This document provides tips for answering questions in an engaging yet brief manner by repeating the question, being silent when needed, and knowing when to stop while emphasizing practice to improve.
Dorset HR Forum April - Having Difficult ConversationsMandy Fitzmaurice
This document provides guidance on having difficult conversations in the workplace. It begins with an introduction to the topic and common fears or challenges associated with difficult conversations. It then provides a 3-stage process for managing difficult conversations, including preparing for the conversation, using a 4-step approach during the conversation, and practicing the conversation. Finally, it discusses two legal cases related to discrimination and dismissal to demonstrate how conversations can have legal implications if not handled properly.
Training Slide Deck
Tips on Difficult Conversations
-What to think about when preparing for difficult conversations
-Things to remember during difficult conversations
- Top 6 mistakes that can turn difficult conversations into disasters.
This is a one-day course on facilitation skills. It is essentially a meta-facilitation course, since it's a facilitated course about facilitation. So, the same techniques that you learn about facilitation are actually applied in the delivery of the course.
The topics of this training are:
- Presenting vs. facilitating
- Facilitator competencies
- Facilitation techniques
- Facilitation in action, using an advanced facilitation technique
- Handling disruptive participants
- Structuring your development plan to be a better facilitator.
The material is adapted from “Facilitation Skills Training”, by Don McCain and Deborah Davis Tobey, ATD Press.
Learning Feedback with LEGO - The Building Blocks of Giving and Receiving Fee...Arthur Doler
This document provides guidance on effectively giving and receiving feedback. It discusses the different types of feedback (appreciation, coaching, evaluation) and mirrors (supportive, honest). It also covers common feedback triggers related to truth, relationships, and identity. Strategies are presented for unpacking labels, addressing triggers, and having a productive feedback conversation using techniques like active listening and problem solving. The overall message is that feedback is important for growth but often fails due to poor delivery; following best practices can help overcome challenges and make feedback more effective.
The document discusses executive presence and personal branding. It states that executive presence is necessary for influencing others and leading large initiatives, as it demonstrates that one is confident and capable of leading. It also notes that important decisions about someone will be made even when they are not in the room, so the confidence they have inspired in others is important. Developing executive presence involves having strong communication, relationship building, and leadership skills, as well as maintaining a professional appearance and demeanor.
(MBASkills.IN) 10 Ways to Have Better ConversationSameer Mathur
The document outlines 10 ways to improve conversations by being more engaged and active listeners. It notes that conversational skills are important but often overlooked in modern society where communication frequently occurs through screens instead of in-person. Some of the 10 tips include focusing fully on the conversation without distractions, asking open-ended questions, acknowledging what you don't know, listening more than speaking, and keeping discussions concise. The overall message is that mindful, empathetic communication helps create more meaningful interactions.
Recorded webinar: http://slidesha.re/1nOR5i5
Subscribe: http://ksmartin.com/subscribe
Purchase the book: http://bit.ly/TOObk
This webinar features content from Karen's workshop and talk at the Lean Enterprise Institute and Lean Frontiers Coaching Summit, held on July 29 & 30, 2014 in Long Beach, California.
Both the workshop and talk focus on learning how to break the "telling" habit as a leader or improvement coach, and how to use the right questions at the right time to develop people more effectively and get better work results.
This document discusses the GROW model for coaching and the types of questions coaches should ask. It explains that there are two types of questions: problem-focused and solution-focused. Solution-focused questions are generally more useful for coaching. The GROW model involves asking questions related to goals, current realities, options for moving forward, and establishing a plan of action. Example questions for each element of the GROW model are provided. The document concludes by providing contact information for the certified coach and trainer, Sirirat Siriwan.
Dorset HR Forum April - Having Difficult ConversationsMandy Fitzmaurice
This document provides guidance on having difficult conversations in the workplace. It begins with an introduction to the topic and common fears or challenges associated with difficult conversations. It then provides a 3-stage process for managing difficult conversations, including preparing for the conversation, using a 4-step approach during the conversation, and practicing the conversation. Finally, it discusses two legal cases related to discrimination and dismissal to demonstrate how conversations can have legal implications if not handled properly.
