The BIFF technique for calming hostile conversations by Bill Eddy
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The whole point of a BIFF Response is to calm down and end the conversation, without triggering a defensive response.
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Recommandé
Are you a Jackal or Giraffe?
Conflict at work is something that we are all going to come across from time to time and it is imperative to ensure that we are not drawn into conflict.
This is a short presentation I have put together from research on how to deal with conflict in the work place and the important use of Giraffe Language in these situations.
Gr11 lesson4
The document discusses assertiveness and different types of reactions. It provides examples of passive, aggressive, and assertive reactions. A quiz is included to help the reader identify their own reaction style. Assertive communication is said to enhance self-esteem and relationships by expressing feelings while respecting others. Nonverbal cues also impact communication styles. The document concludes by assigning a health project where students will create a PowerPoint presentation on a topic from class.
Part A List five 21st Century Skills you need to develop- Part B Ass.pdf
Part A
List five 21st Century Skills you need to develop.
Part B
Assessing how you think about and react to a variety of situations can help you better understand
your own emotional intelligence. Once you have an overall sense of your emotional intelligence,
you can work on improving areas you need to develop to enhance your performance in the
workplace.
Please Provide answers to each of the following questions.
1. How well do I take criticism?
2. How well do I communicate constructive criticism to others?
3. How well do I tolerate uncertainty?
4. Do I control my negative emotions well?
5. Am I open to suggestions from others?
6. Do I see opportunity in difficult situations?
7. Do I demonstrate confidence in most situations?
8. Am I dependable in an emergency?
9. Am I comfortable in most new situations?
10. Do I exercise self-discipline in most aspects of my life?
11. Can I usually control my anger?
12. How well do I deal with disappointment?
13. Am I concerned about disappointing others?
14. Do I think about the long-term consequences of my decisions and/or behavior?
15. Do I consider opinions that differ from mine when making decisions?
16. What do your answers reveal about your emotional intelligence?
17. Based on your responses, in which types of situations do you need to work on managing your
emotional intelligence?
18. Overall, are you more successful at self-management or relationship management? Explain..
Communication Hacks: Strategies for fostering collaboration and dealing with ...
Communication Hacks: Strategies for fostering collaboration and dealing with conflict in open source
Presented by Nuritzi Sanchez, GitLab, Inc.
Presented at Open Source 101 2021
Abstract: During this talk, you'll learn about topics like cross-cultural collaboration, giving and receiving feedback, and active listening -- all things that are vital to the health of our open source communities.
After reading many self-help books, watching various TED Talks, and listening to a ton of podcasts, I've condensed my learnings to help you improve your communications skills, deal with conflict, and collaborate better than ever, not only in FOSS, but also everywhere else.
Conflict webinar final pp (1)
Marie Knight, City of Orange California speaks on read-world situations common to parks and recreation agencies.
Difficult Conversations
This document provides a 3-step process for having difficult conversations:
1. Gain clarity by thinking carefully about the message and removing feelings.
2. Overrule avoidance by asking if the conversation will help the other person and ensure the message is consistent with your reputation.
3. Execute the message with directness and sensitivity by stating issues as "I" messages rather than accusations and getting straight to the point.
Having Difficult Conversations
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
1Week 2 Journal Project Outline TemplateUse this template.docx
1
Week 2 Journal: Project Outline Template
Use this template to jot down notes and develop an initial outline for your Personal Improvement Project. Remember that an outline is informal; it is meant to be a tool to help prepare for the steps of your project and the writing of your report in Week 6.
Part 1: Aim
· What is the topic of your project?
· What is the aim(s) of your project? Make sure the aim is measurable (e.g., Improve in X way by X%).
Part 2: Process Analysis
· What is the process you are studying?
· Who are the people involved?
· Where does the process start and end?
Part 3: Measurement
· What are you measuring?
· How are you collecting the data?
Part 4: Changes
· What changes do you anticipate making based on what the data reveal?
Part 5: Reflection and Application
· How might you extend the project long-term?
· How might the experience of this personal project inform a quality project in nursing?
1
Positive Thinking, Negative Thinking and Reframing
TRUE OR FALSE TEST
Answer the following statements by circling true or false.
