2018 Ubuntu Global. Permission granted to re-print for personal use only. Not to be reproduced in workbooks, on websites or any other digital formats
|
|
- Marion Glenn
- 5 years ago
- Views:
Transcription
1 2018 Ubuntu Global. Permission granted to re-print for personal use only. Not to be reproduced in workbooks, on websites or any other digital formats without written permission from Lenora Billings-Harris. ;
2 Mitigating Bias Tip Sheet Sourcing: Identify routine sourcing funnels and evaluate why they are used--- convenient? Alma mater? Strength of education or experience of candidates? Identify non-traditional sourcing to find the same/similar transferable skills and abilities. Look for talent that adds to diversity of thought and skills instead of just maintaining the status quo. Interviews: Review and define the job and skills required to do the job. Be consistent - ask all candidates the same questions, in the same order. Measure candidates against the job requirements and not one another. Prime yourself before the interview- Remind yourself of your own possible biases e.g. height/handshake/accent/name/educational level/university/likability/common interests/age/gender identity/sexual orientation/size/personality styles etc. Identify assumptions you might be making about this person? Gather additional information to test my assumptions. Hiring teams should meet live after interviews to discuss the candidates and come to a group decision. Do not simply accept rating numbers. Ask interviewers why candidates were given the rating they received. Teamwork: (Encourage diversity of thought) Encourage all members to share their thoughts. Assume there are questions- Ask, What questions do you have? Do not share your ideas first. Allow others to lead the discussion. Be a mentor/coach for people different than yourself. Consider who beyond your favorites could be a best fit for the project or task at hand. Evaluations and Calibrations: Provide feedback frequently and consistently. Discuss with raters the meanings of the metrics. Require written narratives & dialogues. Prime yourself against recency bias. Look for and question statements that potentially reflect biased attitudes or beliefs about the ratee. Provide & support mentoring training; track and evaluate mentoring results. Leadership Accountability & Decision-Making: Challenge organizational cultural norms and patterns to achieve better equity and balance. Seek to develop talent by assigning projects as growth opportunities. Prime yourself before making major decisions to uncover possible biased patterns. Evaluate your process for recognizing and rewarding talent. Identify people who annoy you and analyze why. They might remind you of someone in your background, and now you are projecting your bias onto them. Add inclusion and engagement process to your meeting agenda to discuss at the end of meetings- listen and explore ways to improve.
3 Diversity Inclusion Quotient What is your current level of cultural competency? Complete the following assessment as honestly as possible. Respond based on how you behave, not how you wish to behave. Use the results to develop your own DIQ action plan. (You will not be asked to share your responses.) Almost Always Generally Sometimes Almost Never 1 I am aware of the main characteristics of my own cultural groups (e.g. age, gender, education). 2 I adapt my style to reflect my awareness of the diversity of my team and colleagues. 3 educate myself regarding the characteristics of different cultures within my organization. 4 I intentionally include diverse people in my circles, and encourage diversity of thought. 5 I am aware of my biases and stereotypes and I am implementing specific actions to address them. 6 I am aware of my own micro-messaging habits. 7 I encourage my friends and colleagues to call out biased behavior in a constructive way. 8 I continuously identify systematic bias within talent management practices and work with my organization to address it. 9 I intentionally surround myself with people different from me to better understand their perspectives. 10 I take my own biases into consideration before making important decisions, or shoring my opinion about others.
4 Can We Value Differences When We Can't Be Civil? A printable version on this article can be found at Have you ever observed or been a part of the following scenarios? You are seated at a busy upscale restaurant and the first words from the food server are, "Are you ready to order or do you need time?" It does not occur to the person to say, "Good afternoon," or "Welcome." You call tech support when your computer locked up in the middle of an important project. American English is not the tech's primary language, and you are having difficulty communicating. You lose your temper while explaining the computer problem. You are participating in a discussion, and you are verbally attacked because your opinion differs from the others present. As these and other similar situations become more common, do you often wonder what really makes people so rude? I was recently asked by a college in Wyoming to deliver a keynote to their faculty and staff during their in-service day. I was asked to tailor my remarks to civility instead of diversity. My first assumption was that they just wanted me to avoid the "D" word. However, the request to focus on civility came about due to the concern that too many people had a "short fuse" and the leadership wanted to foster a culture where disagreements were valued, not just tolerated. So why do otherwise "normal" people become so rude in certain situations? I believe there are at least three reasons: 1. We don't make the time to connect with others as fellow members of the human race first. The one thing we all have in common is that we are human. We all want to be loved, respected, and safe. We have forgotten to use "common" courtesies as a matter of course. Politeness is not "common" anymore. Our time is so compressed, we shortcut politeness to get to the point. In many ways, technology has caused our lives to become more stressed instead of less. Everyone wants everything immediately. , voic and text messaging can cause misunderstandings.
