This document proposes a new reward and recognition system for DSE that promotes staff development based on DSE values to create a positive workplace. It suggests 5 ideas: 1) Gnome cards to recognize colleagues, 2) a RED toolkit to promote initiatives, 3) an idea submission process, 4) a daily 3-minute reflection activity, and 5) half-day stakeholder shadowing. Implementing these low-cost, easily piloted ideas could empower autonomous staff and help DSE values spread through a "tipping point." Small pilots could test and refine the ideas before broader rollout.
A Brief Introduction to Nonviolent Communication (also called Compassionate C...Alexandria Skinner
This is a very brief summary of the principles of Nonviolent Communication, as outlined in the book Nonviolent Communication: A Language of Life by Marshall Rosenberg. Also called "compassionate communication," NVC should be of interest to anyone who is interested in better communication and conflict resolution, including professionals in the fields of mediation, counseling, legal representation, social work, and negotiation. A trainer in Nonviolent Communication has agreed to come to Columbia, South Carolina, and conduct a two day training in April of 2014. The principles which underlie this method of communicating have potential to transform relationships for the better. It is also expected to qualify for continuing professional education credit for professionals in the fields of law, social work, and counseling. There will be a fee, but it will be reasonable. Please contact me if you are interested in further information.
The document provides an overview of Spiral Dynamics Value Systems, which describes eight different worldviews or value systems that emerge in societies in a predictable sequence. It explains that each value system represents a different way of thinking or operating that is adapted to the life conditions at that time. The value systems are neither inherently better nor worse, and individuals can demonstrate aspects of multiple systems. The document outlines the eight value systems from most basic to most complex, and describes their associated modes of thinking, priorities, and organizational management styles.
This document provides a map of leadership models organized into a 2x2 grid. The vertical axis separates individual and collective levels, while the horizontal axis separates interior and exterior orientations. Dozens of specific leadership approaches, theories, and practices are plotted on the grid according to these dimensions. The map was created based on input from participants at a 2002 conference on spiral dynamics to categorize different ways of thinking about and practicing leadership.
The workshop will include an introduction, exercise, debrief, and closing. It will explore the differences between unconscious reactions and conscious responses. It will teach five ways of hearing difficult messages and how to focus on needs rather than blame. The core skills of NVC - pausing, connecting to self and others, authentic expression, and empathic listening - will be covered. Expressions in NVC have four parts - observation, feeling, need, and request. The document shows how needs are met at the intrapersonal, interpersonal, and organizational levels in the workplace.
This document presents four choices for how to respond when hearing a difficult message: 1) Judgmental ears out - blame or criticize the other person; 2) Judgmental ears in - blame or criticize yourself; 3) Generative ears in - connect to your own internal feelings and needs; 4) Generative ears out - connect to the other person's feelings and needs by showing empathy. The goal is to choose generative responses that avoid judgment and instead understand different perspectives.
This document introduces the concept of Nonviolent Communication, which focuses on compassionate communication to fulfill human needs and foster understanding. It presents a circle diagram separating observations of facts from judgments, and feelings from requests to show how to have empathetic discussions that consider everyone's perspective to find a mutually agreeable solution.
This document proposes a new reward and recognition system for DSE that promotes staff development based on DSE values to create a positive workplace. It suggests 5 ideas: 1) Gnome cards to recognize colleagues, 2) a RED toolkit to promote initiatives, 3) an idea submission process, 4) a daily 3-minute reflection activity, and 5) half-day stakeholder shadowing. Implementing these low-cost, easily piloted ideas could empower autonomous staff and help DSE values spread through a "tipping point." Small pilots could test and refine the ideas before broader rollout.
A Brief Introduction to Nonviolent Communication (also called Compassionate C...Alexandria Skinner
This is a very brief summary of the principles of Nonviolent Communication, as outlined in the book Nonviolent Communication: A Language of Life by Marshall Rosenberg. Also called "compassionate communication," NVC should be of interest to anyone who is interested in better communication and conflict resolution, including professionals in the fields of mediation, counseling, legal representation, social work, and negotiation. A trainer in Nonviolent Communication has agreed to come to Columbia, South Carolina, and conduct a two day training in April of 2014. The principles which underlie this method of communicating have potential to transform relationships for the better. It is also expected to qualify for continuing professional education credit for professionals in the fields of law, social work, and counseling. There will be a fee, but it will be reasonable. Please contact me if you are interested in further information.
