Discover motives in and building blocks of conflict. What is the cost of conflict. How to have constructive conversations about conflict. Explore types of triggers. Models to overcome.
Organic Communication - Stop Blocking, Start ConnectingLee K. Broekman
What are the communication blockers? There are innumerable ways in which people hinder harmonious exchanges, but eight major blockers pose the greatest challenges and create the most drama. Many blockers are interrelated and are oftentimes offshoots that accompany these primary blockers: Fixing, comparing, multi-tasking, trivializing, analyzing, interrogating, chastising and over-sympathizing. Learn how each of these blockers, individually and simultaneously, enter our interpersonal communication and wreak havoc that is difficult to undo.
Increase Your Bottom Line and Well-Being.
Bringing years of experience with prominent law firms around the US.
Actionable Insights...
On Making Conscious Choices.
On Being Open-Minded.
On Being Proactive.
On Being Innovative.
Getting Past No Dealing With Difficult Peopleabpreble
In this presentation, the team will teach how to negotiate with difficult personalities like perfectionists, aggressive people, bullies, babies, and the stubborn. They will discuss the elements of negotiation including alternatives, interests, options, legitimacy, commitment, communication, and relationships. They will also explain social styles and behavioral dimensions including assertiveness, responsiveness, and versatility. The team will provide tips on understanding each difficult personality type and improving communication skills when negotiating. Their goal is to help people negotiate effectively with others from different backgrounds.
Dr. Rick Goodman shares some winning strategies for dealing with difficult people in life and business. For more information visit www.rickgoodman.com and www.advantagecontinuingeducationseminars.com
This document discusses creating a respectful workplace environment. It provides training on the difference between disrespectful and respectful behavior, how disrespect impacts individuals and organizations, why some people behave disrespectfully, and tools for addressing inappropriate conduct and building a respectful culture. Specific strategies are outlined for how employees, managers and organizations can respond to issues, have difficult conversations, and problem solve to improve workplace interactions and climate.
This document discusses creating respect in the workplace and preventing harassment. It provides reasons for promoting respect, such as reducing stress and improving productivity. Types of disrespect like rudeness, intimidation, and harassment are defined. Best practices for showing respect, such as thinking before speaking and using polite manners, are outlined. Steps for addressing disrespectful behaviors, such as talking to the person respectfully or involving a third party, are presented. The document concludes by asking the reader to consider plans and actions for promoting respect.
The Gentle Art of Verbal Self Defense Working with Difficult People And Impro...Donald E. Hester
Why are we going over this? Answer at the beginning. Why they want to know this? Have you ever felt like you where in a losing conversation? Like you could not get out of the box you talked yourself into? Like you could not talk logically about a topic or explain your point of view to someone? Have you ever been verbally attacked and weren’t sure how to respond?
Organic Communication - Stop Blocking, Start ConnectingLee K. Broekman
What are the communication blockers? There are innumerable ways in which people hinder harmonious exchanges, but eight major blockers pose the greatest challenges and create the most drama. Many blockers are interrelated and are oftentimes offshoots that accompany these primary blockers: Fixing, comparing, multi-tasking, trivializing, analyzing, interrogating, chastising and over-sympathizing. Learn how each of these blockers, individually and simultaneously, enter our interpersonal communication and wreak havoc that is difficult to undo.
Increase Your Bottom Line and Well-Being.
Bringing years of experience with prominent law firms around the US.
Actionable Insights...
On Making Conscious Choices.
On Being Open-Minded.
On Being Proactive.
On Being Innovative.
Getting Past No Dealing With Difficult Peopleabpreble
In this presentation, the team will teach how to negotiate with difficult personalities like perfectionists, aggressive people, bullies, babies, and the stubborn. They will discuss the elements of negotiation including alternatives, interests, options, legitimacy, commitment, communication, and relationships. They will also explain social styles and behavioral dimensions including assertiveness, responsiveness, and versatility. The team will provide tips on understanding each difficult personality type and improving communication skills when negotiating. Their goal is to help people negotiate effectively with others from different backgrounds.
Dr. Rick Goodman shares some winning strategies for dealing with difficult people in life and business. For more information visit www.rickgoodman.com and www.advantagecontinuingeducationseminars.com
This document discusses creating a respectful workplace environment. It provides training on the difference between disrespectful and respectful behavior, how disrespect impacts individuals and organizations, why some people behave disrespectfully, and tools for addressing inappropriate conduct and building a respectful culture. Specific strategies are outlined for how employees, managers and organizations can respond to issues, have difficult conversations, and problem solve to improve workplace interactions and climate.
