successorizing your values
TRANSCRIPT
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Successorizing your Value inthe Workplace
International Educators Conference on Successfully Implementing Multiple
Intelligences and Learning Styles in the K-12 Instructional Program
Aklan State University, Banga, Kalibo, Aklan
May 23-25, 2013
Henry S. Tenedero, AIM MDM
Thematic Facilitator
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Why Manage Change? Repercussions of poorly managed change:
Resistance and negativity Loss of focus on current workresponsibilities
Employee turnover
Morale problems (more sick leave,more not my job attitude, etc.)
Obstacles to implementation
appear
Loss of reputation/failure asa leader
Collaboration Works, Inc.
-Karen Hannan
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Key Change Ideas
Senders and receivers
Resistance and comfortAuthority for change
Value systems
Incremental or radical change implications Right answers are not
enough
Change and transition areprocesses
Collaboration Works, Inc.-Karen Hannan
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Change Ideas:Senders and Receivers
Senders: Discuss issues and rationales for needing to change
(focus on organizational needs)
Receivers: Hear they will be impacted and wonder in what
ways (focus on own needs)
Influenced by personal/home relationships,
other career plans, past experiences with
change, trust or respect in sender, etc.
Collaboration Works, Inc.
-Karen Hannan
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Change Ideas:
Resistance and Comfort
Resistance (and comfort with current state) Natural/normal response to change fear of unknown
and uncertainty of success
Thresholds for absorbing change influenced by: Personal history
Current events in personal life
Current changes in work
How much other change isoccurring
Collaboration Works, Inc.
-Karen Hannan
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Change Ideas:
Authority for Change
Change implementation requires astrong sponsor
Employee resistance increases asauthority and support for changedecreases
Maintenance of active support iscritical throughout the change process
Collaboration Works, Inc.
-Karen Hannan.
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Change Ideas:
Value Systems
Value systems of the organization
Shift in education toward teacher
accountability, shared decision-making,teams
Accompanying attitude shiftfrom Just
tell me what to do to Why are we doingthis?
Collaboration Works, Inc.
-Karen Hannan
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Change Ideas:
Incremental vs. Radical Change
Scale of change management
activities affected by speed and
significance of change
Must assess kind of change as part
of change management planning
Collaboration Works, Inc.
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Change Ideas:
Right answers are Not Enough
Ignores reality that people have emotional
experiences during transition
Insistence on we know whats best or otherforcing of solutions on people stimulates
resistance
Stakeholders require opportunities to beheard and to give input (as early as possible)
Collaboration Works, Inc.
-Karen Hannan
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Change Ideas:Change is a Process
Present
Where youre headed
Collaboration Works, Inc.
-Karen Hannan
Awareness ReinforcementTime
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Change Idea:Transition is a Process
Process for Individual Change: ADKAR
Awareness of need for change
Desire to participate and support the
change
Knowledge about how to change
Ability to implement new skills and
behaviors
Reinforcement to keep the change in place
Collaboration Works, Inc.
-Karen Hannan
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Individual Transitions
Different people will go throughdifferent phases of transition at
different speeds
Awareness
Awareness
Awareness
Awareness
Desire
Desire
Desire
Desire
Knowledge
Knowledge
Knowledge
Knowledge
Ability
Ability
Ability
Ability
Reinforcement
Reinforcement
Reinforcement
Reinforcement
Collaboration Works, Inc.
-Karen Hannan
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Implications of ADKAR
Change and transition can not be dealt withas a single announcement or meeting
Individual change management must be
customized Generic, organization-wide processes that
treat everyone the same will not be effective
Care must be taken to match project changephases with people change phases
Collaboration Works, Inc.
-Karen Hannan
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UnsuccessfulChange
Implications
Need perceived
Concept & design
Implementation
Post-
Implementation
SuccessfulChangeUnsuccessful
Change
-Karen HannanCollaboration Works, Inc.
