Club Capability Webinar July 2014
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Pack used in the Club Capability Webinar for July 2014
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Club Capability Webinar July 2014
- 2. Learning Journey on a Page Why How What If Performance Practice Panic Paralysis Passer-by Understand Assess Act Reflect Question Where are we? What else? How do we do this? What happened? Learning Self Perspective Behaviour Capability Tool Hierarchy of Ideas Reframing Strategies Perceptual Positions Understand AssessAct Think Decide DO Reason Reflect Reflect Reflect Reflect Enhanced Leadership Performance Capability Reason, Think, Decide, Do U.A.A.R - Understand, Assess, Act, Reflect x5 x4 x3 x2 x1
- 3. Why You May Not Learn a Thing Panic Zone Comfort Zone Learning Zone Reflection New Knowledge Group Support Structured LearningRepetition Coaching
- 5. Case Study
- 6. Key Learnings 1. Utilising communication as intentionally and frequently with employees as they do with external stakeholders 2. Strategic internal communication is the thoughtful and proactive framing of messages tailored to meet employees’ temporal, informational, and affective needs. 3. Thoughtful internal strategic communication can provide employees with the means to celebrate and identify with positive events, as well as the tools to contextualise and interpret negative events. 4. Employees who identify with their employer are more likely to enact a positive attitude toward the organisation, make choices that align with organisational objectives, remain loyal, and engage in positive everyday talk 5. Employees seek to understand events in their work life by describing these events to those inside and outside the organisation.
- 7. Key Learnings 6. when employees both identify with the organisation and understand its messages, employees more readily exemplify the organisation’s core values. 7. Employees interpret treatment that varies from the norm as a benefit or a punishment because it relates directly to perceptions of inter- personal treatment 8. Employees hold beliefs about what they have promised to do for the organisation and what the organisation has promised in exchange. 9. Organisations characterised by large power differences may also tacitly discourage active two-way communication.
- 8. Key Learnings “the act of communicating from organisation to employee coupled with management’s demonstration of preferred behaviours may provide staff members with content for everyday talk, as well as the platform to express opinions and work through questions with those most capable of addressing their concerns.”
- 9. Book Review
- 13. NLP Defined Neuro: of our mind ! Linguistic: of our language ! Programming: of our behaviour !
- 14. NLP Domains Outcomes Sensory Acuity LanguageRapport Knowing What You Want Knowing If You’re Getting What You Want Communicating Effectively Developing Flexibility
- 15. 5 Principles of Success - Learning !! - Know your outcome ! - Take positive action ! - Have sensory awareness ! - Have behavioural flexibility ! - Operate from a physiology and a psychology of excellence
- 16. Presuppositions of NLP !- respect for other persons model of the world ! - the meaning of communication is the response you get ! - the mind and the body affect each other ! - the words we use are NOT the event or the item they represent ! - the most important information about a person is that person’s behaviour ! - behaviour is geared for adaptation, and present behaviour is the best choice available
- 17. Presuppositions of NLP !- a person’s behaviour is not who they are ! - there are no unresourceful people, only unresourceful states - i am in charge of my mind and therefore my results ! - there is no failure only feedback ! - there are no resistant people, only inflexible communicators ! - behaviour and change are to be evaluated in terms of context and ecology
- 19. Reflection Objective - to recognise and record your development for future reference ! Activities ! 1. Each week record your learnings in the Siminar portal. ! 2.Consider your learnings in setting ‘The One Thing’ the following week. ! ! ! ! ! ! ! ! ! !