This document discusses creating respect in the workplace and preventing harassment. It provides reasons for promoting respect, such as reducing stress and improving productivity. Types of disrespect like rudeness, intimidation, and harassment are defined. Best practices for showing respect, such as thinking before speaking and using polite manners, are outlined. Steps for addressing disrespectful behaviors, such as talking to the person respectfully or involving a third party, are presented. The document concludes by asking the reader to consider plans and actions for promoting respect.
The Gentle Art of Verbal Self Defense Working with Difficult People And Impro...Donald E. Hester
Why are we going over this? Answer at the beginning. Why they want to know this? Have you ever felt like you where in a losing conversation? Like you could not get out of the box you talked yourself into? Like you could not talk logically about a topic or explain your point of view to someone? Have you ever been verbally attacked and weren’t sure how to respond?
This Presentations talks about knowing more about your personality, know more about different types of people that might be difficult. Finally, tips on how to deal with them.
Remember: You could be one of the difficult people so be fair :)
Playing Nice In The Sandbox (Project Phoenix)Dan Wiseman
The document discusses strategies for managing conflict constructively. It provides goals for conflict engagement including understanding interests, producing sustainable solutions, and increasing acceptance of differences. It advocates for engagement over aggression, apathy, or avoidance when facing change or conflict. Effective communication techniques are outlined such as focusing on interests, not positions, and generating proposals to find common ground.
Effective feedback should be specific, describe observable behaviors, judge the actions not the individual, and be delivered respectfully and constructively. It works best when delivered sooner rather than later, focuses on the impact or results of the behavior, and avoids threats, advice-giving or psychoanalyzing unless requested. The goal is to inspire improvement by addressing what was unhelpful or counterproductive in a way that promotes forward progress.
Dealing with difficult conversations at work Richard Riche
Difficult conversations can be challenging in the workplace and can lead to conflict if handled poorly. Tips on how to prepare for these conversations, get the right mindset and build an Engaged workforce using Emotional Intelligence and the Neuroscience of the brain.
This document discusses the difference between perception and reality, and how perceptions can impact groups. It specifically focuses on the dilemmas faced by Resident Assistants (RAs), where perception does not always align with reality. Negative perceptions of RAs can undermine their effectiveness and integrity. The document suggests overcoming negative perceptions through private conversations to explain reality or change inappropriate actions.
Crucial conversations are important discussions that occur when opinions differ and emotions run high. They can lead to breakthroughs if handled properly by starting with empathy, making people feel safe to speak openly, examining different perspectives, and agreeing on actions. The document outlines seven steps for handling crucial conversations: start with empathy and good intentions; recognize when safety is at risk; make people feel safe to talk; avoid stories and focus on facts; share your perspective and listen to others'; agree on next steps; and follow up. Mastering these skills can turn difficult discussions into productive outcomes.
This slide deck is designed to assist when relationships are ‘sticky.’ It offers strategies for self-management and safe communication so parties can calm themselves enough to hear the other person and get their message across in a civil and respectful manner.
This document discusses how to handle criticism constructively. It notes that criticism is a natural part of life since everyone has opinions. It advises developing a strategy to handle criticism rather than trying to silence critics. The document defines constructive criticism as feedback aimed at improvement, while destructive criticism only points out faults. It provides tips for handling constructive criticism well, such as not taking it personally, understanding no one is perfect, appreciating the feedback, and using it to improve. The key is focusing on self-worth rather than allowing criticism to define you, and viewing criticism as an opportunity rather than a personal attack.
This document provides tips for effectively giving and receiving feedback:
1. Give positive feedback immediately but wait to give negative feedback until emotions have subsided.
2. Ask for the person's self-assessment first before sharing your own opinion to understand their perspective.
3. Focus feedback on specific behaviors or actions rather than general praise or criticism.
4. Limit feedback to the one or two most important points rather than overwhelming with multiple items.
5. Provide more praise than criticism and "cushion" critical feedback with praise before and after.
The purpose of providing and receiving feedback is to help people improve and become self-aware by highlighting what works and what needs improvement, and to foster critical self-reflection. Effective feedback is a dialogue that uses the CAPS method ("Compliment", "Appreciation", "Possibility", "Support") and follows tips like making it about the content rather than the person, listening, and being consistent but not instructive unless also teaching. The goal is improvement, not making people feel good.
Orly Amrany discusses managing difficult conversations and her personal journey developing soft skills. She covers common types of hard conversations at work like disagreements, feedback, and asking for promotions. Basic tips are provided for having conflicts including listening, inquiring, validating understanding, and formalizing agreements. Emotions, especially for women, are noted as one of the hardest parts to manage. Personal notes encourage finding strengths, avoiding accusations, and progressing at work without compromising values or ambitions. A short Mad Men video clip portrays challenges for women in the workplace.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
This slide deck is based on the concepts in a great book by William Ury called Getting Past No. If these slides pique your interest, I suggest reading the book; it is well worth your time.
