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RESPECT: RESPECT: THE SOURCE OF OUR STRENGTH ® Facilitators: FirstName LastName Date Location A Legacy Business Cultures Custom Curriculum.

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Presentation on theme: "RESPECT: RESPECT: THE SOURCE OF OUR STRENGTH ® Facilitators: FirstName LastName Date Location A Legacy Business Cultures Custom Curriculum."— Presentation transcript:

1 RESPECT: RESPECT: THE SOURCE OF OUR STRENGTH ® Facilitators: FirstName LastName Date Location A Legacy Business Cultures Custom Curriculum

2 Why focus on respect? Because human beings are open loop systems

3 The Road to Respect PG: iv

4 Respect: The Source of Our Strength ® –Setting the Stage for Respect –Our Mind: Where it All Begins –Attitude: A Core Competency –Respect: Self Esteem –Implementation: Our Path Forward PG: v

5 Lets get started!

6 Setting the Stage for Respect Unit I Setting the Stage for Respect

7 Icebreaker Activity Get up and find a person you do not know wellGet up and find a person you do not know well Share your name, where are you from and what you do for DuPontShare your name, where are you from and what you do for DuPont Share one person who has influenced your beliefs on how you [should] treat othersShare one person who has influenced your beliefs on how you [should] treat others PG 1-1

8 Respect is… PG: 1-2

9 Respect Tolerance PG: 1-3

10 Hostility Active Active PassiveAvoidance Respect Tolerance Engagement The Road to Respect PG: 1-3

11 Respect is… an active processan active process of non-judgmentally engaging peopleof non-judgmentally engaging people from all backgroundsfrom all backgrounds to increase my awareness & effectivenessto increase my awareness & effectiveness in a manner that esteems both myself and those with whom I interact.in a manner that esteems both myself and those with whom I interact. PG: 1-3

12 10 Rules of Engagement 1.Maintain a respectful tone and volume when sharing my opinion. 2.Take the point of view of others. 3.Value the many different sources of knowledge that exist. 4.Listen to the entire message without interrupting or editorializing. 5.Seek ways to agree, connect and support. PG: 1-4

13 10 Rules of Engagement (cont.) 6.Explain why I disagree when I do. 7.Be honest with myself where I need to grow or change. 8.Avoid having to be right. 9.Act in ways that build my group members self-esteem. 10.Be respectful of time when sharing my thoughts and opinions. PG: 1-4

14 Learning Journal PG: LJ1

15 The Mind: Where It All Begins Unit II The Mind: Where It All Begins

16 What does RESPECT look & feel like? PG: 2-1

17 Respect and the Brain Social fairness and respect help employees learn. When we show interest in others, support them and praise them genuinely, we squirt a chemical mix of serotonin and oxytocin into their brains. These neurotransmitters encourage trust, open others minds to our ideas, and create desire to get to know us better and to help with whatever we need done. Ellen Weber, Ph.D. Director, MITA International Brain Based Center

18 Benefits of Respect Higher job satisfaction Improved physical and emotional health of associates Improved ability to attract, develop and retain talented employees Improved information flow and organizational learning Improved customer satisfaction Higher organizational productivity, profitability and resilience PG: 2-1

19 What does DISRESPECT look & feel like? 1 PG: 2-1

20 Disrespect and the Brain If we diminish someone, we squirt cortisol into their brain that shuts down the prefrontal cortex and closes it off to new ideas and their willingness to help us. Ellen Weber, Ph.D. Director, MITA International Brain Based Center

21 Consequences of Disrespect Low or no emotional engagement by employees Increased stress-related illnesses Increased absenteeism & accidents Above average employee turnover Information hording (or hiding) Lower client satisfaction and higher customer turn Below average organizational productivity, profitability and resilience