Training Slide Deck
Tips on Difficult Conversations
-What to think about when preparing for difficult conversations
-Things to remember during difficult conversations
- Top 6 mistakes that can turn difficult conversations into disasters.
This is a one-day course on facilitation skills. It is essentially a meta-facilitation course, since it's a facilitated course about facilitation. So, the same techniques that you learn about facilitation are actually applied in the delivery of the course.
The topics of this training are:
- Presenting vs. facilitating
- Facilitator competencies
- Facilitation techniques
- Facilitation in action, using an advanced facilitation technique
- Handling disruptive participants
- Structuring your development plan to be a better facilitator.
The material is adapted from “Facilitation Skills Training”, by Don McCain and Deborah Davis Tobey, ATD Press.
Learning Feedback with LEGO - The Building Blocks of Giving and Receiving Fee...Arthur Doler
This document provides guidance on effectively giving and receiving feedback. It discusses the different types of feedback (appreciation, coaching, evaluation) and mirrors (supportive, honest). It also covers common feedback triggers related to truth, relationships, and identity. Strategies are presented for unpacking labels, addressing triggers, and having a productive feedback conversation using techniques like active listening and problem solving. The overall message is that feedback is important for growth but often fails due to poor delivery; following best practices can help overcome challenges and make feedback more effective.
The document discusses executive presence and personal branding. It states that executive presence is necessary for influencing others and leading large initiatives, as it demonstrates that one is confident and capable of leading. It also notes that important decisions about someone will be made even when they are not in the room, so the confidence they have inspired in others is important. Developing executive presence involves having strong communication, relationship building, and leadership skills, as well as maintaining a professional appearance and demeanor.
(MBASkills.IN) 10 Ways to Have Better ConversationSameer Mathur
The document outlines 10 ways to improve conversations by being more engaged and active listeners. It notes that conversational skills are important but often overlooked in modern society where communication frequently occurs through screens instead of in-person. Some of the 10 tips include focusing fully on the conversation without distractions, asking open-ended questions, acknowledging what you don't know, listening more than speaking, and keeping discussions concise. The overall message is that mindful, empathetic communication helps create more meaningful interactions.
Recorded webinar: http://slidesha.re/1nOR5i5
Subscribe: http://ksmartin.com/subscribe
Purchase the book: http://bit.ly/TOObk
This webinar features content from Karen's workshop and talk at the Lean Enterprise Institute and Lean Frontiers Coaching Summit, held on July 29 & 30, 2014 in Long Beach, California.
Both the workshop and talk focus on learning how to break the "telling" habit as a leader or improvement coach, and how to use the right questions at the right time to develop people more effectively and get better work results.
This document discusses the GROW model for coaching and the types of questions coaches should ask. It explains that there are two types of questions: problem-focused and solution-focused. Solution-focused questions are generally more useful for coaching. The GROW model involves asking questions related to goals, current realities, options for moving forward, and establishing a plan of action. Example questions for each element of the GROW model are provided. The document concludes by providing contact information for the certified coach and trainer, Sirirat Siriwan.
This document discusses active listening. It defines listening as receiving, interpreting, and reacting to messages from speakers. Hearing and listening are different. There are different types of listening like appreciative, empathetic, comprehensive, and critical listening. Active listening involves preparing, avoiding judgement, making eye contact, extracting main points, giving feedback, and not interrupting or showing boredom. The document provides an activity where students take turns adding lines to a story.
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
The document discusses coaching skills for managers and leaders. It outlines that coaching is important for improving business results and employee engagement. Effective coaching involves building relationships, setting goals and priorities, and improving performance. Coaching models and a coaching process are presented to help assess performance, develop improvement plans, and deliver targeted coaching to employees. Communication, performance management, business acumen, and emotional intelligence are key skills for coaches.
