Soft Skills
- History
- Definitions
- Current Blend
- Importance
- Top 10 recognized Soft Skills
- A to Z of Soft Skills
- Bonus
- 10 ways to kill you Creativity!
- References
DiSC Classic profiles are used worldwide in dozens of training and coaching applications, including organizational development and performance improvement. DiSC Classic can help improve communication, ease frustration and conflict, and develop effective managers and teams.
The need for the leaders of today is empathy. It encourages commitment and cooperation, with companies even investing in training their managers to be more empathetic.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Soft Skills
- History
- Definitions
- Current Blend
- Importance
- Top 10 recognized Soft Skills
- A to Z of Soft Skills
- Bonus
- 10 ways to kill you Creativity!
- References
DiSC Classic profiles are used worldwide in dozens of training and coaching applications, including organizational development and performance improvement. DiSC Classic can help improve communication, ease frustration and conflict, and develop effective managers and teams.
The need for the leaders of today is empathy. It encourages commitment and cooperation, with companies even investing in training their managers to be more empathetic.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Your Life Satisfaction Score (beta) is an indicator of how you thrive in your life: it reflects how well you shape your lifestyle, habits and behaviors to maximize your overall life satisfaction along the five following dimensions:
►1. Health & fitness, reflecting your physical well-being and healthy habits;
►2. Positive emotions & gratitude, indicating how well you embrace positive emotions;
►3. Skills & expertise, measuring the ability to grow your expertise and achieve something unique;
►4. Social skills & discovery, assessing the strength of your network and your inclination to discover the world;
►5. Leadership & meaning, gauging your compassion, generosity and how much 'you are living the life of your dream'.
Visit www.Authentic-Happiness.com to check your Life Satisfaction score. Free, no registration required.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
Essential Strategies to Put DiSC Principles into Action. Learn how to increase communication effectiveness and team engagement.
Learn about your personal DiSC profile style
Discover people reading to connect with coworkers
Drive team engagement with DiSC strategies for communication
Understand your DiSC priorities
Learn how to recognize other DiSC styles
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
The National Society of Leadership and Success shares tips for communicating with different personality types, based on the DISC guide from William Marston.
Do you dread difficult conversations? Avoiding conflict doesn't save relationships. Managing conflict makes them stronger. Learn the tools that turn conflicts into positive outcomes in this workshop-style course with LinkedIn vice president, philosopher of leadership, and influencer Fred Kofman.
Learn more from Fred Kofman's video course here: http://www.lynda.com/Business-Skills-tutorials/Fred-Kofman-Managing-Conflict/423244-2.html
Your Life Satisfaction Score (beta) is an indicator of how you thrive in your life: it reflects how well you shape your lifestyle, habits and behaviors to maximize your overall life satisfaction along the five following dimensions:
►1. Health & fitness, reflecting your physical well-being and healthy habits;
►2. Positive emotions & gratitude, indicating how well you embrace positive emotions;
►3. Skills & expertise, measuring the ability to grow your expertise and achieve something unique;
►4. Social skills & discovery, assessing the strength of your network and your inclination to discover the world;
►5. Leadership & meaning, gauging your compassion, generosity and how much 'you are living the life of your dream'.
Visit www.Authentic-Happiness.com to check your Life Satisfaction score. Free, no registration required.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
Essential Strategies to Put DiSC Principles into Action. Learn how to increase communication effectiveness and team engagement.
Learn about your personal DiSC profile style
Discover people reading to connect with coworkers
Drive team engagement with DiSC strategies for communication
Understand your DiSC priorities
Learn how to recognize other DiSC styles
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
The National Society of Leadership and Success shares tips for communicating with different personality types, based on the DISC guide from William Marston.
Do you dread difficult conversations? Avoiding conflict doesn't save relationships. Managing conflict makes them stronger. Learn the tools that turn conflicts into positive outcomes in this workshop-style course with LinkedIn vice president, philosopher of leadership, and influencer Fred Kofman.
Learn more from Fred Kofman's video course here: http://www.lynda.com/Business-Skills-tutorials/Fred-Kofman-Managing-Conflict/423244-2.html
ReadySetPresent (Conflict PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. We often frown upon conflict situations in the work place because we assume that their outcome is always negative. However, this is often not always true. Conflict can also be turned into a positive force that can increase personal and organizational effectiveness. 100+ PowerPoint presentation content slides. Conflict PowerPoint Presentation Content slides include topics such as: the definition of conflict, 10+ slides on symptoms and causes of conflict, 5 methods to handle conflict, 10 slides on group conflict and causes, 10 slides with ways to address conflict: ignoring - stifling, defusing, organizational conflict: positive and negative aspects, 4 stages of conflict management, 20+ slides on organizational conflict and conflict management strategies, 17 points on how to overcome deadlocks, 5 types of conflict deadlocks each with causes and techniques to handle: relationship - data - value - interests - structural, conflict models, strategies, 20+ tips, how to’s and more!