5 When a problem arises, and we need to 1. connect directly with a stranger, we don' t even exchange pleasantries; we go right to the issue at hand. To address this issue, the Ritz Carlton Hotels succeeded in embedding 2. courtesy into their culture. Their code is "We are ladies and gentlemen serving ladies and gentleman." All interactions with guests 3. and employees are built upon this premise We have become rigid in our thinking. Many believe their way is the only right way, thus anyone who sees things differently is 5. immediately wrong. Our unconscious biases cause us to think our viewpoint is truth, rather than just our point of view. 6. Without a conscious attempt to connect on a human level first, many people assume the other person is wrong or ignorant, so the resulting exchange is one of intolerance. 3. We live in a society of blame. If you start 7. your day by reading the newspaper or watching TV news, you will see everything 8. wrong with the world, people feeling victimized and searching for someone to Before starting any conversation for the first time with your co-workers greet them by saying "Good morning," or "Good afternoon." Ask "help me understand why do you think that..." before jumping to a conclusion about someone. Watch the news in the evening, instead of starting your day with bad news. Look for reasons to be grateful and find ways to be kind for no reason. When someone says, "thank you" to you, respond with "my pleasure" instead of "no problem." When someone makes a potentially explosive statement, that is not in the form of a question, respond with silence. If you must respond, try this. "Thank you for sharing. I see it this way... because... Create a quiet space for yourself. blame. This focus then materializes in our behavior with comments such as "It's not my fault!", "You made me do it!" Our lives do not have to be this way. We can influence our environment. We are responsible for our own actions. We can be civil toward each other even when we disagree with different points of view. Try the following actions for the next thirty days, and observe the difference in your own interactions. Perhaps they will even become new habits! There are dozens of things we can do to return to civility. The first step is to follow Nike's advice, and just do it. So, what does civility have to do with valuing differences, inclusion and unconscious bias? Everything. If we cannot slow down long enough to connect to those different from ourselves, we cannot truly learn ways to understand and respect them.
6 Additional Resources Diversity Woman Magazine Leadership Empowerment for Women Who Mean Business Diversitylnc.com Provides cutting-edge news, commentary, and in-depth analysis from an inclusive point of view. Implicit Bias Test Project Implicit is a non-profit organization and international collaboration between researchers who are interested in implicit social cognition - thoughts and feelings outside of conscious awareness and control The goal of the organization is to educate the public about hidden biases and to provide a "virtual laboratory" for collecting data on the Internet. Race - The Power of Illusion Online companion to the PBS series. HRC Consulting Services Human Rights Campaign working for lesbian, gay, bisexual and transgender equal rights. Lenora's Blog (articles you can re-print) Various inclusion related articles and resources.
7 LETS STAY CONNECTED NewsBrief: wwwthediversitvadvantage.info Phone: Twitter: LBHdiversitv Facebook: Lenora Billings-Harris Linkedln: UbuntuGlobal
My Notebook. A space for your private thoughts.
My Notebook A space for your private thoughts. 2 Ground rules: 1. Listen respectfully. 2. Speak your truth. And honor other people s truth. 3. If your conversations get off track, pause and restart. Say
More informationSecrets to Leading with Assertiveness. Participant Manual
Secrets to Leading with Assertiveness Participant Manual Copyright 2017 Dale Carnegie & Associates, Inc. 290 Motor Parkway Hauppauge, New York 11788 All rights reserved. Except as permitted under the U.S.
