task performance, and well-being among coworkers. Building influence requires developing personal expertise and position power. The three methods of influence discussed are retribution, reciprocity, and reason, each with strengths and weaknesses depending on the situation. Maintaining open communication and positive relationships are keys to organizational success.
Communication is the transfer of information from one person to another. It is a dynamic process through which thoughts and feelings are conveyed, and how the message is received depends on factors like how it is said and the environment. Effective communication is clear, two-way, involves active listening, and reflects accountability of both the speaker and listener. Motivation is an internal energy that drives a person to achieve something, and can come from goals, social relationships, learning, risk-taking, and drives for achievement, affiliation, and power.
This document discusses writing for the public and key concepts in public relations. It covers identifying and prioritizing different publics, ethical guidelines around accuracy and avoiding misleading information. It also discusses copyright issues and the influence of primary publics. Additionally, it examines the differences between persuasion and manipulation and how opinions, attitudes and beliefs can form and change. Key models for the persuasion process are presented, including the source, message, channel, public and effect. Factors like source credibility, message framing, and evaluating effects are also addressed.
This document discusses techniques for influencing others without direct authority over them. It introduces the "Triangle of Influence" which involves understanding who the audience sees as the "hero", what motivates them ("what makes them tick"), and how to create change. The key is appealing to both the heart and mind of the audience by balancing rational arguments with emotional appeals. Stories can help win people over by addressing both their logical and emotional thinking. The goal is to ethically influence or persuade others by understanding their perspective and helping them, not forcing actions upon them against their will.
Communication and Interpersonal SkillsTimothy Wooi
Interpersonal skills are the attitudes and habits that make workers at any seniority level valuable employees and contributing members of the work environment.
Interpersonal skills comes from the root word Interaction & Person. In other words it is the communication among two or more persons.
They include communication and social skills, teamwork, problem solving and critical thinking, and professionalism (time management and appearance).
Course Purpose
To set clear guidelines for effective communication and to consider the role of good interpersonal skills in the multicultural workplace by understanding:
- different behavioral styles and learn to modify your behavior to achieve best results
- how to stay present 'in the moment', 'listen for intent', and influence your listener positively
- how to give and receive constructive feedback as a way to build better relationships to demonstrate assertive behavior
- how to communicate effectively when the stakes are high and you need to neutralize arguments effectively
To create individual action plans for ongoing personal development by making use of all of the above skills to ensure effective teamwork
This document discusses communication, interpersonal relationships, and influence within organizations. It provides examples of how positive relationships through effective communication can benefit organizations by increasing commitment, task performance, and well-being among coworkers. Building influence requires developing personal expertise and position power. The three methods of influence discussed are retribution, reciprocity, and reason, each with strengths and weaknesses depending on the situation. Maintaining open communication and positive relationships are keys to organizational success.
Communication is the transfer of information from one person to another. It is a dynamic process through which thoughts and feelings are conveyed, and how the message is received depends on factors like how it is said and the environment. Effective communication is clear, two-way, involves active listening, and reflects accountability of both the speaker and listener. Motivation is an internal energy that drives a person to achieve something, and can come from goals, social relationships, learning, risk-taking, and drives for achievement, affiliation, and power.
This document discusses writing for the public and key concepts in public relations. It covers identifying and prioritizing different publics, ethical guidelines around accuracy and avoiding misleading information. It also discusses copyright issues and the influence of primary publics. Additionally, it examines the differences between persuasion and manipulation and how opinions, attitudes and beliefs can form and change. Key models for the persuasion process are presented, including the source, message, channel, public and effect. Factors like source credibility, message framing, and evaluating effects are also addressed.
This document discusses techniques for influencing others without direct authority over them. It introduces the "Triangle of Influence" which involves understanding who the audience sees as the "hero", what motivates them ("what makes them tick"), and how to create change. The key is appealing to both the heart and mind of the audience by balancing rational arguments with emotional appeals. Stories can help win people over by addressing both their logical and emotional thinking. The goal is to ethically influence or persuade others by understanding their perspective and helping them, not forcing actions upon them against their will.
Communication and Interpersonal SkillsTimothy Wooi
Interpersonal skills are the attitudes and habits that make workers at any seniority level valuable employees and contributing members of the work environment.
Interpersonal skills comes from the root word Interaction & Person. In other words it is the communication among two or more persons.