1. I believe others cause my feelings. --------------------------------------------------------------------T F
2. I'm always telling myself I "should" do this or that.-------------------------------------------------T F
3. I constantly criticize myself-------------------------------------------------------------------------------T F
4. I think I must do everything perfectly or not at all. -------------------------------------------------T F
5. I'm always apologizing for one thing or another. ---------------------------------------------------T F
6. I feel like I'm carrying the world on my shoulders. -------------------------------------------------T F
7. I'm really hard on myself when I make mistakes. --------------------------------------------------T F
8. I bend over backwards to please others--------------------------------------------------------------T F
9. I "scare" myself into action by imagining horrible things that will happen if I don't do
something. ---------------------------------------------------------------------------------------------------T F
10. I tend to look on the negative side of things. My glass of water is always half empty
instead of half full. ------------------------------------------------------------------------------------------T F
11. It's hard for me to forgive and forget. If someone hurts me, I tend to cling to that
feeling. --------------------------------------------------------------------------------------------------------T F
12. I often feel helpless. There are so many things in life I can't do. -------------------------------T F
SCORE YOUR RESPONSES:
Give yourself one point for each "true" answer on the test. # =_________
# Points Results
1-3 You generally feel good about yourself. Keep up your positive way of thinking.
4-6 Negative thinking may be gaining on you. Take time to renew your positive traits.
7+ Challen.
Recommandé
Are you a Jackal or Giraffe?
Conflict at work is something that we are all going to come across from time to time and it is imperative to ensure that we are not drawn into conflict.
This is a short presentation I have put together from research on how to deal with conflict in the work place and the important use of Giraffe Language in these situations.
Gr11 lesson4
The document discusses assertiveness and different types of reactions. It provides examples of passive, aggressive, and assertive reactions. A quiz is included to help the reader identify their own reaction style. Assertive communication is said to enhance self-esteem and relationships by expressing feelings while respecting others. Nonverbal cues also impact communication styles. The document concludes by assigning a health project where students will create a PowerPoint presentation on a topic from class.
Part A List five 21st Century Skills you need to develop- Part B Ass.pdf
Part A
List five 21st Century Skills you need to develop.
Part B
Assessing how you think about and react to a variety of situations can help you better understand
your own emotional intelligence. Once you have an overall sense of your emotional intelligence,
you can work on improving areas you need to develop to enhance your performance in the
workplace.
Please Provide answers to each of the following questions.
1. How well do I take criticism?
2. How well do I communicate constructive criticism to others?
3. How well do I tolerate uncertainty?
4. Do I control my negative emotions well?
5. Am I open to suggestions from others?
6. Do I see opportunity in difficult situations?
7. Do I demonstrate confidence in most situations?
8. Am I dependable in an emergency?
9. Am I comfortable in most new situations?
10. Do I exercise self-discipline in most aspects of my life?
11. Can I usually control my anger?
12. How well do I deal with disappointment?
13. Am I concerned about disappointing others?
14. Do I think about the long-term consequences of my decisions and/or behavior?
15. Do I consider opinions that differ from mine when making decisions?
16. What do your answers reveal about your emotional intelligence?
17. Based on your responses, in which types of situations do you need to work on managing your
emotional intelligence?
18. Overall, are you more successful at self-management or relationship management? Explain..
Communication Hacks: Strategies for fostering collaboration and dealing with ...
Communication Hacks: Strategies for fostering collaboration and dealing with conflict in open source
Presented by Nuritzi Sanchez, GitLab, Inc.
Presented at Open Source 101 2021
Abstract: During this talk, you'll learn about topics like cross-cultural collaboration, giving and receiving feedback, and active listening -- all things that are vital to the health of our open source communities.
After reading many self-help books, watching various TED Talks, and listening to a ton of podcasts, I've condensed my learnings to help you improve your communications skills, deal with conflict, and collaborate better than ever, not only in FOSS, but also everywhere else.
Conflict webinar final pp (1)
Marie Knight, City of Orange California speaks on read-world situations common to parks and recreation agencies.
Difficult Conversations
This document provides a 3-step process for having difficult conversations:
1. Gain clarity by thinking carefully about the message and removing feelings.
2. Overrule avoidance by asking if the conversation will help the other person and ensure the message is consistent with your reputation.
3. Execute the message with directness and sensitivity by stating issues as "I" messages rather than accusations and getting straight to the point.
Having Difficult Conversations
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
1Week 2 Journal Project Outline TemplateUse this template.docx
1
Week 2 Journal: Project Outline Template
Use this template to jot down notes and develop an initial outline for your Personal Improvement Project. Remember that an outline is informal; it is meant to be a tool to help prepare for the steps of your project and the writing of your report in Week 6.
Part 1: Aim
· What is the topic of your project?
· What is the aim(s) of your project? Make sure the aim is measurable (e.g., Improve in X way by X%).
Part 2: Process Analysis
· What is the process you are studying?
· Who are the people involved?
· Where does the process start and end?
Part 3: Measurement
· What are you measuring?
· How are you collecting the data?
Part 4: Changes
· What changes do you anticipate making based on what the data reveal?
Part 5: Reflection and Application
· How might you extend the project long-term?
