member of the institute of leadership & management of the institute of leadership &...
Post on 13-Mar-2018
214 Views
Preview:
TRANSCRIPT
Member of The Institute of Leadership & Management Clemorton Consultancy is a Limited Company registered in Scotland No. 217262
Website; www.clemorton.co.uk
‘Bridging the gap between theory practice’ ™
Data from the Higher Education Statistics Agency, which found that 21.7% of those that
graduated in 2009 who were employed six months later were working for an employer
they had undertaken some kind of work experience for in the past.
Source – The Complete University Guide
Introduction & Objectives
What do they want and not want? ◦ Internship Do’s and Don’ts
Under the surface – The Ego States
Giving and receiving Feedback
Meeting Input
Summary & Close
This workshop requires individuals that have the following:
An interest in exploring further the expectations of organisations in relation to interns and work experience.
An open minded view on new ideas/concepts and approaches to help with their opportunities.
Participants will leave the workshop better equipped to;
Understand what organisations expect from us and Know what they don’t want to see
Understand the factors that underpin workplace communication issues
Communicate confidently with key people to gain opportunities in the future
Deal assertively in difficult situations with peers and management
Input into team decisions and meetings
Give and receive feedback to/from colleagues and managers alike
As an introduction to one another, please share in groups of 2 or more - what your fantasy career would be if you could do anything for a living.
Many full-time students starting their internships and work
experience feel as though their entire career is riding on
those few short weeks. It’s not.
Still, making a good impression and securing a full-time job
offer at the end of the time is always beneficial.
Here are some steps you can take to increase your chances
of getting that job offer:
Complete the assignment you’re given.
“Most internships require students to complete a project and give some sort
of final presentation.
Just about all experienced organisations will say that your main priority is to
do a great job on this assignment.
Prepare ahead of your internship by touching base with your managers to
ensure you understand what they want from you. Then brainstorm and
research the topic at hand…”
Director of Entrepreneurship – Major Educational Institution
Communicate Communicate Communicate...
“One of the biggest mistakes students make is that they feel as though they
can handle a particular project, run with it, and never check in with
supervisors. When they do this, they often get off track and turn in something
that disappoints the employer. If the company does not have checkpoints,
such as a mid-point evaluation, then create them yourself.
Find the balance between asking too much and not asking enough, Seek out
feedback early and often. We believe that is critical to success.”
Head of Operations – Global Security Solutions
Add Value
“Once you have a handle on your main assignment, volunteer to help in other areas.
There are good opportunities to show your work ethic and pick up other skills. Just be
certain you can handle more work..”
“I recall one student during my time, who volunteered to take on two additional
projects and ended up short-changing the original assignment. As the manager, I
thought the intern did fine on the additional assignments but that they took time
away from the original project, and it showed.”
HR Team Leader, Pharmaceuticals
Be Happy
“Beyond delivering the work, you should be the person with whom others
want to work. This means you must be respectful of people’s time; ask good
questions; do what is needed, even if it is a job that you might consider
beneath your capabilities; work hard; and be reliable.
Also, don’t get drawn into complaint sessions about the company with regular
employees. Have a positive attitude: Even if times are tough, keep smiling.”
HR Director, Hospital Trust
Network with your colleagues
“Making contacts is a bonus of the internship. You should participate in any events that the company
holds. If possible, develop a mentor which can be anyone you trust who has the necessary experience.
If there are no company-organised events for interns, then initiate them yourself. Invite your manager to
attend or gather the other interns for a lunch or dinner.
Of course, you should not make networking take up so much of your time that you neglect your work
duties. Try to find balance.”
Communications Manager – Facilities company
Demonstrate your potential
“Remember that you are being assessed by the employer at every turn, it’s
not about showing you can learn a job in 10 weeks,” . “It’s about showing you
can learn the job when you arrive full time.