They include communication and social skills, teamwork, problem solving and critical thinking, and professionalism (time management and appearance).
Course Purpose
To set clear guidelines for effective communication and to consider the role of good interpersonal skills in the multicultural workplace by understanding:
- different behavioral styles and learn to modify your behavior to achieve best results
- how to stay present 'in the moment', 'listen for intent', and influence your listener positively
- how to give and receive constructive feedback as a way to build better relationships to demonstrate assertive behavior
- how to communicate effectively when the stakes are high and you need to neutralize arguments effectively
To create individual action plans for ongoing personal development by making use of all of the above skills to ensure effective teamwork
This document provides an overview of strategies and techniques for influencing others without direct authority. It discusses the importance of choice, intentionality, and trust (C.I.T.) in building influence. Various models and approaches are presented for mapping networks, gaining insights, and increasing one's level of influence through credibility and perception of value. Case studies and activities are used to illustrate concepts like leading meetings, gaining buy-in for initiatives, and using feedback to improve interpersonal skills.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Influencing Skills".
The following slides describe how to have trusting professional relationships. Mutual trust between partners is fundamental to commitment and engagement.
The document discusses the challenges of exercising leadership without formal authority and provides strategies for overcoming these challenges. It explains that our brains are hardwired to behave defensively under pressure, hindering problem-solving. However, we can train our brains to engage challenges, collaborate productively, and build understanding through respectful dialogue. The document advocates a four-step process of analysis, framing issues, gaining agreement, and joint action to mobilize others and drive progress in an inclusive, sustainable way.
Cultivating Diverse and Inclusive Organizations via Social IntelligenceGleb Tsipursky
This document summarizes a presentation on cultivating diverse and inclusive organizations through social intelligence. The presentation covered various cognitive biases like accent discrimination, optimism bias, and the halo effect that negatively impact diversity initiatives. It discussed how social intelligence strategies can help organizations address these challenges, including learning about biases, integrating knowledge about them, and implementing science-based decision-making approaches. Specific tools introduced were a web app for numerically evaluating significant decisions and exercises to build empathy and collaborative problem-solving. The presentation emphasized the importance of social intelligence for overcoming human tendencies that impede diversity and fostering truly inclusive organizations.
Communication involves the sharing of ideas, experiences, knowledge, and feelings through symbolic messages. There are various types of communication including downwards, upwards, and lateral communication. Effective communication requires the message to be clear, concise, accurate, relevant, timely, meaningful, and applicable to the situation. Barriers to communication can include language, values, beliefs, gender, economic status, education, physical barriers, attitudes, timing, understanding of the message, and trust. New communication technologies provide immediate access to information and people but also require strategies like ensuring feedback, completeness of messages, and disconnecting regularly to balance their effects.
The document discusses five criteria for effective organizational communication: audience, strategy, methodology, ethics, and listening. It emphasizes that communication must be tailored to the audience, start at the top of the organization and flow down, use appropriate channels and media, and consider ethical standards. Effective communication leads to stronger relationships, greater influence, higher productivity and profits.
This document provides an overview of communication and leadership concepts. It defines communication as the transfer of information between people and discusses the functions, process, channels, and barriers of effective communication. It also addresses interpersonal and electronic communication. The document then defines leadership and discusses trait, behavioral, and contingency theories of leadership, including Fiedler's model and situational leadership theory.
This document discusses communication and interpersonal skills for managers. It covers topics such as the communication process, communication issues and barriers, listening skills, delegation, conflict management, negotiation strategies, and making effective presentations. The key goals discussed are learning how to communicate effectively as a manager, overcome communication barriers, delegate tasks, manage conflict, negotiate agreements, and deliver presentations.
Much of our ideas about motivating others are inconsistent with what science says. This presentation describes three commonly used methods to motivate. Only one is under the control of all pharmacists and pharmacy personnel.
The document discusses how effective communication is key to good leadership. It emphasizes that leaders must be good communicators who connect with and influence their community or team. Leaders should focus on clarity of speech, thinking of others, and talking less while saying more in order to stand out from the crowd and help others see their own potential.
Quick to Listen and Slow to Speak: Transformational Communication Techniques
Learning objective: Enhance listening skills and motivational techniques
This workshop takes emerging and seasoned leaders through a series of interactive communication techniques that enables them to effectively articulate and inspire change in others. In a collaborative environment, we will explore and practice reading and assessing the needs and motivations of others. Further, participants will explore ways that this knowledge can result in tangible business impact. Inspiring change in others requires the capacity to engage and motivate. This workshop will provide transformational tools and techniques that will enhance your leadership effectiveness.