· How might the experience of this personal project inform a quality project in nursing?
1
Positive Thinking, Negative Thinking and Reframing
TRUE OR FALSE TEST
Answer the following statements by circling true or false.
1. I believe others cause my feelings. --------------------------------------------------------------------T F
2. I'm always telling myself I "should" do this or that.-------------------------------------------------T F
3. I constantly criticize myself-------------------------------------------------------------------------------T F
4. I think I must do everything perfectly or not at all. -------------------------------------------------T F
5. I'm always apologizing for one thing or another. ---------------------------------------------------T F
6. I feel like I'm carrying the world on my shoulders. -------------------------------------------------T F
7. I'm really hard on myself when I make mistakes. --------------------------------------------------T F
8. I bend over backwards to please others--------------------------------------------------------------T F
9. I "scare" myself into action by imagining horrible things that will happen if I don't do
something. ---------------------------------------------------------------------------------------------------T F
10. I tend to look on the negative side of things. My glass of water is always half empty
instead of half full. ------------------------------------------------------------------------------------------T F
11. It's hard for me to forgive and forget. If someone hurts me, I tend to cling to that
feeling. --------------------------------------------------------------------------------------------------------T F
12. I often feel helpless. There are so many things in life I can't do. -------------------------------T F
SCORE YOUR RESPONSES:
Give yourself one point for each "true" answer on the test. # =_________
# Points Results
1-3 You generally feel good about yourself. Keep up your positive way of thinking.
4-6 Negative thinking may be gaining on you. Take time to renew your positive traits.
7+ Challen.
Communication
This document discusses communication skills for media production. It addresses both verbal and non-verbal communication. It describes an activity where a group had to build a newspaper tower using only non-verbal cues. Good communication skills discussed include listening, ensuring all parties can contribute, using an appropriate environment, and clear speaking. Poor communication can lead to misunderstandings and missed opportunities. The document also discusses preparing for discussions, including setting an agenda, allocating time, and establishing ground rules. Interacting respectfully and making eye contact are important parts of non-verbal communication. The document concludes by outlining the components of participating in a debate, including opening statements, questioning opponents, and having a strong conclusion.
Interpersonal communication
This document discusses key concepts in interpersonal communication including empathy, self-disclosure, communication climate, acceptance, conflict resolution strategies like nonviolent communication, and assertive versus passive and aggressive behaviors. It provides definitions and examples of these concepts to improve understanding of effective interpersonal interactions. The document is intended as a guide to developing strong interpersonal skills for situations like interviews, group discussions, and presentations.
Make and Take Conflict Resolution
This document summarizes a webinar about dealing with conflicts at work. It discusses various sources of conflict including personality differences, misunderstandings, and opposing opinions. It provides strategies for having difficult conversations, such as preparing key points, anticipating responses, and considering one's own role in the conflict. Customer service conflicts and strategies are also addressed, including listening, maintaining control of the situation, and focusing on solutions. The webinar emphasizes approaching conflicts in a positive manner by looking for win-win solutions and focusing on improvements rather than mistakes.
Supportive and defensive communication climates
1. The document discusses Jack Gibb's theory of defensive and supportive communication behaviors that can alter a communication climate from negative and defensive to positive and open.
2. Gibb identified six defensive behaviors - evaluation, control, strategy, neutrality, superiority, and certainty - and six supportive behaviors - description, problem orientation, spontaneity, empathy, equality, and provisionalism.
3. Using supportive behaviors that confirm the other person, show concern for their feelings, and acknowledge uncertainty can help create a more positive communication climate where people feel free to open up.
How to Boost Your Career Through Negative Feedback
This presentation discusses ways to tap into the possibilities for career advancement by recognizing and responding appropriately to the feedback situations in your life.
Drawing on insights from authors Douglas Stone, Sheila Heen, and Brene' Brown, Chris Heinz focuses on the powerful role of the responder in a feedback conversation.
Learn how to:
- Recognize different types of feedback
- Identify triggers that can impact a feedback situation
- Understand the story you may be telling yourself
- Adopt a growth mindset
- Navigate the feedback conversation
Empower yourself through an understanding of the feedback process, pitfalls and potential.
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Communicating effectively
Counselling is all about effective oral communication. As a counselor you will need to follow a three step process which will be used extensively in the counseling process.
These three steps are:
Questioning
Listening
Responding
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The document provides 12 steps for resolving conflicts in interpersonal relationships. It begins by outlining the 12 steps in brief and then expands on each step, providing practical guidance. The key steps involve embracing conflict, addressing anger appropriately, seeking understanding over victory, assuming the best of others, sharing feelings respectfully, speaking truthfully while being kind, focusing on problems not people, forgiving others and seeking forgiveness, and handling conflicts personally with gentleness. The overall message is that following these principles can help mend broken relationships and bring reconciliation.