The document discusses the 5 dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Each dysfunction is defined by its symptoms and potential solution options are provided. The dysfunctions can prevent high performing teams if not addressed and their solutions aim to foster trust, encourage debate, gain clarity on goals, ensure accountability, and make goals team-centric rather than individual.
The document discusses team building and team effectiveness. It defines what a team is and outlines the benefits of teamwork. It describes Tuckman's model of team development, which includes forming, storming, norming, performing, and adjourning stages. Key aspects of team effectiveness are clear goals, roles, procedures, relationships, and leadership. The importance of team culture and characteristics of effective team leaders are also discussed.
What doesn't kill you makes you stronger!
A presentation on the constructive ways for giving and receiving feedback—adapted from: "Developing Leadership Skills", by Alfred Darmanin
This document provides an overview and objectives for a presentation skills train the trainer session. It discusses preparation skills like planning, practicing delivery techniques, and taking skill checks. Specific delivery techniques covered include posture, eye contact, body language and vocal variety. The document also explains the importance of an engaging hook at the beginning and strong wrap up at the end of presentations. Classroom management techniques are reviewed as well.
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
How to win friends and influence peopleSri Kanajan
This document outlines techniques for influencing others and effective leadership. It recommends showing appreciation for others, seeing issues from their perspective, being a good listener, praising people, and indirectly addressing mistakes. Specific tips include using people's names, making them feel important, discussing shared interests, starting with agreement, and focusing on goals rather than arguments. The document also contains quotes emphasizing understanding others, avoiding criticism and contradiction, listening without resisting, and accepting mistakes to build understanding.
The document discusses the differences between leadership and coaching, providing definitions of each from various experts. It also outlines different coaching models and key coaching skills, including listening, questioning, and being an enabler of answers. The document provides guidance on using coaching skills like the GROW model and gives tips on effective listening and reading body language.
This document provides tips and guidance for public speaking. It begins by stating that most people experience some level of anxiety about public speaking, ranging from mild nerves to extreme fear. The document then outlines the typical structure of a speech, including an opening, theme, and conclusion. It provides suggestions for grabbing audience attention in the opening and summarizing in the conclusion. Further tips include knowing the audience, using personal stories, being interactive, having a clear language and smiling. The document stresses preparing thoroughly and practicing. It also recommends techniques for managing nerves, such as deep breathing and controlling posture. Overall, the key message is that preparation, practice and confidence are essential for effective public speaking.
Presentation on dale carnegie how to win friends and influence peopleSumaiya Jabin
This document summarizes the contents of the book "How To Win Friends And Influence People" by Dale Carnegie. It outlines 6 parts that discuss fundamental techniques for handling people, ways to make people like you and win them over to your way of thinking, how to change people without offense, examples of effective letters, rules for happier home life, and a favorite quote. The document provides an overview of the major topics and strategies covered in the book for positively influencing others.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
Communication is important for managers as everything they do involves communication. There are many barriers to effective communication, including differing frames of reference, selective listening, and distrust. The communication process involves encoding a message, transmitting it, receiving it, and providing feedback. To communicate effectively, one should avoid barriers, send clear messages, actively listen, understand nonverbal cues, and adapt to different communication styles.
This document discusses how to train employees to become effective supervisors. It recommends a 3 step process: 1) Ensure employees learn technical job skills; 2) Set clear expectations for their new supervisory role and responsibilities; 3) Model desired behaviors. The role of a supervisor is multidimensional, involving tasks like assigning work, monitoring performance, coaching, and disciplining. Transitioning from an individual contributor to a supervisor requires adjustments in role, attitude, and skills. Creating the right conditions can help motivate employees in their new roles.
This document discusses coaching and counseling in the workplace. It defines coaching as a directive process led by managers to train employees, while counseling is a supportive process to help employees address personal issues affecting work. The effectiveness of coaching can be measured by comparing results to predefined criteria and whether it improves performance. Benefits of coaching include developing employees, managing priorities, improving productivity, and increasing job satisfaction. Candidates for coaching must be open to feedback and improving, aware of needs and consequences of not improving, and able to commit time to coaching. The document provides tips for coaching, such as focusing feedback on behaviors, not judgments, and discussing changeable behaviors. It also outlines steps in disciplinary action.
