Suggested Behaviours that Elevate or Diminish Your Interactions with Others in Meetings re Workplace Transition 2119
Workplace Transition 2119 highlights important behaviours you must consider - exhibit - reflect upon when meeting with others whether in-person and/or online.
The article is based on two questions someone asked me the other day. She commented I had a great meeting presence ))smiles ... I shared, it's an outcome of attending way too many meetings over the years - we both laughed!
Q: What behaviours elevate or diminish your interactions with others in meetings?
At the time I shared a few - they are here. And, I identified a few more afterwards and added them:
A: Elevate - help the meeting, help my interactions with the person -
- Listen; then respond rather than react
- Ensure body language is aligned with dialogue
- Share appreciation for the perspectives presented (with acknowledgement)
- Leverage the conversation to the benefit of all like asking great questions
- Articulate the appropriate "perspective" mix needed from one's lived experience
- Attend prepared (so important!)
- Use the appropriate educating approach for the conversation
A: Diminish - hinder the meeting, hinder my interactions with the person -
- Talk from a place of ego
- Demonstrate assertiveness without co-operation
- Arrive late (without informing ahead)
- Leave early with the courtesy of 'head's up or excuse me’
- Talk around and around or repeating the point offered
- Demonstrate lack of follow through on commitments
- Talk trash afterwards
Q: What are additional insights someone must know and/or do when participating in meetings (based on your lived experience)?
This question gave me a chance to extend some points above -
- Acknowledge past behaviour is a limited predictor of future behaviours
- Recognize "willingness" to fulfill commitment is important (if not, communicate and recommit)
- Learn to listen through your heart’s eye
- Demonstrate attentiveness through appropriate body language because 80% of listening is what is seen
- Develop a presentation format that cuts to the chase --- Intention, Scope-Benefits, Actions --- and present through it
- Recognize meetings are important to your social network; how you act in a meeting reflects your work elsewhere
- Recognize meetings are where you can establish ally relationships (a give and go as you move along – without burning bridges)
- Recognize work is established around/through/because of relationships – be attuned to what is happening in meetings to determine your fit with others in the present and future work
- Appreciate how you [or another] guide a meeting reflects your managing and leading abilities --> that is, manage the systems for participation of all and lead each person from the system for achievement
Last week I shared a list of 10 articles I wrote
... through which I explore Workplace Transition (Workplace Experience - #WPT, #WPX) as it applies to co-creating the well-living workplace - thought you might enjoy reading them in light of the above mentioned meeting questions and insights:
It's important to define a few terms -->
Workplace is about a place of work - where work is defined as "… an opportunity for discovering and shaping, the place where the self meets the world"
David Whyte "Crossing the Unknown Sea: Work as a Pilgrimage of Identity"
Well-living workplace is about a place of work where persons live and work well together - they enjoy what they do and do what they enjoy
Co-creation is about the collaborative accountability for and responsibility to design, develop, implement, and evaluate the sustainability of a well-living workplace
Transition (internal) is about the organization response to change (external) - knowing "change surrounds every challenge" (Dr. Linda Hines)
Herein challenge highlights the stories all stakeholders share with one another ... and from which decisions result in action_outcomes that hinder and help the whole system-whole person organization of work
The articles explain and describe more ... enjoy the read ... ))smiles
- Determine Your Sense of Seriousness, Urgency, and Growth of Your Workplace Transition
- Manage a Transition Group Representative of the Whole for Your Workplace Transition
- Use a Shared Vision to Guide Workplace Transition
- Use Storytelling and Story-Sharing to Communicate the Vision for Workplace Transition
- Use a Plan of Action that You Manage Systematically and Lead Systemically
- Share Short-Term Win-Grow-Learn Stories
- Use Measurement for Formative and Summative Course Corrections
- Improve - Focus - Strengthen All Actions
- Manage Wise Practices, Lead Inspired Standards
- Evaluate the Transitional Outcome and Shift Actions to Answer the Whole Is It Question
Review the 10 action_outcome statements listed above.
Which two statements call you to investigate more - that is, to read the article. Do so ...
And let us know what happened via our Contact page (private) or add a comment below (public).
In association with Workplace Transition this article complements actions to create the well-living workplace ...
Download the book: Creating the Well-Living Workplace for free. Click the image to the right -->
The book contains 139 insights - action_outcome statements at the organization level.
And if you want to go further faster, purchase the Well-Living Workplace online course.
Click here to learn more ...
In Closing Workplace Transition 2119 ...
You are invited to become involved ... and so - - - - your comments are appreciated below.
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As we co-create well-living workplaces - places of work where we work well together - realize:
WELLth Movement guides inspired practitioners to become natural educators who deliver extraordinary experiences with their community of significance using eco-ethical architecture.
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