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 Working Dynamics Newsletter .  
February 2004 
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Greetings!

Thank you to all who commented on the first Working Dynamics newsletter. Our goal is to pass along suggestions for basic ways to build successful careers and productive workplaces. Hearing from you helps to accomplish this goal. Some of you asked if you could forward the newsletter. We hope you will. Use "Forward email" in blue toward the bottom and please encourage the recipient to use the "Join our mailing list!" to sign up to receive future newsletters.

In this issue, we'll focus on communication at work -- the value of giving and receiving feedback, how to step up and confront a problem, ways leaders can communicate in order to prevent problems, and how to monitor your team's dynamics and perceptions of strengths and needs. With all of these, the goal is to communicate more effectively and reach higher levels of success. Best wishes, Working Dynamics.

In this issue ...
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  • 360-degree Feedback Expert in Richmond on Feb. 16th
  • Taking Action When It's Hard!
  • Do You Wish Your Feedback Could Motivate Others?
  • Communicating to Prevent Problems
  • Do You Know What Your Employees Are Thinking?

  • Taking Action When It's Hard!
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    We've all postponed handling a problem longer than we should. Yes, it is wise to step back and take stock of a situation in order to not act rashly. But do you have a tendency to step back, take stock, and then NOT act? How many times have you seen the moment pass, and buried your concerns, only to have the problem get worse? One of the most common ways to deal with conflict is NOT to deal with it. Want to change that?

    Four steps ... »

    Do You Wish Your Feedback Could Motivate Others?
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    It is only natural to want others to behave exactly as we have in mind. Often they don't. You can do more than wish for change. You can give a feedback message that is direct and specific on how someone's behavior affects you. Properly delivered, there is a better chance that the receiver will be motivated to begin, continue, or stop behaviors that affect performance. The SBI technique of giving feedback works when giving feedback to your boss, peers, and subordinates.

    Feedback that works ... »

    Communicating to Prevent Problems
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    Does your team miscommunicate on a too-regular basis? Are you tired of seeing limited communication result in delays, errors, or conflict? Have you wondered how you can be clearer about how you want your team to perform? You'll get there quickly and easily by starting with the understanding that the responsibility for effective communication is shared and your actions lead the way for others. We all have the best intentions. Yet, we can slip unintentionally into communication patterns that have the potential to create team conflict. Read "Are You Communicating to Prevent Problems?" for answers to eight important questions.

    Quiz yourself ... »

    Do You Know What Your Employees Are Thinking?
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    By routinely checking team dynamics, you can identify underlying problems when they are small and address them before they become full blown obstacles to team performance. When group dynamics feel strained to you, they feel the same to others. If you feel uncomfortable in team meetings, odds are team members do too. You want to be continually attuned to the working dynamics of your team. You accomplish this through observation and by asking. Formal feedback that is routine and assures anonymity is an excellent way to learn what your employees are really thinking. Whether you have a small team or a large one, there are nuances you'll miss if you don't ask. Knowing about concerns early means you can communicate effectively, tend to small problems before they escalate, and keep performance and productivity up. Not asking puts you at risk of being next in line after clients, customers, and/or competitors to know what your employees are thinking.

    Ways to learn employee perspectives ... »

    360-Degree-Feedback Expert in Richmond on Feb. 16
    Working Dynamics is proud to host Craig Runde, expert in the Conflict Dynamics Profile (CDP), on Feb. 16 in Richmond. Craig is Director of New Program Development at the Leadership Development Institute (LDI) at Eckerd College in St. Petersburg, FL.

    He will discuss how the CDP is being used in leadership development programs to deal with conflict behaviors. He also will introduce the new CDP Individual version, which becomes available next month. Both versions provide powerful ways to improve self-awareness of individual triggers and responses to conflict. They also provide practical approaches for improving behaviors that promote conflict resolution.

    LDI is a Network Associate of the Center for Creative Leadership®. CCL uses the CDP instrument in its Foundations of Leadership program.

    Speak with Craig Runde and learn more about these new assessment instruments and how they can be used to improve leadership effectiveness at a morning group session on the 16th or request an afternoon meeting at your site. Contact Working Dynamics for details at 804-353-9527 or info@workdyn.com.

    More about the Conflict Dynamics Profile ...

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    Ten Common Mistakes in Giving Feedback

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