Facilitators help people work together more effectively. Facilitation skills are invaluable in the workplace. In this course, you will learn:
-What is facilitation and when is it needed?
-What is the role of a facilitator?
-Quick tips on preparing and executing facilitated sessions
-Activity: ‘Truthful Communication’
This document discusses team building and effective team leadership. It defines a team as a group of people working together to achieve common objectives. The key stages of team building are forming, storming, norming, and performing. Characteristics of good team leaders include building trust, training members, providing information, developing team spirit, and encouraging excellence. Factors for successful team performance include having a strategy, clear roles and responsibilities, open communication, rapid response, and effective leadership.
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
Miscommunication occurs frequently due to differences in people's experiences, knowledge, age, gender, and other factors that influence their interpretation of messages. When communicating, people shape messages based on their own unique perceptions and understandings, which can lead to confusion and misunderstanding. To minimize miscommunication, it is important to actively listen with both eyes and ears, take time to understand other perspectives, and be aware of how one's own experiences and background can influence perception of meaning. Understanding that different people may interpret messages differently based on their personal lenses is key to effective communication.
The document outlines the structure and process of a model debate. It describes the order of events, including affirmative and negative speeches, cross examinations, rebuttals, and summaries from both sides. The debate follows a standard format where each team presents arguments for their side, asks questions of the opposing team, and rebuts the other side's arguments, culminating in summaries from each perspective.
The document provides tips for starting a presentation strongly by using techniques like beginning with a personal anecdote, asking a rhetorical question, or surprising the audience with something unexpected or novel to capitalize on the primacy effect. It emphasizes starting with a "punch" to engage the audience through humor, challenge, or personal stories and leaving them with a memorable message or call to action.
This document discusses active listening. It defines listening as receiving, interpreting, and reacting to messages from speakers. Hearing and listening are different. There are different types of listening like appreciative, empathetic, comprehensive, and critical listening. Active listening involves preparing, avoiding judgement, making eye contact, extracting main points, giving feedback, and not interrupting or showing boredom. The document provides an activity where students take turns adding lines to a story.
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
The document discusses coaching skills for managers and leaders. It outlines that coaching is important for improving business results and employee engagement. Effective coaching involves building relationships, setting goals and priorities, and improving performance. Coaching models and a coaching process are presented to help assess performance, develop improvement plans, and deliver targeted coaching to employees. Communication, performance management, business acumen, and emotional intelligence are key skills for coaches.
The document discusses the 5 dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Each dysfunction is defined by its symptoms and potential solution options are provided. The dysfunctions can prevent high performing teams if not addressed and their solutions aim to foster trust, encourage debate, gain clarity on goals, ensure accountability, and make goals team-centric rather than individual.
The document discusses team building and team effectiveness. It defines what a team is and outlines the benefits of teamwork. It describes Tuckman's model of team development, which includes forming, storming, norming, performing, and adjourning stages. Key aspects of team effectiveness are clear goals, roles, procedures, relationships, and leadership. The importance of team culture and characteristics of effective team leaders are also discussed.
What doesn't kill you makes you stronger!
A presentation on the constructive ways for giving and receiving feedback—adapted from: "Developing Leadership Skills", by Alfred Darmanin
This document provides an overview and objectives for a presentation skills train the trainer session. It discusses preparation skills like planning, practicing delivery techniques, and taking skill checks. Specific delivery techniques covered include posture, eye contact, body language and vocal variety. The document also explains the importance of an engaging hook at the beginning and strong wrap up at the end of presentations. Classroom management techniques are reviewed as well.