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Strategies for Success
Help individuals manage their owntransitions
Focus conversations target these to
where people are in the transition process Diagnose gaps gather input from people
about whats working, whats not and where
they are in the process Respond to issues actively
Collaboration Works, Inc.
-Karen Hannan
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Valuing Self andValuing Others
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Self-Concept
Self-Concept- totality of all your thoughts and feelingswith reference to yourself. It is the foundation on whichalmost all your actions are based. Your cognitive awareness of who you are
How accurate are we in our assessment of self?
Four Developmental Areas of Self Physical Self
Mental Self
Emotional Self
Social Self
Spiritual (added)
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Self-Esteem
Self-Esteem- the overall value or worth that weplace on ourselves. Global- overall self-evaluation
Like Self-Concept it is Based on Internal and ExternalSources
Effects of Self-Esteem Academic Performance
Emotions and Behavior (depression & drug use)
Relationships (Closeness)
Career Success
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Nature vs Nurture
What Makes You The Way You Are?
Nature- we are what we are based on our biology
Nurture- we are what we are based on the manner in which
the environment shapes and molds us.
Nature vs Nurture (heritability is .50)
System or Reciprocal Relationship (consider biological-
cellular level).
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Personality
Personality- a stable or long enduring pattern ofthinking, feeling, and behaving.
Five Perspectives of Psychology
1) Psychodynamic2) Learning/Behavioral
3) Humanistic
4) Biological
5) Cultural
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Otheresteem: Building Relationships
by Valuing Others
Otheresteem
is a word to describe the value you have ofanother person and the feeling that that viewbrings out in you. Its begins by takingresponsibility for the quality of the relationshipsyou have with others.
-Othersteem
Monica Diaz
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Otheresteemis a practice that
involves four behaviors:
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Acceptance:
Valuing others for who they are now. Not
trying to change them, but to understand
them.
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Expectation:
Valuing others not just for what
they are, but for what you know
they can be
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Gratitude:
Feeling and demonstrating gratitude for therelationship you have with another is a natural
result of acceptance, appreciation and
expectation. As with appreciation, being grateful
for my relationship with you does not mean Iapprove of your every move. It means I have
become wise enough to find some small jewel in
this exchange.
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7 specific waysto value others.
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1. Genuinely care for more than what
they can offer you and/or your
organization
Many leaders view at people as assets. Theyrelate to people in terms of what they do for
me. While it may be natural and typical for anemployee/employer relationship, its notbeneficial. Value is communicated when yougenuinely care for people as human beings andnot human doings (and what they can do for youto help you build your kingdom).
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2. Give feedback
As a leader, your constructive feedback is vitalto an individual feeling valued. Most followers
are desperate for validation and they want to be
recognized for their contribution. Theyll follow,
work and give their heart if they feel like theyrefollowing someone who cares enough about
them to give them feedback about their
contribution.
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3. Affirm,affirm, affirm
This should go without saying, and
unfortunately, many times it does. I know
leaders will say, He knows hes important to
me. Really? When was the last time you toldhim? It ought to be often! This is such a basic
principle that its almost embarrassing to write,
but I find it so rare in leaders that its worth
mentioning and repeating.
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4. Take interest in their interests
I have a friend who has worked for and traveledwith his boss for several years and his bossnever asks him personal questions. My friendsaid, Youve asked me more about myselfduring this lunch than hes (my boss) asked me
in 5 years. Sad. If I know youre interested inme, and I know you care then I know that Immore than a pawn in your strategy to moveforward. Your interest beyond the jobcommunicates value.
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5. Do the little things
The people who work for and/or serve you (oryour ministry) have real lives outside of the job.When you acknowledge that reality youcommunicate value. Its the little things that send
a big message: a card on their birthday,remembering their kids names, sending thespouse a gift (flowers or gift certificate) whenyouve asked above and beyond from theirspouse, an invite to share a meal with no-
agenda, an occasional I appreciate youletter/gift, etc Little actions are a big deal!