At the end of this seminar, participants will be able to:
a. Explore and use the rules of engagement and motivational interviewing techniques
b. Practice Intentional and Active Listening
c. Identify unique personal attributes that make an impact
d. Make a clear connection to business consequences and individual approaches.
e. Identify current strategies, challenges, and results
Who will be the next American Idol (HRIS Pioneer)?Howin Chan, PHR
The document discusses the skills needed to be the next American Idol (HRIS Pioneer). It identifies several key skills including business knowledge, analytical skill, pragmatic vision, adaptability, political astuteness, communication skills, interpersonal competence, bottom-line orientation, and integrity. It emphasizes that to be highly successful, an HRIS professional needs both technical skills and the ability to help organizations meet business goals and have a vision of how technology can help them.
Este documento es el índice del libro "Viaje de un naturalista alrededor del mundo" de Charles Darwin. Resume los 20 capítulos del libro, describiendo brevemente los temas y lugares cubiertos en cada uno, incluyendo observaciones sobre la geología, zoología y botánica de lugares como las islas Galápagos, Tierra del Fuego, Australia y otros. El prólogo del autor expresa su gratitud al capitán Fitz-Roy por haberle permitido unirse a la expedición del HMS Beagle y estudiar la historia natural de los
The document provides guidance on interviewing children regarding potential abuse or neglect. It discusses typical signs of different types of abuse and neglect, basic interview techniques, and dos and don'ts for interviews. Some key points include building rapport with children, using indirect questions if the issue is hidden, getting collateral information from others to corroborate the child's statements, and focusing on "what" questions rather than "why" questions which children may struggle with.
El documento promueve el turismo en El Salvador, destacando sus lagos, hoteles, comidas típicas, playas, parques, volcanes y más. Alienta a los lectores a visitar El Salvador con su familia para disfrutar de la naturaleza, la cultura y la hospitalidad del país a precios accesibles. Promete una experiencia de calidad y un ambiente agradable para reducir el estrés.
Emily Grimshaw conducted market research to inform the development of a music video. She created a 10 question survey that was distributed to 10 participants aged 16-30 via email. The results showed that indie music was the most popular genre among participants. Most participants watched music videos everyday on YouTube and felt videos helped artists' success. This information led Emily to create a narrative music video for the indie song "Youth" that featured a relationship element, to best meet audience preferences.
Why you should attend the IUFoST 2014 World Congress of Food Science Montreal...Belinda Elysée-Collen
CIFST President Belinda Elysee-Collen invites you to learn about the latest developments for the World Congress as we plan to welcome the world to Montreal 2014.
Seeds By Jacqueline creates natural body products and distributes seeds to promote health, sustainability, and community wellness. The company sells organic oils and mixtures online and in stores, with portions of profits going to non-profits. Products are non-toxic and packaged for reuse/recycling. Seeds By Jacqueline aims to make sustainability accessible and accountable globally.
Rihanna is a Barbadian singer, songwriter, actress and fashion designer who is known for her unique style and personal social media presence. She has released 7 studio albums and is rumored to be working on her 8th. Rihanna connects with her large, global fan base known as "The Navy" through social media where she shares genuine, unfiltered insights into her life, career and relationships. Her openness on sites like Instagram and Twitter has helped cultivate an intimate bond with her fans and establish Rihanna as a fascinating celebrity to follow.
This document provides an overview of strategies and techniques for influencing others without direct authority. It discusses the importance of choice, intentionality, and trust (C.I.T.) in building influence. Various models and approaches are presented for mapping networks, gaining insights, and increasing one's level of influence through credibility and perception of value. Case studies and activities are used to illustrate concepts like leading meetings, gaining buy-in for initiatives, and using feedback to improve interpersonal skills.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Influencing Skills".
The following slides describe how to have trusting professional relationships. Mutual trust between partners is fundamental to commitment and engagement.
The document discusses the challenges of exercising leadership without formal authority and provides strategies for overcoming these challenges. It explains that our brains are hardwired to behave defensively under pressure, hindering problem-solving. However, we can train our brains to engage challenges, collaborate productively, and build understanding through respectful dialogue. The document advocates a four-step process of analysis, framing issues, gaining agreement, and joint action to mobilize others and drive progress in an inclusive, sustainable way.
