Empathy doesn’t only come in handy when listening to your best friend explain his woes. It’s actually very important for work, both for leaders and team members alike. The Consortium for Research on Emotional Intelligence in Organizations reports a correlation between empathy and increased sales, high performing managers of product development teams, and increased performance in highly diverse teams. Studies have also shown that empathy improves leadership ability and facilitates effective communication.
Knowing how and when to be empathetic helps us be more successful in our professional and personal life. David Swink, SI's Chief Creative Officer, shares how to overcome roadblocks to being empathetic.
David C Winegar Psychological Safety for PerformanceDavid Winegar
Slides from my webinar on wanted.jobs on how to build psychological safety environments to drive higher performance. Includes neuroscience insights that provide insights into how to better connect people and develop a culture of inclusivity, respect and high trust which results in JOY @ Work.
This is a preview of Absolute-North and David C. Winegar's Psychological Safety for Performance Organizational Toolkit available from absolute-north.com beginning in July of 2021.
Communication & Challenging Conversations PCMA 2014 MontrealMcKinley Solutions
Challenging conversations are those everyday interactions that significantly affect you and others. They differ from ordinary dialogue because the opinions of the participants may vary, the emotions are high and the stakes are significant. The way in which you deal with these important discussions can have a positive or negative result and can change the course of your relationship. Learn the tools to handle life’s most difficult conversations, say what’s on your mind, and achieve positive outcomes. Challenging confrontations consists of face-to-face accountability discussions where someone has disappointed you and you talk to him or her directly. When handled well, the problem is resolved and the relationship benefits. New research demonstrates that these disappointments aren’t just irritating – they’re costly, sapping organizational performance by 20 to 50 percent. Learn to permanently resolve failed promises and missed deadlines, transform broken rules and bad behaviors into productive accountability and strengthen relationships while solving problems. At the heart of mastering these challenges is the ability to engage in and maintain dialogue. Masters of dialogue create an atmosphere where everyone feels safe about adding his or her own views to the “shared pool” of ideas being expressed. The skills are critical to the success of all leadership roles. Active participants will increase their awareness of the challenging conversations and confrontations as well as hands-on tips and techniques on how to manage them effectively.
Learning Objectives:
1. How do I deal spontaneously with challenging conversations (where opinions vary, emotions are high and stakes are significant)?
2. How can I resolve problems where I have been disappointed by employee accountability and avoid unnecessary costs and strained relationships?
3. How do I develop and environment where people can carry on a dialogue and feel safe expressing their own view.
Emotional intelligence how to utilize emotional intelligence in the workplaceChloe Cheney
Emotional Intelligence is important for anyone who wants to excel in personal and professional life. Here's how to use emotional intelligence in the workplace:
How to Influence OthersPresented by Argu, Taylor, A.docxwellesleyterresa
How to Influence Others
Presented by: Argu, Taylor,
Ahmd, and Joshua
1
Good Morning Everyone!
My name Taylor and these are my colleagues Ahmd, Argu, and Josh… and today we’ll be presenting on How to Influence Others.
To give you a background on how we chose this topic, we started to imagine life after college, work, and although we
go to college to learn the basics of business, business is more than just knowing how to set up an income statement,
how to calculate the weighted average cost of capital, or understanding the current economic and political state of
The global economy… we need to know the skills of how to conduct business… which boils down to influence… how
our thoughts, ideas, and opinions are going to impact the people around us... our customers, coworkers, bosses, and
investors in the future.
Learning Objectives
Enhance one’s ability to influence using emotion, charisma, and vulnerability
Become more confident with using logic, emotion, and cooperative appeals
2
The learning objectives of this workshop include:
Gain understanding of the differences between influence and manipulation
Enhance one’s ability to influence through connection using emotion, charisma, and vulnerability
Acknowledge positive influencers in your life and how they have affected you as a person
Follow the Cialdini technique of pre-suasion through a step-by-step process
Make a connection between emotional intelligence and influence
Become more confident with using logic, emotion, and cooperative appeals
Practice the five simple steps to win people over instantly
So let’s jump right in and get started with Influence vs. Manipulation...
Influence v. Manipulation
3
I want to pose a question to the class… in your own words, what differentiates
influence from manipulation?
