APPLICATIONS GUIDE. TRACOM Sneak Peek. Excerpts from. Improving Personal Effectiveness With Versatility
|
|
- Mildred Murphy
- 4 years ago
- Views:
Transcription
1 APPLICATIONS GUIDE TRACOM Sneak Peek Excerpts from Improving Personal Effectiveness With Versatility
2 TABLE OF CONTENTS PAGE Introduction...1 Prerequisites...1 A Guide for You...1 Why Learn to Become Highly Versatile?...1 SOCIAL STYLE Review...2 SOCIAL STYLE at Work...4 Driving Style...5 Expressive Style...7 Amiable Style...9 Analytical Style...11 Four Steps to Improve Your Personal Effectiveness Know Yourself Control Yourself Know Others Do Something for Others...21 Applying Versatility Techniques with Other Styles When a Style Meets a Style Using SOCIAL STYLE and Versatility at Work Work Situations and Style Communicating Effectively Using and Voic Effectively...31 Giving Positive Feedback...32 Conducting Effective Discussions...33 Making Your Case, Getting Commitment Getting What You Need from a Co-worker...35 Dealing with Conflict in the Workplace Dealing Effectively with Your Boss...37 Next Steps... 38
3 Applications Guide Introduction PREREQUISITES This Applications Guide provides ways that you can apply SOCIAL STYLE and Versatility concepts in a variety of specific situations with your boss and co workers of different SOCIAL STYLEs. The guide assumes that you already have attended a SOCIAL STYLE training session and that you have completed a SOCIAL STYLE instrument to identify your SOCIAL STYLE. A Guide For You The purpose of this guide is to help you increase your effectiveness and productivity when interacting with others at work. You have ways that you prefer to act and interact with your co workers. Similarly, they have preferences, too. This guide shows you how different Styles can work together to become mutually effective and productive and how, in the process, you can become more valued in the workplace. While SOCIAL STYLE and Versatility concepts will help you improve your interpersonal effectiveness in most work situations, you should not expect them to work magically all the time. Why Learn to Become Highly Versatile? TRACOM s research shows that a person s Versatility rating, which is an indicator of the support and respect granted by others, tends to go up when others see that person as sincerely trying to improve the quality of his or her interpersonal interactions. As you work to apply SOCIAL STYLE and Versatility concepts to improve your interactions with your co workers, chances are you, too, will gain more cooperation, support, and respect from them, and thereby be seen as more effective. The application of SOCIAL STYLE and Versatility concepts and techniques can help you more effectively do such things as listen and communicate with others, influence decisions, and present and gain commitment for your ideas. In addition, application of these concepts and techniques can help you resolve, or even avert, unnecessary conflict caused by interpersonal friction. 1
4 [SOCIAL STYLE AT WORK] SOCIAL STYLE at Work You ve already learned about the major characteristics of each SOCIAL STYLE. This section builds on what you ve learned by describing, in detail, how people of each Style behave at work. In particular, you will learn how each Style acts toward others, and how each one approaches time and decision-making. Awareness of three key workplace behaviors can give you great insight into the SOCIAL STYLE of co workers and how best to support their Style Need. These key behaviors are: ACTIONS TOWARD OTHERS BEST USE OF TIME CUSTOMARY APPROACH TO DECISION MAKING A. Actions toward others B. Best use of time C. Customary approach to decision making Each SOCIAL STYLE typically acts towards others, uses time, and approaches decision making in characteristic and predictable ways. By recognizing the behaviors, you can better understand how your co workers prefer to act and interact with others to get things done at work. 4
5 Amiable Style Applications Guide ACTIONS TOWARD OTHERS The Amiable Style individual is the most people-oriented of the Styles. To this Style of person, people count as people rather than as ways to achieve results or recognition. He or she prefers cooperating and collaborating with others rather than competing with them. People with an Amiable Style do not seek power over others as an important personal objective. Thus, this Style of person achieves objectives with people through understanding and mutual respect rather than through force and authority. An Amiable Style person gets along well with co workers who adopt an interactive approach that supports this individual s feelings and relationships with others. Typically, these people seek the recommendations and personal support of others, and they readily accept advice from friendly, understanding co-workers who take the initiative to treat them as real individuals. The Amiable Style person is comfortable with sharing information about personal subjects, such as family, hobbies, or personal pursuits, and enjoys exploring areas of common interest that help build a personal connection with others. In order to avoid confrontations, this Style of person can be too quick to reach agreement. The apprehensions and concerns may later become apparent when the Amiable Style person