Cultivating Diverse and Inclusive Organizations via Social IntelligenceGleb Tsipursky
This document summarizes a presentation on cultivating diverse and inclusive organizations through social intelligence. The presentation covered various cognitive biases like accent discrimination, optimism bias, and the halo effect that negatively impact diversity initiatives. It discussed how social intelligence strategies can help organizations address these challenges, including learning about biases, integrating knowledge about them, and implementing science-based decision-making approaches. Specific tools introduced were a web app for numerically evaluating significant decisions and exercises to build empathy and collaborative problem-solving. The presentation emphasized the importance of social intelligence for overcoming human tendencies that impede diversity and fostering truly inclusive organizations.
Communication involves the sharing of ideas, experiences, knowledge, and feelings through symbolic messages. There are various types of communication including downwards, upwards, and lateral communication. Effective communication requires the message to be clear, concise, accurate, relevant, timely, meaningful, and applicable to the situation. Barriers to communication can include language, values, beliefs, gender, economic status, education, physical barriers, attitudes, timing, understanding of the message, and trust. New communication technologies provide immediate access to information and people but also require strategies like ensuring feedback, completeness of messages, and disconnecting regularly to balance their effects.
The document discusses five criteria for effective organizational communication: audience, strategy, methodology, ethics, and listening. It emphasizes that communication must be tailored to the audience, start at the top of the organization and flow down, use appropriate channels and media, and consider ethical standards. Effective communication leads to stronger relationships, greater influence, higher productivity and profits.
This document provides an overview of communication and leadership concepts. It defines communication as the transfer of information between people and discusses the functions, process, channels, and barriers of effective communication. It also addresses interpersonal and electronic communication. The document then defines leadership and discusses trait, behavioral, and contingency theories of leadership, including Fiedler's model and situational leadership theory.
This document discusses communication and interpersonal skills for managers. It covers topics such as the communication process, communication issues and barriers, listening skills, delegation, conflict management, negotiation strategies, and making effective presentations. The key goals discussed are learning how to communicate effectively as a manager, overcome communication barriers, delegate tasks, manage conflict, negotiate agreements, and deliver presentations.
Much of our ideas about motivating others are inconsistent with what science says. This presentation describes three commonly used methods to motivate. Only one is under the control of all pharmacists and pharmacy personnel.
The document discusses how effective communication is key to good leadership. It emphasizes that leaders must be good communicators who connect with and influence their community or team. Leaders should focus on clarity of speech, thinking of others, and talking less while saying more in order to stand out from the crowd and help others see their own potential.
Quick to Listen and Slow to Speak: Transformational Communication Techniques
Learning objective: Enhance listening skills and motivational techniques
This workshop takes emerging and seasoned leaders through a series of interactive communication techniques that enables them to effectively articulate and inspire change in others. In a collaborative environment, we will explore and practice reading and assessing the needs and motivations of others. Further, participants will explore ways that this knowledge can result in tangible business impact. Inspiring change in others requires the capacity to engage and motivate. This workshop will provide transformational tools and techniques that will enhance your leadership effectiveness.
At the end of this seminar, participants will be able to:
a. Explore and use the rules of engagement and motivational interviewing techniques
b. Practice Intentional and Active Listening
c. Identify unique personal attributes that make an impact
d. Make a clear connection to business consequences and individual approaches.
e. Identify current strategies, challenges, and results
Who will be the next American Idol (HRIS Pioneer)?Howin Chan, PHR
The document discusses the skills needed to be the next American Idol (HRIS Pioneer). It identifies several key skills including business knowledge, analytical skill, pragmatic vision, adaptability, political astuteness, communication skills, interpersonal competence, bottom-line orientation, and integrity. It emphasizes that to be highly successful, an HRIS professional needs both technical skills and the ability to help organizations meet business goals and have a vision of how technology can help them.