Could I get two volunteers to share their thoughts?
People often use influence and manipulation interchangeably as at the end of the
day, both words basically mean getting someone to do something you want them
to do. However, these two words have different connotations.
In our interviews and online questionnaire, we posed the question of “what is one thing you would like to find out more about influencing others?”
We received numerous responses such as, “Is the result of influencing more of a positive or negative aspect?”, “Do
people know if I’m manipulating them or influencing them?”, “How to be a positive influencer”, and “Knowing the tools
and methods available in order to positively influence another.”
Which is why we’re training on positive influence today, and clarifying the difference between manipulation
and influence first.
How to Enhance your Ability to Influence: this is my part
4
Connect with People Emotionally: this too
The ability to control the emotions of others helps in influencing them. The first step in achieving this is engaging others in conversation.
5
When a person can ...
Communication Hacks: Strategies for fostering collaboration and dealing with ...All Things Open
Communication Hacks: Strategies for fostering collaboration and dealing with conflict in open source
Presented by Nuritzi Sanchez, GitLab, Inc.
Presented at Open Source 101 2021
Abstract: During this talk, you'll learn about topics like cross-cultural collaboration, giving and receiving feedback, and active listening -- all things that are vital to the health of our open source communities.
After reading many self-help books, watching various TED Talks, and listening to a ton of podcasts, I've condensed my learnings to help you improve your communications skills, deal with conflict, and collaborate better than ever, not only in FOSS, but also everywhere else.
Knowing how and when to be empathetic helps us be more successful in our professional and personal life. David Swink, SI's Chief Creative Officer, shares how to overcome roadblocks to being empathetic.
David C Winegar Psychological Safety for PerformanceDavid Winegar
Slides from my webinar on wanted.jobs on how to build psychological safety environments to drive higher performance. Includes neuroscience insights that provide insights into how to better connect people and develop a culture of inclusivity, respect and high trust which results in JOY @ Work.
This is a preview of Absolute-North and David C. Winegar's Psychological Safety for Performance Organizational Toolkit available from absolute-north.com beginning in July of 2021.
Communication & Challenging Conversations PCMA 2014 MontrealMcKinley Solutions
Challenging conversations are those everyday interactions that significantly affect you and others. They differ from ordinary dialogue because the opinions of the participants may vary, the emotions are high and the stakes are significant. The way in which you deal with these important discussions can have a positive or negative result and can change the course of your relationship. Learn the tools to handle life’s most difficult conversations, say what’s on your mind, and achieve positive outcomes. Challenging confrontations consists of face-to-face accountability discussions where someone has disappointed you and you talk to him or her directly. When handled well, the problem is resolved and the relationship benefits. New research demonstrates that these disappointments aren’t just irritating – they’re costly, sapping organizational performance by 20 to 50 percent. Learn to permanently resolve failed promises and missed deadlines, transform broken rules and bad behaviors into productive accountability and strengthen relationships while solving problems. At the heart of mastering these challenges is the ability to engage in and maintain dialogue. Masters of dialogue create an atmosphere where everyone feels safe about adding his or her own views to the “shared pool” of ideas being expressed. The skills are critical to the success of all leadership roles. Active participants will increase their awareness of the challenging conversations and confrontations as well as hands-on tips and techniques on how to manage them effectively.
Learning Objectives:
1. How do I deal spontaneously with challenging conversations (where opinions vary, emotions are high and stakes are significant)?
2. How can I resolve problems where I have been disappointed by employee accountability and avoid unnecessary costs and strained relationships?
3. How do I develop and environment where people can carry on a dialogue and feel safe expressing their own view.
Emotional intelligence how to utilize emotional intelligence in the workplaceChloe Cheney
Emotional Intelligence is important for anyone who wants to excel in personal and professional life. Here's how to use emotional intelligence in the workplace:
How to Influence OthersPresented by Argu, Taylor, A.docxwellesleyterresa
How to Influence Others
Presented by: Argu, Taylor,
Ahmd, and Joshua
1
Good Morning Everyone!
My name Taylor and these are my colleagues Ahmd, Argu, and Josh… and today we’ll be presenting on How to Influence Others.
