Wie Sie Führungskräfte für eine anerkennende Unternehmenskultur gewinnen - Eine Anleitung für einen Impuls-Workshop.
[Ein Vortrag von Dr. Anne Katrin Matyssek: www.wertschaetzung-im-betrieb.de]
The document discusses attitudes, including their meaning, functions, and how they are formed. It describes four functions of attitudes: knowledge, self-expression, adaptation, and ego defense. It then discusses positive attitudes, where teenagers learn attitudes from, job attitudes like involvement and commitment, and causes and effects of bad attitudes like decreased performance versus benefits of positive attitudes like focusing on opportunities rather than limitations.
Defense mechanisms concepts stems from Sigmund Freud's psychoanalytic theory .
Developed in detail by his daughter Anna Freud through her 1937 published book The Ego and the Mechanisms of Defence describing 10 main defense mechanisms.
Concept continues to be an important part of many psychologists and with the goal to help develop more self-awareness and healthier ways of coping with stressful situations.
This document discusses research on the relationship between learner personality traits of introversion/extroversion and second language acquisition. It describes key dimensions of personality including introversion/extroversion. Introverts prefer solitary activities while extroverts enjoy social interaction. Studies have looked at how these traits may affect acquiring basic interpersonal skills versus cognitive academic skills, but the research provides no clear support for these hypotheses. Better research designs are suggested to explore how personality interacts with learning under different instructional conditions.
Positive attitude is very common problem in the India, which require changes to improve community. Deepak Bhargava has been given more than 250 lectures & publications on the positive attitude.
Social influence refers to how individuals can affect each other through their presence or actions. Research shows that the presence of others can enhance performance on simple tasks but impair performance on complex tasks, due to increased physiological arousal and anxiety. Additional factors like evaluation apprehension, distraction, and social loafing can also influence individual and group performance and decision making. When making decisions as a group, polarization toward more extreme views can occur as members seek consensus, and groupthink may develop if alternative perspectives are not considered.
The Drama Triangle , a social model of human interaction that maps destructive interaction and shows the 3 roles of unproductive, intense, and potentially toxic relationships.
Persecutor,
Rescuer, and
Victim (PRV).
It helps us to initially understand relationships better and know ( social interaction.)
Whether our relationships are toxic, or not.
Whether our relationships are reactive and not empowered.
This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
Thanks,
ReKruiTIn.com
# 8855041500
The document discusses attitudes, including their meaning, functions, and how they are formed. It describes four functions of attitudes: knowledge, self-expression, adaptation, and ego defense. It then discusses positive attitudes, where teenagers learn attitudes from, job attitudes like involvement and commitment, and causes and effects of bad attitudes like decreased performance versus benefits of positive attitudes like focusing on opportunities rather than limitations.
Defense mechanisms concepts stems from Sigmund Freud's psychoanalytic theory .
Developed in detail by his daughter Anna Freud through her 1937 published book The Ego and the Mechanisms of Defence describing 10 main defense mechanisms.
Concept continues to be an important part of many psychologists and with the goal to help develop more self-awareness and healthier ways of coping with stressful situations.
This document discusses research on the relationship between learner personality traits of introversion/extroversion and second language acquisition. It describes key dimensions of personality including introversion/extroversion. Introverts prefer solitary activities while extroverts enjoy social interaction. Studies have looked at how these traits may affect acquiring basic interpersonal skills versus cognitive academic skills, but the research provides no clear support for these hypotheses. Better research designs are suggested to explore how personality interacts with learning under different instructional conditions.
Positive attitude is very common problem in the India, which require changes to improve community. Deepak Bhargava has been given more than 250 lectures & publications on the positive attitude.
Social influence refers to how individuals can affect each other through their presence or actions. Research shows that the presence of others can enhance performance on simple tasks but impair performance on complex tasks, due to increased physiological arousal and anxiety. Additional factors like evaluation apprehension, distraction, and social loafing can also influence individual and group performance and decision making. When making decisions as a group, polarization toward more extreme views can occur as members seek consensus, and groupthink may develop if alternative perspectives are not considered.
