Facilitation Skills Quotes

The world is not sliding, but galloping into a new transnational dystopia. This development has not been properly recognized outside of national security circles. It has been hidden by secrecy, complexity and scale. The internet, our greatest tool of emancipation, has been transformed into the most dangerous facilitator of totalitarianism we have ever seen. The internet is a threat to human civilization. These transformations have come about silently, because those who know what is going on work in the global surveillance industry and have no incentives to speak out. Left to its own trajectory, within a few years, global civilization will be a postmodern surveillance dystopia, from which escape for all but the most skilled individuals will be impossible. In fact, we may already be there. While many writers have considered what the internet means for global civilization, they are wrong. They are wrong because they do not have the sense of perspective that direct experience brings. They are wrong because they have never met the enemy.

True leadership is not about superiority, position or prestige. It’s about revealing and releasing the potential of those around you. Leadership is not about the power of one, but facilitating the greatness of many.

Game developers know better than anyone else how to inspire extreme effort and reward hard work. They know how to facilitate cooperation and collaboration at previously unimaginable scales. And they are continuously innovating new ways to motivate players to stick with harder challenges, for longer, and in much bigger groups. These crucial twenty-first-century skills can help all of us find new ways to make a deep and lasting impact on the world around us.

go slow to go fast.

Getting angry is easy. But to get angry with the right person, in the right way, for the right reasons…that is not easy.

people don't respond well to being told what they must do.

In teams where there are significant power differences, when team members with less power are better able to speak up, the team has more success implementing new technology changes.

In perhaps the most revealing of all the health-related studies, a group of subjects who had contracted malignant melanoma received traditional treatment and then were divided into two groups. One group met weekly for only six weeks; the other did not. Facilitators taught the first group of recovering patients specific communication skills. (When it's your life that's at stake, could anything be more crucial?) After meeting only six times and then dispersing for five years, the subjects who learned how to express themselves effectively had a higher survival rate--only 9 percent succumbed as opposed to almost 30 percent in the untrained group.

When it comes to peace, we need to facilitate peace-makers' personal engagement and their genuine desire to bridge the gap between advocacy knowledge and skills necessary to differentiate between theory and practice in the field of conflict management.

Anybody with martial training and engineering skills can be a superhero, but that doesn’t make them a hero. Superhero culture is dangerous, for it facilitates a paradigm of secret identity. And consistent practice of such secrecy eventually ruins an individual's accountability. You don't see soldiers hiding their identity do you, no matter how much they've got to lose!

Although I play an important part in the facilitation of these lessons, the students take ownership of the problem-solving and reflection portions and display great leadership skills while collaborating with one another. Students rave about how much fun each experience is, and I’m meeting all of my objectives, Essential Questions, and Common Core standards along the way!

Great Books Reader is a useful first handbook for facilitating one important virtue: being well-read. Being well-read is not sufficient, and it isn’t the highest virtue to which we can strive, but it is both necessary and practical. We are, after all, people of a Great Book; no Christian leader ought to choose illiteracy or intentionally fail to develop the intellectual skills needed to read well.

[ Dr. Lois Jolyon West was cleared at Top Secret for his work on MKULTRA. ] Dr. Michael Persinger [235], another FSMF Board Member, is the author of a paper entitled “Elicitation of 'Childhood Memories' in Hypnosis-Like Settings Is Associated With Complex Partial Epileptic-Like Signs For Women But Not for Men: the False Memory Syndrome.” In the paper Perceptual and Motor Skills,In the paper, Dr. Persinger writes: On the day of the experiment each subject (not more than two were tested per day) was asked to sit quietly in an acoustic chamber and was told that the procedure was an experiment in relaxation. The subject wore goggles and a modified motorcycle helmet through which 10-milligauss (1 microTesla) magnetic fields were applied through the temporal plane. Except for a weak red (photographic developing) light, the room was dark. Dr. Persinger's research on the ability of magnetic fields to facilitate the creation of false memories and altered states of consciousness is apparently funded by the Defense Intelligence Agency through the project cryptonym SLEEPING BEAUTY. Freedom of Information Act requests concerning SLEEPING BEAUTY with a number of different intelligence agencies including the CIA and DEA has yielded denial that such a program exists. Certainly, such work would be of direct interest to BLUEBIRD, ARTICHOKE, MKULTRA and other non-lethal weapons programs. Schnabel [280] lists Dr. Persinger as an Interview Source in his book on remote viewing operations conducted under Stargate, Grill Flame and other cryptonyms at Fort Meade and on contract to the Stanford Research Institute. Schnabel states (p. 220) that, “As one of the Pentagon's top scientists, Vorona was privy to some of the strangest, most secret research projects ever conceived. Grill Flame was just one. Another was code-named Sleeping Beauty; it was a Defense Department study of remote microwave mind-influencing techniques ... [...] It appears from Schnabel's well-documented investigations that Sleeping Beauty is a real, but still classified mind control program. Schnabel [280] lists Dr. West as an Interview Source and says that West was a, “Member of medical oversight board for Science Applications International Corp. remote-viewing research in early 1990s.

Rigelus strode past the mystics without so much as a downward glance. They were mere cogs in a machine to help facilitate his needs. But Lidia couldn’t help assessing the watery faces as she passed. All slumbering, whether they wanted to or not. Where had they come from, the dreamers locked down here? What Hel had they or their families endured to make it worth it? And what skills did they possess to warrant this alleged honor of honors, to serve the Asteri themselves?

Respecting individual and group autonomy means that we don't need a bunch of f*cking managers; it means that no matter how well positioned or knowledgeable you are, people can communicate and resolve conflicts best when speaking from their direct experiences and with genuine humility. Some of the first skills taught in conflict resolution, facilitation, and de-escalation trainings are how not to speak for others; you learn that you break trust when trying to represent others without their consent.