To give you a background on how we chose this topic, we started to imagine life after college, work, and although we
go to college to learn the basics of business, business is more than just knowing how to set up an income statement,
how to calculate the weighted average cost of capital, or understanding the current economic and political state of
The global economy… we need to know the skills of how to conduct business… which boils down to influence… how
our thoughts, ideas, and opinions are going to impact the people around us... our customers, coworkers, bosses, and
investors in the future.
Learning Objectives
Enhance one’s ability to influence using emotion, charisma, and vulnerability
Become more confident with using logic, emotion, and cooperative appeals
2
The learning objectives of this workshop include:
Gain understanding of the differences between influence and manipulation
Enhance one’s ability to influence through connection using emotion, charisma, and vulnerability
Acknowledge positive influencers in your life and how they have affected you as a person
Follow the Cialdini technique of pre-suasion through a step-by-step process
Make a connection between emotional intelligence and influence
Become more confident with using logic, emotion, and cooperative appeals
Practice the five simple steps to win people over instantly
So let’s jump right in and get started with Influence vs. Manipulation...
Influence v. Manipulation
3
I want to pose a question to the class… in your own words, what differentiates
influence from manipulation?
Could I get two volunteers to share their thoughts?
People often use influence and manipulation interchangeably as at the end of the
day, both words basically mean getting someone to do something you want them
to do. However, these two words have different connotations.
In our interviews and online questionnaire, we posed the question of “what is one thing you would like to find out more about influencing others?”
We received numerous responses such as, “Is the result of influencing more of a positive or negative aspect?”, “Do
people know if I’m manipulating them or influencing them?”, “How to be a positive influencer”, and “Knowing the tools
and methods available in order to positively influence another.”
Which is why we’re training on positive influence today, and clarifying the difference between manipulation
and influence first.
How to Enhance your Ability to Influence: this is my part
4
Connect with People Emotionally: this too
The ability to control the emotions of others helps in influencing them. The first step in achieving this is engaging others in conversation.
5
When a person can ...
Communication Hacks: Strategies for fostering collaboration and dealing with ...All Things Open
Communication Hacks: Strategies for fostering collaboration and dealing with conflict in open source
Presented by Nuritzi Sanchez, GitLab, Inc.
Presented at Open Source 101 2021
Abstract: During this talk, you'll learn about topics like cross-cultural collaboration, giving and receiving feedback, and active listening -- all things that are vital to the health of our open source communities.
After reading many self-help books, watching various TED Talks, and listening to a ton of podcasts, I've condensed my learnings to help you improve your communications skills, deal with conflict, and collaborate better than ever, not only in FOSS, but also everywhere else.
Top five skills which everyone should have in their emotional toolbox are
1.Resilience
2.Creativity
3.Assertiveness
4.Mental Flexibility
5.Self Awareness
How to break down barriers to give more feedback at workQuynh Nguyen
You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seems to be visible barriers that stops you giving feedback. Understand what they are, so you can break through and start growing with the people you value.
This article was originally a blog posted on Veritas Collaborative's website found here: http://veritascollaborative.com/blog/2016/07/building-a-life-worth-living-part-3
At Veritas Collaborative, we promise to drive a new standard of care in eating disorders treatment so individuals and families can thrive. The multidisciplinary treatment team members of Veritas Collaborative share a passion and a mission inspired by a collaborative community of care. Veritas Collaborative has three treatment center locations in Atlanta, GA, Durham, NC, and Richmond, VA. http://veritascollaborative.com/
No matter how carefully you prepare for a conversation, you sometimes get the feeling that it isn’t going to work out. Time passes, and your premonition proves correct, with either party rejecting the outcome. After the conversations end, you ask yourself, ‘What went wrong?’
How to understand others, Empathize to be a better communicatorBabu Appat
Empathy is essential quality everyone has to build up in order to make their communication more effective. We have to build up a genuine interest in people. People Skill is an avenues where we'll have to do something to improve our communication effectiveness. Try to place yourself in other person's shoes. Understand what others need, and modify your delivery in accordance to that. We'll have to shed our ego, perhaps.
