This how to was shared at Wisdom 2.0 Business in May 2012, and practiced among 400+ business leaders to help get the conference attendees present and connected to themselves and the people around them.
The check-in exercise was led by Chris Murchison, VP of Staff Development, Learning and Innovation at HopeLab.
For more information on HopeLab, visit hopelab.org.
IN THIS SUMMARY
In Helping, Edgar H. Schein draws not only on his career expertise but from personal life experiences to establish a “general theory of helping” that holds true no matter what the social dynamics of the client/ helper relationship. Helping is a fundamental part of life: parents help their children, coaches their players, nurses their patients, managers their subordinates, yet despite its constant presence in daily life, the dynamics of giving and receiving help are poorly understood. When someone asks for help, they are temporarily lowering their own status and transferring status and power to the helper, creating an imbalanced relationship. Building a helping relationship means that the first client/helper interactions must be carefully managed by the helper toward building the client’s status up from their lower position and identifying which helping role to take vis-à-vis the client.
http://www.bizsum.com/summaries/helping
There is an art to giving and receiving feedback. To get better, feedback is necessary – but it also can backfire if handled poorly. This session is for managers and non-managers and addresses the art of feedback and working with subordinates or peers/team members.
AS DIFFICULT as it is to build a cohesive team, it is not
complicated. In fact, keeping it simple is critical,
whether you run the executive staff at a multinational
company, a small department within a
larger organization, or even if you are merely a
member of a team that needs improvement. In that
spirit, this section is designed to provide a clear,
concise, and practical guide to using the Five Dysfunctions
Model to improve your team. Credits: Patrick Lencioni
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!
Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.
IN THIS SUMMARY
In Helping, Edgar H. Schein draws not only on his career expertise but from personal life experiences to establish a “general theory of helping” that holds true no matter what the social dynamics of the client/ helper relationship. Helping is a fundamental part of life: parents help their children, coaches their players, nurses their patients, managers their subordinates, yet despite its constant presence in daily life, the dynamics of giving and receiving help are poorly understood. When someone asks for help, they are temporarily lowering their own status and transferring status and power to the helper, creating an imbalanced relationship. Building a helping relationship means that the first client/helper interactions must be carefully managed by the helper toward building the client’s status up from their lower position and identifying which helping role to take vis-à-vis the client.
http://www.bizsum.com/summaries/helping
There is an art to giving and receiving feedback. To get better, feedback is necessary – but it also can backfire if handled poorly. This session is for managers and non-managers and addresses the art of feedback and working with subordinates or peers/team members.
AS DIFFICULT as it is to build a cohesive team, it is not
complicated. In fact, keeping it simple is critical,
whether you run the executive staff at a multinational
company, a small department within a
larger organization, or even if you are merely a
member of a team that needs improvement. In that
spirit, this section is designed to provide a clear,
concise, and practical guide to using the Five Dysfunctions
Model to improve your team. Credits: Patrick Lencioni
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!
Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.
Tips for better communication - Series 1: Building EmpathyKelvin Lim
Do you know what it takes to establish good relationships?
What can a leader do to have better interactions with his or her team?
Communication is always one of the main factors, whether we get along with people or not. In order to connect better to people - either at work or in our spare time - we created a slide series for you with Tips for better communication.
Discover the keys for better communication by reading through the slides.
For personal expertise click on: http://preview.liveyourmark.com/be-a-coach/
For more life tips visit: www.liveyourmark.com/blog
The Speed of Trust by Stephen M R Covey & Rebecca R MerrillSunilraj1968
Stephen M R Covey uncovers the power of trust in his book, The Speed of Trust. This book articulates the importance of trust in the key leadership competency of the new global economy. It guides a way to establish trust on every level, build character and competence, enhance credibility and create leadership that inspires confidence.
The most difficult conversations the British public face in their lives are all in the workplace. Find out what topics people find hardest to talk about in their personal and professional lives with our difficult conversations infographic.
More at: http://www.managers.org.uk/difficultconversations
9 Tips for Running a Successful Meeting with Remote WorkersShoreTel
Some things never change, like the fact that as long as there are companies there will always be meetings. And yet, some things do change, like the way we meet. As the workplace continues to become more global and mobile, meetings have evolved from face-face discourse in a central location, to conference calls that use the latest technology to include remote attendees. So how do you successfully host a remote meeting?
