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Action-oriented style (in Ch. 4 of the Floyd Textbook)
looks for organization and precision. An action-oriented listener likes neat, concise, error-free presentations.
(For Ex: Monica approves of her interns filling her in on the week’s activities in a clear, straightforward way and gets frustrated if she can’t understand them)
Closed Mindedness (in Ch. 4 of the Floyd Textbook)
the tendency not to listen to something w/which you and others disagree
Competitive Interrupting (in Ch. 4 of the Floyd Textbook)
using interruptions to gain control of the conversation(s). The goal is for you to speak more than the other person or people so you can dominate and assert your perspective
Control-oriented style (in Ch. 4 of the Floyd Textbook)
hones in on intellectual challenges; someone of this nature enjoys explaining any sort of details possible, and thinking things through.
(For Ex: Jason enjoys political commentators b/c they make him think about his own social and political views)
Critical listening (in Ch. 4 of the Floyd Textbook)
Evaluating OR analyzing what we’re hearing
(For Ex: listening carefully to a sales pitch to see whether you should invest in the company pitching you)
Empathetic listening (in Ch. 4 of the Floyd Textbook)
The opposite of Critical listening; the most challenging form of listening. It occurs when you try to align w/the speaker by grasping and experiencing what they’re thinking OR feeling
Glazing Over (in Ch. 4 of the Floyd Textbook)
Daydreaming; occurs when one has lots of spare time and lets your mind casually wonder
Hearing (in Ch. 4 of the Floyd Textbook)
creating meaning from what we hear RATHER THAN just hearing and not interpreting it
Information overload (in Ch. 4 of the Floyd Textbook)
being overwhelmed over HUGE amounts of info we take in each day; considered a “third barrier to effective listening”
Informational listening (in Ch. 4 of the Floyd Textbook)
The opposite of Information overload; listening in order to learn
(For Ex: Choosing to follow traffic laws while driving, watching a segment of the news that you care about)
Listening (in Ch. 4 of the Floyd Textbook)
the opposite of Hearing; making sense (understanding) what someone else’s had stated
Noise (in Ch. 4 of the Floyd Textbook)
Anything fucking up your ability to encrypt and decode a message
People-oriented style (in Ch. 4 of the Floyd Textbook)
finding common ground w/other people while acknowledging their interests and emotions
(For Ex: a therapist listening to their patients to understand what their feeling and thinking so that they can relate to them in the best way possible
Pseudolistening (in Ch. 4 of the Floyd Textbook)
Basically not giving a shit and being Fake ☠, ignoring someone and making it seem you care by using feedback behaviors that are vague, go nowhere, y’all get the gist lol
Rebuttal Tendency (in Ch. 4 of the Floyd Textbook)
the behavior to create a response and debate a speaker’s point (claim, etc.) while their still speaking
Selective Attention (in Ch. 4 of the Floyd Textbook)
a VARIATION of Pseudolistening; listening to what you ONLY wanna hear and not giving 2 shits about the rest
Time-oriented style (in Ch. 4 of the Floyd Textbook)
Focuses on having fast, efficient, conversations that get to the point
(For Ex: Housekeeping teams in hotels and motels rely on efficient and effective cleaning to prepare rooms for guests to stay in without it smelling, looking a messy, and unprofessional)
Appraisal interview (in Ch. 9 of the Floyd Textbook)
when you discuss w/someone about your goals performance
Closed-ended questions (in Ch. 9 of the Floyd Textbook)
Brief but specific answers
Counseling interview (in Ch. 9 of the Floyd Textbook)
an exchange whose goal is to help someone through struggles their going through personally
Exit Interview (in Ch. 9 of the Floyd Textbook)
a conversation talking about your experiences w/your employer or work whom your departing from
Hypothetical questions (in Ch. 9 of the Floyd Textbook)
a real life scenario your given surrounding how you'd react to the given situation at hand
Interview (in Ch. 9 of the Floyd Textbook)
“a conversation focused on questions and answers”, a term commonly used when job hunting
Open-ended questions (in Ch. 9 of the Floyd Textbook)
questions that can have a wide variety of answers
Persuasive interview (in Ch. 9 of the Floyd Textbook)
a conversation aimed to convince you and target your beliefs, ideals, etc.
Probing questions (in Ch. 9 of the Floyd Textbook)
they ask for more descriptive answers than one already provided
(For Ex: a cop trying to get a criminal to confess more on the crime they did)
Problem-solving interview (in Ch. 9 of the Floyd Textbook)
helps those involved to understand the problem(s) and find potential solutions
Selection interview (in Ch. 9 of the Floyd Textbook)
intended to help the interviewer choose the most qualified person for a job, role, rank, etc.