In other words, don’t feel as though you have to know everything from the
start. Be willing to ask for help, managers would rather you get help and turn
out results they need than go it alone and fail.”
Finance Director – Charitable Organisation
Know your place
“You don’t run the company—yet. Know who your superiors are and
treat them accordingly.
Also know that they’re very busy people, and the more you can be
trusted to take initiative and complete all of your assignments, no
matter how small or mundane, the more respect you’ll command.”
CEO – Global Consulting firm
Look the part
“Leave the tell-tale jeans and trainers at home and dress for
the success you’re working toward. It may not be a secret
that you’re the office intern, but your potential shouldn’t be
camouflaged by student attire. It’s always better in the
workplace to be mistaken for an executive than a student.”
Key Account Manager – Logistics
Be early – not late
“One of our biggest frustrations with interns is the mixed attitude that we are
confronted with around time keeping. Some people think its acceptable to be
late for everything; meetings, start-times and deadlines.
The bottom line is that its unacceptable and leaves a bad impression. If you
want a chance of being seriously and getting a job with us – you must act like
you already have the job, that means get here early, not late.”
Head of Graduate recruitment – Healthcare
Drink too much alcohol
“This can be tricky if you are at a work party. If everyone is
drinking (and I mean everyone) then you can consider it but
do not look at this as an opportunity to get totally
intoxicated. Similarly, if you are out to lunch with your
managers or any higher ups in the organisation, better to
not order alcohol.”
HR Manager - NHS
Thinking about only what you can get from the internship, not what you can
give
“A common mistake that interns make is approaching the internship as if their
primary goal is to learn. Of course, learning more about an industry or
company, and building new skills and knowledge are important bi-products of
any internship.
Successful interns focus on what they can deliver, not on what they will be
able to get from the internships. They make take on one or two less
glamorous assignments if it will help the team, which builds trust and buy-in
which can lead to more substantive projects.”
Project Manager – Civil Engineering
Arguing after making a mistake
“The most common mistake is arguing. It’s more defensive
than antagonistic, but too often interns argue after making
a mistake. They’ll tell me why they did something wrong or
try to defend their actions. Instead, they should listen and
learn what they did wrong so they don’t do it again.”
Head of Marketing at a leading Energy Provider
Complain about being bored
“Guess what? Work is not as fun as a party. I know
you’re bored sometimes. Me too. It’s called work, not
keep-me-entertained land,”
IT Manager – Financial Services
TA was developed by Canadian-born US psychiatrist,
Eric Berne, during the late 1950s.
It was triggered by a need to better understand the
way his patients behaved when interacting with him.
During communication, changes occur in the way
people behave. Some of these changes such as voice,
vocabulary, gestures, etc. are observable. Others are
less obvious. A person’s inner thoughts or feelings
may be hidden - these are known as;
EGO STATES
In each and every one of us there are three basic ego states which together form our own individual personality. The three states are -
PARENT
ADULT
CHILD
This is displayed in two ways:
Critical - when an individual is attempting to express
superiority in an aggressive, vigorous or active way and uses
words like:
You must You should Never It is inappropriate to That's not how we do things around here
Nurturing - when an individual communicates in a
caring, fostering or supportive manner and uses words
like:
Let me take care of it for you You'll be alright I can help you Be careful Look out for
The Adult ego state is essential for
survival. It occurs when people are
communicating in a logical, sensible
manner. It occurs when information is
being processed and/or analysed.
The Adult is analytical, fact-based, rational and calm and would say things like:
What are the alternatives?
Lets look for causes
According to the statistics
If we take a calm, rational approach
The child ego state covers three types of behaviour;
Adapted - when individuals behave in a compliant or obedient
fashion and are not prepared to disagree with the views and/or
opinions of others.
Rebellious - closely associated to adapted, but, in terms of
behaviour, the opposite, e.g. rejection, disagreement.