The document provides an overview of Spiral Dynamics Value Systems, which describes eight different worldviews or value systems that emerge in societies in a predictable sequence. It explains that each value system represents a different way of thinking or operating that is adapted to the life conditions at that time. The value systems are neither inherently better nor worse, and individuals can demonstrate aspects of multiple systems. The document outlines the eight value systems from most basic to most complex, and describes their associated modes of thinking, priorities, and organizational management styles.
This document provides a map of leadership models organized into a 2x2 grid. The vertical axis separates individual and collective levels, while the horizontal axis separates interior and exterior orientations. Dozens of specific leadership approaches, theories, and practices are plotted on the grid according to these dimensions. The map was created based on input from participants at a 2002 conference on spiral dynamics to categorize different ways of thinking about and practicing leadership.
The workshop will include an introduction, exercise, debrief, and closing. It will explore the differences between unconscious reactions and conscious responses. It will teach five ways of hearing difficult messages and how to focus on needs rather than blame. The core skills of NVC - pausing, connecting to self and others, authentic expression, and empathic listening - will be covered. Expressions in NVC have four parts - observation, feeling, need, and request. The document shows how needs are met at the intrapersonal, interpersonal, and organizational levels in the workplace.
This document presents four choices for how to respond when hearing a difficult message: 1) Judgmental ears out - blame or criticize the other person; 2) Judgmental ears in - blame or criticize yourself; 3) Generative ears in - connect to your own internal feelings and needs; 4) Generative ears out - connect to the other person's feelings and needs by showing empathy. The goal is to choose generative responses that avoid judgment and instead understand different perspectives.
This document introduces the concept of Nonviolent Communication, which focuses on compassionate communication to fulfill human needs and foster understanding. It presents a circle diagram separating observations of facts from judgments, and feelings from requests to show how to have empathetic discussions that consider everyone's perspective to find a mutually agreeable solution.
Slideshow during 4th Integral Conference, Sonoma State University, pre-workshop. Spiral dynamics, African dynamics, multi-cultural dynamics and complexities in emerging economies are presented. The presentation was used as part of a presentation team that focused on different parts of the Gravesian spiral.
Self-compassion involves treating oneself with kindness, recognizing one's shared humanity, and maintaining mindfulness when facing suffering or inadequacies. It consists of three main components: kindness towards oneself, seeing one's experience as part of the human condition, and avoiding over-identifying with painful feelings through mindfulness. Self-compassion is associated with greater motivation to learn and grow, unlike self-criticism which undermines self-efficacy. While not prevalent in Western culture, self-compassion taps into innate care-giving responses and can be developed through addressing early attachment experiences.
Non violent communication and Agile: Individuals and Interactions over proces...Renee Troughton
A general introduction into non violent communication and with a lead in on how it relates to Agile.
This pack goes through the basics of NVC - the intent, the framework (observation, feeling, need, request), strategies, example questions and general ethos of NVC.
Content is taken from my foundation training course and Dr Rosenberg's book.
Content presented at the open space session at Agile Tour 2013 with the assistance of Shari Elle.
This document provides an introduction and overview of Spiral Dynamics, a theory of human development created by Clare Graves and Don Beck. It discusses Spiral Dynamics' view of emerging value systems and ways of thinking as arising from deep psychological and life conditions. It also summarizes the value proposition of Spiral Dynamics assessments in understanding an individual's or group's strengths, developmental areas, and readiness for change.
Spiral dynamics and the art of thinkingFrances Kazan
This document discusses how consciousness and human perspectives are constantly shifting and evolving. It introduces the concept of levels of consciousness, with people operating from different levels or worldviews that influence how they think and make decisions. Spiral Dynamics is presented as a model that maps these evolving levels of consciousness as an individual's values and beliefs progress through different stages of complexity. The document suggests that training emotional intelligence can allow more people to achieve higher levels of consciousness associated with uncommon thinkers and visionary leaders who approach problems creatively. It promotes understanding different levels of consciousness to navigate today's complex world and invites the reader to learn more about Spiral Dynamics through an upcoming seminar.
