This document outlines an agenda for a workshop on improving relationships with one's boss. The objectives are to broaden options for working with supervisors, develop an action plan, and learn strategies for typical issues. The agenda includes an introduction, improving the relationship through research, action planning, taking action, and evaluation. It discusses key principles like seeing the boss as the top customer and being responsible for one's well-being. Strategies presented include listening to understand the boss, self-reflection, using positive feedback, and setting boundaries respectfully. The workshop aims to provide tools for building trust and addressing potential problems.
Why behavioral Interviewing questions matter. Great businesses and teams are built on people. People who have the right skills and experience.
Who have a potential to do great things in the role, the team, and the company.
Leveraging Social Media to Build Better FuturesDavid Hood
Presentation for social entrepreneurs and other future builders from Global Shifts Social Enterprise Conference, December 2012 in Melbourne, Australia.
Measuring outsourced services for your successConformato
Райан Гибсон - опытный заказчик и знает, как аутсорсить разработку и маркетинг в разные локации мира.
14 апреля на Conformato Conference 2015 он представил доклад о том, какими качествами должен обладать подрядчик, как стоит построить коммуникацию. Также поделился советами о том, как можно настроить взаимодействие на разных этапах проекта.
Прошло только 4 доклада из 15. Регистрация открыта по 1 мая. БЕСПЛАТНО
=http://goo.gl/WfSJzU=
Why behavioral Interviewing questions matter. Great businesses and teams are built on people. People who have the right skills and experience.
Who have a potential to do great things in the role, the team, and the company.
Leveraging Social Media to Build Better FuturesDavid Hood
Presentation for social entrepreneurs and other future builders from Global Shifts Social Enterprise Conference, December 2012 in Melbourne, Australia.
Measuring outsourced services for your successConformato
Райан Гибсон - опытный заказчик и знает, как аутсорсить разработку и маркетинг в разные локации мира.
14 апреля на Conformato Conference 2015 он представил доклад о том, какими качествами должен обладать подрядчик, как стоит построить коммуникацию. Также поделился советами о том, как можно настроить взаимодействие на разных этапах проекта.
Прошло только 4 доклада из 15. Регистрация открыта по 1 мая. БЕСПЛАТНО
=http://goo.gl/WfSJzU=
In this book, Mark Sanborn gives the map for finding, developing, and utilizing your hidden Potential. This summary gives you a broad view of the book. For full benefit, please purchase the book at your favorite sellers.
Career transition is uncomfortable, no doubt! However, it can be an incredibly valuable time if you are willing to step back, evaluate, and decide what you would like to change and what you would like to keep doing. Are you ready for a big change? Did you like what you were doing and would like to do more of it? Are you ready for a new work paradigm like a job portfolio? This talk contains practical and actionable tips for thriving (not just surviving) your transition.
Losing your job can take a toll on your emotional and physical wellbeing. There is a grieving process that most people go through after a layoff. It is completely normal to experience anger and denial and giddiness - and every other emotion. You will definitely have good days and bad days.
However, this also is a great opportunity to step back and evaluate what you have done in the past, and what you would like to do in the future. It is a time to take inventory of what worked and what didn’t work for you. It is a time to reconnect with your purpose and values. It is a time to consider what the right next step is.
Retailers constantly complain about not having enough time in the day to get tasks done. This session will give you tips, tactics and tools to create more efficiency in your work schedule and get more done to drive your business forward.
Techniques and tactics for how to be more productive during job search, including how to find more time and concentrate on the most important things. Expanded and updated version for 2016.
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
Emotional Intelligence involves our ability to recognize, understand, and utilize our emotions in a constructive manner. How much impact does this have in the workplace: a lot! Research shows it is the strongest predictor of performance and the foundation for critical leadership skills. This full-day program provides participants with a framework of the personal and social dimensions of emotional intelligence, and provides concrete strategies for applying these skills in the workplace.
In this book, Mark Sanborn gives the map for finding, developing, and utilizing your hidden Potential. This summary gives you a broad view of the book. For full benefit, please purchase the book at your favorite sellers.
Career transition is uncomfortable, no doubt! However, it can be an incredibly valuable time if you are willing to step back, evaluate, and decide what you would like to change and what you would like to keep doing. Are you ready for a big change? Did you like what you were doing and would like to do more of it? Are you ready for a new work paradigm like a job portfolio? This talk contains practical and actionable tips for thriving (not just surviving) your transition.