The Drama Triangle , a social model of human interaction that maps destructive interaction and shows the 3 roles of unproductive, intense, and potentially toxic relationships.
Persecutor,
Rescuer, and
Victim (PRV).
It helps us to initially understand relationships better and know ( social interaction.)
Whether our relationships are toxic, or not.
Whether our relationships are reactive and not empowered.
This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
Thanks,
ReKruiTIn.com
# 8855041500
This document discusses ways to build self-confidence. It begins by defining self-confidence and identifying some common causes for lacking it, such as negative life experiences, failures, and self-criticism. It then recommends practical tips for increasing self-confidence, such as tolerating reversals through positive thinking, choosing supportive friends, dwelling on strengths rather than weaknesses, chanting, and reading great books. The overall message is that self-confidence can be improved by developing faith in God or a higher power, associating with uplifting people, and cultivating habits that enhance positivity and wisdom.
The document summarizes key concepts from the book "The Trusted Advisor" about how to build trust in client relationships. It discusses that trusted advisors focus on understanding the client, problem-solving for the client's benefit, and maintaining reliability. The document also outlines a five-step model for trust-building: engage, listen, frame issues clearly, envision alternatives, and commit to next steps. Additionally, it provides tips for different client types, building trust during and after an assignment, and quick ways to gain a client's trust like listening well and being readily available.
Stress is defined as a person's physical and emotional response to change. There are different types of stress including general stress, cumulative stress, acute traumatic stress, and post traumatic stress. Sources of stress can come from environmental factors, organizational factors, and personal factors. Common causes of stress include divorce, death of a loved one, financial setbacks, employment changes, and traffic. Stress can be positive or negative and classified as acute or chronic. Symptoms of stress affect behavior, physiology, and psychology. Stress management techniques include healthy living, exercise, social support, organization, anger management, flexibility, and pursuing hobbies.
The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
Self talk influences emotions, moods, and behavior. It can be positive or negative, rational or irrational. Effective self talk is positive, process-focused, and emphasizes controllable factors like effort. Negative self talk like "The Critic" can be detected and disrupted using techniques like thought stopping and counterarguments to replace irrational beliefs with more constructive thoughts. Reprogramming self talk requires developing scripts with positive affirmations, goals, and cues to enhance performance.
The Five Levels of Trust that Drive Success or FailureRobert Rodenbaugh
This document discusses the five levels of trust that can drive success or failure in business, relationships, and personal success. It begins by introducing the speaker and his background in business leadership and executive development. The main discussion points include defining trust, how to obtain and retain trust, behaviors that build trust versus counterfeit behaviors, and how trust impacts businesses, relationships, and society. Trust is presented as fundamental to leadership, relationships, and organizational and market success.
This document discusses stress, its causes, and techniques for managing it. It defines stress as the body's response to demands and can be caused by both good and bad experiences. Common sources of stress include survival stress from physical danger, internal stress from worrying, environmental stress from one's surroundings, and fatigue from overwork. The document recommends identifying stress sources through a stress journal. It also suggests examining current coping strategies and replacing unhealthy ones like smoking, drinking, or taking out stress on others with healthier alternatives.
The document discusses the importance of teamwork and effective collaboration. It defines what a team is and outlines the typical stages of team development: forming, storming, norming, performing, and adjourning. It also identifies key characteristics of effective teams, such as clear and achievable goals, commitment to goals, clearly defined roles and responsibilities, regard for team members, and successfully dealing with conflicts. The document provides examples of different types of difficult behaviors that can arise in teams and suggests strategies for dealing with them constructively.