Download the entire eBook with all nine steps here: http://bit.ly/1ZHY8b2
If you want to take your influencing skills to the next level, email me:
alanbarker830@btinternet.com
This set of slides summarizes my approach to influencing skills as a trainer and coach. Sources of the main ideas are given.
A wildly important goal (WIG) is a goal that can make all the difference. You're going to commit to apply a disproportionate amount of energy to it.
In determining your WIG, don't ask "What's most important?" Instead, begin by asking "If every other area of our operation remained at its current level of performance, what is the one area where change would have the greatest impact?"
The Risks and Benefits Of Building Trust zahidahuber
When do we trust somebody? How do we earn somebody's trust? What are the hardest challenges? When is trust the wrong way? What will you win with trust?
One on One Meetings — The Good, The Bad and The UglyJose Bautista
One-on-One's can add a whole new level of speed and agility to your company. Let's first talk about why One-on-One's are a crucial part of the "operating system" of how a company runs and operate. Because, at the end of the day, a company lives or dies for:
- Getting the best people to join the company
- Keeping them engaged and productive
- Make the great decisions about what these people should work on
In this presentation, we explain the good, the bad and the ugly about One on One meetings.
Trust - the Key Success Factor for Teams & OrganisationsMarin Dimitrov
>>> Most leaders agree that trust is a key factor for the success o the team and the organisation and that they are actively working to build trust. And yet, various studies imply that almost half of the teams and organisations worldwide experience lower trust levels with their managers, teammates and the rest of the organisation, which leads to decreased engagement, productivity and success.
>>> In this talk we will discuss why trust is a key success factor for every team and every organisation, some good practices for building, sustaining and rebuilding trust, as well as the most common mistakes related to trust building
17 ways managers build trust with their teamsAtlassian
From https://www.atlassian.com/blog/inside-atlassian/how-emotionally-intelligent-leaders-build-trust 17 leadership behaviours that foster trust and help unleash team members' full potential.
Tips for better communication - Series 1: Building EmpathyKelvin Lim
Do you know what it takes to establish good relationships?
What can a leader do to have better interactions with his or her team?
Communication is always one of the main factors, whether we get along with people or not. In order to connect better to people - either at work or in our spare time - we created a slide series for you with Tips for better communication.
Discover the keys for better communication by reading through the slides.
For personal expertise click on: http://preview.liveyourmark.com/be-a-coach/
For more life tips visit: www.liveyourmark.com/blog
The Speed of Trust by Stephen M R Covey & Rebecca R MerrillSunilraj1968
Stephen M R Covey uncovers the power of trust in his book, The Speed of Trust. This book articulates the importance of trust in the key leadership competency of the new global economy. It guides a way to establish trust on every level, build character and competence, enhance credibility and create leadership that inspires confidence.
The most difficult conversations the British public face in their lives are all in the workplace. Find out what topics people find hardest to talk about in their personal and professional lives with our difficult conversations infographic.
More at: http://www.managers.org.uk/difficultconversations
9 Tips for Running a Successful Meeting with Remote WorkersShoreTel
Some things never change, like the fact that as long as there are companies there will always be meetings. And yet, some things do change, like the way we meet. As the workplace continues to become more global and mobile, meetings have evolved from face-face discourse in a central location, to conference calls that use the latest technology to include remote attendees. So how do you successfully host a remote meeting?
Download the entire eBook with all nine steps here: http://bit.ly/1ZHY8b2
If you want to take your influencing skills to the next level, email me:
alanbarker830@btinternet.com
This set of slides summarizes my approach to influencing skills as a trainer and coach. Sources of the main ideas are given.
A wildly important goal (WIG) is a goal that can make all the difference. You're going to commit to apply a disproportionate amount of energy to it.
In determining your WIG, don't ask "What's most important?" Instead, begin by asking "If every other area of our operation remained at its current level of performance, what is the one area where change would have the greatest impact?"
The Risks and Benefits Of Building Trust zahidahuber
When do we trust somebody? How do we earn somebody's trust? What are the hardest challenges? When is trust the wrong way? What will you win with trust?
One on One Meetings — The Good, The Bad and The UglyJose Bautista
One-on-One's can add a whole new level of speed and agility to your company. Let's first talk about why One-on-One's are a crucial part of the "operating system" of how a company runs and operate. Because, at the end of the day, a company lives or dies for:
- Getting the best people to join the company
- Keeping them engaged and productive
- Make the great decisions about what these people should work on
In this presentation, we explain the good, the bad and the ugly about One on One meetings.
