Suggested Behaviours that Elevate or Diminish Your Interactions with Others in Meetings re Workplace Transition 2119

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 
well living world 1819
mentoring 18-04

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 -

  1. Acknowledge past behaviour is a limited predictor of future behaviours
  2. Recognize "willingness" to fulfill commitment is important (if not, communicate and recommit)
  3. Learn to listen through your heart’s eye
  4. Demonstrate attentiveness through appropriate body language because 80% of listening is what is seen
  5. Develop a presentation format that cuts to the chase --- Intention, Scope-Benefits, Actions --- and present through it
  6. Recognize meetings are important to your social network; how you act in a meeting reflects your work elsewhere
  7. Recognize meetings are where you can establish ally relationships (a give and go as you move along – without burning bridges) 
  8. 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
  9. 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 


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Onward

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 ...

Leadership Legacy Well-Living Workplace
workplace transition 1819 Workplace Issues CWLWP roots skyward

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.

Inspired Practitioners
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Natural Educators​
_ Facilitative Mentors
_ Navigators & Weavers
 

Extraordinary Experiences
_ Employees & Customers
_ Children and Grandchildren 

Community of Significance
_ Elevate groups and teams (departments/units) to communities of significance
_ Involve family and friends in nature-based activities to benefit of all & trees

Eco-Ethical Architexture
_ use of Ecological Literacy
_ use of Ethical Decision-Making
_ use of language that evolves love and compassion in being for the world


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-30- Workplace Transition 2119

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