The document describes various activities to teach nonviolent conflict resolution skills to students in grades 7-12. The activities address topics like anger, power, escalating vs de-escalating conflict, and include exercises like Concentric Circles, Conflict Escalator, Cornering, Fishbowl, and Hassle Lines. The goal is to help students reflect on personal experiences, practice communication skills, and identify behaviors that escalate or de-escalate conflict.
"Uncanny Construction of Meaning" - DevConf 2016 Keynotedanieroux
In this talk Danie explored the construction of meaning using three quotes and the embodied metaphors in it.
His main take away was that humans are meaning making machines, and being conscious of how you do that is a powerful moment.
This document lists evaluative words and phrases and maps them to corresponding feelings and needs in giraffes. It shows that evaluative words like "abused", "criticized", and "pressured" can elicit feelings like anger, fear and hurt in giraffes. The document also outlines corresponding needs like caring, respect, autonomy and safety. It aims to help understand how language that judges, diminishes or harms can impact well-being by disconnecting giraffes from their core needs.
Intercultural communication does not differ from other types of interpersonal communication. To avoid conflicts and have fruitful interpersonal interactions you can use your natural empathy and apply the Non-Violent-Communication model with great success.
The document outlines the 4 components of Nonviolent Communication:
1. Observation - A factual description of events using the 5 senses without judgement.
2. Feelings - The physical sensations and emotions arising from an observation.
3. Needs - The universal human requirements for well-being rather than culturally specific wants.
4. Request - A clear, positive action someone can take to fulfill a need, rather than a demand or vague wish.
The document lists feelings that people may experience when their needs are or are not being satisfied. Feelings of satisfaction include affectionate, compassionate, friendly, loving, and peaceful emotions. Feelings of dissatisfaction include afraid, confused, annoyed, angry, disconnected, embarrassed, fatigued, sad, and yearning emotions. The document aims to provide a comprehensive list of positive and negative feelings related to whether one's needs are met or not met.
Spiral Dynamics Integral is a model that describes human value systems and how they evolve. It identifies eight value systems, or "levels", that correspond to different ways of thinking and viewing the world. These levels form a spiral pattern with each new level building on the previous ones in increased complexity. The model aims to explain how people think about things and make decisions based on their underlying values rather than surface beliefs. It can be applied to understand individuals, groups, organizations, and societies.
A brief and plain introduction to NVC based on the works of Marshall B. Rosenberg and others.
2nd draft uploaded in PDF formatting to correct numbering errors in conversion process.
The Values-Driven Leader - Richard BarrettValuesCentre
This document provides information about the Barrett Values Centre, which uses tools and assessments to help organizations build values-driven cultures. It discusses the organization's vision, mission and leaders. It then outlines the various measurement tools available for individuals and groups. These tools assess things like personal, leadership and cultural values. The document also discusses how values can be positive or potentially limiting. It provides examples of values assessments for both high and low performing organizations. Overall, the document introduces the Barrett Values Centre and its approach to using values assessments to facilitate organizational transformation.
The document outlines a presentation by Victoria Koster-Lenhardt on leadership skills for women working in Vienna. The presentation agenda includes discussing whether attendees are leaders and their strengths, examples of successful women leaders like Sheryl Sandberg and Hanna Rosin, taking care of one's spirit, focusing on success, and resources for leadership development. The presentation provides advice such as cultivating spirituality, sitting at the table, not leaving before leaving, and choosing how to spend time deliberately.
Victoria Koster-Lenhardt presented on the human side of networking. She discussed the importance of truly connecting with others by focusing on their needs, seeing them as valuable, and expanding communication beyond just words. Koster-Lenhardt emphasized the importance of listening, showing you care about people, and making time for solitude to recharge in order to build strong relationships. She provided recommendations for improving networking skills and listed resources on leadership, emotional intelligence, and technology that can help with connecting on a human level.