More informationCritical Conversations
Critical Conversations TIPS FOR TALKING WHEN STAKES ARE HIGH Agenda 1. Basics of Communication 2. Crucial Conversations defined 3. Before the conversation: setting the stage 4. During the conversation:
More informationWhat s Your Anger Type for Christians
Are you a Christian who suffers from uncontrollable anger or do you have problems managing your anger? This book teaches how to handle conflict and criticism in a Godly manner. Feel and live an abundant
More informationBIAS AND THE WORKPLACE
BIAS AND THE WORKPLACE Creating and Fostering a Professional Environment that Supports and Empowers People of Color Luana Nelson Brown, Community Specialist Crime Victims Assistance of the Iowa Attorney
More informationSelf-Assessment: Critical Skills for Inclusion Practitioners Developed by Kathy Obear, Ed. D., 2014
Self-Assessment: Critical Skills for Inclusion Practitioners Developed by Kathy Obear, Ed. D., 2014 Directions: Read each of the following and rate how often you currently practice these skills: 1= Never
More informationWAKING UP TO UNCONSCIOUS BIAS JOY WARMINGTON, CEO
WAKING UP TO UNCONSCIOUS BIAS JOY WARMINGTON, CEO brap, The Arch, First Floor, 48-52 Floodgate Street, Birmingham B5 5SL Email: brap@brap.org.uk Telephone: 0121 272 8450 Twitter: @braphumanrights Facebook:
More informationNonviolent Communication
Nonviolent Communication Nonviolent Communication (NVC) is sometimes referred to as compassionate communication. Its purpose is to: 1. create human connections that empower compassionate giving and receiving
More informationUnconscious Bias: From Awareness to Action!
Unconscious Bias: From Awareness to Action! Did you know that we all have unconscious bias, and that we each have a responsibility to prevent its unintended consequences? In this course, we will explore
More informationIMPLICIT BIAS: UNDERSTANDING AND ADDRESSING ITS IMPACT. ALGA Regional Training Dr. Markisha Smith October 4, 2018
IMPLICIT BIAS: UNDERSTANDING AND ADDRESSING ITS IMPACT ALGA Regional Training Dr. Markisha Smith October 4, 2018 Develop and/or expand on an understanding of implicit bias. GOALS FOR TODAY S SESSION Consider
More information2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions
2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions 1. After reading this book, which research examples stand out the most in your
More informationIT S A WONDER WE UNDERSTAND EACH OTHER AT ALL!
It s a Wonder we Understand Each Other at All! Pre-Reading 1 Discuss the following questions before reading the text. 1. Do you think people from different cultures have different communication styles?
More informationThe Power of Feedback
The Power of Feedback 35 Principles for Turning Feedback from Others into Personal and Professional Change By Joseph R. Folkman The Big Idea The process of review and feedback is common in most organizations.
More informationA FRAMEWORK FOR EMPOWERMENT
A FRAMEWORK FOR EMPOWERMENT What is an Empowered Person? Think about someone you know and admire. It could be a neighbor, a family member, someone you know from TV or the news. It can even be someone you
More informationLEADER VS VICTIM. This is where coaching can help you create the life you want. But, if given the opportunity to change, would you want to?
LEADER VS VICTIM Most of us have felt victims at one point or another. Perhaps this was due to circumstances that were completely out of our control. Perhaps we knew deep down that we didn t want to feel
More informationA STARTER BOOK OF CAMPAIGN TEMPLATES
A STARTER BOOK OF CAMPAIGN TEMPLATES by the Progressive Change Campaign Committee The following are standard templates that every campaign will need, such as ways to sign up volunteers and track contributions.
More informationPeer Support Meeting COMMUNICATION STRATEGIES
Peer Support Meeting COMMUNICATION STRATEGIES Communication Think of a situation where you missed out on an opportunity because of lack of communication. What communication skills in particular could have
More informationNavigating the Diverse Tribal Workplace
Navigating the Diverse Tribal Workplace What are Some of the Areas in which We are Diverse? Closest Friends Exercise 3 What do you think? Will a man who grew up in a poor, white, Methodist family have
More informationLearn how to more effectively communicate with others. This will be a fun and informative workshop! Sponsored by
Assertiveness Training Learn how to more effectively communicate with others. This will be a fun and informative workshop! Sponsored by Lack of Assertiveness Examples Allowing others to coerce you into
More informationChanges to your behaviour
Life after stroke Changes to your behaviour Together we can conquer stroke Because there is so much to deal with after a stroke, it s normal for your behaviour to change in some way. In this booklet we
More informationConflict It s What You Do With It!