TAT analysis of 12 stories based on impulse of TAT 15 uploaded earlier.Analysis of 1st two stories are based on Need Achievement and 3rd based on SCOR.Rest on general short analysis
This document discusses various strategies for coping with stress, including biofeedback, meditation/relaxation, physical exercise, and social support. It provides details on each strategy, such as how biofeedback involves using sensors to monitor physiological responses and being taught how to control them, while meditation/relaxation aims to achieve a deeply relaxed state. Physical exercise, especially aerobic exercise, can help reduce stress, and social support involves getting different types of help from other people. The document asks readers to rank and reflect on which coping strategies they use and see used by others.
Self-confidence is a feeling of trust in one's own abilities and judgment. It is a key to unlocking one's unlimited potential. There are three types of self-confidence: low self-confidence which is governed by what others think; optimal self-confidence which allows one to make decisions with absolute confidence; and over-confidence which is an overestimation of one's abilities. Developing self-confidence involves identifying and turning negative thoughts into positive ones, maintaining a supportive network, taking risks and learning from mistakes, focusing on one's talents, and accepting compliments gracefully. Having self-confidence provides advantages such as a greater sense of self-worth, enjoyment in life, freedom from doubt and anxiety, more motivation,
This document summarizes Patrick Lencioni's model of the five dysfunctions of a team. It discusses that teams must build trust by being open about weaknesses, ask for help, and accept feedback. Without trust, teams fear conflict and fail to engage in passionate debate. As a result, teams lack commitment to decisions and avoid accountability. When accountability is lacking, teams become inattentive to results and focus on individual goals rather than collective success. The leader's role is to lead by example, protect the team, embrace conflict, generate commitment, and focus the team on results.
Positive psychology is the scientific study of what makes life most worth living (Peterson, 2008). It emphasizes understanding what makes people happy, how individuals flourish, and achieving one's best self. Martin Seligman is considered the father of positive psychology. He developed the PERMA model of well-being which includes positive emotion, engagement, positive relationships, meaning and achievement. Seligman also described three dimensions of happiness that can be cultivated: the pleasant life, the good life, and the meaningful life.
This document discusses the concept of team building and effective teamwork. It defines a team as a group of like-minded professionals working together to achieve organizational goals. Key aspects of effective teams include having a leader to guide the group, understanding and coordination among members, and developing traits like trust, reliance, and a willingness to achieve together. The document outlines steps for developing a team, which includes sharing the vision, identifying a leader, delegating roles, and periodic monitoring to ensure the team remains cooperative, coordinated, consistent and conscious in working to redefine their pathway to results.
The advantages and importance of having self-confidenceLiz Anderson
Self-confident people are able to meet work deadlines and perform more effectively at their jobs due to taking on complex tasks with commitment and concentration. They have a positive outlook and are often organized, sticking to schedules which helps them stay on top of things. Self-confident individuals are also likely to be healthier since they can deal with stress better, believing they can handle any situation. Additionally, self-confident people can earn a higher income as they work well independently or in teams, and are not afraid to ask for promotions or raises when deserved.
The most successful storytellers often focus listeners’ minds on a single important idea and they take no longer than a 30-second to forge an emotional connection.
Story telling can be effective if and only if both teller and listeners are in happy mood
Happiness is just a neurochemical spurt of four different brain chemicals
WE need all of them to feel good.
A group of people with a full set of complementary skills required to complete a task, job, or project. Team members (1) operate with a high degree of interdependence, (2) share authority and ...
definition of team
what makes a team
what defines a team
10 characteristics of effective teams
what makes a great team
what are team goals
characteristics of a good team
what are team building activities
This document discusses developing resilience. It begins with an introduction of the author and his credentials. It then discusses what resilience is and provides a basic model of resilience. Six key features of resilience are outlined, including shifting one's perspective, taking action rather than waiting, connecting with others, moving on from past hardships, developing future goals and visions, and identifying new feelings and emotions. Ten actions for building resilience are also provided, such as actively searching for role models, setting goals, embracing change, helping others, being hopeful, visualizing desired outcomes, self-care, learning from experiences, and finding humor.