What is Your Emotional Q
Researchers in the area of emotional intelligence point out that when it comes to being smart, academic IQ doesn't tell the whole story. Add emotional intelligence to the picture and the concept of smart is more complete.
Effective communication
The document discusses effective communication and leadership. It defines communication, lists common barriers, and describes different communication styles. Assertive communication is identified as most effective. The document also discusses listening skills, non-verbal communication cues, using "I" statements, and ensuring message perception matches intention to achieve effective communication.
Conflict-Resolution-PPT.pdf
The document outlines a four-step process for resolving conflicts: 1) Stop and think to avoid escalating the situation, 2) Redirect arguments into productive discussions, 3) Investigate to understand each perspective and the underlying issues, and 4) Work together to find mutually agreeable solutions through compromise. It emphasizes controlling emotions, listening without interrupting, and focusing on the real problems, not personal attacks. If an agreement cannot be reached, seeking mediation from community leaders or counselors is recommended. Avoiding conflicts is also advised by controlling reactions, using humor, apologizing for mistakes, and walking away if needed.
Guide giving-effective-feedback-across-cultures
As global leaders, we need to manage teams working in several locations and often from different cultures.
My name is Marianne Dupuis and I've been coaching since 2010, with a true passion for cross cultural topics. This derives both from my experience leading multicultural teams myself for more than 2 decades and from enjoying living abroad for about that same time too.
www.mariannedupuiscoaching.com
Communicating assertively in_the_workplace
The document provides guidance on communicating assertively in the workplace. It defines assertiveness as an attitude that respects one's own choices as well as others, seeking mutual understanding to find win-win solutions. The document offers tips for becoming more assertive, such as practicing positive body language, using "I" statements, asking open-ended questions, and giving feedback to improve communication styles. Common mistakes like being too aggressive or biting off more than one can handle are also addressed.
Presentation task1
This document provides guidance on communicating effectively for a media production discussion. It discusses both verbal and nonverbal communication skills. It emphasizes the importance of clear speaking, using understandable language, actively listening to others, and ensuring all participants have opportunity to provide input. The document also outlines potential consequences of poor communication skills, such as not being understood or taken seriously. It provides tips for facilitating a productive discussion through an appropriate environment, established ground rules, and use of supporting resources.
Principles of effective communication
By Jason Gadsby
This document contains a series of questions and answers about skills relevant for job interviews and workplace communication. It emphasizes the importance of skills like maintaining proper body language, spelling words correctly, understanding different types of questions, being an active listener, using an appropriate level of complexity in speaking, checking facts, and proofreading work. Mastering these skills can help one secure a job and be an effective employee.
What type of feedback persona are you?
This document introduces feedback personas as a framework to improve giving and receiving feedback. It describes six common personas: the Mother In Law, Perfectionist, Hothead, Friend, Teacher, and Emo. These personas are plotted based on two axes - how much they help others and avoid conflict. The Mother In Law, Perfectionist, and Hothead personas primarily help themselves, while the Friend, Teacher, and Emo personas aim to improve others. Each persona is defined by its characteristics and an example is given of feedback provided in that style. The document suggests using this framework to identify feedback styles and improve skills.
Principles of effective communication
By Jason Gadsby
This document contains a series of questions and answers to test the reader's English language skills. It covers topics like spelling, body language, open and closed questions, proofreading work, and using accurate information. Getting the right answers demonstrates an understanding of how small details can impact how people are perceived in areas like job interviews. Maintaining good English skills is important for career success.
Having Hard Conversations
The document discusses the importance of having difficult but important conversations. It notes that extraordinary leadership comes from having fierce conversations with ourselves and others. It also discusses why people often avoid hard conversations, such as a desire to please others or protect personal comfort and safety. The document provides tips for preparing for and having difficult conversations, such as getting clear on the problem, crafting how to address it, considering various scenarios and outcomes, and maintaining composure during the conversation.
Communication Skills
This document discusses effective communication skills such as listening, body language, and expressing yourself clearly. It provides tips for active listening including acknowledging others' perspectives without agreeing or disagreeing. Nonverbal communication and awareness of cues from others is important. When initiating conversations, it's best to clarify your intent upfront and find a mutually agreeable time. Speaking concisely and avoiding jargon helps ensure others understand your message. Expressing feelings directly but avoiding accusations promotes open discussion.
How to have difficult conversations
Stop putting off having difficult conversations. Seven practical tips to ensure your next difficult conversation go smoothly.
