management

Project Management (2013) Certification Achieved!

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Project Management (2013) Certification Achieved!

Since the end of the semester is here, but the summer semester hasn’t begun, I’ve decided that the time is right for me to cover some certification bases. Project Management is a skill that one can never seem to get enough training in. My PMP (Project Management Professional)training was some time ago, and the last project management update I received was related to the changes made in 2008 related to the PMP testing changes.

With this empty time, I’m currently working on a grant with one of my co-workers (gamification of collegiate courses by Tyler Dockery, MAEd and Nicolas D’Agata, MSEd). Before the time for the summer semester is heavy upon me, I took today to get some of those updates to the PMP knowledge base under my skin so that I can be better prepared for the future.

Glad to know that all of my studying paid off, perhaps I wont need another upgrade for a few years now.

Tyler Dockery Achieves Project Management (2013) Certification

LEA 111: Leadership Training – Introduction to Interpersonal Communication and the Self

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Leadership-pic

LEA 111: Leadership Training – Introduction to Interpersonal Communication and the Self

I know it sounds corny, but I’ve been waiting to take on some of these leadership classes for some time now. Every leadership development course offered during the last semester was given during a time I simply could not attend, or on a day in which I was not in the office. Even the closest training facility (Wake Tech’s North Campus) is roughly an hour’s drive away from my home. Could I have MADE time to take the classes by offering my students an alternate assignment? I could have, but honestly, the idea had never occurred to me. I know that looking back is nothing but stinking thinking (or whatever the word for that is these days), but I am proud to say that the school has offered training over the summer, and I hope to get the pre-reqs out of the way.

I think leadership training has lots of fantastic effects for the rest of the work situation in the classroom, employee interactions, and of course dealing with students. That said, This meeting was chock full of notes, so let’s get to it.

 

“Things to Remember” When Interpersonally Communicating

We are all selfish in our communication. We need to remember to “seek first to understand then to be understood” -Franklin Covey

When conveying information, always consider your audience. You would not speak the same way to your grandmother as you would to your neighbor’s child. You can never “NOT” communicate. Even non-verbal communication is communication. Words are Powerful. They are powerful tools for change, powerful tools to help, and powerful words to hurt. Once said, they cannot be returned and will not be forgotten.

 

WHAT IS INTERPERSONAL COMMUNICATION?

Interpersonal communication is communication between 2 people who have a mutual influence over each other and play a unique role in each other’s lives. As the relationship continues, the two people build personal knowledge of one another, adjust their messages and create shared meaning.

I was a little bit unsure about this part of the talk in all honesty. As outlined here, interpersonal communication is only between two individuals who have “mutual influence” over each other. Does that mean I cannot have interpersonal communication with my boss, supervisor, team lead, or the team over which I manage?

Interpersonal Communication Involves Content and Relational Messages

  • Content– The words that are said. These are the “things” to argue about…people, events, tasks; These items are all external
  • Relational – Indicates the relationship between the people or how one feels about the content; who is in control, who is not being treated fairly, etc.; These items are all internal
  • Application – It is important to try to keep content conflicts centered on content. When these content conflicts get out of control, that’s a signal that there is really a relational conflict underlying the content conflict. Think of a recurring interpersonal conflict you have with someone. Do you focus on the content or relation?

 

Interpersonal Communication Is Ambiguous

Ambiguous refers to the fact that messages can be interpreted as having more than one meaning.

Nonverbal Ambiguity:

  • A Smile
  • A Wink
  • Walking out of a room

Verbal Ambiguity:

  • “I’m fine.”
  • “I need the project on my desk soon.”
  • “You’re not working up to par.”

We need to recognize ambiguity and try to clarify and specify to avoid misunderstandings.

 

Elements of Interpersonal Communication

There are two main elements of interpersonal communication: The communication Source/the communication Receiver and the Encoding of information and the Decoding of message information.