Oath of Non-Harm for an Age of Big Data I swear to fulfill, to the best of my ability, the following covenant: I will respect all people for their integrity and wisdom, understanding that they are experts in their own lives, and will gladly share with them all the benefits of my knowledge. I will use my skills and resources to create bridges for human potential, not barriers. I will create tools that remove obstacles between resources and the people who need them. I will not use my technical knowledge to compound the disadvantage created by historic patterns of racism, classism, able-ism, sexism, homophobia, xenophobia, transphobia, religious intolerance, and other forms of oppression. I will design with history in mind. To ignore a four-century-long pattern of punishing the poor is to be complicit in the “unintended” but terribly predictable consequences that arise when equity and good intentions are assumed as initial conditions. I will integrate systems for the needs of people, not data. I will choose system integration as a mechanism to attain human needs, not to facilitate ubiquitous surveillance. I will not collect data for data’s sake, nor keep it just because I can. When informed consent and design convenience come into conflict, informed consent will always prevail. I will design no data-based system that overturns an established legal right of the poor. I will remember that the technologies I design are not aimed at data points, probabilities, or patterns, but at human beings.

I am well aware that certain exercises, tasks setup by the facilitator, can practically force the group to more of a here-and-now communication or more of a feeling level. There are leaders who do these very skillfully, and with good effect at the time. However, I am enough of a scientist-clinician to make many casual follow-up inquiries, and I know that frequently the lasting result of such procedures is not nearly as satisfying as the immediate effect. At it's best it may lead to discipleship (which I happen not to like): "What a marvelous leader he is to have made me open up when I had no intention of doing it!" It can also lead to a rejection of the whole experience. "Why did I do those silly things he asked me to?" At worst, it can make the person feel that his private self has been in some way violated, and he will be careful never to expose himself to a group again. From my experience I know that if I attempt to push a group to a deeper level it is not, in the long run, going to work.

■​A good negotiator prepares, going in, to be ready for possible surprises; a great negotiator aims to use her skills to reveal the surprises she is certain to find. ■​Don’t commit to assumptions; instead, view them as hypotheses and use the negotiation to test them rigorously. ■​People who view negotiation as a battle of arguments become overwhelmed by the voices in their head. Negotiation is not an act of battle; it’s a process of discovery. The goal is to uncover as much information as possible. ■​To quiet the voices in your head, make your sole and all-encompassing focus the other person and what they have to say. ■​Slow. It. Down. Going too fast is one of the mistakes all negotiators are prone to making. If we’re too much in a hurry, people can feel as if they’re not being heard. You risk undermining the rapport and trust you’ve built. ■​Put a smile on your face. When people are in a positive frame of mind, they think more quickly, and are more likely to collaborate and problem-solve (instead of fight and resist). Positivity creates mental agility in both you and your counterpart. There are three voice tones available to negotiators: 1.​The late-night FM DJ voice: Use selectively to make a point. Inflect your voice downward, keeping it calm and slow. When done properly, you create an aura of authority and trustworthiness without triggering defensiveness. 2.​The positive/playful voice: Should be your default voice. It’s the voice of an easygoing, good-natured person. Your attitude is light and encouraging. The key here is to relax and smile while you’re talking. 3.​The direct or assertive voice: Used rarely. Will cause problems and create pushback. ■​Mirrors work magic. Repeat the last three words (or the critical one to three words) of what someone has just said. We fear what’s different and are drawn to what’s similar. Mirroring is the art of insinuating similarity, which facilitates bonding. Use mirrors to encourage the other side to empathize and bond with you, keep people talking, buy your side time to regroup, and encourage your counterparts to reveal their strategy.

Flow is an extremely potent response to external events and requires an extraordinary set of signals. The process includes dopamine, which does more than tune signal-to-noise ratios. Emotionally, we feel dopamine as engagement, excitement, creativity, and a desire to investigate and make meaning out of the world. Evolutionarily, it serves a similar function. Human beings are hardwired for exploration, hardwired to push the envelope: dopamine is largely responsible for that wiring. This neurochemical is released whenever we take a risk or encounter something novel. It rewards exploratory behavior. It also helps us survive that behavior. By increasing attention, information flow, and pattern recognition in the brain, and heart rate, blood pressure, and muscle firing timing in the body, dopamine serves as a formidable skill-booster as well. Norepinephrine provides another boost. In the body, it speeds up heart rate, muscle tension, and respiration, and triggers glucose release so we have more energy. In the brain, norepinephrine increases arousal, attention, neural efficiency, and emotional control. In flow, it keeps us locked on target, holding distractions at bay. And as a pleasure-inducer, if dopamine’s drug analog is cocaine, norepinephrine’s is speed, which means this enhancement comes with a hell of a high. Endorphins, our third flow conspirator, also come with a hell of a high. These natural “endogenous” (meaning naturally internal to the body) opiates relieve pain and produce pleasure much like “exogenous” (externally added to the body) opiates like heroin. Potent too. The most commonly produced endorphin is 100 times more powerful than medical morphine. The next neurotransmitter is anandamide, which takes its name from the Sanskrit word for “bliss”—and for good reason. Anandamide is an endogenous cannabinoid, and similarly feels like the psychoactive effect found in marijuana. Known to show up in exercise-induced flow states (and suspected in other kinds), this chemical elevates mood, relieves pain, dilates blood vessels and bronchial tubes (aiding respiration), and amplifies lateral thinking (our ability to link disparate ideas together). More critically, anandamide also inhibits our ability to feel fear, even, possibly, according to research done at Duke, facilitates the extinction of long-term fear memories. Lastly, at the tail end of a flow state, it also appears (more research needs to be done) that the brain releases serotonin, the neurochemical now associated with SSRIs like Prozac. “It’s a molecule involved in helping people cope with adversity,” Oxford University’s Philip Cowen told the New York Times, “to not lose it, to keep going and try to sort everything out.” In flow, serotonin is partly responsible for the afterglow effect, and thus the cause of some confusion. “A lot of people associate serotonin directly with flow,” says high performance psychologist Michael Gervais, “but that’s backward. By the time the serotonin has arrived the state has already happened. It’s a signal things are coming to an end, not just beginning.” These five chemicals are flow’s mighty cocktail. Alone, each packs a punch, together a wallop.