Empathy Is a Stress Response - Choose Compassion instead
Research shows that empathy is a whole-body experience: We mirror each other’s physiology alongside the emotion. Negative states, whether it is pain, anger, or anxiety, create high activation & arousal in the body, so when you empathize with someone stressed, you become stressed, too. This is why so many caregivers experience burnout.
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Contenu connexe
Similaire à The BIFF technique for calming hostile conversations by Bill Eddy
Communication
This document discusses communication skills for media production. It addresses both verbal and non-verbal communication. It describes an activity where a group had to build a newspaper tower using only non-verbal cues. Good communication skills discussed include listening, ensuring all parties can contribute, using an appropriate environment, and clear speaking. Poor communication can lead to misunderstandings and missed opportunities. The document also discusses preparing for discussions, including setting an agenda, allocating time, and establishing ground rules. Interacting respectfully and making eye contact are important parts of non-verbal communication. The document concludes by outlining the components of participating in a debate, including opening statements, questioning opponents, and having a strong conclusion.
Interpersonal communication
This document discusses key concepts in interpersonal communication including empathy, self-disclosure, communication climate, acceptance, conflict resolution strategies like nonviolent communication, and assertive versus passive and aggressive behaviors. It provides definitions and examples of these concepts to improve understanding of effective interpersonal interactions. The document is intended as a guide to developing strong interpersonal skills for situations like interviews, group discussions, and presentations.
Make and Take Conflict Resolution
This document summarizes a webinar about dealing with conflicts at work. It discusses various sources of conflict including personality differences, misunderstandings, and opposing opinions. It provides strategies for having difficult conversations, such as preparing key points, anticipating responses, and considering one's own role in the conflict. Customer service conflicts and strategies are also addressed, including listening, maintaining control of the situation, and focusing on solutions. The webinar emphasizes approaching conflicts in a positive manner by looking for win-win solutions and focusing on improvements rather than mistakes.
Supportive and defensive communication climates
1. The document discusses Jack Gibb's theory of defensive and supportive communication behaviors that can alter a communication climate from negative and defensive to positive and open.
2. Gibb identified six defensive behaviors - evaluation, control, strategy, neutrality, superiority, and certainty - and six supportive behaviors - description, problem orientation, spontaneity, empathy, equality, and provisionalism.
3. Using supportive behaviors that confirm the other person, show concern for their feelings, and acknowledge uncertainty can help create a more positive communication climate where people feel free to open up.
How to Boost Your Career Through Negative Feedback
This presentation discusses ways to tap into the possibilities for career advancement by recognizing and responding appropriately to the feedback situations in your life.
Drawing on insights from authors Douglas Stone, Sheila Heen, and Brene' Brown, Chris Heinz focuses on the powerful role of the responder in a feedback conversation.
Learn how to:
- Recognize different types of feedback
- Identify triggers that can impact a feedback situation
- Understand the story you may be telling yourself
- Adopt a growth mindset
- Navigate the feedback conversation
Empower yourself through an understanding of the feedback process, pitfalls and potential.
Module 4: Emerging Nonprofit Leaders - Building Social Awareness SKills
This document provides a summary of a training module on social awareness and listening skills. It includes an agenda for a session on building excellent listening skills, with topics on social awareness, asking good questions, listening skills practice, and next steps. Homework involves reading articles on body language, asking questions, and listening skills, as well as practicing these skills before the next class. The session covers identifying emotions, empowering vs. disempowering questions, understanding body language, and reflective listening techniques like paraphrasing.
Communicating effectively
Counselling is all about effective oral communication. As a counselor you will need to follow a three step process which will be used extensively in the counseling process.
These three steps are:
Questioning
Listening
Responding
Fhc ppt
The document provides 12 steps for resolving conflicts in interpersonal relationships. It begins by outlining the 12 steps in brief and then expands on each step, providing practical guidance. The key steps involve embracing conflict, addressing anger appropriately, seeking understanding over victory, assuming the best of others, sharing feelings respectfully, speaking truthfully while being kind, focusing on problems not people, forgiving others and seeking forgiveness, and handling conflicts personally with gentleness. The overall message is that following these principles can help mend broken relationships and bring reconciliation.
What is Your Emotional Q
Researchers in the area of emotional intelligence point out that when it comes to being smart, academic IQ doesn't tell the whole story. Add emotional intelligence to the picture and the concept of smart is more complete.
Effective communication
The document discusses effective communication and leadership. It defines communication, lists common barriers, and describes different communication styles. Assertive communication is identified as most effective. The document also discusses listening skills, non-verbal communication cues, using "I" statements, and ensuring message perception matches intention to achieve effective communication.
