Professional Documents
Culture Documents
Encoding
Message
Sender
Noise
Source decodes
Transmitted on medium
Message
Encoding
Opinions: Categories of social belongingness: Interpretative frame (symbolique and cultural) Beliefs Persistence Emotions
The way people act or how they respond to a message Personality types Coaching types
Personality types
Taking the example of the Myers and Briggs 4 dichtomies
Dichotomies
Extrovert and Introvert (Attitude) Extrovert: Individuals with a preference for extroversion draw energy from action: they tend to act, then reflect, then act further. If they are inactive, their level of energy and motivation tends to decline. An extrovert's flow is directed outward towards people and objects. Introvert: These individuals become less energized as they act: they prefer to reflect, then act, then reflect again. People with introversion preferences need time out to reflect in order to rebuild energy. An introvert's flow is directed inward toward concepts and ideas.
interpreted Sensing: Individuals who prefer sensing are more likely to trust information that is in the present, tangible, and concrete, which is information understood by the five senses. They tend to distrust hunches that seem to come out of nowhere. They prefer to look for details and facts. For them, the meaning is in the data. Intuition: Individuals who prefer intuition tend to trust information that is more abstract or theoretical, which can be associated with other information (either remembered or discovered by seeking a wider context or pattern). They may be more interested in future possibilities. They tend to trust those flashes of insight that seem to bubble up from the unconscious mind. For them, the meaning is in how the data relates to the pattern or theory.
Judgment and Perception (Lifestyle) According to Myers, individuals who prefer judging prefer to "have matters settled" and individuals who prefer perceiving prefer to "keep decisions open."
Coaching styles
High Will
Guide
Delegate
Low Will
Direct
Excite
Low skill
High Skill
First build the will / motivation - Provide clear and concise briefings - Identify motivators and de-motivators - Develop a vision of future performance
Then sustain the will - Provide frequent feedback against progress - Praise and nurture
Invest time early on to ensure inclusion and understand training requirements - Coach and Train Answer questions/explain Create a risk-free environment to allow early mistakes/learning Monitor progress regularly and ensure feedback and praise Relax control as progress is shown
Identify reasons for low will e.g., task/management style/personal factors Motivate appropriately Monitor, feed back Ensure scope for regular progress checks.
Provide freedom to do the job - Set objectives, not method - Praise, dont ignore Encourage coachee to take responsibility - Involve in decision-making - Use You tell me what you think Take appropriate risks - Give more challenging tasks ensuring support in place. - Dont over-manage
Physical Technological
Internal noise
communication
Tendency for members of a cohesive group to reach decisions without weighing all the facts, especially those contradicting the majority opinion.
Moral silence
each person. Behaviors on the Love-Hate axis tend to pull the same behavior. Behaviors on the Dominance-Submission axis tend to pull opposite behaviors.
They agree and mutually understand each other on the content issue, but they still have a relationship conflict. They agree on the content issue, but one or both misunderstand the others position. They disagree on the content issue and understand that they do. They disagree on the content issue and, on top of that, one or both misunderstands the others position. They agree and understand each other on relationship definition, but have a content conflict. They are in relational agreement but misunderstand that they are. They disagree relationally (e.g., both wish to control the relationship) and understand that they do. They disagree relationally and, in addition, misperceive the others relational stance.