Service-oriented interview (in Ch. 9 of the Floyd Textbook)
A talk focused on helping you or others w/an item or service they purchased that needs fixing or addressing
(For Ex: Amazon Customer Support, Tech Support - yes it’s exactly what you think it is and means LOL)
STAR Method (in Ch. 9 of the Floyd Textbook)
stands for (Situation-Tasks-Actions-Results); used to respond in a subtle but convincing manner w/out any ego or overreaching
Survey interview (in Ch. 9 of the Floyd Textbook)
a convo aimed to gain information; commonly used in research studies or polls
Accommodating style (in Ch. 6 of the Floyd Textbook)
The opposite of the competing style; shows a HIGH amount of worry for a differ person or people, but shows LESS concern for themselves. “The goal is not to win the conflict while the other party wins”
Competing style (in Ch. 6 of the Floyd Textbook)
The opposite of the Accommodating style; HIGH concern for yourself while LESS concern for others. “The goal is to win the conflict while the other party loses”
Acquired diversity (in Ch. 6 of the Floyd Textbook)
differences you gain through experience (For Ex: working in retail, biotech experience, etc.)
Association (in Ch. 6 of the Floyd Textbook)
the bonding between you and others talking and hanging around w/one another, sharing thoughts, or anything that comes to mind (typically done in a positive manner and setting)
Autocratic style (in Ch. 6 of the Floyd Textbook)
making choices w/out consulting or addressing others of your or others plans, “ruling w/an iron fist”
(For Ex: Elon w/Twitter and how he’s run that shit to the ground)
Avoiding style (in Ch. 6 of the Floyd Textbook)
LOW concern for BOTH yourself and others when facing conflict(s); seen as DIFFERENT and difficult to approach conflicts
Collaborating style (in Ch. 6 of the Floyd Textbook)
HIGH concern for BOTH you and others in a conflict. The goal is to get a win-win situation benefitting BOTH parties
Communication Apprehension (in Ch. 6 of the Floyd Textbook)
Fear of communicating w/others (common w/introverts)
Compromising style (in Ch. 6 of the Floyd Textbook)
moderate/minimal concern for everyone’s needs and wants, “both sides give up something in order to gain something” w/everyone winning and gaining something valuable
Cross-functional style (in Ch. 6 of the Floyd Textbook)
a team of members from different backgrounds of work unified to ensure problems are solved and creating solutions for any that’ll occur in the future
Democratic style (in Ch. 6 of the Floyd Textbook)
can be seen and applied as BOTH business and non-business; engaging w/as many people as possible in order to find and address any issues now OR later so they can’t worsen
Disassociation (in Ch. 6 of the Floyd Textbook)
a process where Professionals accept critiques of their ideas w/out taking them personally or being defensive
Extraversion (in Ch. 6 of the Floyd Textbook)
a personality trait of extraverts who are “friendly, assertive, and outgoing with others”; successful at leading when in it or not
Forming stage (in Ch. 6 of the Floyd Textbook)
(in months 1 and 2) Earning the trust and acceptance of team members w/out any drama or conflict
Groupthink (in Ch. 6 of the Floyd Textbook)
Inherent Diversity (in Ch. 6 of the Floyd Textbook)
differences in traits like age, gender, ethnicity and sexuality
Introversion (in Ch. 6 of the Floyd Textbook)
“people who are shy, reserved, aloof”
Laissez-faire style (in Ch. 6 of the Floyd Textbook)
leaders who are laid back and don’t chat or interact w/their employees about their work or performance, trust others that they’ll make the right call (applies to people too)
Storming stage (in Ch. 6 of the Floyd Textbook)
(in months 2-3) members express conflicting ideas on how the work should be tackled, providing the least productive stage as people make sense of roles and work
Norming stage (in Ch. 6 of the Floyd Textbook)
(in months 4 and 5) the team has a plan already made which has the roles, goals, etc.
Team Culture (in Ch. 6 of the Floyd Textbook)
a team’s set of views, values, norms, that become familiarized and comfortable for everyone which in turn increases the overall bond
Performing stage (in Ch. 6 of the Floyd Textbook)
(in months 6 and 7) the teams are working efficiently and effectively, completing nearly all the prior goals. Any clashes and conflicts become “future action”
2-D Diversity (in Ch. 6 of the Floyd Textbook)
when inherited diversity (gender, ethnicity, sexual orientation, and so on) is paired with experiential diversity (having worked in a foreign country).
Virtual Team (in Ch. 6 of the Floyd Textbook)
made of employees who rarely see each other due to everyone being spread out globally
Agenda (in Ch. 7 of the Floyd Textbook)
a list of items going to be discussed at a meeting
Consensus (in Ch. 7 of the Floyd Textbook)
A majority of a group identifies an acceptable plan and approve it knowing some struggle will follow
Coordination meeting (in Ch. 7 of the Floyd Textbook)
mainly focuses on discussing roles, goals, tasks, and accountabilities to solve SHORT-END and PARTICULAR problems
Facilitator (in Ch. 7 of the Floyd Textbook)
one who gets each person to participate in conversations to tackle each agenda discussed effectively
Minutes (Meeting) (in Ch. 7 of the Floyd Textbook)
“the date and time, team members present, decisions, key discussion points, open issues, any action items, the people undertaking them, and related deadlines”
Problem-solving meeting (in Ch. 7 of the Floyd Textbook)
(similar to Coordination meetings) “brainstorming about how to address and solve a particular work problem.”
Shared Story (in Ch. 7 of the Floyd Textbook)
a process that “combines everyone’s experiences, perspectives, and goals into a shared approach to work. The their story–your story–shared story requires a substantial time commitment, but it is well worth it.”
Validating (in Ch. 7 of the Floyd Textbook)
you recognize your team members perspectives and feelings as legitimate