This document discusses confidence and self-confidence. It defines confidence as feeling capable of doing something without thinking you are better than others. Self-confidence comes from self-efficacy, or believing you can master skills through hard work, and self-esteem, or feeling approved by others and behaving virtuously. The document contrasts behaviors of those with high self-confidence, like taking risks and admitting mistakes, against those with low self-confidence, like avoiding risks and covering up mistakes. It recommends building self-confidence through preparation, setting goals, and accelerating progress toward success.
"Lass dich loben!" - Wertschätzung als Teil der Unternehmenskultur (Vortrag v...Dr. Anne Katrin Matyssek
"Lass dich loben! - Wertschätzung als Teil einer Unternehmenskultur und Aufgabe des einzelnen" [ein Vortrag von Dr. Anne Katrin Matyssek - www.wertschaetzung-im-betrieb.de]
This document discusses ways to build self-confidence. It begins by defining self-confidence and identifying some common causes for lacking it, such as negative life experiences, failures, and self-criticism. It then recommends practical tips for increasing self-confidence, such as tolerating reversals through positive thinking, choosing supportive friends, dwelling on strengths rather than weaknesses, chanting, and reading great books. The overall message is that self-confidence can be improved by developing faith in God or a higher power, associating with uplifting people, and cultivating habits that enhance positivity and wisdom.
The document summarizes key concepts from the book "The Trusted Advisor" about how to build trust in client relationships. It discusses that trusted advisors focus on understanding the client, problem-solving for the client's benefit, and maintaining reliability. The document also outlines a five-step model for trust-building: engage, listen, frame issues clearly, envision alternatives, and commit to next steps. Additionally, it provides tips for different client types, building trust during and after an assignment, and quick ways to gain a client's trust like listening well and being readily available.
Stress is defined as a person's physical and emotional response to change. There are different types of stress including general stress, cumulative stress, acute traumatic stress, and post traumatic stress. Sources of stress can come from environmental factors, organizational factors, and personal factors. Common causes of stress include divorce, death of a loved one, financial setbacks, employment changes, and traffic. Stress can be positive or negative and classified as acute or chronic. Symptoms of stress affect behavior, physiology, and psychology. Stress management techniques include healthy living, exercise, social support, organization, anger management, flexibility, and pursuing hobbies.
The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
Self talk influences emotions, moods, and behavior. It can be positive or negative, rational or irrational. Effective self talk is positive, process-focused, and emphasizes controllable factors like effort. Negative self talk like "The Critic" can be detected and disrupted using techniques like thought stopping and counterarguments to replace irrational beliefs with more constructive thoughts. Reprogramming self talk requires developing scripts with positive affirmations, goals, and cues to enhance performance.
The Five Levels of Trust that Drive Success or FailureRobert Rodenbaugh
This document discusses the five levels of trust that can drive success or failure in business, relationships, and personal success. It begins by introducing the speaker and his background in business leadership and executive development. The main discussion points include defining trust, how to obtain and retain trust, behaviors that build trust versus counterfeit behaviors, and how trust impacts businesses, relationships, and society. Trust is presented as fundamental to leadership, relationships, and organizational and market success.
This document discusses stress, its causes, and techniques for managing it. It defines stress as the body's response to demands and can be caused by both good and bad experiences. Common sources of stress include survival stress from physical danger, internal stress from worrying, environmental stress from one's surroundings, and fatigue from overwork. The document recommends identifying stress sources through a stress journal. It also suggests examining current coping strategies and replacing unhealthy ones like smoking, drinking, or taking out stress on others with healthier alternatives.
The document discusses the importance of teamwork and effective collaboration. It defines what a team is and outlines the typical stages of team development: forming, storming, norming, performing, and adjourning. It also identifies key characteristics of effective teams, such as clear and achievable goals, commitment to goals, clearly defined roles and responsibilities, regard for team members, and successfully dealing with conflicts. The document provides examples of different types of difficult behaviors that can arise in teams and suggests strategies for dealing with them constructively.