Conflict It s What You Do With It! Luc Bégin, Ombudsman Department of Canadian Heritage Presented to: Financial Management Institute of Canada November 27 th, 2013 True or False Sometimes the best way
More informationEmotional Intelligence
Emotional Intelligence THE NEW SCIENCE OF SUCCESS Presented by: Karl Mulle Webinar Objectives Understand how our brain takes in and processes information emotionally and intentionally Learn how emotions
More informationTRACOM Sneak Peek Excerpts from. Self-Perception Guide
TRACOM Sneak Peek Excerpts from Self-Perception Guide Self-perception GUIDE Table of Contents Introduction...1 The SOCIAL STYLE MODEL TM............................................. 1 Where Did Your Style
More informationImproving Personal Effectiveness With Versatility
CONCEPTS GUIDE TRACOM Sneak Peek Excerpts from Improving Personal Effectiveness With Versatility Concepts Guide TABLE OF CONTENTS PAGE Introduction...1 The SOCIAL STYLE MODEL TM...1 Where Did Your Style
More informationWhite Supremacy Culture perfectionism antidotes sense of urgency
White Supremacy Culture From Dismantling Racism: A Workbook for Social Change Groups, by Kenneth Jones and Tema Okun, Change Work, 2001. Article distributed with permission from Kenneth Jones to Damascus
More informationUnit 3: EXPLORING YOUR LIMITING BELIEFS
Unit 3: EXPLORING YOUR LIMITING BELIEFS Beliefs and Emotions Bring to mind a negative belief you hold about money. Perhaps it is I don t believe I can win with money or Money is hard to come by. While
More informationOrganizational Behaviour
Bachelor of Commerce Programme Organizational Behaviour Individual Behaviour Perception The Da Vinci Institute for Technology Management (Pty) Ltd Registered with the Department of Education as a private
More informationYC2 Is Effective in the Following Areas:
0 Youth Community Coalition Assessment The Youth Community Coalition (YC), in conjunction with the Institute of Public Policy at the, conducted a web-based survey of Coalition members to assess the benefits
More informationWhat s Happening to the One. I Love? Helping couples cope with breast cancer
What s Happening to the One I Love? Helping couples cope with breast cancer When someone you love has breast cancer, she or he may face physical and emotional struggles. It is important that you do all
More informationFeedback. What is feedback? Why is feedback important to humans?
Presentation Feedback Feedback What is feedback? Why is feedback important to humans? Helpful Feedback Helpful feedback is intentional or unintentional responses that come from others Naturally uplifting
More informationsuicide Part of the Plainer Language Series
Part of the Plainer Language Series www.heretohelp.bc.ca What is? Suicide means ending your own life. It is sometimes a way for people to escape pain or suffering. When someone ends their own life, we
More informationLearning to See Clearly: Removing Blindspots from Organizational Behavior
Learning to See Clearly: Removing Blindspots from Organizational Behavior Agenda 9:30 Introductions 9:45 Group Agreements 10:15 Unconscious Bias Self-Evaluation Implicit Association Test (IAT) Break (10:45-ish)
More informationBad Apples. For Preview Only Do Not Use For Training How to Deal with Difficult Attitudes
Bad Apples How to Deal with Difficult Attitudes Participant Materials Reproducing this page in any format is prohibited. Bad Apples How to Deal With Difficult Attitudes Participant Materials Introduction
More informationThe International Journal of Mentoring and Coaching Volume II Issue 2 December 2009
Jitske Kramer www.humandimensions.nl and Karin Brugman www.de-onderstroom.nl Intercultural conflicts How our judgments become our teachers The problem is not that we have prejudices and make judgments
More informationEmotional Intelligence and NLP for better project people Lysa
Emotional Intelligence and NLP for better project people Lysa Morrison @lysam8 Copyright 2015 Lysa Morrison Reasons projects fail Three of the most common causes of project failure according to the National
More informationInterviewer: Tell us about the workshops you taught on Self-Determination.
INTERVIEW WITH JAMIE POPE This is an edited translation of an interview by Jelica Nuccio on August 26, 2011. Jelica began by explaining the project (a curriculum for SSPs, and for Deaf-Blind people regarding
More informationHow to Use Emotional Control and Observation Skills to Become a Better Negotiator!