The Communication Source and The Communication Receiver

  • Source – The person who formulates and sends the message
  • Receiver – The person who receives and interprets (and hopefully understands!) the message

Encoding/Decoding a Message

  • Encoding – The process of producing messages by applying a “meaning” behind the message.
  • DecodingThe act of understanding or translating messages

Messages

Messages can be defined as: Signals that serve as stimuli – they are transmitted and received through our senses. It is important to note that Messages can be verbal, nonverbal or a combination of both.

Mixed Messages – When verbal and nonverbal messages don’t mirror one another.

 

Interpersonal Communication Involves Verbal & Nonverbal Messages

  • Verbal–Your words (written & spoken)

“I” Messages

I-Messages are less likely to trigger defensiveness and creates a clear impression that the speaker is responsible for what he/she is saying. It also shows that you are expressing your own perceptions rather than accusing.

I-Language Should Include the Following:

  • The Other Person’s Behavior
  • Your Feelings
  • The Consequences the Other Person’s Behavior Has For You

 

Examples of “I” Messages

“I get embarrassed (feeling) when you talk about my poor performance in front of my fellow co-workers(behavior). That’s why I’ve been aloof lately (consequence)”

“I haven’t been assigning you projects lately (consequence) because you have been displaying an unwillingness to collaborate (behavior). I feel that you are removing yourself personally and professionally from our team, which is a concern for me. (feeling)”

I have always approached “I-Messages” in terms of “I-Statements”. These use a specific format: “When you… I feel… Because…”

Examples include:

“When you scream at your sub-ordinates, I feel the motivation and safety of the team is at risk because several employees have complained about your actions and are actively seeking employment elsewhere.”

“When you surprise me with shortcomings at my annual review, I feel shocked, cheated, and betrayed because these items could have been fixed if they had been mentioned/counseled before the annual report.”

“When you make time for these 1:1 meetings every month, I feel really appreciated and empowered because we set some clear goals to accomplish and I feel motivated to give you what you want.”

 

Channel The medium through which messages pass or the means to communication.

Types of Channels:

  • Face-to-Face
  • Telephone
  • E-mails
  • Letter
  • Context: The environment in which communication takes place

Four Dimensions of Communication

  1.   Physical – Environment
  2.   Temporal –“Right Time”
  3.   Social-Physiological –Relationship between people communicating
  4.   Cultural Dimension–Beliefs or norms of communicators

Competence and Interpersonal Skills

Competence increases as your list of skills increase. In order for your personal list of skills to increase, you must be willing to engage in “trial and error.” It is important that you not be afraid of failure, but rather that you should be open to failure as the prelude to success.

Application: Think of someone who you consider to be a competent communicator. What are his/her characteristics that stand out to you?

 

Ernest Roy’s Short Course in Human Relations

  • The Six Most Important Words: “I admit I made a mistake.”
  • The Five Most Important Words: “You Did a Good Job.”
  • The Four Most Important Words: “What is Your Opinion?”
  • The Three Most Important Words: “If You Please,…”
  • The Two Most Important Words: “Thank You”
  • The One Most Important Word: “We”
  • The Least Important Word: “I”

Competence and Power

Enables you to control and influence the behaviors of others. If you have strong interpersonal skills, you will most often be able to control and influence others.

Application: What are some examples of Interpersonal Skills that Display Power and Enhance your Competency? Detract?

 

Competence and Listening

An effective communicator must be as good at decoding as he/she is at encoding. It is not just about listening, but listening with empathy and an open mind.

LISTENING “MUSTS”

  • We MUST remove our biases and opinions
  • We MUST “Actively” listen
  • We MUST use confirming responses
  • We MUST remove noise from the interaction
  • We MUST remember that people are often not asking for our opinion or input. Sometimes they just want to be heard…..
  • We MUST remember that “responding” is part of the listening process. How you respond indicates how competent a listener you are….