12 mind tricks that win people over and help you get aheadzubeditufail
12 Mind Tricks That Win People Over and Help You Get Ahead
Jul 15, 2015
Dr. Travis Bradberry
Coauthor Emotional Intelligence 2.0 & President at TalentSmart
1Person-Centered Approach to Group WorkSmall GroupTatianaMajor22
1
Person-Centered Approach
to Group Work
Small Group Process for the Health
Professional
Fall 2016
Laurette Olson Ph.D. OTR/L FAOTA
Key concepts and Assumptions of
the Person-Centered Approach to
Groups
Clients are basically trustworthy and have the
potential for self-direction. Because of this, there
is a minimum of directions on the part of the
leader. Too much direction would undermine
respect for group members.
Emphasizes personal qualities of group leader
rather than techniques for leading the group.
The leader creates a CLIMATE where healing
can occur.
Key concepts and assumptions
continued
Genuineness, unconditional positive regard and
empathic understanding of members’ subjective
world are the core therapeutic conditions for
growth.
External measures such as diagnosis, testing,
interpretation, advice giving are not useful for
group work.
Group members are the central focus of the
group. Group members are as facilitative or
more facilitative of the group process than the
group leader.
(Corey, 2000)
2
Leader Functions
Conveying Warmth and Empathy
Attending to Others
Understanding Meaning and Intents
Conveying Acceptance
Linking
The Leader adopts what Rogers called "the therapist's
hypothesis". This is the belief that the capacity for self-
insight, problem-solving, and growth resides in the
clients. This means that the central questions for the
therapist are not 'What can I do for the person or group
members? or even "How do I see these group members"
but rather "How does these group members see
themselves and their situation?"
.
Fundamental Components of
Leader/therapist attributes
Empathy
Acceptance, Respect and Positive Regard
Being Authentic and Congruent
3
EMPATHY
Expressed verbally and nonverbally though
messages such as "I follow you," "I’m with you"
or "I understand," empathy is the Therapist’s
(listener's) effort to hear the other person deeply,
accurately, and non-judgmentally. A person who
sees that a therapist (listener) is really trying to
understand his or her meanings will be willing to
explore his or her problems and self more
deeply.
Empathy is surprisingly difficult to achieve. We
all have a strong tendency to advise, tell, agree,
or disagree from our own point of view.
Empathy in a group
Is a shared responsibility and a resource for the
group.
Primary task of a group leader to model empathy
and encourage members to be empathic. It
contributes to the development of cohesion and
for a group to be productive by building trust and
safety, forging connections among members,
making members feel included, encouraging
emotional expression and promoting a
willingness to engage in self-exploration.
If a leader want to build
therapeutic alliances, help
members feel better, solve
problems, improve
relationships, and change
behavior,
the leader needs to demonstrate high
levels of empathy for group members.
...
Each month, COR strives to deepen one’s understanding of Gentle Teaching through the development of a monthly theme focusing on a particular aspect of a Culture of Gentleness.
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
Top five skills which everyone should have in their emotional toolbox are
1.Resilience
2.Creativity
3.Assertiveness
4.Mental Flexibility
5.Self Awareness
The extrovert/introvert dichotomy “traps us in stereotypes that affect how we interact with others. When you self-identify with one personality type, you’re at risk of ignoring behaviors you’re engaging in or needs you may have.” There are a few ways to embrace your ambiversion in an introvert/extrovert world. For starters, just “knowing your type when it comes to personality is important, because by increasing our awareness of where we stand in terms of introversion and extroversion, we can develop a better sense of our tendencies, manage our weak spots, and play to our strengths.” For further information, visit dei360 as it provides insights regarding diversity equity, inclusion, and online assessment and diversity and inclusion assessment tool.
Our workforce is continually changing. So is technology. As these two factors intertwine with humanity, our work lives will become more complex requiring strong vision, leadership, and adaptability. There are a few factors that will shape the future of work. These are namely, workforce demographics will be drastically different, hierarchy and centralization will be done, success will be more than profit, traditional education will hold less value and future leaders will be digital natives.