Losing your job can take a toll on your emotional and physical wellbeing. There is a grieving process that most people go through after a layoff. It is completely normal to experience anger and denial and giddiness - and every other emotion. You will definitely have good days and bad days.
However, this also is a great opportunity to step back and evaluate what you have done in the past, and what you would like to do in the future. It is a time to take inventory of what worked and what didn’t work for you. It is a time to reconnect with your purpose and values. It is a time to consider what the right next step is.
Retailers constantly complain about not having enough time in the day to get tasks done. This session will give you tips, tactics and tools to create more efficiency in your work schedule and get more done to drive your business forward.
Techniques and tactics for how to be more productive during job search, including how to find more time and concentrate on the most important things. Expanded and updated version for 2016.
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
Emotional Intelligence involves our ability to recognize, understand, and utilize our emotions in a constructive manner. How much impact does this have in the workplace: a lot! Research shows it is the strongest predictor of performance and the foundation for critical leadership skills. This full-day program provides participants with a framework of the personal and social dimensions of emotional intelligence, and provides concrete strategies for applying these skills in the workplace.
Positive psychology is a revolutionary new field that studies the root causes of happiness, productivity, and success. In this program, you’ll have an opportunity to practice proven techniques to:
Consciously direct your thoughts towards creative, adaptive, constructive behaviors
Communicate to build relationships and motivate colleagues and staff
Shift conversations from problems to solutions
Take risks to increase energy and revitalize the workday
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.
In today’s world of ELT, more and more teachers are moving up in their schools and joining the ranks of managers and principals. How can aspiring teachers and managers become leaders at their institutions? In this presentation, we will explore some of the skills that teachers need to develop in order to take on leadership roles and become more effective in their work. We will begin with a broad look at qualities of effective leaders in a variety of settings. Then, we will look more closely at some key questions: Is there a difference between management and leadership? What are some of the challenges of supervising others and how can we solve them? How can we mentor, encourage, and motivate others? What are some key communication skills for managers and leaders? Finally, we will look at how leaders can encourage innovation and help guide change in their schools.
Helping managers and supervisors have more effective performance related discussions with employees. The role of the coach. Includes scenarios to practice the skills learned in the training.
Positive psychology is a revolutionary new field that studies the root causes of happiness, productivity, and success. In this program, you’ll have an opportunity to practice proven techniques to:
Consciously direct your thoughts towards creative, adaptive, constructive behaviors
Communicate to build relationships and motivate colleagues and staff
Shift conversations from problems to solutions
Take risks to increase energy and revitalize the workday
Employee morale and a positive workplace are achievable and here are a large collection of tips and how-to's for making it happen, reducing conflict, and increasing happiness. This is a powerpoint with sound files you also purchase at workexcel.com and a DVD, Video, Online Training WEb course is also available. All formats have sound, test, and handout. Positive workplaces promote productivity and they can play a significant role in reducing workplace violence
This presentation helps managers develop coaching strategies that bring out the best in their employees, by understanding the psychological needs that people bring to the workplace.
rawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of life. He demonstrates that while carrots and sticks worked successfully in the twentieth century, that’s precisely the wrong way to motivate people for today’s challenges. In Drive, he examines the three elements of true motivation—autonomy, mastery, and purpose—and offers smart and surprising techniques for putting these into action.
Any decision that requires more than one person involves some level of negotiation. We all negotiate as part of our jobs, but few of us have consciously thought through negotiation strategies. At this program you’ll learn a step-by-step process for approaching any negotiation, leaving you better prepared to create outcomes that meet the interests of all parties.
Is your email piling up faster than you can deal with it? Are you struggling to find the messages you need, when you need them? Not sure how to deal with the pesky people in your life that overuse email, making more work for you without adding any value? Or perhaps you’re dimly aware that Gmail has features that would help you stay organized and focused, but you have no idea where to begin? At this program, you’ll learn:
A system for efficiently processing email into prioritized tasks
How to use gmail’s functionality to help you get and stay organized
Strategies for dealing with common email problems
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.
More is being asked of us than ever before. We’re deluged with email and other inputs, all of which have to be dealt with somehow. At the end of the day, we may wonder what we did with our time, and whether it was well spent. At this program, you’ll start new habits of thought and action that will make you more productive, engaged, and confident that you’re making the best use of your time.