This document provides guidance on having difficult conversations by discussing how to make such conversations safe and productive. It notes that crucial conversations are discussions where stakes are high, opinions vary, and emotions run strong. Such conversations often go poorly due to factors like biology, surprise, confusion, and self-defeating behavior. The document outlines how to start with the right motives by focusing on what you and others really want, rather than protective behaviors. It also discusses how to notice when safety is at risk by looking for signs of silence or violence in conversations. Specific tactics are provided for rebuilding mutual purpose and mutual respect to make conversations safe, including apologizing, contrasting to repair misunderstandings, and using C.R.I.B. to
High performing teams with feedback and radical candourTim Newbold
In this talk we uncover the importance of High Performing Teams and discover how we can create a culture of Radical Candour and Feedback to facilitate this.
In this book, Marshall Goldsmith begins by examining the trouble with
success, explaining how previous accomplishments often prevent leaders
from gaining more success. He analyzes why high achievers are so resistant
to change due to their delusion of success, pointing out that they can’t see
that what got them here won’t get them there.
These are people who do one annoying thing repeatedly on the job and don’t realize that this small flaw may sabotage their otherwise golden career. Worse yet, they do not realize that it’s happening and that they can fix it. Goldsmith details the 20 habits that hold you back from the top rung of the corporate ladder. In his experience, these are the most irritating interpersonal issues in the workplace. For each habit, he gives examples
and practical solutions you can implement. He then describes the 21st habit, which stands separate from the other 20 habits –– not because it is a flaw, but because it is often the root of an annoying behavior.
Finally, Goldsmith addresses the problem of how you can change your interpersonal relationships for the better, and ensure that you make your behavioral changes permanent.
This summary reveals how you can identify which of these 20 habits apply to you, and how to choose the one or two you should focus on.
In addition, you will learn:
The four key beliefs that make you successful but also resistant to change.
Why the higher you go, the more your problems are behavioral.
Why the 21st habit, goal obsession, may be the most destructive of all.
How to get good 360-degree feedback from your colleagues on your own.
How to overcome special challenges if you’re the one in charge at the workplace.
This document summarizes a sales rally presentation focused on crucial conversations. It discusses how crucial conversations are challenging but important interactions that can impact one's life and relationships. It provides tips for effectively handling crucial conversations, such as focusing on mutual understanding, building safety, sharing facts and stories, listening well, and staying solution-focused. The presentation emphasizes improving dialogue skills to benefit relationships and business results.
This document provides information on conflict management and resolution. It discusses:
- The objectives of understanding conflict, improving communication skills, and enhancing productivity through effective conflict management.
- Definitions of conflict and assumptions people have about it.
- Types of conflict including inner, interpersonal, and group conflict with various roots.
- Strategies for dealing with conflict including lose-lose, win-lose, and win-win approaches.
- Tools and techniques for resolving conflict such as active listening, paraphrasing, asking powerful questions, setting norms, and making interventions.
1. Feedback is essential for helping people and organizations learn and improve. It should be specific, constructive, and focus on observable behaviors rather than making judgments.
2. Giving and receiving feedback is part of any relationship, but it can be difficult due to wanting to be liked or fears of confrontation. Regular positive feedback in addition to constructive feedback builds trust.
3. There are guidelines for effective feedback conversations including preparing by considering your observation and impact, asking permission, keeping it private and focused on behavior. It is also important to confirm understanding and collaborate on solutions.
This Presentations talks about knowing more about your personality, know more about different types of people that might be difficult. Finally, tips on how to deal with them.
Remember: You could be one of the difficult people so be fair :)
Playing Nice In The Sandbox (Project Phoenix)Dan Wiseman
The document discusses strategies for managing conflict constructively. It provides goals for conflict engagement including understanding interests, producing sustainable solutions, and increasing acceptance of differences. It advocates for engagement over aggression, apathy, or avoidance when facing change or conflict. Effective communication techniques are outlined such as focusing on interests, not positions, and generating proposals to find common ground.
Effective feedback should be specific, describe observable behaviors, judge the actions not the individual, and be delivered respectfully and constructively. It works best when delivered sooner rather than later, focuses on the impact or results of the behavior, and avoids threats, advice-giving or psychoanalyzing unless requested. The goal is to inspire improvement by addressing what was unhelpful or counterproductive in a way that promotes forward progress.
Dealing with difficult conversations at work Richard Riche
Difficult conversations can be challenging in the workplace and can lead to conflict if handled poorly. Tips on how to prepare for these conversations, get the right mindset and build an Engaged workforce using Emotional Intelligence and the Neuroscience of the brain.
This document discusses the difference between perception and reality, and how perceptions can impact groups. It specifically focuses on the dilemmas faced by Resident Assistants (RAs), where perception does not always align with reality. Negative perceptions of RAs can undermine their effectiveness and integrity. The document suggests overcoming negative perceptions through private conversations to explain reality or change inappropriate actions.