A tool for managers to use to lead a discussion with their employees around fulfillment. Recommended to use on a regular basis with employees as interests and engagement drivers change over time.
This is a training session/knowledge mashup that I put together after watching a stanford breakfast series video on persuasion. Also my first attempt of a slidecast.
A presentation I delivered after attending a workshop on creating an idea system. The content (though not the pictures/slides or recaps) are taken directly from that workshop--if you are interested go here: http://www.ideasarefree.com/.
I could record sound to explain these slides, but that's too much work. Contact me if you have any questions about individual slides.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Based on David Allen's 5 reasons to meet...a little diagnostic presentation you can use to frame a change around regularly scheduled meetings that are missing the mark.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
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VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
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2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
11. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T11
12. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T12
14. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T14
15. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T15
17. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T17
18. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T18
20. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T20
21. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T21
23. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T23
24. Five Conflict-Handling Styles Collaborate HIGH I Win, p You Win i h s Accommodate n I Lose, o i t You Win a l e r f o MEDIUM Compromise e c We Both Win, n a We Both Lose t r o p m I Avoid Control I Lose, I Win, LOW You Lose You Lose MEDIUM HIGH LOW outcome Importance of T24
28. Managing Conflict Recognize you are in conflict This is okay Know you have several options for how you manage the conflict Choose your conflict management style Collaborative majority of time
38. Managing Conflict Recognize you are in conflict This is okay Know you have several options for how you manage the conflict Choose your conflict management style Collaborative majority of time Use tips and techniques to work in a collaborative fashion Be an active listener Consider other’s perspective and withhold judgment Maintain a future focus; plan actions and solutions to win-win strategy
Welcome to this presentation on managing conflict. Today I’ll take you briefly through a definition of conflict, and provide you with a 3 step model on how to better manage conflict in your life.
Conflict is everywhere around us. In our personal lives and our professional lives, conflict exists everywhere. From getting to work on time, to ordering a coffee, to having a meeting with a co-worker or a friend- there are hundreds of times a day that conflict is possible.
Conflict exists whenever 2 parties in disagreement. More specifically- there doesn’t even have to be a physical or verbal disagreement, it can be a process that begins when one party perceives that another party has negatively affected or is about to negatively affect, something that the first party cares about.
Most people don’t like conflict. It is usually seen as something that is negative, something that is best to avoid. It is usually associated with being overly emotional, getting ‘fired up’ and losing control of your emotions or as being awkward and uncomfortable. As such, most people don’t want to deal with conflict. They would prefer to pretend it doesn’t exist, or to avoid any instance or situation that might lead to conflict.
But stop. Could it be that conflict is actually useful? That conflict can be a good thing? Everyday when people are faced with a conflict, they have a decision to make.
Will this conflict be a negative experience? If you go into the situation thinking that all conflicts are negative, then this becomes a self-fulfilling prophecy- they most likely will be negative. If however, you are able to shift your perspective on conflict- accept that conflict is normal, it’s okay to be in conflict and that it could actually be constructive or even a positive thing.
This brings us to the first step in our 3 step managing conflict model.
The first step of the model is to recognize when you are in a conflict. If you notice that you are feeling threatened, that your emotions are heightened, or that the person you are dealing with is acting defensively or being hostile- know that you are in conflict. And recognize that this is okay. Recognize that conflict is normal- it happens all the time and is nothing to worry about. The way that you react to the conflict is important- recognize that this is up to you. You have several different options for how you respond to the conflict.
The way you respond to conflict is often an unconscious process. You don’t think about how you respond to someone budding in front of you- you just react. If we make our response a conscious process- then we can choose a conflict management style that is appropriate for the situation. There are lots of different conflict management styles theories out there- but most have different names for the same basic concepts.