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
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1. You and Your Boss
Kevin R. Thomas
Manager, Training & Development
x3542
kevin.r.thomas@williams.edu
2. Objectives
• Broaden your range of
options for working with
your supervisor, and
know how to skillfully
apply them.
• Develop an action plan
for improving your
relationship with your
supervisor.
• Learn strategies for
dealing with typical boss
issues.
4. Agenda
1
• Introduction and Warm Up
2
• Improving Your Relationship with Your Boss
• Research
• Action Planning
• Action
• Evaluation
3
• Special Cases
5. Agenda
1
• Introduction and Warm Up
2
• Improving Your Relationship with Your Boss
• Research
• Action Planning
• Action
• Evaluation
3
• Special Cases
6. Key Principles
• Your boss is always going to be
your #1 customer.
• Your boss has more power and
status than you.
• Confident, pro-active, assertive
employees are more valuable to
bosses than the reverse.
• You cannot change someone
else; you can only experiment by
changing your own behavior.
• You are responsible for
protecting your physical and
emotional health.
• Help is available.
7. How much communication is enough?
Take the maximum amount you think you need to
communicate about the issue.
Multiply by 10.
That’s the minimum.
8. Warm Up
• Imagine a new employee asked you for one tip
about how to work with your boss. What
would you say?
9. Agenda
1
• Introduction and Warm Up
2
• Improving Your Relationship with Your Boss
• Research
• Action Planning
• Action
• Evaluation
3
• Special Cases
11. Phase 1: Research
• Getting to know your boss
• Getting to know your self.
Schindler, Partap, and
Maher in the Swoap lab.
12. Phase 1: Research
• Getting to know your boss
• Getting to know your self.
Schindler, Partap, and
Maher in the Swoap lab.
13. Boss Research Questionnaire
• You know more than
you think about your
boss.
• Fill out the Boss
Questionnaire
14. Listening as Research
• Increasing Empathy and Trust
lynda.com, Communication
Fundamentals, John Ullment
– Get the person
– Get their situation
– Get their path to progress
15. Listening as Research
• Minimal Encouragements
– Non verbal cues that you are listening
– Verbal cues that you are listening “Oh?”, “Mm hmm”, “Right.”
etc.
• Paraphrasing
• Emotional Labeling
– I get the sense that you are feeling X. Am I right about that?
• Mirroring (or Reflecting)
– Echoing words or phrases
• Open-ended questions
• Pauses
16. Listening As Research
• When your boss is giving you feedback, you’re
getting information about them:
– Their priorities
– Their values
– Their emotional state
– Their attitude towards conflict
17. Listening as Research
• I hear you saying X. Am I getting that?
• Is there more you want to say about that?
• I hear your frustration/disappointment. I can
tell this is really important to you, and I want
to turn it around.
• What specifically would you like me to do
differently in the future?
18. Phase 1: Research
• Getting to know your boss
• Getting to know yourself.
Schindler, Partap, and
Maher in the Swoap lab.
19. Getting to Know Yourself
• Your thoughts and feelings
about your boss give you
information about you, not
your boss:
– Strong emotions
– Judgments
– Imaginary conversations
20. The Identity Conversation
• This conversation
happens inside you:
– Am I competent?
– Am I a good or worthy
person?
– Am I acceptable or
likable?
• Other people may trigger
this conversation inside
us, but it is between us
and us.
22. Listening Exercise
• Pair Up
• Remember Norms: Confidentiality and Self-Care
• Take turns describing your relationship with your
boss
• Listener: Practice listening skills. Avoid giving
advice.
• Speaker: Be aware that you are describing the
world of your own perceptions. Are you on the
learner or the judger path?
24. Action Planning
• Change involves risk
• Adopt an
experimental attitude
• Reward yourself
before and after
trying a new behavior
• Process your
emotions
25. Action Menu
• Use positive feedback
• Create a Learning
Conversation
• Make a request
• Offer feedback
• Set a boundary
26. Action Menu
• Use positive feedback
• Create a Learning
Conversation
• Make a request
• Offer feedback
• Set a boundary
27. Use Positive Feedback
• When your boss does or says something right, explicitly
appreciate them for it as soon as possible.