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
How to win friends and influence peopleSri Kanajan
This document outlines techniques for influencing others and effective leadership. It recommends showing appreciation for others, seeing issues from their perspective, being a good listener, praising people, and indirectly addressing mistakes. Specific tips include using people's names, making them feel important, discussing shared interests, starting with agreement, and focusing on goals rather than arguments. The document also contains quotes emphasizing understanding others, avoiding criticism and contradiction, listening without resisting, and accepting mistakes to build understanding.
The document discusses the differences between leadership and coaching, providing definitions of each from various experts. It also outlines different coaching models and key coaching skills, including listening, questioning, and being an enabler of answers. The document provides guidance on using coaching skills like the GROW model and gives tips on effective listening and reading body language.
This document provides tips and guidance for public speaking. It begins by stating that most people experience some level of anxiety about public speaking, ranging from mild nerves to extreme fear. The document then outlines the typical structure of a speech, including an opening, theme, and conclusion. It provides suggestions for grabbing audience attention in the opening and summarizing in the conclusion. Further tips include knowing the audience, using personal stories, being interactive, having a clear language and smiling. The document stresses preparing thoroughly and practicing. It also recommends techniques for managing nerves, such as deep breathing and controlling posture. Overall, the key message is that preparation, practice and confidence are essential for effective public speaking.
Presentation on dale carnegie how to win friends and influence peopleSumaiya Jabin
This document summarizes the contents of the book "How To Win Friends And Influence People" by Dale Carnegie. It outlines 6 parts that discuss fundamental techniques for handling people, ways to make people like you and win them over to your way of thinking, how to change people without offense, examples of effective letters, rules for happier home life, and a favorite quote. The document provides an overview of the major topics and strategies covered in the book for positively influencing others.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
Communication is important for managers as everything they do involves communication. There are many barriers to effective communication, including differing frames of reference, selective listening, and distrust. The communication process involves encoding a message, transmitting it, receiving it, and providing feedback. To communicate effectively, one should avoid barriers, send clear messages, actively listen, understand nonverbal cues, and adapt to different communication styles.
This document discusses how to train employees to become effective supervisors. It recommends a 3 step process: 1) Ensure employees learn technical job skills; 2) Set clear expectations for their new supervisory role and responsibilities; 3) Model desired behaviors. The role of a supervisor is multidimensional, involving tasks like assigning work, monitoring performance, coaching, and disciplining. Transitioning from an individual contributor to a supervisor requires adjustments in role, attitude, and skills. Creating the right conditions can help motivate employees in their new roles.
This document discusses coaching and counseling in the workplace. It defines coaching as a directive process led by managers to train employees, while counseling is a supportive process to help employees address personal issues affecting work. The effectiveness of coaching can be measured by comparing results to predefined criteria and whether it improves performance. Benefits of coaching include developing employees, managing priorities, improving productivity, and increasing job satisfaction. Candidates for coaching must be open to feedback and improving, aware of needs and consequences of not improving, and able to commit time to coaching. The document provides tips for coaching, such as focusing feedback on behaviors, not judgments, and discussing changeable behaviors. It also outlines steps in disciplinary action.
Facilitators help people work together more effectively. Facilitation skills are invaluable in the workplace. In this course, you will learn:
-What is facilitation and when is it needed?
-What is the role of a facilitator?
-Quick tips on preparing and executing facilitated sessions
-Activity: ‘Truthful Communication’
This document discusses team building and effective team leadership. It defines a team as a group of people working together to achieve common objectives. The key stages of team building are forming, storming, norming, and performing. Characteristics of good team leaders include building trust, training members, providing information, developing team spirit, and encouraging excellence. Factors for successful team performance include having a strategy, clear roles and responsibilities, open communication, rapid response, and effective leadership.
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
Miscommunication occurs frequently due to differences in people's experiences, knowledge, age, gender, and other factors that influence their interpretation of messages. When communicating, people shape messages based on their own unique perceptions and understandings, which can lead to confusion and misunderstanding. To minimize miscommunication, it is important to actively listen with both eyes and ears, take time to understand other perspectives, and be aware of how one's own experiences and background can influence perception of meaning. Understanding that different people may interpret messages differently based on their personal lenses is key to effective communication.