TAT analysis of 12 stories based on impulse of TAT 15 uploaded earlier.Analysis of 1st two stories are based on Need Achievement and 3rd based on SCOR.Rest on general short analysis
This document discusses various strategies for coping with stress, including biofeedback, meditation/relaxation, physical exercise, and social support. It provides details on each strategy, such as how biofeedback involves using sensors to monitor physiological responses and being taught how to control them, while meditation/relaxation aims to achieve a deeply relaxed state. Physical exercise, especially aerobic exercise, can help reduce stress, and social support involves getting different types of help from other people. The document asks readers to rank and reflect on which coping strategies they use and see used by others.
Self-confidence is a feeling of trust in one's own abilities and judgment. It is a key to unlocking one's unlimited potential. There are three types of self-confidence: low self-confidence which is governed by what others think; optimal self-confidence which allows one to make decisions with absolute confidence; and over-confidence which is an overestimation of one's abilities. Developing self-confidence involves identifying and turning negative thoughts into positive ones, maintaining a supportive network, taking risks and learning from mistakes, focusing on one's talents, and accepting compliments gracefully. Having self-confidence provides advantages such as a greater sense of self-worth, enjoyment in life, freedom from doubt and anxiety, more motivation,
This document summarizes Patrick Lencioni's model of the five dysfunctions of a team. It discusses that teams must build trust by being open about weaknesses, ask for help, and accept feedback. Without trust, teams fear conflict and fail to engage in passionate debate. As a result, teams lack commitment to decisions and avoid accountability. When accountability is lacking, teams become inattentive to results and focus on individual goals rather than collective success. The leader's role is to lead by example, protect the team, embrace conflict, generate commitment, and focus the team on results.
Positive psychology is the scientific study of what makes life most worth living (Peterson, 2008). It emphasizes understanding what makes people happy, how individuals flourish, and achieving one's best self. Martin Seligman is considered the father of positive psychology. He developed the PERMA model of well-being which includes positive emotion, engagement, positive relationships, meaning and achievement. Seligman also described three dimensions of happiness that can be cultivated: the pleasant life, the good life, and the meaningful life.
This document discusses the concept of team building and effective teamwork. It defines a team as a group of like-minded professionals working together to achieve organizational goals. Key aspects of effective teams include having a leader to guide the group, understanding and coordination among members, and developing traits like trust, reliance, and a willingness to achieve together. The document outlines steps for developing a team, which includes sharing the vision, identifying a leader, delegating roles, and periodic monitoring to ensure the team remains cooperative, coordinated, consistent and conscious in working to redefine their pathway to results.
The advantages and importance of having self-confidenceLiz Anderson
Self-confident people are able to meet work deadlines and perform more effectively at their jobs due to taking on complex tasks with commitment and concentration. They have a positive outlook and are often organized, sticking to schedules which helps them stay on top of things. Self-confident individuals are also likely to be healthier since they can deal with stress better, believing they can handle any situation. Additionally, self-confident people can earn a higher income as they work well independently or in teams, and are not afraid to ask for promotions or raises when deserved.
The most successful storytellers often focus listeners’ minds on a single important idea and they take no longer than a 30-second to forge an emotional connection.
Story telling can be effective if and only if both teller and listeners are in happy mood
Happiness is just a neurochemical spurt of four different brain chemicals
WE need all of them to feel good.
A group of people with a full set of complementary skills required to complete a task, job, or project. Team members (1) operate with a high degree of interdependence, (2) share authority and ...
definition of team
what makes a team
what defines a team
10 characteristics of effective teams
what makes a great team
what are team goals
characteristics of a good team
what are team building activities
This document discusses developing resilience. It begins with an introduction of the author and his credentials. It then discusses what resilience is and provides a basic model of resilience. Six key features of resilience are outlined, including shifting one's perspective, taking action rather than waiting, connecting with others, moving on from past hardships, developing future goals and visions, and identifying new feelings and emotions. Ten actions for building resilience are also provided, such as actively searching for role models, setting goals, embracing change, helping others, being hopeful, visualizing desired outcomes, self-care, learning from experiences, and finding humor.
