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Week 6 Fall 2022.pdf

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Week 6 Fall 2022.pdf

  1. 1. Week 6 Human Relations HRMT 5140
  2. 2. Agenda • Questions/Comments • Constructive Feedback Discussion • Introduction to Conflict Resolution • Team Meeting
  3. 3. Learning Blog - Observations • Figure out PebblePad • One link for each blog assignment – I know… I changed my mind • MBTI – Questions 2 and 3 reveal what you could work on • Emotional Intelligence • EI model vs the different types of intelligence • Answer all the questions • Anchor should connect to what you want to develop or change – it’s a tool that helps to remind you. Tell me why it works for you • Development plans – these are super important and we will work on this next week.
  4. 4. Different Ways we are Intelligent
  5. 5. EI Competencies
  6. 6. Feedback
  7. 7. Feedback Principles Describe the behaviour that you saw, not your assumption about its cause or your theoretical analysis of it. (e.g. your were nervous (this is an assumption) vs. you kept your eyes on your notes (this is a behaviour). Emphasize: the person's positive actions - highlight the strengths and explain why you experienced this as a strength. The recipient needs to know "why" it was a strength so they can replicate it. Describe how you experienced the behaviour/approach, not a generalized statement (e.g. it was boring vs. the content delivered didn't challenge or add to my knowledge about the topic). Remember you can only speak to your experience. Identify: when you are identifying a negative be specific and concrete, identify the effect. Also identify a suggestion/change that might have improved how you experienced that aspect
  8. 8. Language to watch Assumptions The feedback sandwich Non-specific language But!!
  9. 9. Feedback Example #1 • You are a student in an Introduction to HR Class. You have been randomly assigned to a team to complete a group project. One of our teammates has taken the initiative to write up a project final report incorporating the work of the rest of the team. The result is impressive. It is accurate and puts everyone’s work together in such a way that the whole is greater than the sum of the parts. Please give this person feedback using the guidelines discussed in class.
  10. 10. Applying the Feedback Principles When I saw that you had written up the final report using all of our work, I was really impressed. You have a real talent for pulling together the work of others. And for me, I felt relieved that this work was done as it opened up more space for me to do other things. And I also felt bad that I had not been more involved. Next time, just text me and the team, and we can do it together.
  11. 11. In Your Groups Craft some feedback for the student in his example. Share your example in the Google Doc • You are a student in an Introduction to Engineering Class. Your team project has been going well, but one member has started to come late to meetings (something you all agreed would NOT happen when you set up your team ground rules). The situation is not out of control, but you can look ahead and see lots of work down the road where each team member will be needed. Please give the student negative, but constructive, feedback.
  12. 12. Who Am I in Feedback? Pick a picture that represents you when receiving feedback
  13. 13. Conflict
  14. 14. What’s are the First Words that Come to Mind When People Think About Conflict? Type your answer in the chat.
  15. 15. Why Conflict? • There are benefits to conflict: • 57% have seen conflict lead to better solutions to problems and challenges • Major innovations (21%) • Increased motivation • A better understanding of others (77%) • Higher work team performance (40%) • Conflict is not always harmful, but can add to the success of an organization • But many of are never formally taught how to resolve conflict. Psychometrics Canada.(n.d.). Warring Egos, Toxic Individuals, Feeble Leadership. Retrieved June 1 2011, from http://www.psychometrics.com/docs/conflictstudy_09.pdf
  16. 16. Conflict When conflict first arises… how do you feel? 1 2 3
  17. 17. In Your Small Group • What does conflict mean to you? • What do you do well when resolving conflict? • How might your reactions influence the course of the conflict?
  18. 18. Our Voice Our Beliefs Our Approaches Our Words
  19. 19. Keys to Conflict • Our beliefs about conflict impact our approaches • It is primarily our approaches and words in conflict that impacts outcomes Our Voice Our Beliefs Our Approaches Our Words
  20. 20. Our Voice Our Beliefs Our Approaches Our Words
  21. 21. Our Voice Our Beliefs Our Approaches Our Words
  22. 22. Responses to Conflict a) Walk away from the situation, ignore it, or deny that there is a problem. b) Do what others want, even if you disagree or if it’s not what you want. c) Find a solution that makes everyone happy. d) Make a quick compromise. e) Try to convince someone of your point or stand up for what you believe.
  23. 23. Conflict Approaches
  24. 24. What’s It Like to Have This Conflict Approach Style? In your group How does your favoured response to conflict work for you? How does your favoured response to conflict get in your way?
  25. 25. Anatomy of a Conflict - Escalation • Think of a conflict you have been involved with or observed. • Identify the stage the conflict was at when you became involved and the stages it progressed to. • Describe the behaviours/cues that you observed that helped you identify each stage.
  26. 26. Questions and Wrap Up
  27. 27. Blog 5
  28. 28. Blog #5 • With this journal entry you are going to provide yourself with constructive feedback using the constructive feed back principles. 1.After your facilitation reflect on your performance as a facilitator: What are 2 things you did well? Describe and explain what the impact was. 2.What are 2 things you will do differently next time? Describe the impact and how you will change for next time
  29. 29. Team Meeting Time

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