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6. Give them access to your life
All of these ideas communicate something more than an
employer/employee relationship. Typically, those whofollow you, if they feel cared for by you will also want tospend time with you away from the office/ministry. Whenyou do life with others and invite them into your worldyou once again communicate that life is more thansimply working on your agenda. Whether its sharingmeals together, going jogging together, watching TV orsporting events togetherthe key word is together andit screams, I value you and our relationship
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7. Make efforts to maximize strengths
Great leaders are always looking to develop others.
Selfish leaders look to people to better develop, enhanceor promote themselves. You make a huge statement ofvalue when you seek to maximize the skills, gifting andstrengths of the individual you are leading. The spokenand unspoken question is, How can I help you maximizeyour gifts so youre most satisfied? The answer to thatquestion may lead to a place where you lose thatpersons service to you. While that reality may not be thebest result for you, its the best for the individualandthats the essence of value.
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Work Values
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Top 10 Values EmployersLook for in Employees.
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1. StrongWork Ethic
Employers value employees who understand
and possess a willingness to work hard. In
addition to working hard it is also important to
work smart. This means learning the most
efficient way to complete tasks and finding waysto save time while completing daily assignments.
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2. Dependability and Responsibility
Employers value employees who come to work
on time, are there when they are suppose to be,
and are responsible for their actions and
behavior. Its important to keep supervisors
abreast of changes in your schedule or if youare going to be late for any reason.
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3. PossessingaPositive Attitude.
Employers seek employees who take the
initiative and have the motivation to get the job
done in a reasonable period of time. A positive
attitude gets the work done and motivates othersto do the same without dwelling on the
challenges that inevitably come up in any job.
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4. Adaptability
Employers seek employees who are adaptable
and maintain flexibility in completing tasks in an
ever changing workplace.
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5. Honestyand Integrity
Employers value employees who maintain a
sense of honesty and integrity above all else.
Good relationships are built on trust. Whenworking for an employer they want to know that
they can trust what you say and what you do.
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6. Self Motivated
Employers look for employees who require little
supervision and direction to get the work done in
a timely and professional manner.
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7. to Grow & Learn
In an everchanging workplace, employers seek
employees who are interested in keeping up
with new developments and knowledge in the
field.
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8. StrongSelf Confidence
Self-confidence has been recognized as the key
ingredient between someone who is successful
and someone who is not. A self confidentperson is someone who inspires others.
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9. Professionalism
Employers value employees who exhibitprofessional behavior at all times. Professionalbehavior includes learning every aspect of a job
and doing it to the best of ones ability.Professionals look, speak, and dress accordinglyto maintain an image of someone who takespride in their behavior and appearance.
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10. Loyalty
Employers value employees they can trust and
who exhibit their loyalty to the company. Loyalty
in the workforce has taken on a new meaning.
Gone are the days when employees plan onstarting out and retiring with the same company.
It is said that most people will hold between 8
12 jobs throughout their career. What does this
mean in terms of loyalty in todays workforce?
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Developing Positive andProductive WorkAttitude
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The IceBerg
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How much do you see of an
Iceberg?
Only 10% of an
Iceberg is
Visible. The
remaining 90%
is below sea
level.
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Human Beings
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Benefits of Positive Attitude
The Individual Increases Creativity
Reduces stress Career success
High productivity
Improves interpersonal relationships
Is energizing
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The Organization
Fosters teamwork Solces problems
Makes for Congenial Atmosphere
Increases Productivity Breeds Loyalty
Reduces Stress
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Effects of Negative Attitude on
the organization
Low productivity
Low morale
Co-worker conflicts
Scares of customers
Poor quality work
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Effects of Negative Attitude on
the Individual
Self doubt
Poor self esttem
Increases stress
Bitterness
Resentment
Poor Health
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Strategies to Develop aPositive Mental Attitude
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1. Use Positive Self-talk
Whats self talk? Its that constant chatter that
goes on in your head every day. From this
chatter you form opinions and decide what youcan and cant do.