Conflict-Resolution-PPT.pdf
The document outlines a four-step process for resolving conflicts: 1) Stop and think to avoid escalating the situation, 2) Redirect arguments into productive discussions, 3) Investigate to understand each perspective and the underlying issues, and 4) Work together to find mutually agreeable solutions through compromise. It emphasizes controlling emotions, listening without interrupting, and focusing on the real problems, not personal attacks. If an agreement cannot be reached, seeking mediation from community leaders or counselors is recommended. Avoiding conflicts is also advised by controlling reactions, using humor, apologizing for mistakes, and walking away if needed.
Guide giving-effective-feedback-across-cultures
As global leaders, we need to manage teams working in several locations and often from different cultures.
My name is Marianne Dupuis and I've been coaching since 2010, with a true passion for cross cultural topics. This derives both from my experience leading multicultural teams myself for more than 2 decades and from enjoying living abroad for about that same time too.
www.mariannedupuiscoaching.com
Communicating assertively in_the_workplace
The document provides guidance on communicating assertively in the workplace. It defines assertiveness as an attitude that respects one's own choices as well as others, seeking mutual understanding to find win-win solutions. The document offers tips for becoming more assertive, such as practicing positive body language, using "I" statements, asking open-ended questions, and giving feedback to improve communication styles. Common mistakes like being too aggressive or biting off more than one can handle are also addressed.
Presentation task1
This document provides guidance on communicating effectively for a media production discussion. It discusses both verbal and nonverbal communication skills. It emphasizes the importance of clear speaking, using understandable language, actively listening to others, and ensuring all participants have opportunity to provide input. The document also outlines potential consequences of poor communication skills, such as not being understood or taken seriously. It provides tips for facilitating a productive discussion through an appropriate environment, established ground rules, and use of supporting resources.
Principles of effective communication
By Jason Gadsby
This document contains a series of questions and answers about skills relevant for job interviews and workplace communication. It emphasizes the importance of skills like maintaining proper body language, spelling words correctly, understanding different types of questions, being an active listener, using an appropriate level of complexity in speaking, checking facts, and proofreading work. Mastering these skills can help one secure a job and be an effective employee.
What type of feedback persona are you?
This document introduces feedback personas as a framework to improve giving and receiving feedback. It describes six common personas: the Mother In Law, Perfectionist, Hothead, Friend, Teacher, and Emo. These personas are plotted based on two axes - how much they help others and avoid conflict. The Mother In Law, Perfectionist, and Hothead personas primarily help themselves, while the Friend, Teacher, and Emo personas aim to improve others. Each persona is defined by its characteristics and an example is given of feedback provided in that style. The document suggests using this framework to identify feedback styles and improve skills.
Principles of effective communication
By Jason Gadsby
This document contains a series of questions and answers to test the reader's English language skills. It covers topics like spelling, body language, open and closed questions, proofreading work, and using accurate information. Getting the right answers demonstrates an understanding of how small details can impact how people are perceived in areas like job interviews. Maintaining good English skills is important for career success.
Having Hard Conversations
The document discusses the importance of having difficult but important conversations. It notes that extraordinary leadership comes from having fierce conversations with ourselves and others. It also discusses why people often avoid hard conversations, such as a desire to please others or protect personal comfort and safety. The document provides tips for preparing for and having difficult conversations, such as getting clear on the problem, crafting how to address it, considering various scenarios and outcomes, and maintaining composure during the conversation.
Communication Skills
This document discusses effective communication skills such as listening, body language, and expressing yourself clearly. It provides tips for active listening including acknowledging others' perspectives without agreeing or disagreeing. Nonverbal communication and awareness of cues from others is important. When initiating conversations, it's best to clarify your intent upfront and find a mutually agreeable time. Speaking concisely and avoiding jargon helps ensure others understand your message. Expressing feelings directly but avoiding accusations promotes open discussion.
How to have difficult conversations
Stop putting off having difficult conversations. Seven practical tips to ensure your next difficult conversation go smoothly.
Similaire à The BIFF technique for calming hostile conversations by Bill Eddy (20)
How to Boost Your Career Through Negative Feedback
How to Boost Your Career Through Negative Feedback
Module 4: Emerging Nonprofit Leaders - Building Social Awareness SKills
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Plus de Alex Clapson
Empathy Is a Stress Response - Choose Compassion instead
Research shows that empathy is a whole-body experience: We mirror each other’s physiology alongside the emotion. Negative states, whether it is pain, anger, or anxiety, create high activation & arousal in the body, so when you empathize with someone stressed, you become stressed, too. This is why so many caregivers experience burnout.
7 tips to help you become a Supercommunicator
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Death by a thousand meetings
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The key message is that we ought to stop using the word Disclosure,
unless there has been a Finding of Fact hearing carried out by the court.