Este documento es el índice del libro "Viaje de un naturalista alrededor del mundo" de Charles Darwin. Resume los 20 capítulos del libro, describiendo brevemente los temas y lugares cubiertos en cada uno, incluyendo observaciones sobre la geología, zoología y botánica de lugares como las islas Galápagos, Tierra del Fuego, Australia y otros. El prólogo del autor expresa su gratitud al capitán Fitz-Roy por haberle permitido unirse a la expedición del HMS Beagle y estudiar la historia natural de los
The document provides guidance on interviewing children regarding potential abuse or neglect. It discusses typical signs of different types of abuse and neglect, basic interview techniques, and dos and don'ts for interviews. Some key points include building rapport with children, using indirect questions if the issue is hidden, getting collateral information from others to corroborate the child's statements, and focusing on "what" questions rather than "why" questions which children may struggle with.
El documento promueve el turismo en El Salvador, destacando sus lagos, hoteles, comidas típicas, playas, parques, volcanes y más. Alienta a los lectores a visitar El Salvador con su familia para disfrutar de la naturaleza, la cultura y la hospitalidad del país a precios accesibles. Promete una experiencia de calidad y un ambiente agradable para reducir el estrés.
Emily Grimshaw conducted market research to inform the development of a music video. She created a 10 question survey that was distributed to 10 participants aged 16-30 via email. The results showed that indie music was the most popular genre among participants. Most participants watched music videos everyday on YouTube and felt videos helped artists' success. This information led Emily to create a narrative music video for the indie song "Youth" that featured a relationship element, to best meet audience preferences.
Why you should attend the IUFoST 2014 World Congress of Food Science Montreal...Belinda Elysée-Collen
CIFST President Belinda Elysee-Collen invites you to learn about the latest developments for the World Congress as we plan to welcome the world to Montreal 2014.
Seeds By Jacqueline creates natural body products and distributes seeds to promote health, sustainability, and community wellness. The company sells organic oils and mixtures online and in stores, with portions of profits going to non-profits. Products are non-toxic and packaged for reuse/recycling. Seeds By Jacqueline aims to make sustainability accessible and accountable globally.
Rihanna is a Barbadian singer, songwriter, actress and fashion designer who is known for her unique style and personal social media presence. She has released 7 studio albums and is rumored to be working on her 8th. Rihanna connects with her large, global fan base known as "The Navy" through social media where she shares genuine, unfiltered insights into her life, career and relationships. Her openness on sites like Instagram and Twitter has helped cultivate an intimate bond with her fans and establish Rihanna as a fascinating celebrity to follow.
Matthew Good is a Canadian rock musician who was formerly in the successful 1990s band Matthew Good Band. He has pursued a successful solo career since 2002. Good regularly shares his political opinions on social media and uses his platform to promote various causes. He actively engages with fans on Facebook and Twitter, starting debates and discussions to nurture a sense of community. Good also uses social media to support affordable merchandise and encourage fan belongingness and expression.
This is a report that Nimble Media provides all of its clients at the end of each month. This report summarizes all social media, blog writing, guest blogging, Klout score updating, and traffic generating endeavors that Nimble Media does on an ongoing basis.
The document discusses obtaining audience feedback for a teaser trailer for an urban drama film. A survey of 66 people aged 16-24 asked about preferences for character stereotypes, music choices, and other aspects of urban dramas. Respondents preferred accurately portrayed stereotypes and fast-paced grime music. The draft trailer was also posted on YouTube to gather comments, which provided positive feedback and suggestions to improve the abrupt ending and pace of some shots. The filmmakers addressed this feedback by changing the ending shot and trimming overly long shots.
El documento presenta una introducción a los diferentes tipos de software y sistemas operativos. Explica que el software se divide en software de sistema, software de programación y software de aplicación. Luego describe brevemente los sistemas operativos para mainframes, servidores, computadoras personales, tiempo real, integrados y tarjetas inteligentes. Finalmente, introduce los sistemas operativos de Microsoft como Windows.
Culture in Action: Presented at Wisdom 2.0 2014 by Greg Ranstrom and Ruth Williamson. Seven Vital Skills for evolving vital culture through growth and change.
14 week process to become very good at paying attention to "how we really do things around here."
We practice the process and skills immediately and deepen the practice over time.
YouTube is a popular video sharing website that allows users to watch, share, and stream any video without needing an account. Instagram is a social media platform where users can share photos and videos with friends and the public through a feed on their profile page. Whitagram is a photo editing app and website that allows users to crop, touch up, and share photos on other social media platforms from their android or apple device.
David Tiusaba es un estudiante del octavo grado B. El documento proporciona información básica sobre la identidad y el grado del estudiante David Tiusaba.
