development personal effectiveness
TRANSCRIPT
Developing Personal Effectiveness
Presented
by
Eginong, Austin (MBA, Msc, CIM-UK,ANIMN, HND)
CEO
“Knowing is not enough; we must
apply.
Willing is not enough we must do.”
Right Knowledge Application + Focus on the Right Things = Meaningful
Results
AGENDA
Introduction
Icebreaker
Different Between Activities and Accomplishment,
Effectiveness and Efficiency
Competency Vs Competence
Concept of Competency
80/20 Principle and Time Management Do it now
Organize
Developing Self Motivation
Understanding Communication
Personal Action Plan
Course Evaluation.
Introduction: Your Name
Academic Qualification
Where you work
Personal Life and Career
Goals in the next 1 years.
Why are you here
What is your expectation.
And any other thing you
will like us to know about
you.
ICE BREAKER:
YOU DIDN’T KNOW BUT YOU SHOULD HAVE
KNOWN
Activity Vs Accomplishment
Activity ...are the actions taken to produce results and are
generally describe as Verbs. Examples of activities- file
document, develop a lesson note, answer customers
questions, write report.
Accomplishments ...are the results of employee, and are
generally described using nouns. Examples – files that are
orderly and complete, a lesson note that is accurate and
executed, accurate instruction/guidance to customers, a
report that is accurate and complete.
Effectiveness
Vs
Efficiency
From your experience what do you
think is the difference between this
words with particular reference to
your career as a teacher.
Effectiveness
Vs
Efficiency
Effectiveness ...is doing the right things
Efficiency...is doing things right.
COMPETENCY Vs. COMPETENCE
Competency:
A person- related concept that refers to the dimensions of behaviour lying
behind competent performer.
Competence:
A work- related concept that refers to areas of work at which the person is
competent
Competencies:
Often referred as the combination of the above two.
CONCEPT OF COMPETENCY
Skill:
Ability accomplish
Talent:
Inherent ability
Competency:
Underline characteristics that give rise to skill accomplishment
Knowledge, skill and attitude
Dr. MG Jomon, XIMB
DEFINITION
First popularized by Boyatzis (1982) with Research result on clusters of
competencies:
“A capacity
that exists in a person
that leads to behaviour
that meets the job demands
within parameters of organizational environment,
and that, in turn
brings about desired results”
Dr. MG Jomon, XIMB
Definitions Cont.
Competencies are generic knowledge, motive, trait, social
role or a skill of a person linked to superior performance on
the job.
Hayes 1979
Competencies are personal characteristics that contribute to
effective managerial performance.
Albanese 1989
WHAT IS COMPETENCY?
A competency is defined
as a behavior or set of behaviors
that describes
excellent performance
in a particular work context
The 4 Levels of People
• The Boasters
• The Movers
• The Non Finders
• The Finishers
80/20 Principle and Time Management
Input Output
EFFORT RESULT
However, the question now is... “What are these 20% actions that produce 80% results?”
• As an example, imagine a teacher with a first period prep.
• He/She comes to school at the about of the contract day, say 8:00am and focuses for 90 minutes through the 30 minutes of before school time and the first hour when he/she has prep.
• He/She does not go the office to pick up mail or talk with colleagues until after his/her prep.
• He/She does not prop open his/her door, invitingly, but rather puts a sign out that says ‘‘Thank you for not disturbing me unnecessarily.’’
• He/she does not allow any interruptions and never takes his/her eye off the prize that is, the highest priorities of his/her day, which could be grading and recording an important set of papers, planning an agenda for the afternoon’s parent committee meeting, and responding to a couple of keys email.
• Imagine his/her sense of peaceful productivity as he/she move into the rest of his/her day, knowing that his/her priorities have already been accomplished.
Exercise
• Make a list of all your daily job activity as
a teacher in Role Model Schools
• Identify Key Activities that are critical to
your success
• Classify critically important activity that
must be accomplished each day
• Assign expected time to each.
• What can you deduce out of this exercise
• Please share your experience with
someone.
ICEBERG insight on organization’s potentials
ONLY 20% OF ANY
ICEBERG IS VISIBLE.
THE REMAINING 80%
IS BELOW SEA LEVEL.
Potential Asset in Organization
SEA LEVEL
VISIBLE
ABOVE SEA LEVEL
INVISIBLE
BELOW SEA LEVEL
80 %
20 %
THE ICEBERG
The Iceberg phenomena
Is
also applicable
on
human beings …
BECOMING EFFECTIVE
SEA LEVEL
Essential
and
Energized
ATTITUDE
UNKNOWN
TO OTHERS
KNOWN
TO OTHERS
Essential and Energized Level of effectiveness
and competency
Discipline Development
SEA LEVEL
BEHAVIOR
Values – Standards – Judgment
ATTITUDE Identity – Enlightenment- Awareness- Purpose – Intent- Strength
KNOWN
TO OTHERS
UNKNOWN
TO OTHERS
Analysis Discovery
to
Discipline Development
Steps for developing effectiveness
Assessment
Alignment
Engagement
Continuous
Improvement
Tea/coffee Break
Development of self – Motivation &
Create Balance
Self-Motivation!!! Why?