This document discusses confidence and self-confidence. It defines confidence as feeling capable of doing something without thinking you are better than others. Self-confidence comes from self-efficacy, or believing you can master skills through hard work, and self-esteem, or feeling approved by others and behaving virtuously. The document contrasts behaviors of those with high self-confidence, like taking risks and admitting mistakes, against those with low self-confidence, like avoiding risks and covering up mistakes. It recommends building self-confidence through preparation, setting goals, and accelerating progress toward success.
"Lass dich loben!" - Wertschätzung als Teil der Unternehmenskultur (Vortrag v...Dr. Anne Katrin Matyssek
"Lass dich loben! - Wertschätzung als Teil einer Unternehmenskultur und Aufgabe des einzelnen" [ein Vortrag von Dr. Anne Katrin Matyssek - www.wertschaetzung-im-betrieb.de]
Wertschätzung ist im Krankenhaus oft Mangelware - schade! Was kann man tun? Jeder einzelne, jede Führungskraft, jede Pflegekraft, jeder Arzt, jede Ärztin? Ideen dazu von Dr. Anne Katrin Matyssek
Überall klagen Menschen über zu wenig Anerkennung. Was kann man tun für eine wertschätzende Unternehmenskultur und ein gesünderes Miteinander? Hier finden Sie Tipps für mehr Wertschätzung im Betrieb (ein Vortrag von Dr. Anne Katrin Matyssek - www.do-care.de, www.wertschaetzung-im-betrieb.de)
Wie Sie Ihre Geschäftsleitung vom Thema "Führung und Gesundheit" (oder überhaupt: Betriebliches Gesundheitsmanagement) ins Boot holen, und mit welchen Widerständen Sie rechnen müssen, erfahren Sie in diesem Vortrag von Dr. Anne Katrin Matyssek - www.do-care.de
Gibt's ein Patentrezept fürs Glück? Das vielleicht nicht - aber ganz sicher ein paar Tipps dazu. Vorgestellt in einem Vortrag von Dr. Anne Katrin Matyssek - www.do-care.de
Sich selbst und die Mitarbeiter gesund zu führen, bilden die Basis für eine gesunde Leistungskultur. Führungskräfte üben einen bedeutenden und nachhaltigen Einfluss auf die Leistungsfähigkeit und Gesundheit ihrer Mitarbeiterinnen und Mitarbeiter aus. Hier die Muster und Zusammenhänge zu verstehen, erleichtert die eigene Führungspraxis. Es geht um die Entwicklung gesunder Haltungen im betrieblichen Alltag – ganz praktisch.
Das ImpulsSeminar zeigt wissenschaftlich fundierte Erkenntnisse und Interventionen auf, die in der heutigen Realität funktionieren. Die eigene Gesundheit, Identifikation und Leistungsfähigkeit ist zentrale Voraussetzung für gesundes Führen und die Entwicklung einer gesunden Leistungskultur im Team.
http://positivity-zone.info
Klip Flow Zone Know How Bildungskongress 09 05 15 2thomas staehelin
Creating the Flow_Zone® fokussiert auf die nachhaltige Sicherung und Entwicklung der Leistungsfähigkeit—individuell, im Team, in der Organisation. Dabei funktioniert der Flow_Zone® - Ansatz integrativ. Er setzt auf kleine und feine Justierungen und Praxisänderungen. Plug ins, die das Leistungsniveau heben und langfristig sichern.
Führungskräfte reagieren nicht unbedingt hocherfreut, wenn sie sich mit dem Thema Gesundheit auseinandersetzen sollen - viele fürchten Mehrarbeit oder finden, dass Gesundheit Privatsache sei. Dieser Video-Vortrag von Dr. Anne Katrin Matyssek zeigt auf, wie sich Führungskräfte für das Thema gewinnen lassen.