withholds full cooperation and support, despite his or her earlier agreement. This person appreciates the co-worker who takes the initiative to talk through potentially volatile issues before seeking his or her concurrence. The Amiable Style individual tends to get along well with co-workers who also work cooperatively. He or she wants to do things on a joint basis as a means of achieving his or her personal objectives. However, to avoid possible conflict, this person may understate personal goals, so that others may need to clarify the specifics in terms of why, who, how, and what that the individual expects to achieve. The Amiable Style person values co-workers who realistically state what they can do to achieve mutually agreed-upon objectives. This Style of individual tends to take it personally and is quickly alienated when co-workers overstate what they can do and do not fully deliver on their promises or fulfill their commitments. In heated discussions, an Amiable Style person prefers focusing on personal opinions and feelings to examining facts and data. If co workers disagree with this person too openly, they should expect him or her to have hurt feelings and, if the disagreement is loud, to see it as a personal attack. 9
6 [SOCIAL STYLE AT WORK] Amiable Style BEST USE OF TIME The Amiable Style individual tends to move slowly with less time discipline. Because this Style of individual tends to avoid direct confrontations, others may feel that they can exert themselves and quickly achieve their objectives. Because this person has a slower pace, faster paced co workers may quickly move forward, believing that he or she has agreed to a course of action when, in fact, he or she hasn t. In such circumstances, these people may later resist implementation of objectives, even though they might have appeared as if they had agreed to them. An Amiable Style individual tends to achieve results that are more lasting when others display a willingness to spend some time, listen, and respond. In such circumstances, this individual is more likely to share both positive feelings (such as hopes), as well as negative feelings (such as apprehensions). The Amiable Style person wants time allowed for small talk, and values co-workers who genuinely want to hear what he or she has to say. However, the person must make an extra effort to ensure that the talking and socializing does not become so important that it is difficult to get back to the task at hand. CUSTOMARY APPROACH TO DECISION MAKING The Amiable Style individual values the input of others with whom he or she has established a personal relationship. Thus, this person s decision-making process can be influenced by such others, even if they are not formally involved in the decision or the outcome. Remember, these individuals are not risk takers and attempt to reduce risk by ensuring that any actions taken will not damage ongoing personal relationships. This Style of individual often wants others with whom they have a trusted relationship to make specific recommendations for safe choices that minimize risk. This person also wants reassurances from others that they will stand behind their recommendations. In contrast to the Driving Style, the Amiable Style individual really doesn t want options and probabilities. Instead, he or she seeks a clear, specific solution with maximum assurances that this is the right decision with no need to look at other options. Typically, the need to feel safe in the decision-making process gets very high priority from an Amiable Style person. If this person does not feel secure in acting on a recommendation, he or she will tend to involve others in the decision process, which can draw out the time it takes to come to a decision. 10
7 Applications Guide Using SOCIAL STYLE and Versatility at Work The previous section provided general techniques for working effectively with people of each Style. This section provides tips for working with co-workers of each Style in specific and common workplace circumstances. It will be helpful for you to use these techniques when you are confronted by specific challenges, or often find yourself dealing with people in these situations. Work Situations and Style No matter how skilled you are at the specific tasks necessary to do your job, you must be able to accommodate your co-workers in order to earn their support and respect, and for them to see you as a Versatile co worker. This section provides guidelines for working more productively with people of different Styles in these common work situations: Communicating effectively Using and voic effectively Giving positive feedback Conducting effective discussions Making your case, getting commitment Getting what you need from a co-worker Dealing with conflict (backup behavior) Dealing effectively with your boss 29