LUNCH TIME ENJOY
TEACHER EXERCISE
Individually. Bring to mind a favourite teacher from your past to describe the person. Add a
note about the most important things that you learned from him or her.
In pairs. Share your memories and reflections, comparing the two teachers and your
learning's.
Whole group. Gather some of the adjectives used to describe these people. What do we learn
from this?
Pair again. Discuss why you chose these people. How effective were they? What did they
model? What messages did they give.
Individually. How do these teachers feature in your teaching, adult and child ego states?
Concluding discussion. Focus on how those experiences with past teachers may still be
affecting your professional practice in the present.
Understanding
Communication
What is
Communication?
...it is the
deliberate or
accidental
transfer of
meaning.
Communication and Perception
What is Perception?
…is a process we make sense out of our
experience.
…the lens through which we see the world;
conditioning has an influence on our perceptions.
Paradigms of Perception
Some would describe the picture above as a
lovely, fashionable, wealthy woman in her mid twenties. Look
again….Can you see the picture of the depressed 70 year old
woman? (Perhaps you’re having difficulty visualizing the old
woman. The young woman’s necklace is the old woman’s
mouth.)
The more aware we are of our basic paradigms, maps, or
assumptions, and the extent to which we have been influenced
by our experience, the more we can take responsibility for
those paradigms, examine them, test them against reality,
listen to others and be open to their perceptions, thereby
getting a larger picture and a far more objective view.” -
Stephen Covey
Types of Perception
• First Impression
• Selective Perception
• Selective Exposure
Communication and the self Concept- Who are you?
• What is self – Concept?
…is yourself appraisal and included within
it is everything you think and feel about
yourself. It is the entire collection of
attitude and beliefs you hold about who
and what you are.
• The Self Concept Vs the Self
…your ability to communicate effectively
with others comes by focusing on and
acknowledging ourselves.
Self Vs Self Concept
Known Area
Unknown Area
Developing Assertiveness
What is Assertiveness?
…is our ability to communicate honestly, clearly, and directly, and to support your beliefs and ideas without either harming others or allowing yourself to be harmed a school environment.
To be assertive means to recognize that all the people have the fundamental rights and that neither titles nor roles alter this fact.
The focus of assertiveness is negotiation; that is trying to balance social power to equalize the relationship they share.
How to develop assertive Skills
• Be always prepared to defend your rights and communicate your needs.
• Be willing to attempt to find mutually solutions to interpersonal problems and conflicts.
The Common 4 Assertive
Situations Quadrants
Request
Refusal
Stranger
Friend/intimate
For any relationship to grow, the participants need to demonstrate at least a minimal level of assertiveness in their communication with each other. However while there are no clear rules but we must learn to increase our feelings of self – worth by learning to be more assertive.
The Ethics of Listening and Listening Levels
Interestingly there are four communications skills – reading, speaking, writing and listening yet little is done in schools today equipping pupils/students with listening skill and is fundamental to our initiating and maintaining relationship.
Are you an Excellence listener? And how prepared are you to listen in a meeting/training? How efficient are your listening skills? What % do you retained when you listen to someone?
Message Chain in a Class Room
from the teacher to pupils
Message
Information is
subtracted from the original
message
Information is added to the original message
Original message is
distorted
Listening Vs Hearing
Listening and hearing are not the same thing.
Hearing is a process that occurs automatically and requires no conscious effort on your part.
Listening is a deliberate process through which we seek to understand and retain heard stimuli. Listening depends on a complex set of skills that must acquire.
Listening Levels
5. Listening to help others (critical/empathic listening)
4. Listening to analyze and evaluate content
3. Listening to retain content
2. Listening to understand
content
1. hearing
Giving and Receiving Feedback
• Facts about feedback
• Consistently Give It
• Accept It
• See it as a Gift
• Never Criticize
• Feeding back takes a shape as follows:-
– What was good about what happened?
– What might you want to do differently next time?
• Both asked of the recipient first. Then the giver offers his or her view on the same two questions. In that order it gives time for the recipient to recognise the performance themselves, which is much stronger than just 'being told'.
THANK YOU FOR LISTENING
Austin Eginong is a personal coach and
Leadership consultant. You can reach him via
+234 8033503248
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