Die Gesundheitspost für Führungskräfte beinhaltet Tipps, mit denen sich soziale Unterstützung in Teams stärken lässt. Die Gesundheitspost für Mitarbeitende ist hierin enthalten. https://www.do-care.de
Performancesysteme und Relative Ziele (BetaCodex 10)Niels Pflaeging
Warum sich Ziele und unser Umgang mit Leistungsmessung ändern müssen. Wie wir von fixierten zu relativen Leistungsverträgen gelangen – und zu einfachen, ethischen,
Selbstorganisation fördernden Systemen für den Umgang mit Wertschöpfung
Physische und psychische Belastungen von Führungskräften – welcher Umfang und welche Ursachen lassen sich feststellen und wie begegnet man ihnen am besten?
Ähnlich wie Wie Sie Führungskräfte zu mehr Wertschätzung verführen - Eine Anleitung für einen Impuls-Workshop (von Anne Katrin Matyssek) (20)
Mehr:
https://www.do-care.de/3-teiliges-mini-training-gesund-fuehren-seminare/
Wie erreichen Sie die Führungskräfte?
Wie machen Sie sich sichtbar?
Was tun Sie im Seminar bei den 1+6 Facetten des Baum-Bildes?
Wie kann die Train-the-Trainer-Fortbildung Sie dabei unterstützen?
Dies ist - nach dem Einführungsvortrag - der 1. "richtige" Teil im Mini-Training für Gesund-Führen-Seminare. Mehr:
https://www.do-care.de/gesund-fuehren-mini-training/
Ein 3-teiliges Mini-Training zur Vorbereitung auf die große Train-the-Trainer-Fortbildung „Gesund Führen – sich und andere!“
Dies ist der Einführungsvortrag (quasi Nummer 0).
Hier erfahren Sie mehr.
https://www.do-care.de/gesund-fuehren-mini-training/
Damit es Ihnen richtig gut geht - Tippps zur Gesundheitsförderung - Gemeinsam...Dr. Anne Katrin Matyssek
Der 4. und letzte Vortrag zum Heft "Uns soll es gut gehen - Gemeinsam das Betriebliche Gesundheitsmanagement voranbringen" beschäftigt sich mit dem Thema:
Damit es Ihnen richtig gut geht - Tipps zur Gesundheitsförderung
Es beschäftigt sich mit den folgenden Fragen und Aspekten rund um Gesundheitsförderung:
Was können Sie selbst tun, um Ihre Gesundheit zu fördern?
So trinken Sie genug Wasser
So bringen Sie Bewegung in Ihren Alltag
So achten Sie auf Ihre Ernährung
So machen Sie Kurzpausen
So schalten Sie nach Feierabend richtig ab
So pflegen Sie Ihre Partnerschaft
So stärken Sie Ihre Psyche
Was kann der Betrieb tun, um Ihre Gesundheit zu fördern?
Nehmen Sie teil, machen Sie mit!
Was können Sie tun, um die Gesundheit im Betrieb zu fördern?
Wie können Sie das Miteinander gesund gestalten?
Was wollen Sie verändern, um weiterhin so leistungsfähig zu bleiben und gern zu arbeiten?
Weitere Informationen über dieses Heft (für 9,90 € in D, z.B. hier im "do care-Shop") erhalten Sie unter www.bgm-voranbringen.de.
Und wenn Sie speziell die Führungskräfte des Unternehmens fürs BGM gewinnen wollen, dann schauen Sie mal unter www.gesund-fuehren-toolbox.de.