How to Use Emotional Control and Observation Skills to Become a Better Negotiator! James W. Haile Jr., C.P.M., Procurement Manager McNeil Nutritionals, LLC 215-273-8437; jhaile@mcnus.jnj.com 92nd Annual
More informationInstructions for 4-H Club Self-Assessments
Why do a self-assessment? Instructions for 4-H Club Self-Assessments Throughout the Building Welcoming 4-H Clubs project, you will be receiving feedback from others about your club. Before you get that
More informationTurn Your Fear Into Success
Turn Your Fear Into Success Marcy Neumann, The HeartShift Coach Let me start by saying that this report is not going to teach you how to get rid of fear. That would not do you any good. What I m going
More informationYes, you do have a choice. Understanding and using Choice Theory with clients Presented by: Dana Hampson, MBA, BCC, LPC-S The Balanced Life, LLC
Yes, you do have a choice. Understanding and using Choice Theory with clients Presented by: Dana Hampson, MBA, BCC, LPC-S The Balanced Life, LLC What is Choice Theory? Theory developed by William Glasser,
More informationCommunity of Respect. Department of Multicultural Services
Community of Respect Department of Multicultural Services GROUND RULES * Challenge by Choice * Please hold questions until the end Common Ground Stand as you are able Stand if You are from Texas. Stand
More informationBreaking Free of the Restless Mind. By Paul Bauer. Breaking Free Of The Restless Mind - By Paul Bauer
Breaking Free of the Restless Mind By Paul Bauer www.dreamsalive.com Breaking Free Of The Restless Mind - By Paul Bauer www.dreamsalive.com 1 Did you ever have a challenge that was so hard to solve that
More informationRapidRapport. Action Journal. with Michael Bernoff
with Michael Bernoff Action Journal Rapport-building acts as the foundation for the introduction of ideas, relationships, products and services. Without establishing rapport, you are unlikely to get the
More informationUnconscious Bias Training. Programme Overview. 1 Day or ½ Day? +44 (0) /
½ Programme Overview Discrimination is destructive and counter-productive. We know that people discriminate consciously either due to prejudice or through ignorance. What is less known is that people often
More informationOut of the Darkness Community Walk Team Leader Guide
Out of the Darkness Community Walk Team Leader Guide 120 Wall Street Floor 29, New York, NY 10005 888-333-AFSP (2377) coaches@afsp.org Thank You for Being Part of the Out of the Darkness Community Walks
More informationSample Observation Form
Sample Observation Form (NOTE: This is just an example. You will need to modify it based on the type of exercise. Also, you might want to break up the checklist items by observer. For example, you could
More informationPatient First. Aneurin Bevan University Health Board. Personal Responsibility. Values and Behaviours Framework. Passion for Improvement
Patient First Personal Responsibility Aneurin Bevan University Health Board Passion for Improvement Values and Behaviours Framework Pride in What We Do Staff Information leaflet Why do we need a values
More informationTowson University Center for Adults with Autism Towson, MD Adventure Pursuits for Adults with Autism
Towson University Center for Adults with Autism Towson, MD www.towson.edu/chp/caasd Adventure Pursuits for Adults with Autism Project Coordinator: Lisa Crabtree, PhD, OTR/L, Towson University Center for
More informationToastmasters District 55 New Member Orientation Guidelines
www.toastmasters.org Toastmasters District 55 www.tmd55.org New Member Orientation Guidelines 1 Table of Contents Orientation of New Members 3 Orientation Officer Responsibilities 4 Setting up the Orientation
More informationSource: Emotional Intelligence 2.0 by Travis Bradberry and Jean Greaves Copyright 2009 by Talent Smart
The following presentation, in large part, discusses the findings and work of Travis Bradberry, Ph.D. and Jean Graves, Ph.D. Their work can be found in greater detail in their most recent book Emotional
More informationDiscovering Diversity Profile Individual Report
Individual Report Respondent Name Monday, November 13, 2006 This report is provided by: Integro Leadership Institute 1380 Wilmington Pike, Suite 113B West Chester PA 19382 Toll Free (866) 468-3476 Phone
More informationCONCEPTS GUIDE. Improving Personal Effectiveness With Versatility
CONCEPTS GUIDE Improving Personal Effectiveness With Versatility TABLE OF CONTENTS PAGE Introduction...1 The SOCIAL STYLE MODEL TM...1 Where Did Your Style Come From?...1 SOCIAL STYLE and Versatility Work...
More informationThis booklet sets out our path as an organisation. The CRANES Way is about what makes up and supports our beliefs, our fire, our passion.