Trust - the Key Success Factor for Teams & OrganisationsMarin Dimitrov
>>> Most leaders agree that trust is a key factor for the success o the team and the organisation and that they are actively working to build trust. And yet, various studies imply that almost half of the teams and organisations worldwide experience lower trust levels with their managers, teammates and the rest of the organisation, which leads to decreased engagement, productivity and success.
>>> In this talk we will discuss why trust is a key success factor for every team and every organisation, some good practices for building, sustaining and rebuilding trust, as well as the most common mistakes related to trust building
17 ways managers build trust with their teamsAtlassian
From https://www.atlassian.com/blog/inside-atlassian/how-emotionally-intelligent-leaders-build-trust 17 leadership behaviours that foster trust and help unleash team members' full potential.
Hello Everyone..
This is my small attempt of making us realize the power of our thoughts & ideas. they really have the power to bring about biggest of transformation. our dreams and thoughts if followed ,worked upon & sincerely managed have the capacity of leading us to the life of our dreams.
any opinion and suggestions are welcome.
Regards
Shruti Gupta
7827164299.
"Youre Not Crazy... It's Just Your Personality Type" – Presentation by Michel...Michelle Villalobos
A workshop on how to identify your personality type, understand other types, and use the knowledge for greater success in business. Created by Michelle Villalobos, Personal Branding Strategist & Speaker.
Youre Not Crazy... Its Just Your Personality Typeguest028b14
Slideshow from Michelle Villalobos' workshop "You're Not Crazy... It's Just Your Personality Type." An overview of personality type theory, and how it applies in business. Applications include sales, management, teamwork and others.
Beyond BFFs: Using Technology to Promote Empathy YTH 2015 HopeLab
Janxin Leu, Ph.D presentsText ToConnect. TextToConnect is a text messaging system that implements a program developed by Dr. Sara Konrath at Indiana University in collaboration with HopeLab Foundation to enhance empathy and pro-social behavior in teens. The messages prompt teens to imagine others' feelings and experiences, and do small kind acts every day. A pilot study showed that receiving these messages can actually increase teens’ willingness to help others and decrease levels of aggression. We’ve recently launched the program and are currently recruiting teens to enroll at TextToConnect.org.
Resilience Through Tech: Designing to Help People (Presented at SXSW 2015)HopeLab
We've all seen or even built mobile apps that track personal wellness, from physical activity to happiness and stress. But can we design technology to promote resilience? In this presentation, Fred Dillon, Director of Product Development at HopeLab, shares research on the psychological and biological components of resilience, and presents case studies and design principles on how science can be applied to the development of mobile apps and social technologies to support health and well-being. Learn more at www.hopelab.org.
Gaming for Good: Using Games to Create Change (Presented at SXSW 2015)HopeLab
Most everyone agrees that video games are highly entertaining. But can they spark positive health behavior change at a time of crisis? In this presentation, Fred Dillon, Director of Product Development at HopeLab, shows how Re-Mission 2 helps young cancer patients fight their disease. He also shares insights into the highly collaborative and iterative product development process at HopeLab. Learn more at www.hopelab.org.
Emotion Mapping - Tech for Youth Resilience (Presented at YTH Live 2014)HopeLab
Sometimes, life can just feel downright hard. Facing adversity can affect one’s mental health and lead to health-harming behaviors. In this presentation, the approach of using technology for emotion regulation and enhancing youth resilience is explored by HopeLab staff Fred Dillon, Director of Product Development, and Janxin Leu, Ph.D., Director of Product Innovation.
The presentation was given at YTH Live 2014, the premier conference for cutting-edge technology that is advancing the health and wellness of youth, young adults, and other underserved populations.
A collection of our most memorable “check-in” activities at HopeLab, used to kick off and close staff meetings and retreats. The exercises are simple tools we use to help create quality connections between our staff.
Designing for Resilience and Compassionate ActionHopeLab
At the inaugural Compassion and Technology Conference hosted by The Center for Compassion and Altruism Research and Education at Stanford, Fred Dillon, Director of Product Development, and Janxin Leu, Ph.D., Director of Product Innovation, presented HopeLab's innovative approach to product development.
A set of prompts to help us stay present and open as leaders, whether we’re facilitating a meeting or offering feedback to a colleague. We believe everyone can be a leader, regardless of where they sit on an org chart or their status in a community.