You are unaware of your theory-in-use. Part of what makes your theory-in-use so powerful is that it operates quickly, skillfully, and effortlessly.

Although we all have various espoused theories, when we find ourselves in an embarrassing or psychologically threatening situation, almost all of us activate just one theory-in-use to guide our behavior, one which I am about to describe (Argyris and Schon, 1996).

Organizer—Using work breakdown, estimating, and scheduling techniques, determines the complete work effort for the project, the proper sequence of the work activities, when the work will be accomplished, who will do the work, and how much the work will cost. • Point Man—Serves as the central point-of-contact for all oral and written project communications. • Quartermaster—Ensures the project has the resources, materials, and facilities its needs when it needs it. • Facilitator—Ensures that stakeholders and team members who come from different perspectives understand each other and work together to accomplish the project goals. • Persuader—Gains agreement from the stakeholders on project definition, success criteria, and approach; manages stakeholder expectations throughout the project while managing the competing demands of time, cost, and quality; and gains agreement on resource decisions and issue resolution action steps. • Problem Solver—Utilizes root-cause analysis process experience, prior project experiences, and technical knowledge to resolve unforeseen technical issues and to take any necessary corrective actions. • Umbrella—Works to shield the project team from the politics and “noise” surrounding the project, so they can stay focused and productive. • Coach—Determines and communicates the role each team member plays and the importance of that role to the project success, finds ways to motivate each team member, looks for ways to improve the skills of each team member, and provides constructive and timely feedback on individual performances. • Bulldog—Performs the follow-up to ensure that commitments are maintained, issues are resolved, and action items are completed. • Librarian—Manages all information, communications, and documentation involved in the project.

Countertransference: the helper’s reactions to the client that originate in the unresolved issues of the helper.

They listen carefully and empathically, are nonjudgmental, are open to new experiences and perspectives, are approachable and friendly, and like to listen

Meetings run best when there are clear rules or norms to follow. These are sometimes difficult to set at the start of the meeting. People may feel reluctant to speak up and suggest rules or there may be pressure to start discussing the agenda items.

Managing the Neutral Zone: A Checklist Yes No   ___ ___ Have I done my best to normalize the neutral zone by explaining it as an uncomfortable time that (with careful attention) can be turned to everyone’s advantage? ___ ___ Have I redefined the neutral zone by choosing a new and more affirmative metaphor with which to describe it? ___ ___ Have I reinforced that metaphor with training programs, policy changes, and financial rewards for people to keep doing their jobs during the neutral zone? ___ ___ Am I protecting people adequately from inessential further changes? ___ ___ If I can’t protect them, am I clustering those changes meaningfully? ___ ___ Have I created the temporary policies and procedures that we need to get us through the neutral zone? ___ ___ Have I created the temporary roles, reporting relationships, and organizational groupings that we need to get us through the neutral zone? ___ ___ Have I set short-range goals and checkpoints? ___ ___ Have I set realistic output objectives? ___ ___ Have I found the special training programs we need to deal successfully with the neutral zone? ___ ___ Have I found ways to keep people feeling that they still belong to the organization and are valued by our part of it? And have I taken care that perks and other forms of “privilege” are not undermining the solidarity of the group? ___ ___ Have I set up one or more Transition Monitoring Teams to keep realistic feedback flowing upward during the time in the neutral zone? ___ ___ Are my people willing to experiment and take risks in intelligently conceived ventures—or are we punishing all failures? ___ ___ Have I stepped back and taken stock of how things are being done in my part of the organization? (This is worth doing both for its own sake and as a visible model for others’ similar efforts.) ___ ___ Have I provided others with opportunities to do the same thing? Have I provided them with the resources—facilitators, survey instruments, and so on—that will help them do that? ___ ___ Have I seen to it that people build their skills in creative thinking and innovation? ___ ___ Have I encouraged experimentation and seen to it that people are not punished for failing in intelligent efforts that do not pan out? ___ ___ Have I worked to transform the losses of our organization into opportunities to try doing things a new way? ___ ___ Have I set an example by brainstorming many answers to old problems—the ones that people say we just have to live with? Am I encouraging others to do the same? ___ ___ Am I regularly checking to see that I am not pushing for certainty and closure when it would be more conducive to creativity to live a little longer with uncertainty and questions? ___ ___ Am I using my time in the neutral zone as an opportunity to replace bucket brigades with integrated systems throughout the organization?

Home health care is all about skilled care nursing which is facilitated on a part-time or full-time basis. Generally here caregivers provide all assisted care services.Along with it there are other support services too that can be offered such as physical therapy or occupational therapy,home cooked meals,care management,nursing care,transportation,etc.. You can also ask for other medical social services at royalcare.net .

derived from the assessment tool, the Emotional Quotient Inventory 2.0 or EQ-i 2.0®, distributed by Multi-Health Systems, one of the world’s leading assessment companies. This instrument measures a cross-section of interrelated emotional and social competencies, skills, and facilitators that determine how effectively we understand and express ourselves, understand others and relate with them, and cope with daily demands. We use this assessment with many of our clients to establish a baseline of competencies and identify areas of improvement. We know that what gets inspected and measured does improve. In

1.   Self-awareness: Knowledge of one’s internal states, preferences, resources, and intuitions          2.   Self-regulation: Management of one’s internal states, impulses, and resources          3.   Motivation: Emotional tendencies that guide or facilitate reaching goals          4.   Empathy: Awareness of others’ feelings, needs, and concerns          5.   Social skills: Adeptness at inducing desirable responses in others Salovey

An effective technology advocate is someone who possesses strong communication skills and who has the respect of his or her colleagues.  The technology advocate needs to be able to communicate with both the Office of Technology & Information Systems and their colleagues about various technology projects and plans. The building technology advocate will facilitate communication between your department and the staff at his or her building.  A technology advocate does not need to be the most tech-savvy person in the building, but a good understanding of technology is vital for success in the position.