The document outlines the structure and process of a model debate. It describes the order of events, including affirmative and negative speeches, cross examinations, rebuttals, and summaries from both sides. The debate follows a standard format where each team presents arguments for their side, asks questions of the opposing team, and rebuts the other side's arguments, culminating in summaries from each perspective.
The document provides tips for starting a presentation strongly by using techniques like beginning with a personal anecdote, asking a rhetorical question, or surprising the audience with something unexpected or novel to capitalize on the primacy effect. It emphasizes starting with a "punch" to engage the audience through humor, challenge, or personal stories and leaving them with a memorable message or call to action.
Grit is passion and perseverance for long-term goals, where a gritty person commits to working daily towards their deepest values and improving themselves, and does not let setbacks deter them from their goal. The growth mindset is a belief that abilities can be developed and improved, and those with a growth mindset seek challenges to learn from mistakes, believe they can change for the better, and think intelligence and skills can grow.
The document discusses how learning occurs through a process of encoding information, consolidating memory traces, and retrieving information through testing and reconsolidation. It emphasizes that learning is enhanced when it incorporates desirable difficulties, such as repeated effortful recall, practice integrating ideas into mental models, and receiving feedback on performance while stepping outside of one's comfort zone. The concepts of deliberate practice, growth mindset, and grit are also highlighted as important for achieving expertise over long periods of training and practice.
Debate Argument Construction Review – GTBDaniel Beck
1. The document discusses constructing strong arguments for debates. It explains that arguments should have a clear position statement, reasons to support the position, evidence to back up the reasons, and a concluding statement.
2. It provides examples of each component of an argument, including a position statement supporting chocolate's health benefits, a reason that it decreases heart disease risk, a study showing this evidence, and a concluding statement restating the position.
3. There are three types of evidence: common knowledge, personal experience, and sourced information from research. Strong arguments logically support a team's opinion using clear, detailed, and persuasive evidence.
Five Guidelines for Better Data Visualizations (Schwabish)Daniel Beck
The document summarizes Jonathan Schwabish's five guidelines for better data visualizations:
1. Show the data - highlight important data and don't show all data at once.
2. Reduce clutter - simplify charts by reducing intervals, turning off gridlines, etc.
3. Integrate graphics and text for clarity.
4. Avoid "spaghetti charts" with many lines.
5. Start visualizations in grayscales before adding color.
The document outlines a four-step process for rebuttal: 1) restate the other team's claim to clarify what is being rebutted, 2) make a counterclaim disputing the other team's argument, 3) support the counterclaim with reasons and evidence, and 4) summarize the counterclaim to conclude the rebuttal and establish a strong argument. Useful expressions are provided for each step, including ways to restate, rebut, support with examples or sources, and conclude a rebuttal.
This document provides guidance on structuring debates and summarizing arguments. It outlines the typical order and timing of speeches and cross-examinations in a debate. It then gives tips for writing summaries, including restating the key evidence and points from each side, connecting the summary back to the central proposition, and restating one's own position in conclusion. Useful expressions are provided for different types of summaries, such as overall summaries that cover both sides and focused summaries that highlight key points.
The document provides guidance on cross examination in debates. It defines cross examination as the phase where the affirmative and negative teams ask each other questions to better understand opposing arguments. The purpose of cross examination is to find weaknesses in the other team's arguments. It provides tips on questioning and responding, including asking clarifying questions and evaluating evidence. Sample questioning and response phrases are also given. The workflow of cross examination is outlined as presenting a speech, preparing questions, asking and answering questions.
Debate Research – Finding and Using SourcesDaniel Beck
This document discusses research and debate skills. It emphasizes the importance of researching topics to support arguments with credible sources like data and experts' viewpoints. It provides guidance on evaluating sources based on factors like the author, date, relevance, evidence, and viewpoints presented. The document also offers tips for finding sources, such as using libraries and online databases, and recording key details about sources. The overall focus is on strengthening debate skills through effective research practices.