The talk based on this ppt can be heard here:
https://www.thespiritualscientist.com/2018/11/appreciating-lifes-arc-achievements-relationships-consciousness/
The speaker, Chaitanya Charan, is a monk, mentor and spiritual author. He has written 20 books and writes the world's only daily blog on the timeless spiritual class, Bhagavad-gita, at gitadaily.com
Questions that makes a difference in appreciative inquiryKaj Voetmann
The document discusses different types of questions that can be used in Appreciative Inquiry coaching. It categorizes questions based on their intention (to collect information or create impact) and assumptions (simple or complex connections between causes and effects). Exploratory questions collect basic information to set context or contractual agreements. Circular questions use complex assumptions to open new interpretations. Reflective questions change inner dialogues to find new solutions. Generative questions ask very open questions about intentions and purposes. Storytelling combined with questions can illustrate possibilities. Strategic questions commit the focus person to specific actions.
This document provides an overview of emotional intelligence and its importance for leadership. It discusses how emotional intelligence involves perceiving, managing, and using emotions. Research shows that emotional intelligence abilities like empathy are stronger predictors of leadership emergence than IQ. The document also explores how emotional intelligence relates to decision making, motivation, influencing others, and performance. Developing emotional intelligence can help people become better leaders.
Slideshow during 4th Integral Conference, Sonoma State University, pre-workshop. Spiral dynamics, African dynamics, multi-cultural dynamics and complexities in emerging economies are presented. The presentation was used as part of a presentation team that focused on different parts of the Gravesian spiral.
Self-compassion involves treating oneself with kindness, recognizing one's shared humanity, and maintaining mindfulness when facing suffering or inadequacies. It consists of three main components: kindness towards oneself, seeing one's experience as part of the human condition, and avoiding over-identifying with painful feelings through mindfulness. Self-compassion is associated with greater motivation to learn and grow, unlike self-criticism which undermines self-efficacy. While not prevalent in Western culture, self-compassion taps into innate care-giving responses and can be developed through addressing early attachment experiences.
Non violent communication and Agile: Individuals and Interactions over proces...Renee Troughton
A general introduction into non violent communication and with a lead in on how it relates to Agile.
This pack goes through the basics of NVC - the intent, the framework (observation, feeling, need, request), strategies, example questions and general ethos of NVC.
Content is taken from my foundation training course and Dr Rosenberg's book.
Content presented at the open space session at Agile Tour 2013 with the assistance of Shari Elle.
This document provides an introduction and overview of Spiral Dynamics, a theory of human development created by Clare Graves and Don Beck. It discusses Spiral Dynamics' view of emerging value systems and ways of thinking as arising from deep psychological and life conditions. It also summarizes the value proposition of Spiral Dynamics assessments in understanding an individual's or group's strengths, developmental areas, and readiness for change.
Spiral dynamics and the art of thinkingFrances Kazan
This document discusses how consciousness and human perspectives are constantly shifting and evolving. It introduces the concept of levels of consciousness, with people operating from different levels or worldviews that influence how they think and make decisions. Spiral Dynamics is presented as a model that maps these evolving levels of consciousness as an individual's values and beliefs progress through different stages of complexity. The document suggests that training emotional intelligence can allow more people to achieve higher levels of consciousness associated with uncommon thinkers and visionary leaders who approach problems creatively. It promotes understanding different levels of consciousness to navigate today's complex world and invites the reader to learn more about Spiral Dynamics through an upcoming seminar.
The document describes various activities to teach nonviolent conflict resolution skills to students in grades 7-12. The activities address topics like anger, power, escalating vs de-escalating conflict, and include exercises like Concentric Circles, Conflict Escalator, Cornering, Fishbowl, and Hassle Lines. The goal is to help students reflect on personal experiences, practice communication skills, and identify behaviors that escalate or de-escalate conflict.
"Uncanny Construction of Meaning" - DevConf 2016 Keynotedanieroux
In this talk Danie explored the construction of meaning using three quotes and the embodied metaphors in it.
His main take away was that humans are meaning making machines, and being conscious of how you do that is a powerful moment.
This document lists evaluative words and phrases and maps them to corresponding feelings and needs in giraffes. It shows that evaluative words like "abused", "criticized", and "pressured" can elicit feelings like anger, fear and hurt in giraffes. The document also outlines corresponding needs like caring, respect, autonomy and safety. It aims to help understand how language that judges, diminishes or harms can impact well-being by disconnecting giraffes from their core needs.
