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    Add as FriendPERSONAL DEVELOPMENT

    by: azitkumar

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    1 : Enhance-Revisit
    2 : My Dream…. http://www.last.fm/music/ABBA/_/I+Have+a+Dream
    3 : Index ENHANCE - I Feed Back (Taking and Giving) Johari Window Circle Of concern & Circle Of influence ENHANCE – II Attrition Management & Employee retention Leadership Styles Emotional intelligence Unconscious Blocks ENHANCE - III Team Work Fundamentals of Effective Leader Appreciative Enquiry Learning from the movie Great Escape Influencing People
    4 : Enhance - I Feed Back Johari Window Circle Of Influence & Circle Of Concern
    5 :
    6 : Dealing with (Taking) feed back Defensive Behavior Leads to Conflicted Self. Defensive behavior is not protecting oneself from others . If somebody is acting defensive , you can find fear deep within .our thinking becomes rigid and we become lousy problem solvers. Defensiveness reduces our effectiveness in many ways . Some times for example when we feel less competent , we will project this perception to others . We will start perceiving that every body around us thinks we are less competent. Here perception got distorted. Sometimes to compensate this fear , we start seeking advise from others repeatedly to reinforce that you are normal. We seek constant reassurance of others. Ex : A constant praise from the boss. The relief offered by constant assurance is only temporary , because it does not deal with the real fear inside. Confronting Behavior leads to Integrated Self includes Owning , Express Feelings, Seeking Help, with a Positive Mental Attitude. A large study that compiled thousands of data points found that leaders who sought out negative feedback were much more self-aware and effective than those who sought out positive feedback.
    7 : Defensive Behavior vs. Confronting Behavior
    8 : Feed Back Giving Feed Back Essentials : 1).Should not be a judgment about a person instead should be an objective message about behavior and consequences. 2).Timing of feedback is everything. Recognize the appropriate moments . 3).Give feed back during/when : a). good work, b). Your feed back can help improve the skills of the DSM, c). A person’s behavior has a negative impact on the Team or Organization. Remember “ Feed Back is giving a person about how you feel about some body’s behavior.” “Feedback is feeding from back for improvement which means a gentle push”
    9 : To make performance improvements To improve morale and engagement To develop employees Why is feedback important?
    10 : So, why don’t more people give feedback?
    11 : Fear! That’s why.
    12 : Fear! fear of an emotional reaction fear of retaliation lack of a strategy for having the conversation.
    13 : What is the solution?
    14 : As a leader, you must model the behavior yourself. This makes it safe for others.
    15 : How to give Feed Back 1. Choose when to give the feedback. 2. Describe the behavior in as objective language as possible and be specific. 3. State the impact of the behavior on you, the team, the goal, the customer 4. Make a suggestion or request. 5. Lastly, check for understanding. Be open to alternative views
    16 : ----Asking Johari Window TELLING
    17 : Circle of Concern , Circle of Influence
    18 : Circle of Concern , Circle of Influence “God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.
    19 : Circle of Concern & Circle of Influence Imagine a circle that contains ALL the things you care about. Its Circle of Concern. A Circle of Concern encompasses the wide range of concerns we have, such as our health, our children, problems at work, the amount of government borrowing, or the threat of war. Inside of it, imagine a circle that contains ALL the things you can affect (do something about). It’s Circle of Influence. A Circle of Influence encompasses those concerns that we can do something about. They are concerns that we have some control over.
    20 : Circle of Concern , Circle of Influence Our goal must be either expand our ability to do something about the things you care about...
    21 : Circle of Concern , Circle of Influence ...Or shrink our circle of concern (stop caring about some things) so that we don't care too much about things you can't do anything about. Being proactive is the best way to inc- rease our Circle Of Infl- uence
    22 : Circle of Concern , Circle of Influence A useful way of determining which Circle people’s concerns are in is by listening to the language used. You can distinguish between the use of the words “have” and “be”. Circles of Concern are full of “have’s” while Circles of Influence are full of “be’s”.
    23 : Words used by Reactive Person I'll try That's just the way I am There's nothing I can do I Have to I can't You ruined my day
    24 : Pro-active Language I'll do it I can do better than that Lets look at all our options I choose to There's gotta be a way I'm not going to let your bad mood rub off on me
    25 : Lets be Pro-active You can either be proactive or reactive when it comes to how you respond to certain things. When you are reactive, you blame other people and circumstances for obstacles or problems. Being proactive means taking responsibility for every aspect of your life.”
    26 : What effective people do with their Circle Of Influence Effective people focus their efforts in their Circle of Influence Effective people do not get stressed or waste time on the things within their Circle of Concern. They work on the things they can do something about
    27 : Circle of Concern , Circle of Influence * Don’t work on things that lie outside your influence * Put all your energies on things inside circle of influence and try to increase it * Identify what lies inside circle of influence and what inside circle of concern. Lets try this for 30 days and feel the difference 
    28 : Circle of Concern , Circle of Influence Work Sheet
    29 : Work Sheet

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