These two ways to incorporate mindfulness sit well with art therapy: first, by incorporating meditative or contemplative methods to facilitate relaxation and deepen the inward turn for connecting with deeper consciousness in all phases of the art task; second, by introducing cognitive skills to bring clients into the present moment with what they are feeling. Not how (guilt, anger, shame), but what (I feel helpless, unworthy, agitated). Cognitive mindfulness also provides a skillful means for dialoguing with art, where remaining open and image-centered may result in deeper insights.

The principle of optimal distinctiveness: we look for ways to fit in and stand out. A popular way to achieve optimal distinctiveness is to join a unique group.... Studies show that people identify more strongly with individuals and groups that share unique similarities. The more rare a group, value, interest, skill, or experience is, the more likely it is to facilitate a bond. And research indicates that people are happier in groups that provide optimal distinctiveness.

; it is the discrete states of consciousness that are skillfully facilitated and experienced during the period of entheogen action and their subsequent memory and integration that constitute the effective healing principles.

Answers to open-ended questions. When you invite someone to tell you about his family or her job, you will receive additional free information that you can use to further the conversation. Suppose you ask me, Debra, how is it that you worked in product planning for AT&T? and I say, I was in R&D in Buffalo, New York, where I’m from, and I hated it. I hated being an engineer—they don’t even make pocket protectors for women! So I asked to be transferred anywhere. They brought me to Denver to work in product planning. I offered lots of free information: I’m from Buffalo, I was in R&D (research and development), and I hated being an engineer. You can choose any of that free information to find out more about what interests you the most. You could facilitate the conversation by asking any one of a dozen questions, including: •Are the winters in Buffalo really as bad as they say? •Why didn’t you like being an engineer? •Would it have made a difference in your career if there had been pocket protectors for women? •What is it like to do R&D for a corporation like AT&T? •Was it tough living with a perennial Super Bowl loser? •Where did you study engineering?

The heart has its reasons, which reason does not know.…We know truth, not only by the reason, but also by the heart.

a team: Members are interdependent around a team task. Members know who is a member of the team. Members know the extent of the team's authority. Membership is stable over time.

Here are some of the key lessons from this chapter to remember: A good negotiator prepares, going in, to be ready for possible surprises; a great negotiator aims to use her skills to reveal the surprises she is certain to find. Don’t commit to assumptions; instead, view them as hypotheses and use the negotiation to test them rigorously. People who view negotiation as a battle of arguments become overwhelmed by the voices in their head. Negotiation is not an act of battle; it’s a process of discovery. The goal is to uncover as much information as possible. To quiet the voices in your head, make your sole and all-encompassing focus the other person and what they have to say. Slow. It. Down. Going too fast is one of the mistakes all negotiators are prone to making. If we’re too much in a hurry, people can feel as if they’re not being heard. You risk undermining the rapport and trust you’ve built. Put a smile on your face. When people are in a positive frame of mind, they think more quickly, and are more likely to collaborate and problem-solve (instead of fight and resist). Positivity creates mental agility in both you and your counterpart. There are three voice tones available to negotiators: The late-night FM DJ voice: Use selectively to make a point. Inflect your voice downward, keeping it calm and slow. When done properly, you create an aura of authority and trustworthiness without triggering defensiveness. The positive/playful voice: Should be your default voice. It’s the voice of an easygoing, good-natured person. Your attitude is light and encouraging. The key here is to relax and smile while you’re talking. The direct or assertive voice: Used rarely. Will cause problems and create pushback. Mirrors work magic. Repeat the last three words (or the critical one to three words) of what someone has just said. We fear what’s different and are drawn to what’s similar. Mirroring is the art of insinuating similarity, which facilitates bonding. Use mirrors to encourage the other side to empathize and bond with you, keep people talking, buy your side time to regroup, and encourage your counterparts to reveal their strategy.

total communication (TC) A method of communication for students with hearing impairments, designed to provide equal emphasis on oral and signing skills to facilitate communication ability.

To understand limits and realize the discipline, constitute and facilitate a balanced and moderate journey of life; indeed, such skill and spirit, destine and embrace the privileges of success without obstacles.

…American men actually engage most in hunting and fishing. The desire of men in wealthy societies to re-create the food-gathering conditions of very primitive people appears to be an appropriate comment on the power of the hunting drives discussed earlier. Not only is hunting expensive in many places – think of the European on safari in Africa – but it is also time-consuming, potentially dangerous, and frequently involves considerable personal discomfort. Men do it because it is ‘fun’. So they say, and so one must conclude from their persistent rendition of the old pattern. What is relevant from our point of view is that hunting, and frequently fishing, are group activities. A man will choose his co-hunters very carefully. Not only does the relative intimacy of the hunt demand some congeniality, but there is also danger in hunting with inept or irresponsible persons. It is a serious matter, and even class barriers which normally operate quite rigidly may be happily breached for the period of the hunt. Some research on hunters in British Columbia suggests the near-piety which accompanies the hunt; hunting is a singular and important activity. One particular group of males takes along bottles of costly Crown Royal whisky for the hunt; they drink only superior whisky on this poignant re-creation of an ancient manly skill. But when their wives join them for New Year's celebrations, they drink an ordinary whisky: the purely formal and social occasion does not, it seems, merit the symbolic tribute of outstanding whisky. Gambling is another behaviour which, like hunting and sport, provides an opportunity in countless cultures for the weaving of and participation in the web of male affiliation. Not the gambling of the London casino, where glamorous women serve drinks, or the complex hope, greed, fate-tempting ritual, and action of the shiny American palaces in Nevada, and not the hidden gambling run by racketeers. Rather, the card games in homes or small clubs, where men gather to play for manageable stakes on a friendly basis; perhaps – like Jiggs and his Maggie – to avoid their women, perhaps to seek some money, perhaps to buy the pleasant passage of time. But also to be with their friends and talk, and define, by the game, the confines of their intimate male society. Obviously females play too, both on their own and in mixed company. But there are differences which warrant investigation, in the same way that the drinking of men in groups appears to differ from heterosexual or all-female drinking; the separation of all-male bars and mixed ones is still maintained in many places despite the powerful cultural pressures against such flagrant sexual apartheid. Even in the Bowery, where disaffiliated outcast males live in ways only now becoming understood, it has been noted that, ‘There are strong indications that the heavy drinkers are more integrated and more sociable than the light. The analytical problem lies in determining whether socialization causes drinking or drinking results in sociability when there is no disapproval.’ In the gentleman's club in London, the informally segregated working man's pub in Yorkshire, the all-male taverns of Montreal, the palm-wine huts of west Africa, perhaps can be observed the enactment of a way of establishing maleness and maintaining bonds which is given an excuse and possibly facilitated by alcohol. Certainly, for what they are worth in revealing the nature of popular conception of the social role of drinking, advertisements stress the manly appeal of alcohol – particularly whisky – though it is also clear that there are ongoing changes in the socio-sexual implications of drinking. But perhaps it is hasty to regard the process of change as a process of female emancipation which will culminate in similarity of behaviour, status, and ideals of males and females. The changes are still too recent to warrant this. Also, they have been achieved under sufficiently self-conscious pressure...