22 The Anatomy of Respect

23 Perceive Conscious Receives (Search engine) Decisions & Actions Associate Evaluate Creative Subconscious (Anti-virus SW) Present Truth And RealityPresent Truth And Reality Unbiased, Non-JudgmentalUnbiased, Non-Judgmental Stores Your Attitudes, Habits, Knowledge & BeliefsStores Your Attitudes, Habits, Knowledge & Beliefs Resolves Conflict Makes Sure You Act Like You Maintains Your Present Reality Effectiveness Subconscious (Hard drive) PG: 2-2

24 How it works – A look at Association and Evaluation Data is perceived. –This is a _______ Data is associated and evaluated. –The last time I ate a _________, I got really sick! A decision is made based on my evaluation. –I am not going to eat this__________. PG: 2-2

25 Knowledge vs. Beliefs

26 Stereotypes Standardized mental pictures that are held in common by members of a group. Represent oversimplified opinions. Reside in our subconscious and function as truth and reality. PG: 2-3

27 Prejudgments (Prejudice) Decisions or actions made before (or without) full and sufficient examination. Negative or positive May become habitual PG: 2-3

28 Perceive valuable Conscious Receives (Search engine) Impaired Decisions & Actions Faulty Associations Biased Evaluations Stereotypes & PrejudgmentsStereotypes & Prejudgments Prior experiences and expectations Attitudes, Habits & Unsupported Beliefs Ineffective Subconscious (Hard drive) Creative Subconscious (Anti-virus SW) Resolves Conflict Rationalizes our biases and stereotypes Justifies our prejudices and disrespectful behaviors

29 How it works – A look at Stereotypes and Prejudgments Data is perceived. –That person was just rude to me! Data is associated and evaluated. –Every time I see that person they are rude. –The last time I saw someone like that they were rude. –Come to think of it my _______ told me about those people. They must all be rude! A decision is made based on my evaluation. –She was rude to me because she is _______! PG: 2-3

30 The Data Challenge Presume that your conflict is a learning opportunity in disguise. Seek out and consider other points of view. Give people the benefit of the doubt. Consider the source of your information. Challenge your assumptions Look for points of connection. PG: 2-3

31 Learning Journal PG: LJ1

32 Attitude: A Key to Respectful Workplaces Unit III Attitude: A Key to Respectful Workplaces

33 Warm-up Activity: Qualities of People You Respect PG: 3-1

34 Skills Knowledge Attitudes Habits Demonstrating Respect Requires the Right Attitudes to Support Our Skills & Knowledge Base PG: 3-1

35

36 What is an attitude? A habit of thinking that controls your reactions Your default reaction or decision Is there a right attitude? Can my attitudes be changed? PG: 3-2

37 The Power of WORDS! PG: 3-3

38

39 Self-directed Neuroplasticity The brain changes as a function of where an individual focuses his or her attention. Every time I vent, I grow and link new brain cells for that purpose, and over time, I get better at it. But you can focus your attention on positive behavior and grow those connections as well. The basal ganglia can be wired for positive or toxic behavior. Its up to each individual to decide which will become more predominant. Ellen Weber, Ph.D. Director, MITA International Brain Based Center

40 Attitude formation & maintenance PG: 3-3 Im usually a great listener! Proud Connected Respectful

41 Words at work What are examples of how we can use words to promote respect? What are examples of how words can diminish respect? PG: 3-3 PG: 3-4

42 Learning Journal PG: LJ1

43 Respect: Self-Esteem Unit IV Respect: Self-Esteem

44 Self-esteem is… The degree that you like and respect yourself AND feel confident to deal with yourself, others and lifes challenges How warm, friendly and appreciative you feel toward yourself PG: 4-1

45 Perceive Conscious Receives (Judge) Decisions & Actions Associate Evaluate Creative Subconscious (Controller) Present Truth And Reality Unbiased, Non-Judgmental Stores Your Attitudes, Habits, Knowledge & Beliefs Resolves Conflict Makes Sure You Act Like You Maintains Your Present Reality Effectiveness Subconscious (Robot)

46 How does healthy self- esteem help us at work? How does low self- esteem hinder our efforts at work? Self-esteem at work PG: 4-2