Crucial conversations are important discussions that occur when opinions differ and emotions run high. They can lead to breakthroughs if handled properly by starting with empathy, making people feel safe to speak openly, examining different perspectives, and agreeing on actions. The document outlines seven steps for handling crucial conversations: start with empathy and good intentions; recognize when safety is at risk; make people feel safe to talk; avoid stories and focus on facts; share your perspective and listen to others'; agree on next steps; and follow up. Mastering these skills can turn difficult discussions into productive outcomes.
This slide deck is designed to assist when relationships are ‘sticky.’ It offers strategies for self-management and safe communication so parties can calm themselves enough to hear the other person and get their message across in a civil and respectful manner.
This document discusses how to handle criticism constructively. It notes that criticism is a natural part of life since everyone has opinions. It advises developing a strategy to handle criticism rather than trying to silence critics. The document defines constructive criticism as feedback aimed at improvement, while destructive criticism only points out faults. It provides tips for handling constructive criticism well, such as not taking it personally, understanding no one is perfect, appreciating the feedback, and using it to improve. The key is focusing on self-worth rather than allowing criticism to define you, and viewing criticism as an opportunity rather than a personal attack.
This document provides tips for effectively giving and receiving feedback:
1. Give positive feedback immediately but wait to give negative feedback until emotions have subsided.
2. Ask for the person's self-assessment first before sharing your own opinion to understand their perspective.
3. Focus feedback on specific behaviors or actions rather than general praise or criticism.
4. Limit feedback to the one or two most important points rather than overwhelming with multiple items.
5. Provide more praise than criticism and "cushion" critical feedback with praise before and after.
The purpose of providing and receiving feedback is to help people improve and become self-aware by highlighting what works and what needs improvement, and to foster critical self-reflection. Effective feedback is a dialogue that uses the CAPS method ("Compliment", "Appreciation", "Possibility", "Support") and follows tips like making it about the content rather than the person, listening, and being consistent but not instructive unless also teaching. The goal is improvement, not making people feel good.
Orly Amrany discusses managing difficult conversations and her personal journey developing soft skills. She covers common types of hard conversations at work like disagreements, feedback, and asking for promotions. Basic tips are provided for having conflicts including listening, inquiring, validating understanding, and formalizing agreements. Emotions, especially for women, are noted as one of the hardest parts to manage. Personal notes encourage finding strengths, avoiding accusations, and progressing at work without compromising values or ambitions. A short Mad Men video clip portrays challenges for women in the workplace.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
This slide deck is based on the concepts in a great book by William Ury called Getting Past No. If these slides pique your interest, I suggest reading the book; it is well worth your time.
This document provides guidance on having difficult conversations by discussing how to make such conversations safe and productive. It notes that crucial conversations are discussions where stakes are high, opinions vary, and emotions run strong. Such conversations often go poorly due to factors like biology, surprise, confusion, and self-defeating behavior. The document outlines how to start with the right motives by focusing on what you and others really want, rather than protective behaviors. It also discusses how to notice when safety is at risk by looking for signs of silence or violence in conversations. Specific tactics are provided for rebuilding mutual purpose and mutual respect to make conversations safe, including apologizing, contrasting to repair misunderstandings, and using C.R.I.B. to
High performing teams with feedback and radical candourTim Newbold
In this talk we uncover the importance of High Performing Teams and discover how we can create a culture of Radical Candour and Feedback to facilitate this.
In this book, Marshall Goldsmith begins by examining the trouble with
success, explaining how previous accomplishments often prevent leaders
from gaining more success. He analyzes why high achievers are so resistant
to change due to their delusion of success, pointing out that they can’t see
that what got them here won’t get them there.
These are people who do one annoying thing repeatedly on the job and don’t realize that this small flaw may sabotage their otherwise golden career. Worse yet, they do not realize that it’s happening and that they can fix it. Goldsmith details the 20 habits that hold you back from the top rung of the corporate ladder. In his experience, these are the most irritating interpersonal issues in the workplace. For each habit, he gives examples
and practical solutions you can implement. He then describes the 21st habit, which stands separate from the other 20 habits –– not because it is a flaw, but because it is often the root of an annoying behavior.
Finally, Goldsmith addresses the problem of how you can change your interpersonal relationships for the better, and ensure that you make your behavioral changes permanent.
This summary reveals how you can identify which of these 20 habits apply to you, and how to choose the one or two you should focus on.
In addition, you will learn:
The four key beliefs that make you successful but also resistant to change.
Why the higher you go, the more your problems are behavioral.
Why the 21st habit, goal obsession, may be the most destructive of all.
How to get good 360-degree feedback from your colleagues on your own.