The CRANES Way The CRANES Way This booklet sets out our path as an organisation. The CRANES Way is about what makes up and supports our beliefs, our fire, our passion. You can find all the information
More informationOutcome Measurement Guidance
Outcome Measurement Guidance The following learning objectives, goal statements and accompanying outcome items were prepared by the Ohio Department of Health Rape Prevention Education Team to assist you
More informationInteraction During the Program Kirkpatrick Partners, LLC. All rights reserved. 1
Trademark and Copyright Warning Copyright 2010-2016, Kirkpatrick Partners, LLC. All rights reserved. This presentation remains the exclusive property of Kirkpatrick Partners, LLC. Distribution or duplication
More information#inyourcorner. Encouraging colleagues to step in
#inyourcorner Encouraging colleagues to step in Funded by Run by 1 In Your Corner is a five-year Time to Change campaign that encourages us all to look out for others whether they are friends, family or
More informationEngaging CAEs Best Practices
Engaging CAEs Best Practices How can I understand my chapter s CAE audience and their needs? Anonymous survey The Chicago Chapter surveys its CAE group to determine their interests, needs, wants. Also
More informationMotivational Strategies for Challenging Situations
Motivational Strategies for Challenging Situations Mandy Fauble, PhD, LCSW Executive Director, Safe Harbor Behavioral Health of UPMC Hamot James, Wyler, MA, CPRP Scenario When I talked to her about my
More informationWorking Through My Anger, Resentment, and Manipulation Pat M. - Virginia. CoDA Face Everything and Recover Retreat
Working Through My Anger, Resentment, and Manipulation Pat M. - Virginia CoDA 2017 Face Everything and Recover Retreat Lullaby Lyrics: Are You Sleeping Are you sleeping, are you sleeping Brother John,
More informationEmotional Intelligence of dealing with People and Situations. Instructor Bill Friel City of Ormond Beach
Emotional Intelligence of dealing with People and Situations Instructor Bill Friel City of Ormond Beach Bill.Friel@ormondbeach.org Intrapersonal Competencies Self-awareness Means really knowing yourself
More informationCrossroads for Kids Rodman Ride for Kids Team Fundraising Guide
Crossroads for Kids Rodman Ride for Kids Team Fundraising Guide WHAT S INSIDE: Ride Day logistics Team-building tips How to register to ride How personalize your page How to use social media How to write
More information2017 TEAM CAPTAIN GUIDE
2017 TEAM CAPTAIN GUIDE No one on this journey should walk alone Teams are the heart of what makes RESOLVE s Walk of Hope so successful! We are so glad you are stepping up in a BIG WAY for RESOLVE! Clinics,
More informationAFSP SURVIVOR OUTREACH PROGRAM VOLUNTEER TRAINING HANDOUT
AFSP SURVIVOR OUTREACH PROGRAM VOLUNTEER TRAINING HANDOUT Goals of the AFSP Survivor Outreach Program Suggested Answers To Frequently Asked Questions on Visits Roadblocks to Communication During Visits
More informationCrucial Conversations. May, 2015 Dr. Richard Brynteson
Crucial Conversations May, 2015 Dr. Richard Brynteson brynteson@csp.edu What happens every 8 seconds? Why crucial conversations? Because of chronic problems Because the right conversations are not happening
More informationDiscovering Diversity Profile Group Report
Discovering Diversity Profile Group Report Sample Report (5 People) Friday, June 18, 2010 This report is provided by: Intesi! Resources 14230 N. 20th Way Phoenix, AZ 85022 Phone: 602-482-6422 Toll Free:
More informationMALE LIBIDO- EBOOKLET
MALE LIBIDO- EBOOKLET Hi there, Thank you for ordering this Native Remedies ebooklet! ebooklets are modified from consultations with real people and cover some of the most frequently dealt with problems
More informationThinking Your Way to Success
Thinking Your Way to Success SOUTH CAROLINA SCHOOL BOARDS ASSOCIATION PROFESSOR SARAH E. REDFIELD AUGUST 23, 2014 PART II TODAY s TOPICS DEBIASING IN MORE DETAIL WHY this topic: Manifestation Thinking
More informationBuilding Friendships: Avoid Discounting
Module 3 Part 2 Building Friendships: Avoid Discounting Objectives: 1. Explore the relationship between stress and discounting. 2. Understand what discounting is and how it relates to stress in relationships.
