the total you!. the ability to accomplish one’s personal goals in a manner that maintains a...

The Total You!

The ability to accomplish one’s personal goals in a manner that maintains a relationship on terms that are acceptable to all parties.

Why is feedback important? Negative and Positive

Let people know that you like to receive feedback

Identify the areas in which you want feedback

If you are a manager, set aside time for regularly scheduled feedback sessions

Use silence to encourage feedback

Watch for nonverbal responses

Ask questions Paraphrase Use statements that

encourage feedback Reward feedback Follow up Recognize that

feedback involves sharing ideas, not giving advice.

Include only 2-3 suggestions at a time

Know that effective feedback is immediate and well timed.

How often do you practice the actions necessary to be an effective communicator? The following is a list of 10 strategies that effective communicators practice regularly. Probably no one does all these things all the time; How frequently do you?

4: I almost always do this.

3: I often do this.

2: I do this infrequently.

1: I hardly ever do this.

1. Before I speak, I try to create a clear picture in my own mind of the mental image I want the receiver to have.

2. As a sender, I carefully consider how any biases I may have about the receiver are likely to affect the tone of my message.

3. I am aware of my word choice, speech pattern, and pronunciation peculiarities.

4. I avoid jargon that might not be understood, red flag words that might elicit negative reactions, profanity that might offend, and slang.

5. I recognize that my nonverbal behavior affects receivers.

6. I choose a particular communication channel to maximize understanding by the receiver, not for my personal comfort.

7. I adapt my messages to the knowledge, language, feelings, and motivation of my receiver.

8. I listen intently as I speak.9. I look at and listen to my receiver for

verification that I have been understood.10. Before I speak, I ask myself, “Is this the right

place to say what I’m going to say?”

Rarely seek feedback; rarely disclose Motivated by anxiety Prefer things to people Seldom communicate expectations Seen as non-communicators Avoid or ignore conflict Don’t try to motivate others

Seldom seek feedback; disclose often Motivated by overconfidence Willingly give advice & some

expectations Seen as authoritarian Solve conflicts by making all decisions Motivate others mainly by criticism

Seldom disclose; seek feedback often Motivated by mistrust/desire for

acceptance Disclose mainly positive expectations Seen as “yes” people Prefer a social working environment Smooth over conflicts Motivate others mainly by praise

Seek feedback often; disclose often Motivated by confidence/like of people Disclose both positive and negative Over disclosure at times Seen as team communicators Handle conflict by participation of others Motivate by praise and criticism

After discussing the following topics, you will then be reinforced through eye-opening verbal and written exercises, group discussions, and a question and answer period.

56%

8%

13%

23%Listening

Writing

Reading

Speaking

1. I have a hard time remembering someone’s name when introduced

2. It is often difficult for me to concentrate on what others are saying

3. I fell tense when listening to new ideas4. I have difficulty concentrating on instructions others give

me5. I dislike being a listener as a member of an audience

6. I seldom seek out the opportunity to listen to new ideas7. I find myself daydreaming when others seem to ramble on.8. I often argue mentally or aloud with what someone is saying before he or she even finishes speaking.9. I find that others are always repeating things to me.10. I seem to find out about important events too late.

How does your current organization or school do at internal listening?

What feedback opportunities exist in your current organization or school?

Do you feel that those opportunities are adequate?

What recommendations would you make to improve the process?

To Help OurselvesOn the JobGet a DegreeLess Wasting TimeTo Help OthersAdvisingJudgingAnalyzingQuestioningSupportingPromptingParaphrasing

Hearing Attending Understanding Responding Remembering

Listening for pleasure or enjoyment.

Listening to provide emotional support for the speaker.

Listening to understand the message of a speaker.

Listening to evaluate a message for purposes of accepting or rejecting it.

Message Overload Internal Noise – Daydreams External Noise (Tolerating/Creating

Distractions) Rapid Thought Too Much Effort Hearing Problems Faulty Assumptions Lack of Apparent Advantages We all Interpret Differently Memory Failure

Pseudolistener Stage-Hog Selective Listener Insulated Listener Defensive Listener Ambusher Insensitive

Listener

Talk Less! Take Listening Seriously Resist or Get Rid of Distractions Suspend Judgment Look for Key Ideas

Offer Verbal and Nonverbal Feedback Plan Ahead to Prepare Yourself

Mentally Make Time to Listen Improve Your Memory

Table Blanket Antelope Juice Wrench

Comforter Tiger Tea Lamp Elephant

Bedskirt Milk Hammer Coffee Pliers

Sheet Monkey Soda Saw Giraffe

Rug Sofa Ottoman Screwdriver Pillowcase

“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people

believe in themselves, it’s amazing what they can accomplish.”

~Sam Walton

Listening to employees builds stronger relationships with them. Reduces Turnover.

Listening to employees can lead their growth as workers and increases their feelings of confidence about their place within the organization.

Listening to employees can help them work through issues affecting their performances.

First You Forget Names – Then You Forget Faces – Next You Forget to Pull Your Zipper Up – And Finally You Forget To Pull it Down!

George Burns

Thanks for LISTENING Thanks for LISTENING UP!UP!