Diversity training is any program designed to facilitate positive intergroup interaction, reduce prejudice and discrimination, and generally teach individuals who are different from others how to work together effectively. "From the broad corporate perspective, diversity training is defined as raising personal awareness about individual differences in the workplace and how those differences inhibit or enhance the way people work together and get work done. In the narrowest sense, it is education about compliance – affirmative action (AA), equal employment opportunity (EEO), and sexual harassment." A competency based definition refers to diversity training as any solution designed to increase cultural diversity awareness, attitude, knowledge, and skills. Diversity training is thought to be more needed because of the growing ethnic and racial diversity in the workplace.

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When thinking about how to incorporate lecture videos, many online faculty imagine posting videos of their classroom lectures in the course. This is certainly one way to do it, and some institutions are investing in elaborate lecture-capture systems to facilitate this process. But lecture capture requires expensive tech and a team of skilled professionals. The small teaching way is to record short narrated slideshow videos or webcam-style videos speaking directly to the camera on your computer monitor. The key word here is short. “Traditional in-person lectures usually last an hour, but students have much shorter attention spans when watching educational videos online,” writes Philip Guo in a blog post about a study he and his colleagues conducted (Guo, 2013). The researchers compiled data from 6.9 million video-watching sessions to track engagement patterns of online students. Their findings led to a strong recommendation that online class videos should be no longer than six minutes.

Prisons themselves could actually start preventing violence, rather than stimulating it, if we took everyone out of them, demolished the buildings, and replaced them with a new and different kind of institution — namely, a locked, secure residential college, whose purpose and functions would be educational and therapeutic, not punitive. It would make sense to organize such a facility as a therapeutic community, with a full range of treatments for substance abuse and any other medical and mental health services needed to help the individual heal the damage that deformed his character and stunted his humanity. If it seems utopian to replace prison with schools, let me remind you that prisons already are schools and always have been — except that they are schools in crime and violence, in humiliation, degradation, brutalization and exploitation, not in peace and love and dignity. I am merely suggesting that we replace one already existing type of school with another. Such a program would enable those who have been violent to adopt non-violent means for developing the feelings of self-esteem and self-respect, for being respected by others, and of being able to take legitimate and realistic pride in their skills and knowledge and achievements, which all human beings need if they are to be able to find alternatives to violent behavior when their self-esteem is threatened. It would also enable them to become employable and self-sufficient, and to make a productive contribution to society when they return to the community. But before that can happen, we will have to renounce our own urge to engage in violence — that is, punishment — and decide that we want to engage in educational and therapeutic endeavors instead, so as to facilitate maturation, development, and healing.

You’ve begun to master several techniques for controlling your anxiety. You’re learning the finer points of interaction and studying ways to apply your interactive skills. The next step is to add community resources—relevant agencies, groups, and organizations—to your self-help program. As you consider your particular needs, look to your own community for ways to enhance your social system: Parks and recreation departments, churches and synagogues, singles groups, self-help groups, clubs, volunteer organizations, business associations—there is an infinite array of resources to choose from. Contact your local chamber of commerce, consult newspapers for upcoming activities, and even inquire at area shops about any clubs or groups that share an interest (for example, ask at a garden center about a garden club, at a bookstore about a book club, and so on). Working through the exercises in this book is merely one component of a total self-help program. To progress from background knowledge to practical application, you must venture beyond your home and workplace (and beyond the confines of a therapist’s office, if you are in counseling). For people with social anxiety an outside system of resources is the best place to work on interactive difficulties. Here are three excellent reasons to use community resources: 1. To facilitate self-help. Conquering social anxiety necessitates interaction and involvement within the community, which is your laboratory. Using community resources creates a practical means of refining your skills and so moving forward on your individual map for change. 2. To diminish loneliness. Becoming part of the community provides the opportunity to develop personal and professional contacts that can enhance your life in many ways. 3. To network. Community involvement will not only give you the chance to improve your interactive skills, but will allow you to promote your academic or work life as well as your social life. Building connections on different levels can be the key. Any setting can provide a good opportunity for networking. In fact, I met the writer who helped me with this book in a fairly unlikely place—on the basketball court! A mutual friend introduced us, and when the subject of our professional interests came up, we saw the opportunity to work together on this project. You never know!