Intercultural communication does not differ from other types of interpersonal communication. To avoid conflicts and have fruitful interpersonal interactions you can use your natural empathy and apply the Non-Violent-Communication model with great success.
The document outlines the 4 components of Nonviolent Communication:
1. Observation - A factual description of events using the 5 senses without judgement.
2. Feelings - The physical sensations and emotions arising from an observation.
3. Needs - The universal human requirements for well-being rather than culturally specific wants.
4. Request - A clear, positive action someone can take to fulfill a need, rather than a demand or vague wish.
The document lists feelings that people may experience when their needs are or are not being satisfied. Feelings of satisfaction include affectionate, compassionate, friendly, loving, and peaceful emotions. Feelings of dissatisfaction include afraid, confused, annoyed, angry, disconnected, embarrassed, fatigued, sad, and yearning emotions. The document aims to provide a comprehensive list of positive and negative feelings related to whether one's needs are met or not met.
Spiral Dynamics Integral is a model that describes human value systems and how they evolve. It identifies eight value systems, or "levels", that correspond to different ways of thinking and viewing the world. These levels form a spiral pattern with each new level building on the previous ones in increased complexity. The model aims to explain how people think about things and make decisions based on their underlying values rather than surface beliefs. It can be applied to understand individuals, groups, organizations, and societies.
A brief and plain introduction to NVC based on the works of Marshall B. Rosenberg and others.
2nd draft uploaded in PDF formatting to correct numbering errors in conversion process.
The Values-Driven Leader - Richard BarrettValuesCentre
This document provides information about the Barrett Values Centre, which uses tools and assessments to help organizations build values-driven cultures. It discusses the organization's vision, mission and leaders. It then outlines the various measurement tools available for individuals and groups. These tools assess things like personal, leadership and cultural values. The document also discusses how values can be positive or potentially limiting. It provides examples of values assessments for both high and low performing organizations. Overall, the document introduces the Barrett Values Centre and its approach to using values assessments to facilitate organizational transformation.
The document outlines a presentation by Victoria Koster-Lenhardt on leadership skills for women working in Vienna. The presentation agenda includes discussing whether attendees are leaders and their strengths, examples of successful women leaders like Sheryl Sandberg and Hanna Rosin, taking care of one's spirit, focusing on success, and resources for leadership development. The presentation provides advice such as cultivating spirituality, sitting at the table, not leaving before leaving, and choosing how to spend time deliberately.
Victoria Koster-Lenhardt presented on the human side of networking. She discussed the importance of truly connecting with others by focusing on their needs, seeing them as valuable, and expanding communication beyond just words. Koster-Lenhardt emphasized the importance of listening, showing you care about people, and making time for solitude to recharge in order to build strong relationships. She provided recommendations for improving networking skills and listed resources on leadership, emotional intelligence, and technology that can help with connecting on a human level.
The talk based on this ppt can be heard here:
https://www.thespiritualscientist.com/2018/11/appreciating-lifes-arc-achievements-relationships-consciousness/
The speaker, Chaitanya Charan, is a monk, mentor and spiritual author. He has written 20 books and writes the world's only daily blog on the timeless spiritual class, Bhagavad-gita, at gitadaily.com
Questions that makes a difference in appreciative inquiryKaj Voetmann
The document discusses different types of questions that can be used in Appreciative Inquiry coaching. It categorizes questions based on their intention (to collect information or create impact) and assumptions (simple or complex connections between causes and effects). Exploratory questions collect basic information to set context or contractual agreements. Circular questions use complex assumptions to open new interpretations. Reflective questions change inner dialogues to find new solutions. Generative questions ask very open questions about intentions and purposes. Storytelling combined with questions can illustrate possibilities. Strategic questions commit the focus person to specific actions.
This document provides an overview of emotional intelligence and its importance for leadership. It discusses how emotional intelligence involves perceiving, managing, and using emotions. Research shows that emotional intelligence abilities like empathy are stronger predictors of leadership emergence than IQ. The document also explores how emotional intelligence relates to decision making, motivation, influencing others, and performance. Developing emotional intelligence can help people become better leaders.