47 Healthy self-esteem supports… Greater personal accountability for outcomes Healthier relationships Greater receptivity to new ideas and approaches Greater empathy for others Higher level of comfort with people from different backgrounds PG: 4-2

48 Low self-esteem damages relationships and productivity PG: 4-2

49 Low self-esteem often leads to: Close-mindedness Withholding Attention Praise Information Entering territorial boundaries Attacking others at the subconscious level Higher tendency to rationalize PG: 4-2

50 Self-Esteem Survey PG: 4-3

51 Scoring the Self-Esteem Survey If your score was a 2 or 3 on any of the odd numbered statements, circle the number of the statement (1,3,5,7,…) If your score was a 0 or 1 on any of the even numbered statements, circle the number of the statement (2,4,6,8, …) Total your number of circled statements The higher your circled total, the more in alignment you are with high self-esteem thought patterns. PG: 4-3

52 Seven Steps for Building Esteem 1.Recognize that you are worthwhile and uniquely talented just the way you are 2.Get away from believing that you are in competition with others 3.Recognize that self-worth is innate. Your worth is not determined by your actions and decisions 4.Accept 100% accountability for your actions and decisions PG: 4-5

53 Seven Steps for Building Esteem (continued) 5.Recognize that mistakes are stepping stones to achievement 6.Recognize that life is a journey to be embraced one day at a time 7.Recognize that praise pays – even when things arent going well PG: 4-5

54 What can I start to do? What do I need to stop doing? What should I continue to do or do more of? My Self-esteem Action Plan PG: 4-6

55 1.Treat all associates as worthwhile, valuable, and unique …just the way they are. 2.Challenge peers and associates to be their personal best. 3.Communicate that self-worth is innate; its not determined by individual actions and decisions. 4.Hold each other 100% accountable for your choices and decisions. 5.Treat learning mistakes as stepping stones to achievement. 6.Recognize that our business success is a journey to be embraced one day at a time. 7.Remember that praise pays especially when things arent going well. Seven Steps for Building Healthy Group Esteem PG: 4-7

56 Learning Journal PG: LJ1

57 Unit VI Implementation: Our Path Forward

58 PG: 5-1

59 People support what they help create. – Edge Learning Institute Developing our Code of Cooperation PG 5-2

60 Developing our Code of Cooperation 1.Small groups 2.Brain storming 3.Behaviorally specific actions 4.Agree to do 5.Agree to NOT do 6.Combine results 7.Seek consensus PG 5-2

61 SAMPLE CODE OF COOPERATION We speak candidly, truthfully, and with kindness to our peers We speak candidly, truthfully, and with kindness to our peers We use active listening skills and do not interrupt each other We use active listening skills and do not interrupt each other We are open and transparent and inclusive in our communications with each other We are open and transparent and inclusive in our communications with each other We share our knowledge, our opinions, and our perspectives with others We share our knowledge, our opinions, and our perspectives with others We find large and small reasons to compliment and praise each other We find large and small reasons to compliment and praise each other We give each other the benefit of the doubt and dont jump to premature conclusions We give each other the benefit of the doubt and dont jump to premature conclusions We greet each other with eye contact and a warm hello We greet each other with eye contact and a warm hello We extend common courtesies to each other (Please, Thank You, etc) We extend common courtesies to each other (Please, Thank You, etc) We treat each other as equals regardless of roles or status We treat each other as equals regardless of roles or status We are able to laugh at ourselves and bring humor to the workplace We are able to laugh at ourselves and bring humor to the workplace We provide honest and constructive feedback as a gift We provide honest and constructive feedback as a gift We discourage negative talk that de-motivates others We discourage negative talk that de-motivates others

62 Learning Journal PG: LJ1

63 All meaningful and lasting change starts on the inside and works its way out. Bob Moawad Founder, Edge Learning Institute The journey starts today PG: 5-5

64 Debriefing: 1.What were the most important take-aways for you today? 2.What is one thing that you will do to help DuPont demonstrate its RESPECT FOR PEOPLE? PG: LJ

65 Thank You!


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