(Gancline, Couns Lec s a Effective Commantent Lathe ability to fransmig cleay, Pp # av, precise meses ae a nimbager, a least (Fey ot bubingtiheure eet caceurnes ) ip weseel Communttg Hon Giedenun don, IveWwe the Wine the communicators aspects ok ane vaintteséhip between = jntecpersesal Communication uppertive jnterper Seral communication that help gu communtotle - kind of 4 and hevestly accurately nships without jeoparateing interper?® onal yelationship gwhite stilt a resi ive ahve feedbacks, adi ieatrem Gee oseeks to pret ad acessing the prewiem ath strenginen the elation ship) | [Eeaching] etandards +o advice and Ifeprontier (or set of dicates KS es EINS urtes pass ater’ suber teepeeve, (rele wor > focus on abl Counseling} Bead aadne errs Sony faveining, cer ees monagnnre 2 Sonalities help emornene,c” tes of mins Derpace.e7 arate tades portant: “veing oe an ia evorain Reise Fe" eeman ce ee 2. oviem behaviors oF attitudes correcta eo emanvenging ASP USES €4 a ene S offending bow ave 4° euberaiaates er ise oS giving Mrectlon oF qaureelerweren, counters situation often increases etemsise Wess renee te 4o change fovstactes @ vefensiveness Kmarvbenale Cesk threatened oF attacked 45 & ¢ *he communica pecomes constructing & tion ~ ee Hever! parameund ts spent on defense rather than ictening anges, - enersy °° - bagressten > competitiveness and avoidance a idence are commen reactions Scanned with CamScanner6 Sappoctive Communi ieattons Characteristics ‘“ WW Sheard be problem problem oriented, not person oriented C trusting [honest C*) Sheutd be Cergruent, not incongruent and respect ful) CD Shoutd be descriptive, hot evaluative os a Obj ectiy a Oteurence, desert bing your reactten toit, alternative and offering a Suggested MP EValuative communication — makes judgement or Individuals or their behavior places a label on other H Descriptive communication - evibe clart fication’ prore repetitive prePe | re¢ lection probe getiecting eesrene® Gaining Power Ree wears’ 4 uses a % faretent Bout of personal he achieve high levels of cetective ness marager’s apuard and outward power indicators nase favorably on Behalf of someone iP prouble -Ger ? destrable placement foc a talented gubor dinates ceet approval for expenditure beyood the budget . 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E egpiatw the SSE chsect.of compliahce oF ertormante per fo pereons! cight> tend your oo : go complaraity tee request vretuce a fire’ aouree, of Position ot Personal ee é = Flexibility a = visibility 2 -Felevance % ¢ é y ve $y pe Poor ey Selectton of az prove etrateray \—?, 5 a ko Influence others, ha 0 i<— ee es t 7 -t by others e qrereasing —\— y authority Via upward influence Influence over a Others Scanned with CamScanner[Motivating Othe i] [Performance] 4 frets] 1 [motivation] G Aptitude x Cratos pestre x Commitment xeesonrce® Sign € Signal of Ability Deterioration G) Ta kin g vefge ina specatty ctnsutfictent abi Uh oH werk at hand ability to the ©) Focucin 3 on past pereformance * failed te change *+° parkas condl*ier cy Exagsestg aspects of the pend areh'r: vole? pevaricnes eeeY detail #o an extent far beyond its practical value yeigeers SABE sy Pocus on the suprott need culling do supeeet Tanens the subordinate tO express hs[hev yy Betrain Creeration relared fo inadequate support = contimevsiy upaetiog and make updated pasueerelent) other Be titting cesar O95 and rerratny are crevised jow desertp re"? reassign for reser artsy ane organieak laey employees) a good Seb reach *thetr potenti) aneory 17 casese* workers a raneger amount feels Teseeorsl bie #07 wo alntatatng a giver evel oe producth ets should aise concerned Aeeat ese Bia ‘desires, OF employees _ ebtective chatvaktenal “preset” aah Ue cus On nee aslng bo sarts tachion ea pre ductivity a Scanned with CamScannerFelattonchtp betweer Satipenction and Performance be nad performance yi wd i Hen lew Fr extisfaction tows me e* Wis Trdulgins [Ente grates Lew = To rering [Emposity Endulging * fecuses O° satisfaction Caccountabili ty) rather than performante Empesing > focuses on performance pather than satistactton Cexploiting a short Ferm) Lanoring : griering @ecuses On perter mance NAr satisfaction Cneglects continued 42% failure) Tntegrating: focuses equaliy 07 performance and Satistaction , best managers bavie peopte whe are also producti satisfied ka? with tele workings ence ee Satisfaction —? Motivation 5 Performance <- SMF early version wattvaltes Menformance ¢ and ‘ atis fackue” 5 Task Organ! ational x charac tenshes grructure and systers s = £ Scanned with CamScannerperformance > outcomes to encourage 3, using rewards an a a6 and discipline ex die Qulsh geod exceptional behavior and un acceptable behavioy negatrely t ea futare occucce nee behaviors vith emer Discip lining + responding disc one o9¢ leyee- Rewar din’ linkin desieed 5 g deste values oukcomes ourside the contvel of the ww asidea) oye come Hons extrinsic outcomes * extrine ex* by the in cessful per dividual formante outcomes eK P ay teinsic ONTO as 4% result keeiivg qcee BEANS es we ee yeems icy Es* ee Fe oa pe ora 09 Scanned with CamScanner otf suce va phish hao S Aus[Empowering and aelegating on —_ ~ do Gu rcessty tly Empevering 2 providteg what they want te do them to 4° freedom for people to ra — than getting what the mater want them 4o do CS * rem ¢ emoves contraints acontrols and boundarten insted ot 7 motivatteg directing , oF skim ulatt ne empl ployees are more productive, more & empowerd innovative sattstied, and delegatin dilemm as and more managers Giving up empowering employees means For Some control and Jetting others make decissors, set goals results, and recelve rewards ° credit For a ccOmpysh that can lead otver people te probably oe Buccess where mabagers with bigh needs ce. & challenge and con gral therfore p ai lemma er environments ate predictable and stable g can funtion as youtines conbentied 5 meetamarts units . 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