The big question: "What are you going to do with your life?" can feel overwhelming. Using the step by step Trifecta approach (purpose, code and goals) we help you answer this crucial question. If you have questions contact me: mark@synenergy.world
The document provides an overview of the Living Smart program, which aims to empower participants to improve sustainability in their homes and communities. It discusses the partnership between organizations that developed the program. The 7-week course uses guest speakers, discussions, and coaching to provide sustainability tools and create a supportive learning environment.
A Powerful Rotary Peace Project For Young People and Their CommunitiesRotary International
The document summarizes a presentation about the Rotary International Peace Advocate Program. The program aims to train young people in conflict resolution skills so they can become leaders in promoting peace. It involves a multi-step process where youth learn collaborative communication, purposeful listening, and purposeful speaking. They then use these skills to address conflicts in their own lives and communities. The presenters were a Rotary peace officer and past district governor who facilitated a peace group for local youth. They shared the goals and activities of the program.
The document provides biographical information about Joe Greenstein and Semira Rahemtulla, the cofounders of InnerSpace, who are giving an effective communication workshop. It outlines their backgrounds and previous work experiences. It then details the agenda for the workshop, which will cover topics like what makes an effective leader and team. It will include exercises and discussions around disclosure, vulnerability, feedback, and influence. The workshop aims to teach participants how to effectively communicate and build strong relationships through openness and constructive feedback.
The document provides tips for effective communication and customer service. It emphasizes treating customers with respect, as they are the most important part of any business. Good communication skills are important when interacting with customers, such as making eye contact, speaking clearly, and actively listening. The customer's needs and satisfaction should be the top priority.
Succeeding through your strengths & failures ABRCMS 2014Steve Lee
"Succeeding through your strengths and failures: Assess and apply your unique strengths toward your ideal goals" This workshop was provided at the ABRCMS conference in November 2014.
This document summarizes key points from a Tony Robbins talk on emotions. It notes that while humans can experience 6000 emotions, about 12 dominate in a week, and only 5-6 of those make us happy. It discusses two "master lessons" - the science of achievement and art of fulfillment. It argues that lack of resources is not why people fail, but rather lack of resourcefulness like creativity, determination, passion. The document outlines three important life decisions around focus, meaning, and action. It also discusses six human needs and how our present state and long-term approach shape us. The overall message is that understanding emotions is key to achieving success and fulfillment in life.
Heartfulness Magazine - August 2021 (Volume 6, Issue 8)heartfulness
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The document discusses how to work in a participatory Web 2.0 world. It emphasizes that knowledge management and organizations must focus on having conversations and learning from people. Quotations are provided that encourage working with people, having learning conversations, and understanding through stories instead of just sharing knowledge.
This document discusses how to influence one's work and life through leadership and personal development. It suggests viewing one's workplace as a classroom to develop oneself and maximize contributions. It outlines different levels of influence from individual relationships to larger organizations and systems. The document proposes starting the process of change by accepting current realities and letting go of resistance. It identifies different sources of power and influence people may have. The overall message is that facilitating creative change is a spiritual matter that requires leading rather than managing others.
Ähnlich wie Staying Out of Harm's Way: When Negative Communication Rears Its Ugly Head (20)
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We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
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This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
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Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
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In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Staying Out of Harm's Way: When Negative Communication Rears Its Ugly Head
1. When Negative Communication Rears Its Ugly Head
October 18, 2012
Presented by Vici Koster-Lenhardt
An American, A Communicator, A Thought Leader
(c) Victoria Koster-Lenhardt, 2012
2. About You
Nationalities
Works for a company
Austrian
European
Global
Has their own company
“Individual contributors”
Manages a team, department, organization
(c) Victoria Koster-Lenhardt, 2012
3. About Vici
Communications Professional since 1980
The Coca-Cola Company
The Hearst Corporation
Gannett News
The New York Times
Society for Technical Communication
Fellow, past member of Board of Directors, founded
Central European chapter
Disclaimer: I’m not a psychologist or psychiatrist
(c) Victoria Koster-Lenhardt, 2012
4. Agenda & Objectives
Objective:
Get an overview of the tools available to help you succeed
and get the results you want
__________________________________________________
Exercise: Defining what difficult means and why
Exercises 1&2: When communication flows; when
communication fails
7 communication guidelines from the gurus
Exercise 3: What now?