ALMER Group has started its activities in 2007 and has put signature under important and major projects in a short time. ALMER Group continued its services with Head Office in Ankara, Kocaeli/Gebze and İstanbul Branch Offices has offered services in the fields of Enviroment, Occupational Safety and Laboratory-Analysis eith its expert and experienced staff.
ALMER Group continued to work with the acquired knowledge and experience without compromising on quality policy is within the pride of serving to Turkey’s major projects and facilities.
Our firms having all authorization certificates relating to their fields have the capability of performing Enviroment, OHS and Laboratory Services at the same time.
This document discusses organization behavior and management. It covers management functions like planning, organizing, staffing, leading, and controlling. It also discusses management roles, skills needed by managers, traditional management activities, how individual and group behavior impacts organizations, tools to understand and improve organizations, related disciplines that inform organizational behavior, characteristics of effective managers, motivation theories, and qualities of good managers. It provides an overview of the key topics within the field of organizational behavior and management.
The document summarizes a workshop on building high-performing teams based on identifying and leveraging individual strengths. The workshop is presented by PROCEED, Inc. and funded by the CDC. The agenda covers defining leadership, reviewing the four leadership domains, defining strength-based teams, using a strengths assessment tool to identify the 34 talents, and team-building activities. The objectives are to discuss high-performing teams, identify strengths, and facilitate team-building. Research shows focusing on strengths boosts engagement and performance. Effective teams are built by understanding strengths within the executing, influencing, relationship-building, and strategic thinking domains.
CommunicationsCommunication is the exchange and flow of info.docxclarebernice
Communications
Communication is the exchange and flow of information and ideas from one person to another…(Mistry, Jaggers, Lodge, Alton, Mericle, Meliones 2008)
Communications
Thought
Concept, ideas, feelings
Encoding
Message sent to receiver in words or symbols
Decoding
Receiver translates words or symbols into a concept or information that can be understood
Communications
Barriers to Communication
Nothing is so simple that it cannot be misunderstood – Freeman Teague Jr.
Barriers to Effective Interpersonal Communication
Distortions:
Stereotyping
Tendency to attribute characteristics to an individual on the basis of an assessment of the group to which they belong
Halo effect
Tendency to use a general impression based on one or a few characteristics of an individual
Projection
Tendency of an individual to assume others share their thoughts, feelings and characteristics
Perceptual defense
Tendency to block out or distort information one finds threatening or which challenges one’s beliefs shoot the bearer of bad news.
4
4
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Communications
Culture
We allow past experience to change the meaning of the message
Noise
Equipment or environmental noise impedes clear communication
Ourselves
Defensiveness, superiority, and ego
Communications
Perception
Our preconceived attitudes affect our ability to listen
Message
Semantic distractions occur when a word is used differently than you prefer
Stress
People do not see things the same way when they are under stress
Demonstration
Message Distortion
Frequently referred to as:
Whispers
Telephone
Grapevine
Instructor will provide directions
Leadership Styles
Trait (charismatic)
Focuses exclusively on the leader
Drive for responsibility and task completion
Risk taking
Drive to exercise initiative
Self-confidence
Readiness to absorb interpersonal stress
Ability to influence behavior of others
Willingness to tolerate frustration and delay
Leadership Styles
Skills
Technical
Human
Conceptual
Situational (Contingency)
Match style to competence and commitment of subordinates or match to the situation
Servant Leadership
(Review from Last Week)
Servant Leaders must first and foremost meet the needs of others
The fundamental motivation for leadership should be a desire to serve
Servant Leaders value human equality and seek to enhance personal and professional development of others
Reference: The role of values in servant leadership by Robert F. Russell (2001)
Other authors include: Baggett, Covey, DePree, Kouzes & Posner
11
Leadership Styles
Leader-Member Exchange (LMX)
Dyadic relationship between leader and follower
Expanded and negotiated role responsibilities (in-group)
Formal employment contract or defined roles (out-group)
Leadership Styles
Transformational Leaders
Incorporates charismatic and visionary leadership
Transforms and changes people
Assesses followers motives, satisfies their needs
Exceptional level of influence that produces mo ...
It is defined as “ An interrelated set of abilities that allow an individual to recognize use and regulate emotion in an efficient and productive manner, thereby allowing effective dealing with the environment”
On March 5th, 2010 the UNH Wildcats, Whittemore School of Business, New Hampshire Division of Economic Development and Public Service of New Hampshire hosted a unique afternoon workshop at UNH aimed at building teams, developing effective leaders and stimulating innovation.