Debate Constructing Arguments (Up for Debate 3rd E)Daniel Beck
This document discusses debate skills, including understanding propositions and constructing arguments. It defines a proposition as a statement that can be reasonably agreed or disagreed upon. Common patterns of propositions are identified as "X is Y" or "X should/shouldn't Y". The components of a strong argument are outlined as a position statement, reasons, evidence, and concluding statement. Different types of evidence are also described.
Up for Debate Unit 1 Model Debate ReviewDaniel Beck
The document summarizes the structure and flow of a model debate between Team A and Team B on the proposition of whether living in the city is better than living in the countryside. The debate follows a standard format: each side gives an opening speech to state their position and arguments, they participate in a question and answer cross-examination period, each side then presents a rebuttal of the other's arguments, and finally each closes with a summary from their perspective. The topics debated include job opportunities, cost of living, wages, and remote work possibilities.
Debate Definition Slides (Up for Debate)Daniel Beck
A debate is a timed academic activity where two opposing teams make arguments for or against a controversial topic through structured speeches. Each team aims to convince judges of their position through a series of short speeches and rebuttals within a set time limit. Topics are meant to be controversial issues about which reasonable people can disagree to encourage critical thinking and persuasive argument.
The document provides tips for designing effective presentation slides using the CRAP principles of contrast, repetition, alignment, and proximity. It discusses how to apply each principle, such as using high contrast between text and background for readability, repeating visual elements like fonts or layouts to unify the design, deliberately aligning items on each slide, and grouping related items close together through proximity. The overall message is that applying these design principles can improve slide presentations compared to typical designs full of long blocks of text or bullet points.
The document discusses the principles of design known as C.R.A.P. - Contrast, Repetition, Alignment, and Proximity. It provides examples and brief explanations of each principle. Contrast refers to differentiating aspects of a design. Repetition involves repeating elements throughout a piece. Alignment is giving elements a visual connection. Proximity is grouping related items together.
The document provides tips for designing effective presentation slides using the mnemonic CRAP (Contrast, Repetition, Alignment, Proximity). It recommends using contrast to emphasize important points, repetition to unify design elements, alignment to organize content visually, and proximity to group related items. Examples are given for each principle and their purpose is explained.
This presentation slide design document recommends using the C.R.A.P. principles of CONTRAST, REPETITION, ALIGNMENT, and PROXIMITY when designing slides. It suggests having a clear theme, using fonts consistently, lining up items, grouping related items together, following the rule of thirds for images, leaving negative space, and beginning slides with a punch like a personal, unexpected, novel, challenging, or humorous statement. It also provides tips for question and answer sessions like being engaging, brief, silent, gracious, assertive, repeating questions, and knowing when to stop.
The document provides tips for creating effective graphs and visuals for presentation slides. It discusses best practices for creating bar graphs, pie charts, and line graphs. Some key tips include using bar graphs to compare values, ordering bars from largest to smallest, making bars thick, and labeling values inside bars. For pie charts, it recommends placing the largest wedges at 12 o'clock and labeling values inside wedges. And for line graphs, it suggests making lines thick and writing series labels near the lines.
Retrieval practice is an effective learning technique where recalling or practicing retrieving information leads to stronger long-term memory formation. It works best when retrieval is effortful, repeated over time in spaced sessions rather than crammed, and can involve reflecting on past learning and applying it to new experiences. When used effectively, retrieval practice results in durable, long-term learning.
This document provides recommendations for things to see, do, eat, and how to get around in Monterey, California. It suggests seeing the Monterey Jazz Festival, whale watching at Pebble Beach, eating clam chowder in a sourdough bowl and Gianni's Pizza. It also notes that getting around Monterey is part of the experience and encourages visiting the area.
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
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How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
The chapter Lifelines of National Economy in Class 10 Geography focuses on the various modes of transportation and communication that play a vital role in the economic development of a country. These lifelines are crucial for the movement of goods, services, and people, thereby connecting different regions and promoting economic activities.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"