Damit Sie schnell wieder fit sind: Tipps für den Krankheitsfall - Gemeinsam d...Dr. Anne Katrin Matyssek
Der 2. Vortrag zum Heft “Uns soll es gut gehen – Gemeinsam das Betriebliche Gesundheitsmanagement voranbringen” beschäftigt sich mit dem Thema:
Damit Sie schnell wieder fit sind –Tipps für den Krankheitsfall
Was können Sie selbst tun, wenn Sie mal krank sind?
Was kann der Betrieb für Sie tun, wenn Sie krank sind?
Es beschäftigt sich mit den folgenden Fragen und Aspekten rund ums Kranksein:
Was können Sie selbst tun, wenn Sie mal krank sind?
Wer entscheidet, ob Sie krank sind?
Wenn einer krank ist, leiden viele.
Was sollten Sie tun, wenn Sie krank sind?
Und was, wenn Ihre Führungskraft motzig reagiert?
Was kann der Betrieb für Sie tun, wenn Sie krank sind?
Sie haben ein Anrecht auf Wiedereingliederung.
Mehr Informationen über dieses Heft (für 9,90 € in D) erfahren Sie unter www.bgm-voranbringen.de
Wer ist fuer Gesundheit verantwortlich - Gemeinsam das BGM voranbringen - Teil 1Dr. Anne Katrin Matyssek
Gesundheit im Betrieb geht ALLE an. "Uns soll es gut gehen!" - so lautet der Titel des Hefts aus der Reihe "BGM voranbringen", das sich an alle Betriebsmitglieder wendet.
... dann reagieren Sie vielleicht nicht unbedingt hoch-erfreut. Zumindest ist es eine häufige Erfahrung von Führungskräften, dass ihr Team nicht gerade begeistert reagiert, wenn sie Vorschläge zu gesünderem Verhalten macht. Also bitte ich Sie: Machen Sie's ihr leicht!
Sie will, dass es Ihnen gut geht - davon haben Sie ja alle etwas.
Sie und Ihre Kolleginnen und Kollegen wollen ja auch noch gesund in Rente gehen. Und es macht Sinn, wenn Sie alle dafür auch heute schon etwas tun.
Führungskräfte schreien nicht unbedingt "juchuh!", wenn sie hören, dass sie neben ihrer sonstigen Arbeit auch Aufgaben im Betrieblichen Gesundheitsmanagement übernehmen sollen. Zu diesem Thema habe ich in der Vergangenheit auf mehreren Tagungen und Kongressen Vorträge gehalten. Eine prototypische Fassung habe ich Ihnen hier vertont. Viel Freude beim Hören und viel Erfolg beim Umsetzen!
Dr. Anne Katrin Matyssek stellt in diesem Videovortrag - parallel dazu gibt's Folien auf zentation.com - sich selbst und ihr Unternehmen "do care!" vor. Es geht um die Frage, wie Betriebliches Gesundheitsmanagement zu mehr Wohlbefinden im Job beitragen kann. Führungskräften, die echte Wertschätzung an den Tag legen, kommt dabei eine besondere Bedeutung zu. www.do-care.de
Grundsätzliches zur Videoakademie "do-care.tv": Was hat das Kamel Kasuppke mit Betrieblichem Gesundheitsmanagement zu tun? In dem Vortrag von Dr. Anne Katrin Matyssek erfahren Sie es ...
Natürlich haben Führungskräfte auch selber oft Stress - dieser Videovortrag von Dr. Anne Katrin Matyssek zeigt, was Sie tun können, um aus der Stress-Spirale auszusteigen.
"Soll ich etwa täglich alle einmal durchloben?!" fragte neulich eine Führungskraft. Nein, soll sie nicht - Dr. Anne Katrin Matyssek erklärt in diesem Video-Vortrag von do-care.tv, wieso es eigentlich um etwas ganz anderes geht, wenn Mitarbeitende sich über Anerkennungsmangel beklagen.
Warum ist es so wichtig, als BGM-Akteur über seine Arbeit zu berichten? Und auf welchem Weg kann man das tun? Dr. Anne Katrin Matyssek gibt dazu Tipps.