How to overcome special challenges if you’re the one in charge at the workplace.
This document summarizes a sales rally presentation focused on crucial conversations. It discusses how crucial conversations are challenging but important interactions that can impact one's life and relationships. It provides tips for effectively handling crucial conversations, such as focusing on mutual understanding, building safety, sharing facts and stories, listening well, and staying solution-focused. The presentation emphasizes improving dialogue skills to benefit relationships and business results.
This document provides information on conflict management and resolution. It discusses:
- The objectives of understanding conflict, improving communication skills, and enhancing productivity through effective conflict management.
- Definitions of conflict and assumptions people have about it.
- Types of conflict including inner, interpersonal, and group conflict with various roots.
- Strategies for dealing with conflict including lose-lose, win-lose, and win-win approaches.
- Tools and techniques for resolving conflict such as active listening, paraphrasing, asking powerful questions, setting norms, and making interventions.
1. Feedback is essential for helping people and organizations learn and improve. It should be specific, constructive, and focus on observable behaviors rather than making judgments.
2. Giving and receiving feedback is part of any relationship, but it can be difficult due to wanting to be liked or fears of confrontation. Regular positive feedback in addition to constructive feedback builds trust.
3. There are guidelines for effective feedback conversations including preparing by considering your observation and impact, asking permission, keeping it private and focused on behavior. It is also important to confirm understanding and collaborate on solutions.
This document provides an overview of conflict resolution techniques. It discusses that conflict is a natural part of life and relationships. While a conflict is not a battle with a winner and loser, resolving conflicts successfully requires understanding different perspectives, resolving issues, and learning from disagreements. The document outlines five approaches to addressing conflict: avoidance, collaboration, compromise, competition, and accommodation. It provides guidance on active listening, empathy, questioning skills, and explaining perspectives to resolve conflicts in a respectful manner.
This document discusses effective management and team leadership. It emphasizes the importance of emotional intelligence and vulnerability for building strong relationships and culture. Good managers use coaching to develop employees, give constructive feedback, and adapt their leadership style to individual needs. Feedback should focus on observable behaviors, describe the impact, and ask for the other perspective in order to have a productive discussion.
This document provides guidance on how to effectively work with difficult people and resolve conflicts. It discusses identifying conflict goals, developing skills like emotional awareness, analyzing issues, and using negotiation and mediation strategies. Key recommendations include staying calm, listening actively without judgment, understanding different perspectives, focusing on interests not positions, and seeking help from others if needed. The overall message is that resolving conflicts constructively requires reflection, communication, and finding mutually agreeable solutions.
This document discusses key concepts around effective communication. It covers the importance of messages, both explicit and implicit, and key elements in communication including the speaker, audience, and message. It also discusses different communication tools like listening, speaking, reading and writing. Additionally, it provides tips on how to be a better listener, deal with conflict and criticism, and control anger through techniques like active listening and constructive feedback.
The 7 Habits of Highly Effective PeopleSarah Maycock
Steven R. Covey's document discusses principles for proactive living including interdependence, understanding others, thinking win-win, putting first things first, being proactive, and beginning with the end in mind. It emphasizes the importance of self-awareness, having goals and commitments, and focusing efforts on things within one's control rather than external factors. The document provides guidance for developing a personal mission statement to focus on contributions, character, and values to guide decision-making.
Building Interpersonal Effectiveness.pptJacobKurian22
It's 4:30pm.
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Critical Parent / Child Transaction
1. You're always late! Can't you ever be on time?
2. I'm sorry, I'll try harder.
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Adult / Adult Transaction
1. The report is due Friday. When can you have it done by?
2. I should be able to finish it by Thursday afternoon.
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Nurturing Parent / Child Transaction
1. I'm feeling overwhelmed with
This document discusses conflict resolution and provides techniques for effectively managing conflict. It notes that conflict is a natural part of interactions and relationships. There are five approaches to conflict resolution: avoidance, collaboration, compromise, competition, and accommodation. Collaboration seeks a mutually agreeable solution where all parties' needs are met. Compromise finds a middle ground where each side gives up some needs. The document provides tips for resolving conflict respectfully through empathy, active listening, open questions, explaining perspectives carefully, and thinking creatively. It concludes that conflict cannot always be avoided or solved, and that the goal is to minimize damaging conflict.
The document provides an overview of successful negotiating techniques. It begins by defining negotiation and outlining the key elements of successful negotiation, including trust, communication, understanding people's emotions, and assessing bargaining power. It then describes 8 steps to successful negotiating, preparing to negotiate by understanding yourself and others, and focusing on interests rather than positions. The document concludes by discussing strategies for handling difficult negotiations, such as dealing with objections and saying no.