We risk all our efforts gathering evidence for proceedings to be
disregarded if we (as expert witnesses) continue to use the incorrect
terminology.
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Putting the client in control of their own feelings of comfort or discomfort, by making them transparent and adjustable, can provide the confidence boost that allows them to take tentative steps into greater discomfort.
Trust Recovery in the Team by David Clutterbuck.pdf
Once trust is broken in a team, it is hard to recover. Yet the requirement to collaborate remains as strongly as ever.
If they learn from the breakdown of that relationship, they become a wiser person, better able to trust and be trusted.
Building Psychological Safety is the key to rebuilding trust.
Why Traditional Parenting Logic Doesnt Work
Traditional parenting logic is all about rewards and consequences. Good parents use these methods with their children all the time with excellent results. But, what happens when good people are raising a child that has a significant history of trauma?
This brief article offers some practical approaches.
An introduction to Action Learning
Action Learning focuses on the experience, feelings, & insights of the individual. Rather than jumping to solve a problem as quickly as possible, Action Learning enables deeper enquiry, & results in deeper understanding.
Why walking through the countryside 'tames' our brain
Exposure to nature decreases amygdala activity & has beneficial effects on stress-related brain regions. This suggests that walking in the countryside buffers the detrimental effects of city life. And, in turn, it potentially acts as a preventive measure against the development of some mental disorders.
Where companies go wrong with Learning & Development by Steve Glaveski -HBR
Organizations spent $359 billion globally on training in 2016, but was it worth it?
Not only is most of the training in today’s companies ineffective, but the purpose, timing, & content of training is flawed. Want to see eyes glaze over quicker than you can finish this sentence? Mandate that busy employees attend a training session on “business writing skills”, or “conflict resolution”, or some other such course with little alignment to their needs. Like lean manufacturing & the lean start-up before it, lean learning supports the adaptability that gives organizations a competitive advantage in today’s market. It’s about learning the core of what you need to learn, applying it to real-world situations immediately, receiving immediate feedback & refining your understanding, & then repeating the cycle. To begin practicing lean learning, organizations need to move from measuring credits earned to measuring business outcomes created. Lean learning ensures that employees not only learn the right thing, at the right time, & for the right reasons, but also that they retain what they learn.
Negative Mental States Become Negative Neural Traits, by Debbie Hampton
“Your brain is like Velcro for negative experiences but Teflon for positive ones.” Even though the negativity bias is great for ensuring survival, it’s lousy at promoting happiness, peace, fulfilling relationships, & long-term physical & mental health.
This brief article shares a method to alter the way in which our brain focuses to much on the negative, to the detriment of the positive.
Effective Feedback - Make it 'SNAP'py
Feedback is a gift that you give to the recipient. If you think that it matters enough to say something about the way in which someone has behaved, then you should be concerned to see that it is both given & received in the best possible way. If you bear the following four points in mind when giving feedback, then they may help to ensure that your message is effectively delivered.
Performance Wheel for Coaching / Supervision sessions
Find someone who tells you what you don’t want to hear, so that you can see what you don’t want to see, so you can be what you always wanted to be.
Free Communication Guide - Top Tips by Emma Quinn
The key skill in communication in any language is to be equally invested in all the participants, and to truly listen as well as getting your own points across.
This guide includes:
1. Section 1 - How to communicate effectively
2. Section 2 - How to communicate well when working remotely
The upsides of Imposter Syndrome by Professor David Clutterbuck
Having what we might call balanced self-doubt keeps us on our toes, constantly
curious, & less likely to become complacent.
This brief article explores the upsides of Imposter Syndrome.
Plus de Alex Clapson (20)
Empathy Is a Stress Response - Choose Compassion instead
Empathy Is a Stress Response - Choose Compassion instead
Workers are turning to music as stressful workplaces become the norm.
Workers are turning to music as stressful workplaces become the norm.
Why people crave feedback - & why we're afraid to give it.pdf
Why people crave feedback - & why we're afraid to give it.pdf
Why we need to change the language that we use in relation to allegations
Why we need to change the language that we use in relation to allegations
Getting comfortable with discomfort, by Professor David Clutterbuck
Getting comfortable with discomfort, by Professor David Clutterbuck
Trust Recovery in the Team by David Clutterbuck.pdf
Trust Recovery in the Team by David Clutterbuck.pdf
Why walking through the countryside 'tames' our brain
Why walking through the countryside 'tames' our brain
Where companies go wrong with Learning & Development by Steve Glaveski -HBR
Where companies go wrong with Learning & Development by Steve Glaveski -HBR
Negative Mental States Become Negative Neural Traits, by Debbie Hampton
Negative Mental States Become Negative Neural Traits, by Debbie Hampton
Performance Wheel for Coaching / Supervision sessions
Performance Wheel for Coaching / Supervision sessions
The upsides of Imposter Syndrome by Professor David Clutterbuck
The upsides of Imposter Syndrome by Professor David Clutterbuck
Dernier
Chart--Time Management.pdf How to time is spent
Time management is foundation for any successful activity.