All conflict management theories are based on the concept that in any conflict situation, you place a certain amount of value on the importance of the relationship and the importance of the outcome. That is to say that you can put a high value on the importance of the relationship and do whatever it takes to get through the conflict while maintaining the relationship- or you can place a high value on the outcome of the conflict and do whatever it takes to get what you want out of the conflict. Let’s take a look at the 5 different styles that emerge out of this
The accomodator is essentially ‘losing’ the conflict- because they think that the relationship is more important than the outcome. There are a few times when this could be appropriate- when the other party really values the outcome, and the relationship is new and you want it to be good. An example would be a first encounter in a new job with a colleague who wants something done a certain way, and you acquiesce in order to start a good relationship. BUT-and this is important, be very careful about using the accommodate style. People may think that you are a ‘pushover’ and begin to bully you on all issues. If you are going to use the accommodate style for a first time encounter, and someone thanks you for letting them have their outcome- make sure you don’t say no problem. Say- You’re welcome- I’m sure you would do the same for me if our situations were reversed. You want to be clear that you are accommodating them and that this will not be the norm. The more often you accommodate, the more often people will seek to take advantage of you.
Lots of people use this style and it is not usually productive- it just postpones or prevents and often damages the relationship. It can be used in a time sensitive conflict- if for example, someone needs you to make a decision by a certain deadline and you do not want to- intentionally missing the deadline will avoid the conflict. But if the person thinks that you have done this intentionally, you may be doing irreversible damage to the relationship.
This means seeking to win your position at the expense of the other party losing theirs. This is appropriate when only one party can achieve their desired outcome. Think of buying a car for a salesman- you might not ever see the person again- so you set a outcome in your mind and only deal if they cave to your demands. Others think of parenting and having to use the control style with their children- you have to go to bed at 9. Be careful though- with kids, friends, co-workers or direct reports- this won’t work for long and will make the other party really dislike having conflict with you. Great you might think- I’ll win all the time. Not so fast- you may just find yourself isolated and things happening without your knowledge- like your child sneaking out at night through their window!
In a compromise situation, we both win and we both lose. Each side concedes on some of their issues in order to win others. Both parties must be flexible and willing to settle for a satisfactory resolution of their major issue.This is what most people are familiar with when they think of negotiations; and most people are happy with compromises. This is however, a better option than a compromise, because in a compromise both people are in fact losing something. Let’s take a look at our last option:
Cooperating with the other party to try to resolve a common problem to a mutually satisfying outcome.When you join with the other party to compete against the situation, instead of each other. This means setting aside any hostile or threatened emotions and focusing on the problem at hand from an objective viewpoint. Each side must feel that the outcomes gained through collaboration are better than they could achieve on their own.
So- of the five styles we just covered, avoid, accommodate, compromise, control and collaborate it’s easy to see how the collaborative style is best in almost all situations that matter to you in your personal and professional life.
it’s easy to see how the collaborative style is best in almost all situations that matter to you in your personal and professional life, and
this brings us to the 2nd step in our managing conflict model- which is choosing your conflict management style. So- after you have recognized you’re in a conflict and that this is okay, choose your conflict management style. Remember that collaborative is best most of the time, and that’s what you should aim to be. Sounds good, but how do you get there, right?
For the last part of this presentation, I’ll go over a few tips and techniques that will allow you to move to a more collaborative style of conflict management. This is by no means an exhaustive list, but rather a few basic things that help.
Active listening is a communication technique. Active listening requires the listener to understand, interpret, and evaluate what they hear. Suspending one’s own frame of reference and suspending judgment are important to fully attend to the speaker. It includes some of the techniques we are about to go over, but also subtle things like body language, eye contact and maintaining focus on the individual you are listening to. Active listening is very important, because it allows you to gain perspective on the other person’s viewpoint. Many conflicts are born out of misunderstanding, so it helps a lot if you understand what the other person is really saying.
Here is a list of techniques and tips that can be used to increase collaboration. Rather then go over them in more detail in this presentation, I’ve just posted their definitions with some basic examples on the next few slides. As with any tips and techniques- you have to practice them to get better at them and make them useful. In our training classes, we include sample exercises to become familiar with each of these techniques.
This brings us to our the end of our 3 step model for managing conflict. The last step is to use techniques to manage the conflict in a collaborative fashion. This means paying attention to the what the other person is saying, considering their perspective in an objective fashion while maintaining a future focus and moving towards a problem solving state. It sounds pretty simple, doesn’t it? While, all the simple things in life are simple in theory and hard in practice. The first step towards improvement is making the process more conscious for you, which I hope that this slidecast has helped with.
Thank you for taking the time to view this slidecast. I hope you enjoyed it. For more information on this topic, please visit my blog. I’ve disabled downloading of this presentation for now, but if you would like a copy, please leave me a comment on slideshare or on my blog with your email and I will send it to you. Also make sure to check out some of my other slideshare presentations, especially the one on listening that is very relevant to this topic.Have a great day!!