The document provides biographical information about Joe Greenstein and Semira Rahemtulla, the cofounders of InnerSpace, who are giving an effective communication workshop. It outlines their backgrounds and previous work experiences. It then details the agenda for the workshop, which will cover topics like what makes an effective leader and team. It will include exercises and discussions around disclosure, vulnerability, feedback, and influence. The workshop aims to teach participants how to effectively communicate and build strong relationships through openness and constructive feedback.
The document discusses 4 ways that college career centers can do more with less resources. It suggests innovating the culture by experimenting and focusing on being respected rather than liked. It also discusses engaging students through comprehensive self-assessment and video tutorials. For job searches, it emphasizes personal branding and marketing oneself as a "business-of-one". For alumni support, it notes the need for alternative online resources and addressing different stages of the career lifecycle.
The document provides tips and strategies for effectively dealing with difficult people and resolving conflicts. It discusses understanding different perspectives, responding without blame or judgment, using active listening, and focusing on interests rather than positions to find mutually agreeable solutions. Key approaches include seeing others as people with their own needs and challenges, avoiding comparisons, clarifying assumptions, and making plans with accountability to address issues respectfully.
The document outlines the 7 Habits of Highly Effective Teens which are principles to help teens make better choices. The habits teach teens to be proactive, have goals and priorities, seek mutual understanding with others, continuously improve themselves, and make decisions based on principles rather than reactions. Following the habits can result in teens being more engaged, responsible, confident, and able to work with others to solve problems and achieve more.
This slide deck covers a typical one day authentic leadership development day that we deliver at the Antwerp Management School. Topics like trust, politics, power, authenticity, shared leadership, transformational leadership , implicit leadership theories, cross cultural differences in leadership, etc are covered
Coaching skills can help people maximize their strengths and increase responsibility, accountability, creativity and resourcefulness to overcome challenges and achieve results. The primary coaching skills presented in this interactive presentation will focus on the principles of a coaching conversation, listening, the art of asking curious questions, leading cultural change, and how to promote responsibility and accountability to support people to elicit their own solutions and strategies and take action to implement these solutions.
Speaker:
Callie Bland, Executive Coach, RN and CEO, Coach Callie Consulting
BOOK 1984 MiniProject What makes a human beingOne .docxmoirarandell
BOOK 1984
MiniProject: What makes a human being?
One of the themes of 1984 is human dignity. In Part Two, Winston’s dreams and memories of his
mother lead him to an appreciation of the proles and to the realization that “the proles had stayed
human” (165). In Part Three, O’Brien refers to Winston as “the last man...the guardian of the
human spirit” (270).
Step 1: Write to analyze and explain your perspective on what it means to be human. Your writing
should be 1-2 pages typed and printed. Think about all of the qualities that make a person
“human” according to Winston—qualities that Winston says the Party has taken away and that
Winston has had to “relearn by conscious effort” (165). Consider those qualities in your analysis
and emphasize and/or add the qualities that you feel are most important to being human. Be sure
to reflect the importance of each of the qualities both within the novel as well as importance to the
human experience.
Step 2: Choose from the options below or create your own (must be approved) to present/
illustrate your analysis:
2. Create a “recipe” that contains all of the essential “ingredients” that make up a human being.
3. Write your own lyrics to a song that explains what it means to be human.
4. Reflect key events from Winston or Julia’s point of view (ex. diary, social media account, video).
5. Make a written, audio, video, visual recording of Winston’s diary throughout the novel.
6. Create an interview with one of the characters (ex. News broadcast, talk show).
10. Create your own original ending for the novel.
Conflict Resolution Strategies
Outline
Conflict Resolution Strategies – FH (Cultural Clashes in Workplace)
I. Understanding the conflict
· Identify contributing factors to conflicts in work environment.
· Identify the parties involved in the conflict.
· Approach towards achieving resolution.
II. Goals
· The short-term goal of conflict resolution.
· The long-term goals of conflict resolution.
III. The actual practice of conflict
· Theoretical information which is the description of conflict resolutions that is to be used.
· Inventive practices that show why this initiative is unique in resolving conflict.
· The step by step instructions of resolving conflict in the workplace.
IV. Conclusion
· The guidebook towards achieving conflict resolution.
· Resources necessary for establishing better conflict resolution.
· Contact information for conflict management groups.
GYPSYLOXX™ Conflict resolution Training ManualWelcome to the GLX Team
The GLX mission is to start a movement to inspire the youth to become their own person; to create a distinctive look that is modern, upscale and versatile; as well as doing our best to assure ultimate Customer satisfaction. As a member of the GLX team, you are responsible for creating a friendly work environment by exhibiting the positive traits listed in this manual.
We were very impressed with your experience and/or skill set and we think you w.
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Mentoring - A journey of growth & developmentAlex Clapson
If you're looking to embark on a journey of growth & development, Mentoring could
offer excellent way forward for you. It's an opportunity to engage in a profound
learning experience that extends beyond immediate solutions to foster long-term
growth & transformation.