More Related Content
Similar to Seven Practical Tips For Increasing Empathy.pdf
Top five skills which everyone should have in their emotional toolbox are
1.Resilience
2.Creativity
3.Assertiveness
4.Mental Flexibility
5.Self Awareness
How to break down barriers to give more feedback at workQuynh Nguyen
You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seems to be visible barriers that stops you giving feedback. Understand what they are, so you can break through and start growing with the people you value.
This article was originally a blog posted on Veritas Collaborative's website found here: http://veritascollaborative.com/blog/2016/07/building-a-life-worth-living-part-3
At Veritas Collaborative, we promise to drive a new standard of care in eating disorders treatment so individuals and families can thrive. The multidisciplinary treatment team members of Veritas Collaborative share a passion and a mission inspired by a collaborative community of care. Veritas Collaborative has three treatment center locations in Atlanta, GA, Durham, NC, and Richmond, VA. http://veritascollaborative.com/
No matter how carefully you prepare for a conversation, you sometimes get the feeling that it isn’t going to work out. Time passes, and your premonition proves correct, with either party rejecting the outcome. After the conversations end, you ask yourself, ‘What went wrong?’
How to understand others, Empathize to be a better communicatorBabu Appat
Empathy is essential quality everyone has to build up in order to make their communication more effective. We have to build up a genuine interest in people. People Skill is an avenues where we'll have to do something to improve our communication effectiveness. Try to place yourself in other person's shoes. Understand what others need, and modify your delivery in accordance to that. We'll have to shed our ego, perhaps.
12 mind tricks that win people over and help you get aheadzubeditufail
12 Mind Tricks That Win People Over and Help You Get Ahead
Jul 15, 2015
Dr. Travis Bradberry
Coauthor Emotional Intelligence 2.0 & President at TalentSmart
1Person-Centered Approach to Group WorkSmall GroupTatianaMajor22
1
Person-Centered Approach
to Group Work
Small Group Process for the Health
Professional
Fall 2016
Laurette Olson Ph.D. OTR/L FAOTA
Key concepts and Assumptions of
the Person-Centered Approach to
Groups
Clients are basically trustworthy and have the
potential for self-direction. Because of this, there
is a minimum of directions on the part of the
leader. Too much direction would undermine
respect for group members.
Emphasizes personal qualities of group leader
rather than techniques for leading the group.
The leader creates a CLIMATE where healing
can occur.
Key concepts and assumptions
continued
Genuineness, unconditional positive regard and
empathic understanding of members’ subjective
world are the core therapeutic conditions for
growth.
External measures such as diagnosis, testing,
interpretation, advice giving are not useful for
group work.
Group members are the central focus of the
group. Group members are as facilitative or
more facilitative of the group process than the
group leader.
(Corey, 2000)
2
Leader Functions
Conveying Warmth and Empathy
Attending to Others
Understanding Meaning and Intents
Conveying Acceptance
Linking
The Leader adopts what Rogers called "the therapist's
hypothesis". This is the belief that the capacity for self-
insight, problem-solving, and growth resides in the
clients. This means that the central questions for the
therapist are not 'What can I do for the person or group
members? or even "How do I see these group members"
but rather "How does these group members see
themselves and their situation?"
.
Fundamental Components of
Leader/therapist attributes
Empathy
Acceptance, Respect and Positive Regard
Being Authentic and Congruent
3
EMPATHY
Expressed verbally and nonverbally though
messages such as "I follow you," "I’m with you"
or "I understand," empathy is the Therapist’s
(listener's) effort to hear the other person deeply,
accurately, and non-judgmentally. A person who
sees that a therapist (listener) is really trying to
understand his or her meanings will be willing to
explore his or her problems and self more
deeply.
Empathy is surprisingly difficult to achieve. We
all have a strong tendency to advise, tell, agree,
or disagree from our own point of view.
Empathy in a group
Is a shared responsibility and a resource for the
group.
Primary task of a group leader to model empathy
and encourage members to be empathic. It
contributes to the development of cohesion and
for a group to be productive by building trust and
safety, forging connections among members,
making members feel included, encouraging
emotional expression and promoting a
willingness to engage in self-exploration.
If a leader want to build
therapeutic alliances, help
members feel better, solve
problems, improve
relationships, and change
behavior,
the leader needs to demonstrate high
levels of empathy for group members.