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2. Ask Yourself Whats good
about this?
Sometimes its easy to only see the negative in
your daily events but its more important to see
what good you can glean from a situation.
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3. Use Daily Positive Affirmations
Affirmations are things that you say to yourself
on a regular basis. A daily positive affirmation
might be something like I totally and
unconditional love and accept myself just theway I am.
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4 R d Y St
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4. Reduce Your Stress
High levels of stress can make almost anyone
think negatively. This can be a real problem if
you lead a high stress life because thesestressful situations can seem normal for you.
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5 Take Some Time to Think
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5. Take Some Time to Think
Often times your mind takes what seems to be anegative situation and runs with it. This can lead
to saying things you later regret. Instead of
letting your mind get carried away by a negative
situation, choose to give yourself time to thinkabout the situation before speaking your mind.
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Steps to Developing a Positive and
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Steps to Developing a Positive and
Productive Work Attitude
Think positive
Develop Can do attitude
Do not Complain
Keep Positive thinking friends Be appreciative
Control your Frustration
Live in the Present
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How to Have a
Good Attitudeat Work
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2 A t i t d f ti
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2. Act instead ofreacting
Don't wait until something bad happens then try
to deal with it. Be proactive and make something
good happen. You are responsible for what you
make of the life you have, and you only have
one, so don't waste it. Create the best life youpossibly can, one day at a time.
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3 B li th t h t i
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3. Believe that each moment is
perfect regardless of its outcome.
Bad things happen. That is a fact of life. but that
doesn't mean you have to allow it to drag you
down. Good can come from everything, nomatter how bad it may be at the time. Learn to
open yourself up to learn from, and gain strength
from, the bad things that happen in your life.
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4 Learn to always be grateful
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4. Learn to always be grateful
It's a well-known fact among successful peoplethat having gratitude will get you more than
never being satisfied. There's nothing wrong
with having dreams and goals and desiring more
out of life, but don't forget to be grateful for what
you have already. Gratitude attracts positive
energy.
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5 S i t it th t
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5. Seizeevery opportunity that you
can
Now, whatever you do, don't put yourself in the
poorhouse or take food out of your childrens'
mouths, chasing every get-rich-quick scheme
that comes around the corner. But don't beafraid to take opportunities that feel right either.
Successful people have taught themselves to
have a sixth sense when it comes to taking
advantage of new opportunities
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6 Al k f
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6. Always keep your sense of
humor
People like to be around those who find humor
in even the most awkward moments. Learn to
laugh and you will be more positive, especiall if
you can learn to laugh at yourself. don't take
yourself, or life, too seriously. Life is much too
short to waste it moping around in self pity.
Humor is very attractive. A positive attitude canbe born from a strong sense of humor.
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Characteristics of
Good and Productive
Employees
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1. COMMUNICATION SKILLS.
As Albert Einstein said, If you can't explain it
simply, you don't understand it well enough.
Whether youre leading a team, managing
clients, or training a new hire, the ability tocommunicate clearly and concisely is an
absolutely essential skill.
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3 PROBLEM SOLVING
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3. PROBLEM-SOLVING.
Thinking outside of the box is really nothing
more than creative problem solving the ability
to arrive at new solutions by looking beyond
obvious or traditional approaches. As designer
Michael Beirut taught us at the inaugural 99UConference: The problem contains the
solution.In this way, successful creatives dont
see problems as problems at all they see them
as opportunities.
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http://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebookshttp://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebookshttp://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebookshttp://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebooks -
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4 RISK TAKING
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4. RISK-TAKING
Being open to risk (and thus failure) is crucial.We can only truly learn and develop when wepush ourselves outside of our comfort zones.
According to choreographer Twyla Tharp, "If youonly do what you know and do it very, very well,chances are that you won't fail. You'll juststagnate, and your work will get less and lessinteresting, and that's failure by erosion.