Neal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024Neal Elbaum
In the ever-evolving world of logistics, staying ahead of the curve is crucial. Industry expert Neal Elbaum highlights the top five trends shaping the logistics industry in 2024, offering valuable insights into the future of supply chain management.
m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...LinghuaKong2
M249 Saw marksman PMIThe Squad Automatic Weapon (SAW), or 5.56mm M249 is an individually portable, gas operated, magazine or disintegrating metallic link-belt fed, light machine gun with fixed headspace and quick change barrel feature. The M249 engages point targets out to 800 meters, firing the improved NATO standard 5.56mm cartridge.The SAW forms the basis of firepower for the fire team. The gunner has the option of using 30-round M16 magazines or linked ammunition from pre-loaded 200-round plastic magazines. The gunner's basic load is 600 rounds of linked ammunition.The SAW was developed through an initially Army-led research and development effort and eventually a Joint NDO program in the late 1970s/early 1980s to restore sustained and accurate automatic weapons fire to the fire team and squad. When actually fielded in the mid-1980s, the SAW was issued as a one-for-one replacement for the designated "automatic rifle" (M16A1) in the Fire Team. In this regard, the SAW filled the void created by the retirement of the Browning Automatic Rifle (BAR) during the 1950s because interim automatic weapons (e.g. M-14E2/M16A1) had failed as viable "base of fire" weapons.
Early in the SAW's fielding, the Army identified the need for a Product Improvement Program (PIP) to enhance the weapon. This effort resulted in a "PIP kit" which modifies the barrel, handguard, stock, pistol grip, buffer, and sights.
The M249 machine gun is an ideal complementary weapon system for the infantry squad platoon. It is light enough to be carried and operated by one man, and can be fired from the hip in an assault, even when loaded with a 200-round ammunition box. The barrel change facility ensures that it can continue to fire for long periods. The US Army has conducted strenuous trials on the M249 MG, showing that this weapon has a reliability factor that is well above that of most other small arms weapon systems. Today, the US Army and Marine Corps utilize the license-produced M249 SAW.
Corporate innovation with Startups made simple with Pitchworks VC StudioGokul Rangarajan
In this write up we will talk about why corporates need to innovate, why most of them of failing and need to startups and corporate start collaborating with each other for survival
At the end of the conversation the CIO asked us 3 questions which sparked us to write this blog.
1 Do my organisation need innovation ?
2 Even if I need Innovation why are so many other corporates of our size fail in innovation ?
3 How can I test it in most cost effective way ?
First let's address the Elephant in the room, is Innovation optional ?
Relevance for customers
Building Business Reslience
competitive advantage
Corporate innovation is essential for businesses striving to remain relevant and competitive in today's rapidly evolving market. By continuously developing new products, services, and processes, companies can better meet the changing needs and preferences of their customers. For instance, Apple's regular release of new iPhone models keeps them at the forefront of consumer technology, while Amazon's introduction of Prime services has revolutionized online shopping convenience. Statistics show that innovative companies are 2.5 times more likely to have high-performance outcomes compared to their peers.
This proactive approach not only helps in retaining existing customers but also attracts new ones, ensuring sustained growth and market presence.
Furthermore, innovation fosters a culture of creativity and adaptability within organizations, enabling them to quickly respond to emerging trends and disruptions. In essence, corporate innovation is the driving force that keeps companies aligned with customer expectations, ultimately leading to long-term success and relevance.
Business Resilience
Building business resilience is paramount for companies looking to thrive amidst uncertainties and disruptions. Corporate innovation plays a crucial role in fostering this resilience by enabling businesses to adapt, evolve, and maintain continuity during challenging times. For instance, during the COVID-19 pandemic, many companies that swiftly innovated their business models, such as shifting to remote work or expanding e-commerce capabilities, managed to survive and even thrive. According to a McKinsey report, organizations that prioritize innovation are 30% more likely to be high-growth companies. Innovation not only helps in developing new revenue streams but also in creating more efficient processes and resilient supply chains. This agility allows companies to quickly pivot in response to market changes, ensuring they can weather economic downturns, technological disruptions, and other unforeseen challenges. Therefore, corporate innovation is not just a strategy for growth but a vital component of building a robust and resilient business capable of sustaining long-term success.
Many companies have perceived CRM that accompanied by numerous
uncoordinated initiatives as a technological solution for problems in
individual areas. However, CRM should be considered as a strategy when
a company decides to implement it due to its humanitarian, technological
and process-related effects (Mendoza et al., 2007, p. 913). CRM is
evolving today as it should be seen as a strategy for maintaining a longterm relationship with customers.