8 [USING SOCIAL STYLE AND VERSATILITY AT WORK] Making Your Case, Getting Commitment Workplace interactions frequently require people to make a case for an idea or action and to get others to go along with it. Convincing a co-worker can be difficult, especially if the co-worker has a competing set of ideas. Because a co-worker is not your boss or a direct report, you are on a level playing field when you are presenting ideas. However, your understanding of SOCIAL STYLE and Versatility concepts and techniques tilts the playing field in your favor as you apply these guidelines. analytical style < Take your time to be accurate by being well- prepared and organized < Present relevant information (facts, timeframes, and data) < Don t rely on testimonials or opinions to make your strongest points < Present both the pros and cons of your idea to help establish (or maintain) credibility < Approach the situation as though accepting your idea/action were the next logical step in the process < If the Analytical Style person seems hesitant or reluctant, ask, Do you have enough information? driving style < Be direct; use your time to be efficient and keep your case short and to the point < Focus on what will be accomplished by going along with your idea/action < Provide facts and logic as support, but keep your main points simple. (Have the details ready, but don t present them unless requested) < Look for opportunities to give the Driving Style person choices in how to support you < To gain commitment, give choices by asking questions like, Which one do you think is best? < Don t beat around the bush and don t be afraid to ask for a decision amiable style < Use a less direct approach, one that does not take on the appearance of confrontation < Take time to be agreeable by presenting your ideas in a less formal, more personal way < Focus on providing assurances that a decision to go along with your ideas/ actions is relatively safe < Ask if your idea is acceptable to others who are important to your co worker < If the Amiable Style co-worker seems hesitant, ask, What other things should we talk about? < When an Amiable Style co-worker reaches a decision, double confirm to assure that this co worker is not just seeming to say Yes, (acquiescing) just to appease you expressive style < Use your time to be stimulating by presenting the big picture of your idea (avoid excessive detail) < Refer to respected others who agree with your idea < Be inspiring, but don t try to outshine this co-worker < Explain how your idea/action might personally benefit this co-worker in the future < Press for a decision but let the Expressive Style co worker make it < When you get a commitment, follow up with an e mail or other reminder of the details < Do what you said you will do in a timely manner 34
Sample interview question list
Sample interview question list Category A Introductory questions 1. Tell me about yourself. 2. Why would you like to work for this organisation? 3. So what attracts you to this particular opportunity?
Emotional Intelligence Self Assessment
Emotional Intelligence Self Assessment Emotional Intelligence When people in the workplace do not act with Emotional Intelligence (EQ) the costs can be great: low morale, bitter conflict and stress all
Introduction to Interactive Journaling Facilitation Notes
Introduction to Interactive Journaling Facilitation Notes SESSION ONE Learning Objectives - Address common questions about the design and application of Interactive Journals - Review some of the evidence-based
University of Alberta Business Alumni Association Alumni Mentorship Program 2015-2016
University of Alberta Business Alumni Association Alumni Mentorship Program 2015-2016 Program Guidelines This document is designed to be a reference guide, containing information that you will need throughout
Ten Tips for Successfully Coaching Employees by Laurie Maddalena, CEO of Envision Excellence, LLC
What is Coaching? Ten Tips for Successfully Coaching Employees by Laurie Maddalena, CEO of Envision Excellence, LLC Coaching is a partnership you form with an employee that focuses on helping them learn
STEP 5: Giving Feedback
STEP 5: Giving Feedback Introduction You are now aware of the responsibilities of workplace mentoring, the six step approach to teaching skills, the importance of identifying the point of the lesson, and
Having Conversations at Work that Work!
Having Conversations at Work that Work! Presented by Stephen R. Pearson, Director UW-Madison Employee Assistance Office srpearson@wisc.edu Having Conversations at Work that Work In order for any organization
TIPS TO HELP YOU PREPARE FOR A SUCCESSFUL INTERVIEW
TIPS TO HELP YOU PREPARE FOR A SUCCESSFUL INTERVIEW Preparing for the Interview RESEARCH Don t forget to research the organization/company before the interview. Learn what you can about the workplace prior
100 Ways To Improve Your Sales Success. Some Great Tips To Boost Your Sales
100 Ways To Improve Your Sales Success Some Great Tips To Boost Your Sales 100 Ways To Improve Your Sales Success By Sean Mcpheat, Managing Director Of The Sales Training Consultancy What makes a successful
DiSC Personality Profile
DiSC Personality Profile Assessment Copyright 2007 Associated Employers Copyright 2007 Associated Employers 1 Model of Human Behavior Outgoing - Task D i Outgoing - People C S Reserved - Task Reserved
OVERVIEW. SOCIAL STYLE and GROW SOCIAL STYLE
A T R A C O M G R O U P W H I T E P A P E R SOCIAL STYLE and GROW Alan Fine began his career as a tennis coach working with up-and-coming tennis professionals. As he worked with athletes, he realized that
What was the impact for you? For the patient? How did it turn out? How has this helped you in your job? What was the result?