• Launched Real Time Talent, one of the most innovative workforce development initiatives in the country. It links the curriculum and training for more than four hundred thousand postsecondary students with the skill requirements of employers in the state (RealTimeTalentMN.org). • Created the Business Bridge, which facilitates connections between the procurement functions of large corporations and smaller potential suppliers located in the region. As a result of this effort, participating businesses added more than $1 billion to their spending with local businesses in two years—a year ahead of their goal. • Helped to build the case for investing more aggressively in higher education. By strengthening relationships between business and higher education leaders, and using a fact-based set of findings to justify investing more than an incremental amount, a coalition organized by Itasca helped increase spending in the state by more than $250 million annually. That’s not bad for a group of people with no budget, no office, no charter, virtually no Internet presence, virtually no staff—but a huge abundance of trust.

Another program that evolved from the Cultivating Emotional Balance project is Stress Management and Relaxation Techniques (SMART) in Education, an eight-week, 11-session program that involves after-school or evening sessions for a total of 36 contact hours. With the support of the Impact Foundation, this program was developed by Margaret Cullen, a licensed therapist, MBSR instructor, one of the developers of CEB, and a primary facilitator for CEB research.

According to Johnson, access to new ideas and to the “liquid networks” that facilitate their mixing and matching often provides the catalyst for breakthrough new ideas.

Incubators’ became another approach. They were state government initiatives to create mini-Silicon Valleys, to bring developing high-technology companies and resources together in order to provide the wherewithal—resources, knowledge, skills and so on—needed to facilitate collective growth of the tenant firms. In return for rent and a small amount of equity, the incubators provide sponsorship and promotion, which might otherwise be unavailable to small firms.

WHAT IS REIKI? Reiki is a Japanese technique that also facilitates therapy for stress reduction and relaxation. It is done by "laying on hands" and is based on the idea that an invisible "life force drive" is circulating through us, and that is what keeps us alive. If one's "life force drive" is low, then we are more likely to get sick or experience pain, and if it's high, we can be happier and healthier. The term Reiki consists of two Japanese words : Rei, meaning "God's Intelligence or the Higher Power" and Ki, meaning "life energy." So Reiki is simply "spiritually directed energy of life-force." A treatment looks like a stunning sparkling radiance streaming through and around you. Reiki embraces the whole person, including body, thoughts, mind, and spirit, producing various beneficial effects, including relief and feelings of calm, comfort, and well-being. Miraculous findings have been reported by many. Reiki is a simple, natural, and healthy holistic healing and self-improvement practice that can be used by anyone. It has been effective in helping almost all known diseases and disorders and always has a beneficial effect. It also helps to alleviate side effects and facilitate healing in combination with all other medicinal or rehabilitation strategies. An incredibly simple technique to learn, the learning to use Reiki is not learned in the usual sense, but during a Reiki, the lesson is passed to the pupil. The skill is passed on during a Reiki master's "attunement," which helps the student to tap into an unlimited supply of "life force resources" to improve their health and improve their quality of life. Its use does not depend on one's intellectual ability or spiritual development and is therefore available to all. Thousands of people of all ages and races have been effectively taught it. While in essence, Reiki is sacred; it is not a faith. It has no dogma, and in order to learn and use Reiki, there is nothing you have to believe. In reality, Reiki is not at all based on conviction and will function whether or not you believe in it. Because Reiki comes from God, many people find that using Reiki puts them more in touch with their religion's experience than just having an intellectual concept.

This means that nobody is to interject while the other person is talking. Cutting a person off mid-sentence tends to be perceived negatively, which can escalate aggression. If possible, have another person facilitate the conversation, warning both parties to

A healthy work environment will be characterized by a number of factors. Including - Quality team members, effective communication skills and procedures set in place to facilitate regular communication, trusting relationships, common vision and goals among team members, standardized processes and procedures including standards to be met and on-going monitoring of performance, healthy methods for correction and conflict resolution, clear lines of responsibility, including accountability and rewards for results. the more these characteristics exist in an organization, the more likely the organization will meet its goals and the team members will enjoy their work.

Asoka World School is a reputed international school in Kochi affiliated with CBSE. We have a student-friendly environment and has a very interesting syllabus. The STEM enriched curriculum helps to provide an in-depth learning experience for the students. We have a wide range of extracurricular activities for nurturing and developing a child’s creativity and imagination. Asoka World School can be an ideal option for your child. Here are some key reasons why Asoka World School is the best for your kid. Individualized attention in classes: Our student-teacher ratio arrangement is standardised in such a way that teachers are able to give individual attention to each child. Our teachers are well educated, experienced and constantly inspires their students. We follow the golden teacher-student ratio of 1:20. This helps students to gain the concepts of each subject easily hence they become more confident. This also enriches their knowledge, and they get more quality time to interact with their teachers. image Child Safe Environment: At Asoka World School, you will find your child is in extremely safe hands. Our classrooms are aesthetically designed and technologically equipped to disseminate learning through very many fun ways. Asoka World School has a world-class building design, infrastructure, fully integrated wireless network, climate-controlled smart classrooms, security features and no compromise hygiene and safeguarding policy that offers everything you have been dreaming for your child. Updated Curriculums: We have 4 levels of programmes prepared for our children. Foundational - KG - IInd Preparatory - IIIrd - Vth Middle School - VIth - VIIIth Senior School - IXth - XIIth These programs are framed by our school to focus on developing various vital skills in the students. Our teachers adopt a customised teaching approach that can help students of every category. Our flexible curriculum enhances the communication between the teachers and students to a great extent. Our school has result-oriented teaching methods, qualified and responsible teaching staff to help facilitate a learning environment that is both safe and nurturing. As the best CBSE school in Kochi, Asoka World School is a leader in its sector and we hope to continue rising and come out as the best school in Kochi.

Our point is not to cast blame on anyone who did not recognize your ADHD, or to absolve you from past mistakes, but rather to acknowledge that ADHD is a game changer that affects most areas of life and requires a unique set of skills to manage, not the least of which is addressing your self-regard (see Table 7.4).

Stem cell treatment in India is becoming very famous lately the reason is the treatment methodology, skilled doctors, treatment cost and facilitation provided to the patients and their caretakers. The success rate of stem cell treatments have overall success rate ranging from 70% to 80% (depends on specific disease and patient’s condition) in India.