The "Wild for Innovation" workshop was developed specifically for New Hampshire business leaders and their teams, and included presentations like this one, on developing effective and innovative teams, by Vanessa Druskat.
The Emotionally Intelligent Interim Manager.Ppt2MartinD1
The document discusses using emotional intelligence in selecting interim managers. It defines emotional intelligence and describes its five components: self-awareness, self-regulation, motivation, empathy, and social skills. Research found successful interim managers possess high emotional intelligence. While emotional intelligence tests exist, limitations include lack of agreed definition and sound measurement methods. The author suggests using emotional intelligence as part of selection but not as the sole criteria, and more research is still needed.
Strengths Based Leadership Intro To Indvidual Contributorpatrickking
The document discusses strengths-based leadership and introduces key concepts. It states that everyone has talents that cannot be taught, only developed. It emphasizes focusing on strengths rather than weaknesses, and using one's talents and strengths to maximize success. It also discusses the four domains of leadership - executing, influencing, relationship building, and strategic thinking - and how effective leaders build teams with a diversity of strengths across these areas.
This document discusses emotional intelligence and its impact on leadership effectiveness. It begins by defining emotional intelligence as involving self-awareness, self-regulation, motivation, empathy, and social skills. Research has shown that leaders who outperform their peers have mastered these aspects of emotional intelligence. The document then examines different models of emotional intelligence, tools for measuring emotional intelligence like the BarOn EQ-i and EQ-360, and research linking higher emotional intelligence to better leadership performance. It concludes that developing emotional intelligence competencies is important for leadership success and that leadership requires long-term development, not just short training courses.
This document discusses emotional intelligence and its impact on leadership effectiveness. It begins by defining emotional intelligence as involving self-awareness, self-regulation, motivation, empathy, and social skills. Research has shown that leaders who outperform their peers have mastered these aspects of emotional intelligence. The document then examines different models of emotional intelligence, tools for measuring emotional intelligence like the BarOn EQ-i and EQ-360, and research linking higher emotional intelligence to better leadership performance. It concludes that developing emotional intelligence competencies is important for leadership success and that leadership requires long-term development, not just short training courses.
Managerial Group Relationship,
A managerial group relationship refers to the dynamics and interactions among individuals who hold managerial positions within an organization. These relationships play a crucial role in shaping the overall functioning and effectiveness of the management team.
Here are some key aspects of managerial group relationships:
Communication: Effective communication is vital for building and maintaining strong relationships within a managerial group. Managers need to communicate openly, honestly, and frequently to ensure that information flows smoothly and that everyone is on the same page.
Trust and Respect: Trust and respect are the foundation of any healthy relationship, including managerial group relationships. Managers should trust and respect each other's expertise, decisions, and contributions. Trust enables collaboration, fosters teamwork, and promotes a positive work environment.
Collaboration and Cooperation: Managers within a group should work together collaboratively, rather than in silos. They should share knowledge, resources, and ideas, and collaborate on projects and problem-solving. Cooperation among managers strengthens the overall effectiveness of the management team and enhances organizational performance.
Support and Encouragement: Managers should support and encourage each other's professional growth and development. They should provide feedback, guidance, and mentoring when needed. A supportive managerial group fosters a culture of continuous learning and helps individual managers reach their full potential.
Conflict Resolution: Conflicts are inevitable in any group, including managerial teams. However, effective managerial group relationships involve the ability to handle conflicts constructively. Managers should be skilled in resolving conflicts through open dialogue, active listening, and finding win-win solutions that address the underlying issues.
Shared Goals and Vision: A strong managerial group relationship is built on shared goals and a common vision for the organization. Managers should align their objectives and strategies, ensuring that they work collectively towards the achievement of organizational objectives.
Role Clarity and Coordination: It is important for managers to have clear roles and responsibilities within the group. Role clarity helps in avoiding overlaps and ensuring smooth coordination. Managers should have a clear understanding of each other's roles and actively coordinate their efforts to maximize efficiency and minimize duplication.
Overall, a positive and effective managerial group relationship promotes a collaborative, supportive, and productive work environment. It enhances decision-making, problem-solving, and organizational performance, ultimately leading to success for the organization as a whole.