More informationRespect in the Workplace:
Respect in the Workplace: Non-Discrimination/Non-Harassment Training Lisa Reed, MBA, SPHR Executive Director of Human Resources Gulf Coast State College EEOC Policy Statement Gulf Coast State College does
More informationDealing with Difficult People 1
Dealing with Difficult People 1 Dealing With People Copyright 2006 by Alan Fairweather All rights reserved. No part of this book may be reproduced in any form and by any means (including electronically,
More informationThe Power of Positive Thinking
The Power of Positive Thinking Youhaveprobablyhadsomeonetellyouto'thinkpositive'whenyouwereinatrying situation. That is because the power of positive thinking is something that is a widely heldbelief-andnotwithoutgoodreason.
More informationManaging conversations around mental health. Blue Light Programme mind.org.uk/bluelight
Managing conversations around mental health Blue Light Programme 1 Managing conversations around mental health Managing conversations about mental wellbeing Find a quiet place with an informal atmosphere,
More informationCo-Cultures co- cultural
Challenges of Diversity in Dealing with Emergency Response Robert C. Chandler, PhD Chair, Communication Division Center for Communication and Business Pepperdine University Robert C. Chandler, Ph.D., 2006
More informationsection 6: transitioning away from mental illness
section 6: transitioning away from mental illness Throughout this resource, we have emphasized the importance of a recovery perspective. One of the main achievements of the recovery model is its emphasis
More informationEmotional Intelligence
Being At Your Best Emotional Intelligence Your EQ is a higher prediction of your success than your IQ! Brought to you by: Introduction Emotional Intelligence (EQ) touches every part of your life. Don t
More informationAim of Activity: To explore stereotypes, role models and possible occupations
Classroom set Activity 5: Design a scientist Aim of Activity: To explore stereotypes, role models and possible occupations Activity Instruction: Draw a scientist, it can be any kind of scientist, try to
More informationTactic Toolkit: Organize Phone-Banking
Hearing from community members helps potential supporters take a position on an issue and decide which issues are most important to them. An effective way for you and your coalition members to make your
More informationAnxiety: what employers need to know
Swindon Mindful Employer Network Anxiety: what employers need to know Tuesday 6 March DoubleTree by Hilton Swindon Swindon Mindful Employer Network ANXIETY WHAT EMPLOYERS NEED TO KNOW MELANIE RICHENS THE
More informationTHOUGHTS, ATTITUDES, HABITS AND BEHAVIORS
THOUGHTS, ATTITUDES, HABITS AND BEHAVIORS Ellen Freedman, CLM Law Practice Management Coordinator Pennsylvania Bar Association I ve been thinking a lot lately about how we think, what we think, and what
More informationsupport support support STAND BY ENCOURAGE AFFIRM STRENGTHEN PROMOTE JOIN IN SOLIDARITY Phase 3 ASSIST of the SASA! Community Mobilization Approach
support support support Phase 3 of the SASA! Community Mobilization Approach STAND BY STRENGTHEN ENCOURAGE PROMOTE ASSIST AFFIRM JOIN IN SOLIDARITY support_ts.indd 1 11/6/08 6:55:34 PM support Phase 3
More informationThe following is a brief summary of the main points of the book.
In their book The Resilience Factor (Broadway Books 2002), Reivich and Shatte describe the characteristics, assumptions and thinking patterns of resilient people and show how you can develop these characteristics
More informationThis is a large part of coaching presence as it helps create a special and strong bond between coach and client.