...You can’t expect niceness to fix the issue. We must understand that the act of caring doesn’t actually solve issues as complex as discrimination and lack of inclusiveness, and that we must use metrics and actually push the envelope to create change. In order to create institutional changes that actually last, library leaders must facilitate the creation of organizational programs that ensure that diversity, inclusion and social justice goals are met. Library managers have to make sure social justice and diversity workshops and trainings are built into professional development budgets, and that our staff have the opportunity to work on not only their technical skills but on being a better, more compassionate workforce.

my mission is to guide people toward their vision and engage them to work together toward the goal, to champion the change. As a Champion, I’m perfectly suited for that career path (if I do say so myself!). The skills I lack or don’t enjoy using are the skills that my clients should use in their roles. They should be the Drivers and Facilitators and Executers of the change in their organizations.

Anyone familiar with communication in the United States military will have come across the term BLUF. This acronym stands for “Bottom Line Up Front.”7 This is the practice of putting the conclusion and recommendation at the beginning of the message rather than at the end. This facilitates rapid decision making and helps people deliver a message in fewer words. Putting the bottom line up front is a great way to define the key message. It’s the one thing your audience needs to know or cares the most about.

Which company is best for using construction Project work? The Shree Siva Balaaji Steels project is a significant endeavor that encompasses the establishment and operation of a modern and advanced steel manufacturing facility. This project represents a fusion of innovation, cutting-edge technology, and industrial expertise, aimed at delivering high-quality steel products to meet the growing demands of various sectors. Key Features: State-of-the-Art Manufacturing Plant: The project involves the construction and operation of a state-of-the-art manufacturing plant equipped with the latest machinery, automation systems, and environmentally friendly processes. This allows for efficient production and reduced environmental impact. Diverse Product Range: Shree Siva Balaaji Steels aims to offer a diverse range of steel products to cater to different industries such as construction, automotive, infrastructure, and manufacturing. This versatility enables the company to meet the varying needs of clients and partners. Quality Assurance: A cornerstone of the project is its commitment to delivering high-quality steel products. The facility adheres to strict quality control measures and follows international standards to ensure that the end products are durable, reliable, and meet or exceed industry specifications. Sustainability Focus: The project places a strong emphasis on sustainability and environmentally conscious practices. Energy-efficient processes, recycling initiatives, and waste reduction strategies are integrated into the manufacturing process to minimize the ecological footprint. Employment Opportunities: Shree Siva Balaaji Steels contributes to local economies by creating employment opportunities across various skill levels, from skilled labor to technical experts. This helps stimulate economic growth in the region surrounding the manufacturing facility. Collaboration and Partnerships: The project fosters collaborations with suppliers, distributors, and clients, establishing strong relationships within the steel industry. This network facilitates efficient supply chain management and enables the company to provide tailored solutions to its customers. Innovation and Research: The project invests in research and development to constantly improve manufacturing processes, product quality, and the development of new steel products. This dedication to innovation positions the company at the forefront of the steel industry. Community Engagement: Shree Siva Balaaji Steels is committed to engaging with local communities and implementing corporate social responsibility initiatives. These efforts include supporting education, healthcare, and other community-centric projects, fostering goodwill and positive impact. Vision: The Shree Siva Balaaji Steels project envisions becoming a leading name in the steel manufacturing sector, renowned for its exceptional quality, technological innovation, and sustainability practices. By adhering to its core values of integrity, excellence, and environmental responsibility, the project strives to contribute positively to the industry and the communities it operates within.

Watts-English, Fortson, Gibler, Hooper, & DeBellis, 2006). Further compounding this limited verbal and conceptual ability is the observation that children from low verbal families develop language skills even more slowly (Hart & Risley, 2003). This results in protracted immature language usage, fewer words, shorter sentences, and the consideration of fewer details than children from high verbal families (Papalia & Olds, 1979).

Andy Grove estimated that 90 minutes of a manager's time can enhance the quality of your subordinates work for 2 weeks... The point of the meeting, we wrote, 'the meeting's main purpose is mutual teaching and exchange of information. By talking about specific situations, the supervisor teaches the subordinate skills, know-how and suggests ways to approach things. At the same time, the subordinate provide the supervisor with detailed information about what he's doing and what he's concerned about and what is learned is absolutely essential if the supervisor is to make good decisions. A key point about 1-1s - it should be regarded as the subordinate's meeting with its agenda set by him. What's the role of a supervisor in a 1-1? He should facilitate the subordinate's expression of what's going on and what's bothering him. The supervisor should also encourage the discussion of heart to heart issues during 1-1s because this is the perfect forum for getting at subtle and deep work related items affecting his subordinate. Is he satisfied with his own performance? Does some frustration or obstacle gnaw at him? Does he have doubts about where he is going?' ... Effective 1-1s dig beneath the surface of day to day work. They have a set cadence.

people in leadership roles particularly need to hone these skills because this art of inquiry becomes more challenging as power and status increase. Our culture emphasizes that leaders set direction and articulate values, all of which predisposes them to tell rather than ask. Yet it is such leaders who may need Humble Inquiry most because intricate interdependent tasks require building positive, open, and trusting relationships above, below, and around them, in order to facilitate safer and more effective task performance and innovation in the face of a perpetually changing context.

proposed an actual concrete framework for looking at E.I. did it start to be taken seriously. It was coined the “Ability Model”  which initially proposed four elements or concepts to the model namely 1) The ability to perceive human emotion 2) The ability to integrate that emotion to facilitate thought 3) Fully understanding individual emotions 4) Regulating these emotions to promote personal growth.

as the intentional, learned skill of optimizing self-awareness and self-regulation of both the body and mind. In this way, meditation can facilitate better balance, self-restoration and preparedness for present and future flourishing. Meditation is the intentional practice of healthy rest, healthy preparedness, self-aware “eudaemonia,” welfare or prosperity.