Check-in Deck, by Chris Marcell Murchison of HopeLabHopeLab
A collection of our most memorable “check-in” activities at HopeLab, used to kick off and close staff meetings and retreats. The exercises are simple tools we use to help create quality connections between our staff.
CES 2010 Engaging Customers To Improve LivesHopeLab
Our Director of Communications & Marketing, Richard Tate, was slated to speak at CES 2010 during the Digital Health Summit. This is presentation on our rigorous testing with our tween customers.
1. Fortune Teller Check-In Exercise
We created this exercise to help Wisdom 2.0 Business conference
participants connect with each other and experience the value of such check-in exercises.
This particular exercise is a “riff” off of a childhood game called Fortune Teller or Cootie
Catcher. To create the game, use the pre-made templates we used at Wisdom 2.0 or create
your own. To play, have one partner (A) hold the Fortune Teller. The other (B) chooses one of
the outer words. Partner A spells out the word, opening and closing the Fortune Teller
horizontally then vertically. When finished spelling the word, four inner words will be revealed.
Partner B chooses one of htem. Parnter A lifts up that panel and reveals and reads the
question there. Partner B responds and thus ensues a great “get to know you” conversation!
May 2012
3. Version #1
distracted
hopeful
If you
In this think about
moment, what your
distracting “personal
thoughts are mission
recurring for statement”
you? What is what words
it about these come to
things that mind? What
eager has you parts of your kind
hooked? life connect
you to that
kindness. What
was the impact
mission?
to do that you
been wanting
keep pushing
seems to get
in your way?
of this act on
recent act of
consistently
something
Describe a
you have
off. What
What is
you?
someone in
your life that
you feel
great love
story about
them and
why they are
so dear to
you.
Who is
for. Tell a
why?
choose and
one would you
power” which
“super-
have one
love If you could curious
experience?
you? to learn or
has delighted most excited
far this week that What are you
experienced so conference?
thing you have you to this
What is one What brings
delighted
joyful
4. Version #2
distracted
hopeful
If you
In this
think about
moment,
your
what
“personal
distracting
mission
thoughts are
statement”
recurring for
what words
you? What is
come to
it about these
mind? What
things that
eager has you
parts of your kind
life connect
hooked?
you to that
kindness. What
was the impact
mission?
to do that you
been wanting
keep pushing
seems to get
of this act on
in your way?
recent act of
consistently
Describe a
something
you have
off. What
What is
you?
was it helpful?
you? How
it surprise
you? Why did
surprised
recently that
have received
feedback you
What is some
someone in
your life that
you feel
great love
story about
them and
why they are
so dear to
you.
Who is
for. Tell a
love curious
experience?
delighted you? to learn or
that has most excited
far this week What are you
experienced so conference?
thing you have you to this
What is one What brings
delighted
joyful
5. Version #3
distracted
hopeful
In this If you
moment, think about
what your
distracting “personal
thoughts are mission
recurring for statement”
you? What what words
would it take come to
to let go of mind? What
eager these parts of your kind
thoughts? life connect
you to that
from someone.
mission?
create in you?
have on you?
kindness that
you received
What energy
recent act of
impact did it
What was it
forward to?
Describe a
something
and what
does this
you are
What is
looking
on you?
think that had
impact do you
Raised? What
you born?
Where were
about them
Who is a
work
colleague,
present or
past, that
you really
admire.
What is it
that you like
so much?
to you?
love meaningful curious
was it so
beautiful? liked? Why
incredibly particularly
struck you as you
recently that received that
noticed you have
something you compliment
delighted
What is What is a
joyful
6. Version #4
distracted
hopeful
If you
In this
think about
moment,
your
what
“personal
distracting
mission
thoughts are
statement”
recurring for
what words
you? What
come to
would it take
mind? What
to let go of
parts of your
eager these
life connect
kind
thoughts?
you to that
mission?
from someone.
create in you?
have on you?
you are really
kindness that
you received
What energy
recent act of
impact did it
What was it
forward to?
Describe a
something
and what
does this
What is
looking
had on you?
ancestry has
think your
impact do you
from? What
ancestors
your
Where are
someone in
your life that
you feel
great love
story about
them and
why they are
so dear to
you.
Who is
for. Tell a
to you?
love meaningful
curious
was it so
beautiful? liked? Why
incredibly particularly
struck you as that you
recently that received
you noticed you have
something compliment
delighted
What is What is a
joyful