innovation in nursing practice, education and management.pptx
MSc nursing 2 nd year Government college of nursing Rajnandgaon Chhattisgarh
Conflict resololution,role of hr in resolution
Conflict resolution techniques in modern day organizations is critical for overall productivity
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Addiction to Winning Across Diverse Populations.pdf
A anaysis dedicated to identify the addiction on winniing by diverse population
Team Building and TUCKMANS MODEL Explained
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
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B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
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A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
The Management Guide: From Projects to Portfolio
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
12 steps to transform your organization into the agile org you deserve
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
All the Small Things - XP2024 Bolzano/Bozen
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
20240608 QFM019 Engineering Leadership Reading List May 2024
Everything I found interesting about Engineering Leadership in May 2024
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Comparing Stability and Sustainability in Agile Systems
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Enriching engagement with ethical review processes
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Dernier (20)
innovation in nursing practice, education and management.pptx
innovation in nursing practice, education and management.pptx
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Addiction to Winning Across Diverse Populations.pdf
Addiction to Winning Across Diverse Populations.pdf
12 steps to transform your organization into the agile org you deserve
12 steps to transform your organization into the agile org you deserve
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi: A Legacy in Finance and Leadership
20240608 QFM019 Engineering Leadership Reading List May 2024
20240608 QFM019 Engineering Leadership Reading List May 2024
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Comparing Stability and Sustainability in Agile Systems
Comparing Stability and Sustainability in Agile Systems
Enriching engagement with ethical review processes
Enriching engagement with ethical review processes
The BIFF technique for calming hostile conversations by Bill Eddy
- 1. BIFF A BIFF ResponseSM is designed to calm a hostile conversation. They can be written (or said) by anyone, although it takes practice and it helps to have someone review your BIFF Response before you send it. BIFF stands for Brief, Informative, Friendly and Firm. This method is described in depth in the book BIFF: Quick Responses to High Conflict People, Their Personal Attacks, Hostile Email and Social Media Meltdowns. Aa BIFF Response can be highly effective when considering the following ten questions regarding a draft of a BIFF Response. 1. Is it Brief? 2. Is it Informative? 3. Is it Friendly? 4. Is it Firm? 5. Does it contain any Advice? 6. Does it contain any Admonishments? 7. Does it contain any Apologies? 8. How do you think the other person will respond? 9. Is there anything you would take out, add or change? 10. Would you like to hear my thoughts about it? (from a coach or colleague helping the writer of the BIFF Response.)
- 2. (BIFF tips) “5. Does it contain any Advice? By this, I mean are you telling the other person how to deal with a particular problem a particular way? This almost always triggers a defensive and often attacking response back at you. Unless the person you’re dealing with specifically asked for your advice, it’s usually better not to give it – especially in a BIFF Response that’s intended to end the conversation or give two limited choices. So do you see any advice in your BIFF Response as its currently written?” “6. Does it contain any Admonishments? In other words, are you speaking to the person like a parent telling a child how to behave. This never works in a BIFF Response. When people are feeling defensive, the last thing they want is for you to tell them they are doing something wrong. The whole point of a BIFF Response is to calm down and end the conversation, without triggering a defensive response. Do you see any hint of that in your BIFF Response as it is currently written?” “7. Does it contain any Apologies? This can be confusing. In general, apologies are a good thing. However, if you are dealing with a high conflict person, they tend to use your apologies against you, like ammunition. Avoid apologizing for anything of substance, like: “I shouldn’t have done such-and-such.” Or: “I’m sorry I hurt you by doing xyz.” Or: “I guess my strategy failed.” Or: “I know I haven’t been sensitive to your needs.” These types of apologizes blame you and High Conflict Persons are preoccupied with blame, and will use it to prove that it really is: All YOUR Fault! Of course, social apologies are okay, like “I’m sorry I’m a few minutes late.” Or: “I’m sorry to see that you’re in this difficult situation.” With this in mind, do you see any apologies in what you have written?” Bill Eddy is the author of BIFF: Quick Responses to High Conflict People and the President of the High Conflict Institute. High Conflict Institute offers seminars, consultations (including BIFF Consultations), books and other resources for dealing with difficult people at work, at school, in divorce and anywhere. www.HighConflictInstitute.com.