...
Each month, COR strives to deepen one’s understanding of Gentle Teaching through the development of a monthly theme focusing on a particular aspect of a Culture of Gentleness.
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
Top five skills which everyone should have in their emotional toolbox are
1.Resilience
2.Creativity
3.Assertiveness
4.Mental Flexibility
5.Self Awareness
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The extrovert/introvert dichotomy “traps us in stereotypes that affect how we interact with others. When you self-identify with one personality type, you’re at risk of ignoring behaviors you’re engaging in or needs you may have.” There are a few ways to embrace your ambiversion in an introvert/extrovert world. For starters, just “knowing your type when it comes to personality is important, because by increasing our awareness of where we stand in terms of introversion and extroversion, we can develop a better sense of our tendencies, manage our weak spots, and play to our strengths.” For further information, visit dei360 as it provides insights regarding diversity equity, inclusion, and online assessment and diversity and inclusion assessment tool.
Our workforce is continually changing. So is technology. As these two factors intertwine with humanity, our work lives will become more complex requiring strong vision, leadership, and adaptability. There are a few factors that will shape the future of work. These are namely, workforce demographics will be drastically different, hierarchy and centralization will be done, success will be more than profit, traditional education will hold less value and future leaders will be digital natives.
It is essential to learn about the relationship dynamics between coworkers. Teams may have a major trust deficit. Teams that don’t have trust don’t function well. There are possibly three ways to develop trust: be honest, communicate openly, and meet face-to-face regularly. For further information visit, dei360 as it provides insights regarding diversity equity and inclusion assessment and diversity online assessment.
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How Do You Attract the Best Talent Five Companies Exemplify Recruiting Innova...DEI 360 Assessment
“We have seen the emergence of the Human Age, where talent is the new differentiator,” Yet organizations worldwide struggle to find the talent they need. This is especially problematic because 75 million Baby Boomers will retire within the next 10 to 15 years. Between now and then, there will be a lot of jobs to fill, and if finding great talent is difficult now, organizations are going to have to up their recruiting game, or suffer the consequences of being understaffed. There are many ways to get the talent you need. Be willing to experiment. If you are in a leadership role, let hiring managers know they can be creative when recruiting and supporting their efforts. If you’re having difficulty attracting talent now, start experimenting as soon as possible. That way you can get the ideas worked out before the real talent shortage sets in, after Baby Boomers bid their last farewell. For further information visit, dei360, which provides insights regarding diversity equity and inclusion assessment and diversity online assessment.
Stephen Frost provides a brilliant, if somewhat long and repetitive, the case for a new approach to diversity and inclusion (D&I). Stop creating a separate, expensive, and often annoying parallel organizational process. Instead, weave diversity and inclusion into your business plan so it aligns with and supports your business objectives. Instead of compliance and policing quotas, use evidence to convince your colleagues that diversity and inclusion are the correct values to carry out and the best course for your business.
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There are so many diversity success stories. This success can be translated to the corporate world which starts from asking 10 questions to yourself like the mission is clear, people are working with a purpose, the human connection to your work, everyone’s uniqueness is equally celebrated and acknowledged beyond the basic categories, creating safe spaces for team members to connect beyond transactional tasks, each employee feels encouraged to grow, respect and compassion part of your corporate vocabulary, diversity even valuable to your corporate goals and aware of your company’s diversity standing?
The Hidden Story Behind Your Organization’s DEI Data.pdfDEI 360 Assessment
Diversity, Equity, and Inclusion(DEI) is not limited to gender and race. It is more than that. It is about new types of workplace conversations, personal self-awareness, courage to call out micro-aggressions, organizational culture change, increased innovation, and a thorough data-driven DEI approach.DEI data analysis will expose the demographic gaps in various areas to identify where to focus more.
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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Seven Practical Tips For Increasing Empathy.pdf
1. Seven Practical Tips For Increasing Empathy
/ Inclusion
We have something in common with rats that may surprise you. Those scurrying little
(sometimes large) rodents ruling garbage cans across the world are actually capable of
empathy, just like humans.