Application: A co-worker, who you collaborate with on a lot of projects comes to you and says, “I know I haven’t been pulling my weight lately. My husband lost his job last month, my mom’s been sick and I’m not sleeping well. I just don’t know what to do.” You have been very frustrated with her lack of productivity and the fact that you’ve been doing a lot of the work. How would a competent listener respond?

 

Competence and Credibility

Demonstrating Ethical Behavior

  • Honesty
  • Treating People Fairly and with Respect
  • Compliance Gaining Strategies

Owning Up to Our Inevitable Mistakes…

 

Effective Use of Excuses – 5 Elements

  • I See – Acknowledging other Person’s Feelings
  • I Did It – Accepting Responsibility
  • I’m Sorry – Showing Remorse
  • Forgive Me
  • It Will Not Happen Again

 

The Self in Communication

Self Concept

The image of who you are and how you perceive yourself.   It is stable and can be manipulated and changed only to a certain degree. Consists of the words you would use to describe yourself – nouns or adjectives

 

Application – Write down the words that you feel best represent your self concept. Why did you write those words?

 

4 Sources of Self Concept

  1. Other’s Images of You – How accurate is our perception of what others think of us?
  2. Social Comparisons – Who do we compare ourselves to? How realistic are our comparisons?
  3. Cultural Teachings What messages do we receive?
  4. Your Own Observations, Interpretations and Evaluations

 

Self Esteem

Self-Esteem is the measure of the value you place upon yourself, based on how much you like the aspectsof your Self Concept. Your self-esteem levels change constantly depending upon how you feel about your self-concept. The higher your self-esteem, the more successful you will be and the more competent of a communicator

Self Concept vs. Self Esteem

 

Self Awareness

Self-Awareness is the extent to which you know yourself. How conscious you are about who you are, including physical, emotional and behavioral. The more self-aware you are, the more you are able to monitor and control your thoughts and behaviors. As a result, your communication and interaction with others will improve

 

Your Selves

  • Presenting Self – The person you want others to see. In order to “create” this person, we manage our identities.
  • Perceived Self – The Person you really are.

Application:If and when do you move from Presenting to Perceived Self in a relationship – working or personal?

 

Self Disclosure

Communicating negative or positive information about yourself to another person

Self Disclosure:

  • The information must be received and understood by another person
  • The information must be something the other person does not already know
  • The information includes:
    • Your Values and Beliefs
    • Your Behavior
    • Your Self-Qualities or Characteristics

Guidelines for Self-Disclosure

  • Is the Risk of Self-Disclosure Reasonable? – In a Personal or Work-related Relationship
  • Are the Amount and Type of Disclosure Appropriate?
  • In the Disclosure Relevant to the Situation at Hand?
  • Is the Disclosure Reciprocated?
  • Will the Effect be Constructive?

 

The Johari Window

A tool used to examine what you know, or don’t know about yourself. It also connects the concept of self-disclosure to the effectiveness of our interaction with others.

I do not really buy in to things like this which are really touchy-feely. Emotions are good, need to be considered, and are truly a part of communication, HOWEVER, many management decisions cannot be based upon emotion. Many management decisions need to be based upon emotionless best-practices, and doing what’s right, or what’s best for the team- rather than what you FEEL is best for the individual. Can you imagine not firing someone who drinks on the job even after citing them?

Honestly, I cannot be sure that everyone is truly in touch with themselves- but I feel that I am. I don’t think I’m alone on this. That said, Let’s continue discussing the notes from the leadership session.

Four Parts of The Johari Window

Johari Window Goals

  1. To Analyze Your Communication behaviors and make adjustments for competency
  2. To Increase your “Open” Self
  3. To See Yourself as Others Do
  4. To Listen to Others’ Feedback and be willing to make necessary changes

In Conclusion…

10 Things that Matter Most to People Who Know You (from Levinson & Godin’sGet What You Deserve ,1997)

  1.   Keeping Promises
  2.   Punctuality
  3.   Ethics and Honesty
  4.   Demeanor
  5.   Respect
  6.   Gratitude
  7.   Sincerity
  8.   Feedback
  9.   Enthusiasm
  10.   Initiative

“Nobody can go back and start a new beginning, but anyone can start today and make a new ending.”
Maria Robinson

What kind of communicator do you want to be today?