EXAMPLE VALUE BASED INTERVIEW QUESTIONS VALUE LEADING QUESTION FOLLOW UP QUESTIONS KEY CRITERIA Compassion Give me an example of a time when you were particularly perceptive regarding a Describe what you
Thought for the Day Master Lesson
Welcome and Introductions Lesson 2 LESSON 2 Thought for the Day Master Lesson Thought for the Day Education is not the filling of a pail, but the lighting of a fire. William Butler Yeats Overview: The
Need Information? Go to: www.chr.alberta.ca/apscompetencies. Have Questions? Email: apscompetencies@gov.ab.ca
Need Information? Go to: www.chr.alberta.ca/apscompetencies Have Questions? Email: apscompetencies@gov.ab.ca Table of Contents Background... 3 Why Behavioural Competencies?... 3 The APS Competency Model...
Moderator Guide for SFDebate
Moderator Guide for SFDebate Thank you for volunteering to moderate one of our debates. Moderation may appear to be one of the easier roles in a debate, but it is usually the most difficult, requiring
1. Learn: Read the content below and complete the reflection and critical thinking questions.
Leadership Steps in this module: 1. Learn: Read the content below and complete the reflection and critical thinking questions. Step 1 - Learn Introduction Whether in classes or in the professional world
Human Resources Training. Performance Management Training Module 2: Managing Employee Performance
Human Resources Training Performance Management Training Module 2: Managing Employee Performance Table of Contents Learning Objectives...1 Expectations Of You As A Leader...3 Setting and Communicating
EXERCISE 1: HR System Implementation
EXERCISE 1: HR System Implementation You have been asked to step in and lead a new HR system implementation project eight months prior to its launch date. The project previously had no Project Manager
Barriers To Team Success
Barriers To Team Success When plans are inadequate Leaders without leadership skills When members have poor attitudes Training that doesn t train Communications breakdowns Team members don t get along
SAMPLE INTERVIEW QUESTIONS
SAMPLE INTERVIEW QUESTIONS Interviews and interview styles vary greatly, so the best way to prepare is to practice answering a broad range of questions. For other great interview strategies, see our Successful
Chapter 3: Managing Conflict with Your Boss
Chapter 3: Managing Conflict with Your Boss Overview The special case of conflict between a direct report and a boss presents unique challenges. As a manager with responsibilities up and down the organizational
How to Sell Yourself in a Job Interview
TOOLS Interview Tips Helpful Interview Hints How to prepare for the first important meeting What to expect Be prepared The Interview Interview Techniques Most frequently asked questions Facing the Interviewer
What qualities are employers looking for in teen workers? How can you prove your own skills?
Sell Yourself 4 Finding a job The BIG Idea What qualities are employers looking for in teen workers? How can you prove your own skills? AGENDA Approx. 45 minutes I. Warm Up: Employer Survey Review (15
BBC Learning English Talk about English Business Language To Go Part 1 - Interviews
BBC Learning English Business Language To Go Part 1 - Interviews This programme was first broadcast in 2001. This is not a word for word transcript of the programme This series is all about chunks of language
Effective Listening Skills
Effective Listening Skills Overview: This class will teach awareness and knowledge of good listening skills Key Goal: To listen to people and show respect to the speaker. List the benefits of good listening
How to Plan and Guide In Class Peer Review Sessions
How to Plan and Guide In Class Peer Review Sessions Incorporating peer review into your course can help your students become better writers, readers, and collaborators. However, peer review must be planned
Theories and Principles of Interpersonal Communication. Stephanie Kellogg
Interpersonal Communication 1 Theories and Principles of Interpersonal Communication Stephanie Kellogg Teaching Module COM 5600 Dr. Chad Edwards February 19, 2007 Interpersonal Communication 2 Theories
Accountability for Others being responsible for the consequences of the actions of those whom you manage.