Resources
(c) Victoria Koster-Lenhardt, 2012
5. Click here for YouTube Video by
InspiringWordz(c)
(c) Victoria Koster-Lenhardt, 2012
6. Click here for YouTube Video by
InspiringWordz(c)
(c) Victoria Koster-Lenhardt, 2012
7. • How do you feel? How does the other
person feel?
_________________________________________
• What are the results? What worked?
_________________________________________
(c) Victoria Koster-Lenhardt, 2012
8. • How do you feel? How does the other
person feel?
_________________________________________
• What are the results? What failed?
_________________________________________
(c) Victoria Koster-Lenhardt, 2012
9. Tools and guidelines to use when negative
communication rears its ugly head
(c) Victoria Koster-Lenhardt, 2012
10. #1 Non-Violent Communication
–Marshall Rosenberg
Click here: Marshall Rosenberg on Non-Violent
Communication
(c) Victoria Koster-Lenhardt, 2012
11. #1 Non-Violent Communication
–Marshall Rosenberg
Enjoy giving from the heart
Speak the language of life, feelings, and needs (not
criticism, moral judgment, diagnosis)
Create quality of connection with other people in
which everybody’s needs are met through natural
giving (not through guilt, fear, shame etc.)
Learn to express what’s alive in you and what
would make life wonderful; listen for the same and
(hear only this)
(c) Victoria Koster-Lenhardt, 2012
12. #2, The Four Agreements
–Don Miguel Ruiz
Be impeccable with your word
Speak with integrity
Say only what you mean
Avoid using the word to speak
against yourself or to gossip
about others
Use the power of your word
in the direction of truth and love.
(c) Victoria Koster-Lenhardt, 2012
13. #3 The Power of Intention
–Dr. Wayne Dyer
Choose not to be offended
You don’t have to be angry
What is your intention? Do you want to be right or
happy?
(c) Victoria Koster-Lenhardt, 2012
14. #4 & 5 Integrity
–Henry Cloud & Gandhi
What kind of "wave" do you want to leave behind
you?
Be the change you wish to see.
(c) Victoria Koster-Lenhardt, 2012
15. #6 NLP
Neuro-Linguistic Programming
Are you getting the results you want? If not, change
your approach.
(c) Victoria Koster-Lenhardt, 2012
16. #7–Vici (not a guru)
It's always about the other person; it’s not about
you
(c) Victoria Koster-Lenhardt, 2012
18. What now?
1. Breathe
2. Take care of your soul
3. Eat well
4. Exercise
5. Cultivate relationships that are important to you
and practice random acts of kindness
6. Be thankful every day for three things
7. Do something fun every day
(c) Victoria Koster-Lenhardt, 2012
19. GLOW
Gratitude + Love + Optimism + Wonder
(c) Victoria Koster-Lenhardt, 2012
20. • Which guru spoke to you and why? How
could it help you?
________________________________________
(c) Victoria Koster-Lenhardt, 2012
21. Resources
Communication
The 7 Habits of Highly Effective People, Stephen R. Covey
The Four Agreements, Don Miguel Ruiz
www.cnvc.org, Marshall Rosenberg
www.iwordz.wordpress.com
The Power of Intention, Wayne Dyer
Introducing NLP – Psychological Skills for Understanding and Influencing People, Joseph O’Connnor
& John Seymour
Meditation
Search Inside Yourself –The Unexpected Path to Achieving Success, Happiness (and World Peace),
Chade-Meng Tan
The Silva Ultramind ESP System, Ed Bernd, Jr.
The High-Performance Mind, Anna Wise
Leadership & Career
Integrity: The Courage to Meet the Demands of Reality, Henry Cloud
The Dip, Seth Godin
Happiness
The Happiness Project: Or, Why I Spent a Year Trying to Sing in the Morning, Clean My Closets, Fight
Right, Read Aristotle, and Generally Have More Fun, Gretchen Rubin
(c) Victoria Koster-Lenhardt, 2012
Victoria Koster-Lenhardt is an American who moved to Vienna in 1987. She worked at The Coca-Cola Company for 21 years as a manager within the IT and Communications organizations. While based in Vienna the entire time, Vici grew as a leader in her company and in her profession, across Europe and within the USA. She will share tips and tricks that enabled her to grow and be a successful leader and mentor.