Page 1 Confidence People have presence when their outer behavior and appearance conveys confidence and authenticity and is in sync with their intent. It is about being comfortable and confident with who
More information10/5/2018. Gracious Space. Cultivating a Supportive Culture In Your Library. Impromptu Networking. 1. I signed up for this class because
Gracious Space Cultivating a Supportive Culture In Your Library Impromptu Networking 1. I signed up for this class because 1 Impromptu Networking 2. One thing I hope to contribute to class is Impromptu
More informationKIRKPATRICK TRAINING EVALUATION DOESN T HAVE TO BE AS FORMAL AS YOU THINK
KIRKPATRICK TRAINING EVALUATION DOESN T HAVE TO BE AS FORMAL AS YOU THINK Wendy Kirkpatrick and Jim Kirkpatrick, PhD Thursday, January 11, 2018 Training Magazine Network Trademark and Copyright Warning
More informationSetting the Emotional Tone:
Setting the Emotional Tone: Managing Emotional Culture in the Library Jason Martin Walker Library, Middle Tennessee State University jason.martin@mtsu.edu About Me Associate Dean, Walker Library, MTSU
More informationThe Multifactor Leadership Questionnaire (MLQ) measures a broad range of leadership types from passive leaders, to leaders who give contingent rewards
Published by: Mind Garden, Inc. www.mindgarden.com info@mindgarden.com Copyright 1998, 2007, 2011, 2015 by Bernard M. Bass and Bruce J. Avolio. All rights reserved. Permission is hereby granted to reproduce
More informationValue of emotional intelligence in veterinary practice teams
Vet Times The website for the veterinary profession https://www.vettimes.co.uk Value of emotional intelligence in veterinary practice teams Author : MAGGIE SHILCOCK Categories : Vets Date : February 17,
More informationCognitive Behaviour Therapy Resources
Cognitive Behaviour Therapy Resources FIVE STEP THINKING DIARY From www.livingcbt.com Instructions How to complete this Diary: Keep a diary of any problem times or when you experienced any of the following
More informationThe Rescue Project Volunteer Manual
The Rescue Project Volunteer Manual WELCOME Dear Volunteer, Thank you for your gift of time to The Rescue Project! We are so grateful for your commitment to our organization. Our Vision The Rescue Project
More informationfamily team captain guide
family team captain guide Setting up your campaign and recruiting team members start your team at marchforbabies.org March of Dimes Foundation Your involvement and fundraising makes our mission possible.
More informationPersonal Listening Profile Facilitator Report
Personal Listening Profile Facilitator Report Sample Report (5 People) Friday, January 27, 12 This report is provided by: Jan Jenkins, President Legacy of Courage, Inc jan@legacyofcourage.com legacyofcourage.com
More informationVOLUNTEER APPRECIATION SPEECH EXAMPLES
09 June, 2018 VOLUNTEER APPRECIATION SPEECH EXAMPLES Document Filetype: PDF 393.52 KB 0 VOLUNTEER APPRECIATION SPEECH EXAMPLES This feature is not available right now. Try these thoughtful volunteer appreciation
More informationHow to Stop the Pattern of Self-Sabotage. By Ana Barreto
How to Stop the Pattern of Self-Sabotage By Ana Barreto THE UNCONSCIOUS NEED TO PROTECT Women self-sabotage more often than they care to admit, and we do it unconsciously. We are wired to seek happiness
More informationSection II: Tool Box Chapter 3: Thinking Tools
18 Section II: Tool Box Chapter 3: Thinking Tools How do we change the way we think? An important part of cognitive-behavioral therapy is knowing that our unhelpful thoughts create negative emotions. Yet,
More informationBEHAVIORAL DIFFERENCES TIP SHEET Karlene Belyea, MBA
BEHAVIORAL DIFFERENCES TIP SHEET Karlene Belyea, MBA www.karlenebelyea.com Research shows that having a positive work team leads to: 31% higher productivity 37% higher sales 3 times higher creativity 23%
More information"PCOS Weight Loss and Exercise...
"PCOS Weight Loss and Exercise... By Dr. Beverly Yates Dr. of Naturopathic Medicine, PCOS Weight Loss Expert & Best Selling Author Table of Contents Introduction... 2 If You Are Dieting Do You Need To
More informationSilence Surrounding Mental Illness among Youth and Family Members in Four Ethno- Racial Communities
Silence Surrounding Mental Illness among Youth and Family Members in Four Ethno- Racial Communities Taryn Tang, PhD, Hayley Hamilton, PhD, Ian Messam, Duberlis Ramos, Sayani Paul, PhD February 24, 2015
More informationWe teach the tools that are indispensable to learning
We teach the tools that are indispensable to learning We teach the tools that are indispensable to learning Some people who put things off have what seems like an internal, almost knee-jerk resistance
More informationThe Psychological drivers that propel and sustain women and men into leadership positions.
PILOT RESEARCH SUMMARY The Psychological drivers that propel and sustain women and men into leadership positions. June 2017 Marie Burns BSc Hons, MSc, Ch Psych. OVERVIEW Despite the benefits of a strong,
More informationSMS USA PHASE ONE SMS USA BULLETIN BOARD FOCUS GROUP: MODERATOR S GUIDE
SMS USA PHASE ONE SMS USA BULLETIN BOARD FOCUS GROUP: MODERATOR S GUIDE DAY 1: GENERAL SMOKING QUESTIONS Welcome to our online discussion! My name is Lisa and I will be moderating the session over the
More information