List of Soft Skill Competencies with Descriptions Each title is available as a separate training and development module and is based on the competencies measured by the TriMetrix Job and Personal Talent
Being Accountable in Work and Life
Being Accountable in Work and Life Workshop Objectives > Define accountability > Become aware of your own level of accountability > Understand the importance of accountability and how it relates to work
The Respectful Workplace: You Can Stop Harassment: Opening the Right Doors. Taking Responsibility
The Respectful Workplace: Opening the Right Doors You Can Stop Harassment: Taking Responsibility Statewide Training and Development Services Human Resource Services Division Department of Administrative
ScottishPower Competency Based Recruitment Competency Guidelines External Candidate. pp077682 ScottishPower [Pick the date]
ScottishPower Competency Based Recruitment Competency Guidelines External Candidate pp077682 ScottishPower [Pick the date] Aims and Objectives This document will give you an overview of the selection process
it happens, he or she is ready provided that the coach has the mindset and skill set needed to be an effective coach. The Coaching Mindset
Coaching at Work Coaching occurs in many different fields of endeavor. The skills and methods of coaches vary depending on the nature of the coaching relationship: the techniques used by an athletic instructor
Ten Tough Interview Questions and Ten Great Answers
This tool is designed to identify typical questions asked and the kinds of answers that demonstrate a concise and thoughtful response. The following are some of the most difficult questions asked during
The Coaching Workshop: How to communicate and motivate in a coaching style
The Coaching Workshop: How to communicate and motivate in a coaching style David A. Kahn, MS, LPC, LPCS The Counseling Center of Florence, LLC 323 South McQueen Street Florence, South Carolina, 29501 (843)
Mentoring Initiative Overview
Mentoring Initiative Overview Mentoring A partnership in which active sharing of experiences and information takes place in an open environment where one or both participants increase in knowledge, improve
SUPERVISORY/MANAGEMENT NEEDS ASSESSMENT TOOL
SUPERVISORY/MANAGEMENT NEEDS ASSESSMENT TOOL Partnering for Pathways to Success CSA Training & Development For more information, contact Rob Moody,(720) 913-5619 Supervisory/Management Needs Assessment
WELCOME TEAM CAPTAINS!
WELCOME TEAM CAPTAINS! Thank you for joining the online fundraiser for (org name)! This kit is designed to provide you with the tools you will need to make your team s experience fun, successful and rewarding.
After the Reduction in Force: How to Re-Energize Your Team
Overview This offering will take managers through a five-step process, providing detailed worksheets/activities for each step. The five steps that managers will be guided through are: 1. Personally prepare
GET STARTED WITH LINKEDIN. A Guide by ConsultingFact.com. An Insider s Guide
GET STARTED WITH LINKEDIN A Guide by ConsultingFact.com An Insider s Guide Why Is LinkedIn Popular? With the advent of technology and social media, LinkedIn has become one outstanding tool for finding
Interviewing Strategies & Tips. Career Center For Vocation & Development
Interviewing Strategies & Tips Career Center For Vocation & Development Before the Interview A job interview is an opportunity to showcase your strengths, experience, and interest in the position for which
Emotional Quotient. Michael Sample. CEO Sample Co. 5-22-2013. Your Address Here Your Phone Number Here Your Email Address Here
Emotional Quotient CEO Sample Co. 5-22-2013 Introduction The Emotional Quotient report looks at a person's emotional intelligence, which is the ability to sense, understand and effectively apply the power
Workplace Success Strategies for Adults with Asperger Syndrome
Workplace Success Strategies for Adults with Asperger Syndrome This is a summary of the recommendations made in Dan and Julie Coulter s June 10, 2010 APSE presentation. The presentation uses examples from
Shell Mentoring Toolkit
Shell Mentoring Toolkit A reference document for mentors and mentees Human Resources LEARNING 25/07/2007 Copyright: Shell International Ltd 2006 CONTENTS What is Mentoring? 4 The Mentor s Role The Role
ADAPTATION OF EMPLOYEES IN THE ORGANIZATION AND ITS IMPORTANCE IN TERMS OF HUMAN RESOURCE MANAGEMENT
114 Management and Economics ADAPTATION OF EMPLOYEES IN THE ORGANIZATION AND ITS IMPORTANCE IN TERMS OF HUMAN RESOURCE MANAGEMENT Jaroslav NEKORANEC Jaroslav.Nekoranec@aos.sk Lenka NAGYOVÁ lenka.nagyova@mil.sk
Terminology and Scripts: what you say will make a difference in your success
Terminology and Scripts: what you say will make a difference in your success Terminology Matters! Here are just three simple terminology suggestions which can help you enhance your ability to make your
A Guide to Social Media Marketing for Contractors
A Guide to Social Media Marketing for Contractors Belynda Holt Pinto, Director of Operations Mike Holt Enterprises The way companies market their services is in transition, and keeping up with those changes
The Competent Communicator Manual
The Competent Communicator Manual Speech 1: The Ice Breaker For your first speech project, you will introduce yourself to your fellow club members and give them some information about your background,
360 feedback. Manager. Development Report. Sample Example. name: email: date: sample@example.com
60 feedback Manager Development Report name: email: date: Sample Example sample@example.com 9 January 200 Introduction 60 feedback enables you to get a clear view of how others perceive the way you work.