 

Leadership: Management Styles

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Leadership managment stylesToday’s leadership professional development session: Management Styles, was presented by Sam Strickland

In order to be more effective, organizations will have to move to more organic and participative management styles.As the workforce- especially the workforce in top institutions such as Wake Tech Community College- gets more educated, we see a stronger relationship forming between education, management styles, and institutional effectiveness. In today’s professional development session, Sam Strickland made a clear connection between a more participative management style and education and skills.

Unfortunately, numbers that showed a more educated workforce did not necessarily show an increase in organizational ability. If you want to have an effective management style in a heavily-educated workforce, you must adjust your organizational design and management style.

Three ways in which organizational design and management style can affect:

  1. organizational effectiveness
  2. individual performance motivation
  3. existence of organizational communication, coordination, and control mechanisms

These allow the performance of individuals to come together in ways that produce an effective organization; as well as individual performance capability.

 

Organizational effectiveness

Historically, there is a strong connections between the level of organization within an institution and its effectiveness. There are many different management styles, but no “magic bullet” style that is always effective. The key to organizational effectiveness is finding the particular approach to management that fits the type of demands a particular technology places on the organization. This should be taken to heart within each department and division.

Individual performance motivation

Motivation is frequently given in terms of individual rewards, however, this does not always translate to organizational success. In order for the organization- say Wake Tech, for instance- to succeed, smart management will make a clear, visible connection between the success of the individual and the success of the organization. Self-managing teams are another great way to help individuals feel responsible for organizational performance.

In an organization our size, the best management styles will contribute a sense of organizational performance, because they create an environment in which the individual feels they can influence the direction an organization takes, the decisions it makes, and future strategies or tactics the organization employs.

Existence of organizational communication, coordination, and control mechanisms

For an organization to effectively come together, there must exist a means of organizational communication, coordination and mechanisms of control that allows the performance of individuals to come together in ways that produce a quality organization. Teams need information on their performance for self-management and interfacing with other teams.

High Involvement Systems

High involvement systems by their very nature require greater individual performance capability on the part of the employees than other systems. These systems call for individuals to influence decisions, exercise a broader range of skills on the job, and interact with people in groups and settings outside of the norms of most business settings.

Project Management (2008) Certification Achieved!

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Project Management (2008) Certification Achieved!

Winter is here and I’ve decided that the time is right for me to cover some Project Management content. My PMP (Project Management Professional) training was some time ago, and It’s time to update the information I received related to the changes made in 2008 to the PMP testing changes.

Glad to know that all of my studying paid off, perhaps I wont need another upgrade for a few years now.

Tyler Dockery acieved certification in project management (2008 update)
Tyler Dockery acieved certification in project management (2008 update)

RDBMS Concepts Certification Achieved!

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Relational Database Management Systems. I understand (vaguely) how databases work. I have a minor understanding of PHP, Javascript, ASP, ASP.net, and MySQL. So this should be a breeze right? No, but I still managed to pull out a passing result. In the future, I will study prior to setting up an appointment time to test with BrainBench. Act foolishly again… Shame on me!

Project Management Certification Achieved!

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Project Management Certification Achieved!

It has been a while since my last certification for project management was achieved, so I determined to re-up my certification with BrainBench. Project management is one of those disciplines in which revisiting past themes and getting aware of updated technology and software tracking systems can be extremely helpful and vital to effectiveness moving forward in the discipline and in the workplace.

Tyler Dockery achieves Project Management Certification at a Master Level with Brainbench.com
Tyler Dockery achieves Project Management Certification at a Master Level with Brainbench.com