• Use the appreciation formula:
Behavior Impact
28. Use Positive Feedback
• Example:
– “Thanks a lot for sending us the agenda before the
meeting. Because I had it in advance, I was able
to do some research to prepare. As a result I think
our meeting was very effective and we were able
to make some good decisions together.”
29. Action Menu
• Use positive feedback
• Create a Learning
Conversation
• Make a request
• Offer feedback
• Set a boundary
30. Create a Learning Conversation
– Goal:
• To share your perspective and learn about the other
person’s perspective
• Map the contribution system
• Share the facts as you know them
• Share the feelings you have, without blame or apology
• http://seemeaning.ca/sites/default/files/A%20Learning
%20Conversation.jpg
• Save solutions until you’ve thoroughly explored both
sides
31. Create a Learning Conversation
• Example:
– “I’d like to talk to you about X. I’d like to share my
perspective and I’d be interested in hearing your
perspective. Would you be open to setting aside
some time for that?”
32. Action Menu
• Use positive feedback
• Create a Learning
Conversation
• Make a request
• Offer feedback
• Set a boundary
33. Making a Request
• Understand from the beginning the answer
may be “no”. Are there alternatives that
would work just as well? What will you do if
you can’t reach agreement?
• Lay out relevant facts that support your
request.
• Make the request explictly: Show the
connection between your request and your
boss’s goals.
34. Making a Request
• Example:
– “In the last 6 months my job duties have
expanded considerably and I’ve made some really
valuable contributions like x and y. I’d like you to
consider giving me a raise. This
acknowledgement of my extra responsibilities
would remove a distraction for me and make me
even more enthusiastic for our work together.”
35. Action Menu
• Use positive feedback
• Create a Learning
Conversation
• Make a request
• Offer feedback
• Set a boundary
36. • Create an invitation:
“May I give you some feedback?”
• Use the Feedback Formula:
Behavior Impact
Alternative
Positive
Behavior
Offering Feedback
37. Offering Feedback
• Example:
– “I’ve noticed that you’ve canceled 3 out of our last
4 regularly scheduled meetings. As a result I
haven’t been able to get your input on some key
projects. I’m concerned that as a result we are
falling behind. I’d like it if you could find a way to
keep those appointments so that I can make more
progress on the projects you’ve assigned me.”
38. Action Menu
• Use positive feedback
• Create a Learning
Conversation
• Make a request
• Offer feedback
• Set a boundary
39. Setting a Boundary
• Demonstrate you understand the boss’s point
of view.
• Spell out the context (your values, college
policies, your job description, etc.)
• Describe the boundary
• Adopt a problem solving orientation
40. Setting a Boundary
• Example:
– “I understand that assigning me personal errands
like picking up your dry cleaning helps you to
focus on work tasks that are more important to
you. However, it’s important that my work for you
be focused on work for the college as described in
my job description, and I don’t feel comfortable
using my own car for errands like this. Are there
other ways that I could help you so that you have
more time to do your important work?”
41. WOOP It Up
Wish, Outcome, Obstacle, Plan
• Wish – What you hope will come from this
session.
• Outcome – the best outcome you can imagine
for your meetings
• Obstacle – what might get in the way?
• Plan – make a plan to make it happen
45. Evaluation
• After every big step, take some time to reflect:
– By writing in your journal
– Talking with someone you trust:
• Friend
• Colleague
• Family member
46. After Action Review
• What were you goals? Did you accomplish
them?
• What emotions came up?
• What are you most proud of?
• What would you do differently?
• What did you learn?
47. Agenda
1
• Introduction and Warm Up
2
• Improving Your Relationship with Your Boss
• Research
• Action Planning
• Action
• Evaluation
3
• Special Cases
48. Special Cases
• Unavailable Manager
• Manager You’ll Never Like
• Self-important Manager
• Less competent manager
• Mean or inappropriate manager
49. Help is at Hand
• Human Resources x2681
• EAP, LifeScope where there’s more to life
http://www.lifescopeEAP.com
Username: williams college
Password: guest
• Harassment and Discrimination Advisors:
http://diversity.williams.edu/discrimination-harassment/sexual-harassment-
discrimintation-advisors/
• Campus Safety and Security x4444
50. • Program evaluation link will be sent by email.
• You’ll get a link to a course page with all the materials.
Kevin R. Thomas
Manager, Training & Development
x3542
Kevin.R.Thomas@williams.edu