Free - when individuals react in a spontaneous fashion, It is the
ego state which generates creative and uninhibited ideas
At work you will hear the Rebellious Child saying things like:
That's a stupid rule anyway. Let's do it this way
Forget about it, he's just the boss, this is how we do it around here
Let's knock off for today! It must be beer o'clock somewhere!
At work you will hear the Adapted Child saying things like:
Here it is, just as you asked, sir
Sorry, I'll try to improve
We'd best follow the procedure
You will hear someone in their Free Child saying things like:
Let's make sure this is fun
It's so great to be here at work
I'm really feeling sad that we didn't achieve our goal
Any unit of social interaction can be defined as a
transaction. There are two parts to all transactions:
Stimulus The initial acknowledgement of the presence
of others. This may be in the form of a statement, a
question or merely a gesture.
Response A reaction to a stimulus.
This simple form of transaction occurs when a message, sent
from a specific ES, gets the predicted response from a specific
ES in the other person. This could be, for example, an adult to
adult transaction.
Stimulus -“Have you managed to complete that report
yet?”(A-A)
Response -“Yes, I am just about to email it over to you” (A-A)
It might be child to child
Stimulus -“Shall we forget this meeting and go and have
a beer in the pub instead?” (C-C)
Response -“Yes, I am sick of this conference, its boring,
which pub do you want to go to?” (C-C)
Or it might be a Parent to child dialogue
Stimulus -"You should have your room tidy by now!" (P-
C)
Response -"Will you stop hassling me, I'll do it
eventually!" (C-P).
The cause of many of the problems in the world today. It occurs
when the expected response is not forthcoming. The response
comes from a different ego state. Lets jumble up the responses
from the earlier examples:
Stimulus -“Have you managed to complete that report
yet?” (A-A)
Response -“Will you stop hassling me? I'll do it
eventually!" (C-P)
TRY IT FOR YOURSELVES
HAVE A COVERSATION WITH EACH OTHER AND BEGIN IT WITH - “Have you managed to complete that report yet?”
Respond as a child might and see where it leads….
This is a crossed transaction likely to produce problems in the workplace. A may respond with a Parent to Child transaction. For instance:
A: "If you don't change your attitude, me and you are likely to have some issues moving forward”
And so the spiral begins !!
Listening to other points of view Expressing ideas clearly, but not at the expense of
others Being open and honest with yourself and others Showing understanding of other’s situation Making decisions dealing positively with conflict Expressing feelings confidently and sensitively Feeling equal to others Being clear and focused, not side-tracked Being able to reach workable solutions to difficulties
“WHEN YOU….”
“I FEEL………”
“BECAUSE I……..”
PAUSE FOR DISCUSSION
“I WOULD LIKE…..”
“BECAUSE….”
“WHAT DO YOU THINK..”
Feel good about yourself
Feel more relaxed and content
Become less afraid of taking some risks
Opinion is respected
Gives best chance of resolving a situation satisfactorily
Views get a fair hearing
Self-confidence increases
Others understand properly
There are fewer situations, which are left, unresolved
Culture becomes more open to receiving and giving feedback
RSVP
Arrive early
Come prepared
Do not interrupt
Turn Phone off
Do not multi-task
Speak in turn
Have your say
Be patient – Pay attention
Stay calm
Keep questions simple
and to the point
Listen to others
Take notes
Respond to action items
You are there because you should have an input – so be
prepared and make your input count. Do not just turn up
and expect to be heard unless you are clear and
succinct.
LISTEN CAREFULLY
BE CONSITENT
DEVELOP YOUR
PRODUCT
KNOW YOUR VALUE
GET TRAINING
NETWORK
STAY FOCUSSED
ELEVATOR PITCH
You are your brand – remember to build a strong one –
that’s what people will buy – not just words or paper..
Data from the Higher Education Statistics Agency, which found that 21.7% of those that
graduated in 2009 who were employed six months later were working for an employer
they had undertaken some kind of work experience for in the past.
Source – The Complete University Guide
top related