The document discusses emotional intelligence and its importance for leadership in the public sector. It defines the five key components of emotional intelligence - self-awareness, self-management, motivation, empathy, and social skills. It also discusses how emotional intelligence can be learned through bringing behaviors into awareness, identifying new behaviors, and practicing them until they become unconscious habits with feedback. Leaders are advised to create a culture that gets results benefiting stakeholders in a trusting climate.
The document discusses emotional intelligence (EI), including its definition, importance in the workplace, impacts, and framework. It notes that EI involves perceiving, understanding, and managing emotions. Research shows EI is important for job performance and success more than IQ alone. The document outlines positive impacts of high EI like better productivity and leadership, and negative impacts of low EI. It discusses Daniel Goleman's model of EI comprising personal competence, self-awareness, self-regulation, empathy and social skills. The document also lists personnel in organizations that require EI training like top executives and high potential employees.
"Emotional Intelligence" another old concept with a new name boardMaxwell Ranasinghe
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Michael R Van Dyke Applying Emotional Intelligence for PMs
1. Applying Emotional Intelligence:
The More Effective Project Manager
Michael R. Van Dyke, PMP
SERENGETI ENTERPRISES, LLC
(703) 850-1951 * (540) 554-4533
info@SerengetiEnterprises.net
2. Objectives
Examine Emotional Intelligence (EI)
Frameworks
Explore the benefits of high EI
Identify the characteristics of high EI
Examine three core competencies that
support high EI
Develop strategies to encourage high EI
3. Foundation
The focus of this presentation is YOU
Role Model for team
Demonstrate individual mastery
Follow-up with Team and Stakeholders
Coaching others
Provide training opportunities
Make EI part of ongoing team conversation
4. A Working Definition
The ability to recognize your own
emotions
Awareness
Combined with the ability to manage
your behavior in relationship to others
Discipline
5. Benefits of High EI
Being wise in relationships encourages the
best performance people have to offer
Enhances communication quality
Reduces conflict – frequency and intensity
Eases “difficult” conversations
Moves PM from reactive tactical manager
to proactive strategic leader
6. What is Emotional
Intelligence (EI)?
IQ versus EQ
Theory of Multiple Intelligences
EQ related to EI
Many voices:
John Meyer, Peter Salovey
Daniel Goleman 1995, 2000
Travis Bradberry and Jean Greaves
Anthony Mersino
7. EI Model Common
Components
Personal Competencies
Self-awareness
Self-regulation
Social Competencies
Social Awareness (empathy)
Relationship Management
8. We Live in Interpretive
Worlds
Language/
Intellect
Emotion
Body
Observer/
participant
9. Refined Definition
The ability to recognize and understand
your own emotions
As well as the ability to recognize the
emotions of others
And estimate the impact of emotions in
the situation
Combined with the ability to manage
yourself in relationship with others
11. Three Core Competencies
Communication
90% of PM hours
“Knowledge Work” Outcomes
Conflict Management
Positive versus Destructive Conflict
Establishing and Maintaining Positive
Working Relationships
People do work, not roles
12. Communication
Two Skills
Forming and Sending (Encoding)
Receiving and Interpreting (Decoding)
Appropriate info at the appropriate time
Consideration of culture
Generation
Gender
Culture of Origin
Self-talk
13. Conflict Resolution
Recognize Levels of Conflict
Constructive to Destructive
Conflict Resolution vs Conflict
Management
Personal Conflict Style and Preference
Establish and Maintain Boundaries
The Power of a Positive No – William Ury
Negotiation Style and Skill
14. Establishing Positive
Relationships
Cultivating Working Relationships
Choice
Grow Individual and Team Capacity
Assess Results
Positive Interactions
3:1 Ratio
Strengths-based Approach
Appreciative Inquiry
16. Beyond EI
Goleman: Social Intelligence, 2007
Emerging field of social neuroscience
Headline: Human brains are wired to connect
Continued exploration from individual
Emotional Intelligence
Measuring interactions between people
Non-conscious, non-verbal “WiFi”
17. Contact Information
Michael R. Van Dyke
SERENGETI ENTERPRISES, LLC
(703) 850-1951 * (540) 554-4533
info@SerengetiEnterprises.net
www.SerengetiEnterprises.net
Blog: Everyday Leadership and Management
http://teambuilderybu.wordpress.com