15 Most Typically Used Interview Questions and Answers
15 Most Typically Used Interview Questions and Answers According to the reports made in thousands of job interviews, done at ninety seven big companies in the United States, we selected the 15 most commonly
50 Tough Interview Questions
You and Your Accomplishments 1. Tell me a little about yourself. 50 Tough Interview Questions Because this is often the opening question, be careful that you don t run off at the mouth. Keep your answer
OVERVIEW. SOCIAL STYLE SM and the Extraordinary Leader SOCIAL STYLE
A T R A C O M G R O U P W H I T E P A P E R SOCIAL STYLE SM and the Extraordinary Leader OVERVIEW Are great leaders born or are they made? In their book The Extraordinary Leader 1, Jack Zenger and Joe
Why Is This Topic So Important? Communication Styles: The Secret of Flexible Behavior. Considerations Regarding Communication
Styles: The Secret of Flexible Behavior Lisa O Connor, M.A. ASHA Certified Speech-Language Pathologist Why Is This Topic So Important? We spend a staggering amount of time communicating. We can all benefit
A Guide to Employee Motivation for Public Human Resource Managers
A Guide to Employee Motivation for Public Human Resource Managers Austin Spears 1 Abstract: In the current economic and fiscal climate, the public sector is facing increasing demands from the citizenry
JOB SEEKER S GUIDE TO CREATING A 30-60-90-DAY PLAN
JOB SEEKER S GUIDE TO CREATING A 30-60-90-DAY PLAN The first 90 days in a new job typically set the tone for your employment. Three months is the standard grace period for new employees, and how you handle
Potential Interview Questions
Potential Interview Questions Listed below are some questions commonly asked by employers during interviews along with some hints about how to best answer each question. Outline or write out your responses
Participants Manual Video Seven The OSCAR Coaching Model
Coaching Skills for Managers Online Training Programme Part One Fundamentals of Coaching Participants Manual Video Seven The OSCAR Coaching Model Developed by Phone: 01600 715517 Email: info@worthconsulting.co.uk
Improving Safety Communication Skills: Becoming an Empathic Communicator
Session 716 Improving Safety Communication Skills: Becoming an Empathic Communicator Joshua H. Williams, Ph.D. Senior Project Manager Safety Performance Solutions Blacksburg, VA Introduction Effective
TOWN OF NEEDHAM PUBLIC WORKS PERFORMANCE EVALUATION POLICY #419
TOWN OF NEEDHAM PUBLIC WORKS PERFORMANCE EVALUATION POLICY #419 I. PURPOSE AND SCOPE The Purpose of this policy is to outline the Town's Public Works performance evaluation program, including the use of
Coaching and Feedback
Coaching and Feedback Follow the Guidelines for Effective Interpersonal Communication There are fundamental strategies that should always be part of interpersonal communication in the work place. Don t
GIVING VOICE TO VALUES: BRIEF INTRODUCTION
GIVING VOICE TO VALUES: BRIEF INTRODUCTION Most of us want to bring our whole selves to work. Yet, experience and research demonstrate that many of us will encounter values conflicts in our careers, when
Wiltshire Council s Behaviours framework
Wiltshire Council s Behaviours framework It s about how we work Trust and respect Simplicity Responsibility Leadership Working together Excellence Why do we need a behaviours framework? Wiltshire Council
Goal Setting. Your role as the coach is to develop and maintain an effective coaching plan with the client. You are there to
Goal Setting Your role as the coach is to develop and maintain an effective coaching plan with the client. You are there to Brainstorm with the client to define actions that will enable the client to demonstrate,
Johari Window. Lesson Plan
xxx Lesson 12 Johari Window Overview: This optional lesson provides a look into how we view ourselves and how others view us. It is also a model for opening up the lines of communication with others. It
qüé= RJjfkrqb=mboplk^ifqv=qbpqÒ=
qüé= RJjfkrqb=mboplk^ifqv=qbpqÒ= Below are ten horizontal lines with four words on each line, one in each column. In each line, put the number 4 next to the word that best describes you in that line; a
Announcement. Interreg Project Management Camp. 28 June 1July 2016 Gothenburg, Sweden. Dear Colleague,
Interreg Project Management Camp 28 June 1July 2016 Gothenburg, Sweden Announcement Dear Colleague, Following the success of the Project Management Camps held in 2015, two more Camps are being planned
Conflict Management Styles Center for Student Leadership Resources
Conflict Management Styles Center for Student Leadership Resources The proverbs listed below can be thought of as descriptions of some of the different strategies for resolving conflict. Proverbs state
Counseling Center Informational Interviewing INFORMATION INTERVIEWING WHAT IS AN INFORMATIONAL INTERVIEW?