key roles played by the project manager: Planner—Ensures that the project is defined properly and completely for success, all stakeholders are engaged, work effort approach is determined, required resources are available when needed, and processes are in place to properly execute and control the project. Organizer—Using work breakdown, estimating, and scheduling techniques, determines the complete work effort for the project, the proper sequence of the work activities, when the work will be accomplished, who will do the work, and how much the work will cost. Point Person—Serves as the central point of contact for all oral and written project communications. Quartermaster—Ensures the project has the resources, materials, and facilities it needs when it needs it. Facilitator—Ensures that stakeholders and team members who come from different perspectives understand each other and work together to accomplish the project goals. Persuader—Gains agreement from the stakeholders on project definition, success criteria, and approach; manages stakeholder expectations throughout the project while managing the competing demands of time, cost, and quality; and gains agreement on resource decisions and issue resolution action steps. Problem Solver—Utilizes root-cause analysis process experience, prior project experience, and technical knowledge to resolve unforeseen technical issues and take any necessary corrective actions. Umbrella—Works to shield the project team from the politics and “noise” surrounding the project, so they can stay focused and productive. Coach—Determines and communicates the role each team member plays and the importance of that role to the project’s success, finds ways to motivate each team member, looks for ways to improve the skills of each team member, and provides constructive and timely feedback on individual performances. Bulldog—Performs the follow-up to ensure that commitments are maintained, issues are resolved, and action items are completed. Librarian—Manages all information, communications, and documentation involved in the project.

The agile coach is a new role that requires a selection of soft skills to be successfully. A good agile coach will be able to build the team, and coach them in decision-making, problem solving and conflict resolution. The agile coach should also facilitate that the team learns from their experience, that project impediments are quickly removed, and that the stakeholder’s expectations are managed.

the reading of fiction facilitated the development of social skills because it provides the reader with the experience of thinking about other people.

Recommended Reading Lyssa Adkins in her book Coaching Agile Teams describes the responsibilities and working methods for the agile coach. She provides details on the skills, techniques, and methods an agile coach can use to develop into a seasoned mentor and coach. Jean Tabaka in her book Collaboration Explained describes the content, structure, techniques, and tools for executing collaborative events. Kaner et al. offer practical advice on facilitating decision-making in their book the Dynamics of Group Decision-Making.

In developing country contexts, basic income and cash transfers have been shown to have positive effects on entrepreneurship;3 in Madhya Pradesh, basic income was strongly associated with new entrepreneurial activities.4 In industrialized countries, basic income would provide essential security for the growing numbers of unwillingly self-employed and independent contractors, as well as for those with entrepreneurial ambitions. More generally, it would encourage people to seek training and job opportunities in line with their skills and motivations rather than those most likely to ‘put food on the table’. This would make the economy more productive by facilitating the efficient reallocation of talent and increasing the level of job engagement. In

No matter how urgently improvement is needed, how skilled the facilitator is, or how well-intentioned the mapping team is, it’s unrealistic to expect work systems that have existed for years or even decades to be completely transformed in a matter of months. Any consultant who tells you that it’s likely, or even possible, should be shown the door. Change takes time.

FOGLAMP project checklist FOGLAMP is an acronym for focus, oversight, goals, leadership, abilities, means, and process. This tool can help you cut through the haze and plan your critical projects. Complete the table for each early-win project you set up. Project: __________________________ Question Answer Focus: What is the focus for this project? For example, what goal or early win do you want to achieve? Oversight: How will you oversee this project? Who else should participate in oversight to help you get buy-in for implementing results? Goals: What are the goals and the intermediate milestones, and time frames for achieving them? Leadership: Who will lead the project? What training, if any, do they need in order to be successful? Abilities: What mix of skills and representation needs to be included? Who needs to be included because of their skills? Because they represent key constituencies? Means: What additional resources, such as facilitation, does the team need to be successful? Process: Are there change models or structured processes you want the team to use? If so, how will they become familiar with the approach?

Too many among us have bought into the collective hypnosis that those with extraordinary skill are cut from a different cloth and have been divinely blessed by The Gods of Exceptional Talent. But that just ain’t so,” observed the billionaire, a wisp of his farm boy manner emerging. “Dedication and discipline beats brilliance and giftedness every day of the week. And A-Players don’t get lucky. They make lucky. Each time you resist a temptation and pursue an optimization you invigorate your heroism. Every instant you do that which you know to be right over the thing that you feel would be easy, you facilitate your entry into the hall of fame of epic achievers.

a team-based learning and development intervention that considers the team to be a system and is applied collectively to the team as a whole. The focus of team coaching is on team performance and the achievement of a common or shared team goal. Team learning is empowered via specific team coaching activities for self and team reflection, which is facilitated by the team coach(es) through the application of coaching techniques such as impactful, reflective questioning which raises awareness, builds trusting relationships and improves communication. A team coach does not provide advice or solutions to the team. Rather, team coaching requires advanced coaching skills from the coach such as considering multiple perspectives simultaneously and observing and interpreting dynamic interactions and is typically provided over a series of sessions rather than as a one-off intervention (p. 73).

Complex information undergoes a process in rapid learning known as chunking. Breaking down intricate concepts into smaller, manageable chunks facilitates comprehension, retention, and practical application.

Leveraging mnemonic devices is an effective strategy in the rapid learning approach. These memory aids help learners create associations between new information and familiar elements, facilitating easier recall.

Quick Mastery programs facilitate rapid proficiency, allowing participants to swiftly become adept in a particular skill or subject matter.

Rapid learning techniques like chunking, mapping, or outlining can be employed to create a well-structured and organized curriculum to facilitate understanding and retention.

Rapid learning classes are built upon the premise that learners can efficiently absorb information at an accelerated pace. By incorporating the principles of rapid learning and strategically selecting the best strategies, techniques, and methods, educators can facilitate quicker and more efficient learning outcomes.