Many species display empathy in some form or another, but primates—especially us humans
—have a more sophisticated capacity for empathy due to our large working memory and
more developed neocortex. Have you ever winced when you saw another person take a hard
fall? That is the result of mirror neurons, the discovery of which fundamentally altered our
understanding of empathy. Since then, neuroscientists have identified what they call an
“empathy circuit” in our brains. If this circuit is damaged in any way, it can curtail our ability
to understand what others are feeling, all the while leaving our capacity for logic intact.
You Naturally Have the Ability to be Empathetic
Empathy is not a “you either have it, or you don’t” quality in human beings. Unless you’ve
experienced a particular brain trauma, you have the ability to be empathetic. And so does
that rude team member of yours!
On a personal level, empathetic people tend to be more generous and concerned with
people’s welfare and tend to have happier relationships and greater wellbeing. But what
exactly is it? Empathy is the ability to sense other people’s emotions, coupled with the ability
to imagine what someone else might be thinking or feeling.
Empathy is Important at Work
Yet empathy doesn’t only come in handy when listening to your best friend explain his woes.
It’s actually very important for work, both for leaders and team members alike. The
Consortium for Research on Emotional Intelligence in Organizations reports a correlation
between empathy and increased sales, high performing managers of product development
teams, and increased performance in highly diverse teams. Studies have also shown that
empathy improves leadership ability and facilitates effective communication.
How could this be? Well, if you think about how fundamental relationship building is to
almost every aspect of business and life, it’s easy to see why. It’s been proven that empathy
is an important part of effective relationships. In studies by Dr. Antonio Damasio, “medical
patients who had damage to part of the brain associated with empathy showed significant
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2. deficits in relationship skills, even though their reasoning and learning abilities remained
intact.”
The benefits of empathy at work are many. Here is a partial list to give you an idea of how
increased empathy can greatly impact your working life.
Five Benefits of Empathy at Work
1. You will better understand the needs of your coworkers and customers.
2. When communicating, you will better understand what is unspoken, and see more
clearly the perception you create in others with your words and actions.
3. Dealing with conflict will become easier and with the increased understanding of
other’s motivations and fears, you will find it easier to deal with any negativity that
comes your way.
4. You’ll be able to better predict actions and reactions of others, which will help
motivate the people you work with.
5. It will become easier to convince others of your point of view.
Empathy is Essential for Leaders
For leaders of the current workforce, empathy is essential. Dr. Daniel Goleman cites three
key reasons why empathy is so important for leaders: 1) the increase in the use of teams 2)
the rapid pace of globalization with increased cross cultural communication and 3) the
growing need to retain talent. Empathy also enables leaders to create environments of open
communication and feedback, understand and navigate the problems employees face,
validate what their employees are going through, and anticipate the needs of teams.
Empathy Can Be Exercised
Now that you’ve seen just how much empathy can benefit you at work, you’re probably
wondering if you’re an empathetic person. As I mentioned, we all have the capacity for
empathy. However, it is a skill that takes practice for most people. As Dr.
Mohammadreza Hojat states, “Empathy is a cognitive attribute, not a personality trait.” Lucky
for us, cognitive attributes can be exercised.
So how do we exercise and strengthen our empathy muscle? Here are seven practical tips
for increasing empathy.
Seven Practical Tips For Increasing Empathy
1. LISTEN AND DON’T INTERRUPT
Truly listening can be a challenge. Sometimes we are just waiting to give our own opinion.
Read here for tips on improving your listening skills.
2. BE FULLY PRESENT WHEN YOU ARE WITH PEOPLE AND TUNE IN TO NON-VERBAL
COMMUNICATION
You can start being fully present by putting away your phone, not checking your email, and
not accepting calls while you are interacting with someone. A study by Professor
Emeritus, Albert Mehrabian of UCLA, reports that the things we say account for only 7% of
what we are trying to communicate. “The other 93% of the message that we communicate
when we speak is contained in our tone of voice and body language.” If all you’re doing while
you speak with someone is listening to what they are saying while you scroll through your
upcoming appointments, you’ll miss the bulk of what is being communicated.
3. SMILE AT PEOPLE
Smiles are literally contagious. The part of your brain responsible for this facial expression is
the cingulate cortex, which is an unconscious automatic response area. Since smiling