Counseling Center Informational Interviewing INFORMATION INTERVIEWING WHAT IS AN INFORMATIONAL INTERVIEW? An informational interview is a conversation between a person (like you) who is interested in a
Interview Questions. Accountability. Adaptability
Interview Questions The interview is just one assessment tool to help you make a final hiring decision and must be used in conjunction with other information gathered during the selection process (application
Responding to a Disappointing Performance Review
Responding to a Disappointing Performance Review Overview When your manager reviews your work and finds it wanting. Receiving a disappointing review First steps: Take notes and ask for clarification Gather
Student s Guide To Interviewing..
Student s Guide To Interviewing.. Provided by: Linda Thurman, Faculty Associate for The Office of Student Professional Development and Success, The W S Lee College of Engineering. lthurman@uncc.edu 704-687-4415
INTERVIEW QUESTIONS. Behavioral Questions by Job Competency
INTERVIEW QUESTIONS Initial Questions What is your primary reason for leaving your current company, and how could joining the University of New Mexico/this department fill that need? What do you think
Summit Leadership Conference
Summit Leadership Conference Leadership Training Lessons In Leadership 5 Footholds to Reach the Summit 1. Give Y.O.G.O.W.Y.P.I. 2. Try : Participation is the! 3. Take a. 4. Build people DON T break each
accel team jobs depend on it
Advancing employee productivity accel team jobs depend on it Supervisory guides to performance improvement PLANNING EMPLOYEE TRAINING AND DEVELOPMENT Developing a process that will meet the goals of the
Assertive Communication
Using assertive communication is an important part of recovery from drugs and alcohol. Being assertive can help you express your opinions and feelings, make requests of others and respond to requests of
Team Dynamics in Process Simplification. Introduction to Process Improvement Slide 1
Team Dynamics in Process Simplification Understanding the Basics of Team Development Slide 1 Teams are all around us Slide 2 Each team should: Define their principles in alignment with organizational vision
HOW TO BE A MORE EFFECTIVE LEADER By Renee L. Hoekstra, CVS
HOW TO BE A MORE EFFECTIVE LEADER By Renee L. Hoekstra, CVS Renee Hoekstra, CVS, is the President of RH & Associates, Inc., a company she started nearly 12 years ago. She provides all program development
Use This Outside-the-box Marketing Idea To Get Outside-the-park Results
Use This Outside-the-box Marketing Idea To Get Outside-the-park Results By Geoffery Moore The Power of Marketing Ice-breakers Suppose you are having a social gathering in your home, but people are not
Key #1 - Walk into twenty businesses per day.