A CRM business strategy includes the internet with the marketing,
sales, operations, customer services, human resources, R&D, finance, and
information technology departments to achieve the company’s purpose and
maximize the profitability of customer interactions (Chen and Popovich,
2003, p. 673).
After Corona Virus Disease-2019/Covid-19 (Coronavirus) first
appeared in Wuhan, China towards the end of 2019, its effects began to
be felt clearly all over the world. If the Coronavirus crisis is not managed
properly in business-to-business (B2B) and business-to-consumer
(B2C) sectors, it can have serious negative consequences. In this crisis,
companies can typically face significant losses in their sales performance,
existing customers and customer satisfaction, interruptions in operations
and accordingly bankruptcy
4. INSTRUCTIONS
• Pair up in As and Bs
• Decide who will be A and who will be B
• As make a fist
• Bs have 10 seconds to open their A-partner’s fist
• Pairs switch roles
• Bs make a fist
• As have 10 seconds to open their B-partner’s fist
Open the Fist
5. Motives in Conflict
When conflict starts, we all sometimes want to:
• ACCOMMODATE…and keep the peace, preserve harmony.
• ASSERT…and prevail against obstacles.
• ANALYZE…and conserve resources, slow things down.
What is your conflict sequence?
1. As you look at these motives, which one tends
to drive what you do first in conflict?
2. Do you feel like you need to make some type
of decision between two (or all three) when conflict starts?
6. CONFLICT
STAGE
FOCUS
ON
BLUE
Accommodate
RED
Assert
GREEN
Analyze
1
Self,
Problem,
& Others
Wanting to
accommodate others
Wanting to assert oneself
Wanting to analyze
the situation
2
Self,
Problem,
& Others
Wanting to
conditionally give in
or defer to others
Wanting to prevail against
the issue
or others
Wanting to disengage from
others or
clarify the issue
3
Self,
Problem,
& Others
Feeling driven
to give up
Feeling driven
to fight
Feeling driven
to retreat
The Building Blocks of
Conflict Sequences
8. Cross-transactions
Wires get crossed when there is a mismatch
between what the recipient expects and what
the recipient gets
• Tool 1: Align purposes and separate
evaluation, coaching and appreciation as
much as possible
• Tool 2: Reflect on your purpose before a
conversation takes place to help you be
clear during the conversation itself
• Tool 3: Be explicit about what you think the
conversation is about
9. 1. Time spent
2. Loss of Business or Reputation
3. Turnover and Recruitment/Onboarding
4. Missed opportunities
5. Lack of Collaboration
6. Absenteeism
7. Legal and Administrative
Did you consider…
8. Bad Decisions
9. Sabotage
10. Stress/Health impact
11. Strained Personal Relationships
12. Safety/Risk Management
13. Lack of Engagement/Damaged Morale
The Cost$ of Conflict
10. Opposition is
about disagreement
Opposition
can be productive
People go into
conflict only about
things that are
important to them
Conflict is about
a threat to values
Conflict is
usually unproductive
Conflict provides an
opportunity to learn what
matters to people and
a chance to make it right
Opposition vs. Conflict
12. Acknowledging the Positive
• What makes a compliment meaningful?
• What constitutes positive feedback?
• How do the motivations and values of the receiver
influence the way a compliment or feedback is
interpreted?
13. I-Message*
Model:
• Behavior
• Impact
• Feelings
Example:
“When you set up the training room yesterday (Behavior), it
saved me some time and headache (Impact). I'm really glad
(Feelings) you did that.”
Activity:
Write three (3) specific compliments about something recent
and work related using the I-Message model.
*Thomas Gordon
17. Identity Triggers
• Wow, you really don’t get me!
• Why don’t you see me for who I
am?
• They don’t appreciate how much I
care.
• That’s nothing like what I am!
• I can’t believe I did that – that’s so
not what I am about.
18. 18
Trigger Tool: Listen and Label
1. Notice the Trigger
2. Name It
3. Breathe
4. Practice Level II Listening
Level I Listening - Listening TO your own:
• Thoughts
• Judgments
• Opinions
Level II Listening – Listening FOR the
speaker’s:
• Purpose
• Vision
• Objective
• Outcome
19. SBICA
Model:
1. SITUATION – Anchor in place and time
2. BEHAVIOR – Describe observable data and facts
3. IMPACT – Explain effect on yourself and others
4. CAUSE – Find out the other’s perspective
5. ALTERNATIVE – Agree on new ways handling the situation
Example:
“Yesterday morning (Situation), when you didn’t set up the training
room (Behavior), we were unprepared when the participants came
into the room, and had to start late (Impact). What happened?
(Cause) What should we do next time to make sure we set up on
time? (Alternative)”
Activity:
Write out an impactful feedback statement using the SBICA model.
20.
21. THANK YOU
We look forward to
your next
Corporate Retreat
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