Teaming

Identify the 4 skills of emotional intelligence

Identify the 4 skills of emotional intelligence

Divided along personal/social competence and awareness/management:

1.) Self Awareness

2.) Social Awareness

3.) Self Management

4.) Relationship Management

Self Awareness

Understanding your own behaviors and triggers

Self Management

How you regulate your emotions and behaviors

Social Awareness

Understanding of other’s emotions/behaviors and social cues

Relationship Management

How you manage your interactions and behaviors towards others

Identify the 4 common factors affecting individuals’ preferences in the workplace

1.) Cognitive Style

2.) Age/Generation

3.) Culture

4.) Household Situation

Cognitive Style

A person’s habitual or preferred way of thinking

Understanding cognitive styles helps one manage team members’ expectations and interactions

Age/Generation

Different generations have different strengths/weaknesses, values, beliefs, and attitudes

Culture

Different cultural groups have different values, shared meanings, norms, and practices

Household Situation

Personal obligations, family life, and other responsibilities affect one’s ability to perform

Identify group structure and norms, how they are developed and defined, and their importance

1.) Structures

2.) Norms

Structures

Formal hierarchies that define relationships within an organization

Can be imposed or develop naturally over time

Norms

Accepted standards of behavior that are often ingrained and subconscious

Norms can be detrimental, especially if left unquestioned

4 Ways Norms Develop

1.) Primacy

2.) Explicit Statements

3.) Critical Events

4.) Carry-Over Behaviors

Primacy

A new behavior is adopted to establish consistency, set expectations, and reduce ambiguity and effort

Explicit Statements

Directives made by group members become a shared behavior

Critical Events

Responses to crucial events in a group’s history generate specific behaviors

Carry-Over Behaviors

Members’ experiences in other groups inform behaviors in a new group

Identify Conflict Resolution Techniques

There are 5 conflict resolution techniques divided along cooperation and assertiveness axes:

1.) Competing

2.) Collaborating

3.) Compromising

4.) Avoiding

5.) Accommodating

Identify the 5 principles of interest based negotiation (IBN)

1.) Separate the People from the Problem

2.) Focus on Interests, Not Positions

3.) Invent Options for Mutual Gain

4.) Insist on Objective Criteria

5.) Develop your BATNA (Best Alternative to Negotiated Agreement)

Separate the People from the Problem

Remove your emotional responses, misperceptions, and miscommunication from the issue

Focus on Interests, Not Positions

Focus on why you want what you want rather than what you want

Identifying your interests prior to negotiation helps find an agreeable solution

Create Options for Mutual Gain

Both parties are responsible for solving the problem and must choose (a possible unideal) solution that is beneficial to both

Insist on Using Objective Criteria

For parties in conflict, use facts, statistics, prior knowledge, etc. to create fair suggestions

Develop your BATNA (Best Alternative to Negotiated Agreement)

Create an ultimatum that defends only your interests in the event an agreement cannot be reached

Identify [the 3] meeting attendee behaviors contributing to effective meetings

1.) Do Your Homework

2.) Keep It Short

3.) Keep It Cool and Courteous

Do Your Homework

Research the facts, present your case professionally, and prepare for objections

Keep It Short

Stick to the agenda, stick to the point, and if you have nothing to contribute, don’t share

Keep It Cool and Courteous

Raise questions not contradictions, respect arguments by listing admit weak and strong points, and understand that not everyone will agree

Identify techniques for effectively handling [the 5] meeting menaces

1.) The Waffler

2.) The Turf Warrior

3.) The Assassin

4.) The Dominator

5.) The Interrupter

The Waffler

Someone who drives a meeting off-track

Techniques:

• Don’t cut them off

• Rather, acknowledge their point, connect to the discussion, and pass off the attention

The Turf Warrior

Someone who aggressively defends their expertise

Techniques:

• Acknowledge their point

• Ask them for an answer rather than suggesting one

The Assassin

Someone who purposefully attacks ideas

Techniques:

• Persistently ask for their ideas and opinions

The Dominator

Someone who wants to dictate meetings

Techniques:

• Calmly respond to their arguments

• Appeal to the chair

• Be a broken record for your points

The Interrupter

Someone who constantly interjects others

Techniques:

• Ignore them

• Appeal to the chair

• State “The 3 points are…” to indicate you have discrete things to say