James Shepherd, CEO You can be successful in merchant services. You can build a residual income stream that you own. You can create lasting relationships with local business owners that will generate referrals
How To Establish Service Level Agreements
Excerpt from How To Establish Service Level Agreements NAOMI KARTEN 781-986-8148 naomi@nkarten.com www.nkarten.com www.servicelevelagreements.com 2001 Naomi Karten Excerpt from How to Establish Service
Interviewing. Structure/Format of an Interview The typical structure of an interview is as follows:
Interviewing After you send your cover letter and resume to a number of companies, hopefully some of these companies will invite you to interview with them. Before the interview, it is important to prepare
This improved version will be available starting February 4, 2013. Feedback Report Prepared for. 4 Feb 2013
This improved version will be available starting February 4, 2013 Feedback Report Prepared for TestPerson Participant Model_5-1 Name 4 Feb 2013 In addition to your self-ratings, this report includes your
KEEP THEM CALLING! Superior Service on the Telephone
KEEP THEM CALLING! Superior Service on the Telephone Sherry L. Barrett Chapter One FOR PREVIEW USE ONLY Copyright Media Learning International, LLC 650 South Prairie View Drive, Suite 125 #124 West Des
Quality Meets the CEO
Quality Meets the CEO Jeffery E. Payne jepayn@rstcorp.com Reliable Software Technologies Corporate management does not care about quality. This is the cold, hard reality of the software world. Management
How to Start a Film Commission
How to Start a Film Commission Starting a film commission is not really any different than starting any new business. You will need to so some research, develop a plan of action, and find people who are
Analyzing Marketing Cases
Analyzing Marketing Cases What is a case? A case is a verbal snapshot of the whole or some part of an organization. The cases are all based upon problems and events that actually took place, although in
Sales Training Programme. Module 7. Objection handling workbook
Sales Training Programme. Module 7. Objection handling workbook Workbook 7. Objection handling Introduction This workbook is designed to be used along with the podcast on objection handling. It is a self
Converting Online Leads
Converting Online Leads About Kristy Hairston Kristy Hairston is an accomplished real estate professional with a passion for empowering others to excel. Kristy s personal experiences in delivering excellent
Guide to180 Feedback HUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY
HUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY Guide to180 Feedback The goal of an effective 180 feedback implementation should be positive, measurable, long-term leadership growth and development
TALENT MANAGEMENT Readiness Assessment. Competency Example Writing Workbook
TALENT MANAGEMENT Readiness Assessment Competency Example Writing Workbook May 2010 TIPS FOR WRITING COMPETENCY EXAMPLES 1. Keep in mind as you write your examples that the Leader-Manager competencies
Guide on Staff Motivation
Guide on Staff Motivation CONTENTS Page 1. Purpose 2 2. Why Do We Need Motivation? 2 3. Motivation in the Civil Service 4 4. Within Our Own Boundary 8 5. At the Organizational Level 12 6. Motivation and
Tutoring Tips: Step-by-Step
Tutoring is a great way for adults to help children learn. Tutoring offers an opportunity for one-on-one interaction, focused support for children's problem areas and a welcome break from typical classroom
COMPETENCY ACC LEVEL PCC LEVEL MCC LEVEL 1. Ethics and Standards
ICF CORE COMPETENCIES RATING LEVELS Adapted from the Minimum Skills Requirements documents for each credential level (Includes will-not-receive-passing-score criteria- gray background) COMPETENCY ACC LEVEL
Workshop Synopsis 1 Tips for Facilitators 3 Overview of Activities 5 Sample Agendas 7
CONTENTS Introduction Workshop Synopsis 1 Tips for Facilitators 3 Overview of Activities 5 Sample Agendas 7 The Conflict Mode Workshop Getting Started 9 Defining Conflict 10 Identifying Objectives 12 Understanding
THE BEHAVIORAL-BASED INTERVIEW
THE BEHAVIORAL-BASED INTERVIEW When interviewing candidates for a position at your facility, it is important to remember that it is important to ask questions beyond what can be found on a Curriculum Vitae.
DEVELOPING EFFECTIVE COMMUNICATION SKILLS
DEVELOPING EFFECTIVE COMMUNICATION SKILLS Being able to communicate effectively with others is important to our psychological well-being for a number of important reasons. Communication allows us to convey
Sample Behavior Intervention Plan for Child With Attention Deficit Disorder and Conduct Problems
Sample Behavior Intervention Plan for Child With Attention Deficit Disorder and Conduct Problems for Developed by: Date: This behavior intervention plan has been created to support the goals and objectives
Assumptions About Personal Styles
Assumptions About Personal Styles STYLE INVENTORY There is no best or worst style. All styles have advantages and disadvantages. All styles are effective when appropriate to the situation and implemented
Improve Your Ability to Handle Workplace Conflict: An Interview with Judy Ringer
Improve Your Ability to Handle Workplace Conflict: An Interview with Judy Ringer Recently our local newspaper interviewed me on the subjects of workplace conflict, difficult people, and how to manage them
Chris Bell. Customer Experience Coach. www.customerexperiences.co.nz
Chris Bell Customer Experience Coach Developing Your Unique Customer Experience Introduction As more and more business leaders start to understand what a customer experience strategy is all about and more