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Perfect Personal Assistant ®
Assertiveness Skills
Study Guide
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Table of Contents
Chapter One: Course Overview
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Chapter Two: Anxiety Inventory
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Chapter Three: Building Your Self-Esteem
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Chapter Four: Impressions
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��
Putting Others at Ease
��
Positive First Impressions
Chapter Five: Fake it ‘till you Make It
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Chapter Six: Increasing our Self Esteem
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Chapter Seven: Self Confidence
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Chapter Eight: The Power of Thoughts
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��
Negative Thoughts
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Flip it Around
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Mike’s Thinking
Chapter Nine: Wipe Out Worry
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Chapter Ten: Ask for What You Want
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�� What Do You Want? �� Case Study
Chapter Eleven: Communication
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�� Interpersonal Communication Skills �� Windows
Chapter Twelve: Connecting with People
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Chapter Thirteen: Behaviour Cost-Benefit Analysis
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Chapter Fourteen: Assertiveness
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��
Quiz (how assertive are you?)
Chapter Fifteen: Improve your assertiveness
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A Personal Action Plan
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Chapter One: Course Overview
Learning Objectives
Building your self-esteem is essential for confidence and success, and it all begins with you. Of all the judgments you make in life, none is as important as the one you make about yourself. Without some measure of self-worth, life can be enormously painful. Today you will discover some simple techniques that dramatically change how you feel about yourself. You will learn how to recognize the importance of learning self-acceptance and nurturing your sense of self.
In this module, you will:
Grow in the conviction that you are competent and worthy of happiness.
Develop some techniques for making a positive first impression.
Learn how to turn negative thoughts into positive thoughts.
Learn how to make requests so that you get what you want.
Find ways of connecting with people.
Personal Objectives
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Chapter Two: Anxiety Inventory
Place a check mark in the box to the right of each category to indicate how much this type of feeling has bothered you in the past several days.
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Category I: Anxious Feelings
0
1
2
3
Not at All
Somewhat
Moder-
A Lot
ately
Anxiety, nervousness, worry or fear
1
Feeling that things around you are strange or
0
unreal
Feeling detached from all or part of your body
0
Sudden unexpected panic spells
0
Apprehension or a sense of impending doom
0
Feeling tense, stressed, “uptight”, or on edge
0
Category II: Anxious Thoughts
0
1
2
3
Not at All
Somewhat
Moder-
A Lot
ately
Difficulty concentrating
1
Racing thoughts
1
Frightening fantasies or daydreams
0
Feeling that you’re on the verge of losing con-
0
trol
Fears of cracking up or going crazy
0
Fears of fainting or passing out
0
Fears of physical illnesses or heart attacks or
0
dying
Concerns about looking foolish or inadequate
1
Fears of being alone, isolated, or abandoned
1
Fears of criticism or disapproval
2
Fears that something terrible is about to hap-
1
pen
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Category III: Physical Symptoms
0
1
2
3
Not at
Some-
Moder-
A Lot
All
what
ately
Skipping, racing, or pounding of the heart 0
Pain, pressure, or tightness in the chest 0
Tingling or numbness in the toes or fingers
Butterflies or discomfort in the stomach
Constipation or diarrhea
Restlessness or jumpiness
Tight, tense muscles
Sweating not brought on by heat
A lump in the throat
Trembling or shaking
Rubbery or “jelly” legs
Feeling dizzy, light-headed, or off balance
Choking or smothering sensations or diffi-culty breathing
Headaches or pains in the neck or back
Hot flashes or cold chills
Feeling tired, weak, or easily exhausted
Total score on items 1 - 33
This isn’t a validated test to measure your self esteem. However, a high score is a good indicator that you are under stress, and often times that stress comes from our own feelings of inadequacy in various situations. If these conditions persist, consult your doctor.
The most important outcome in terms of self-esteem or its lack will be a greater awareness of what your low-self-esteem is costing you.
Chapter Three: Building Your Self-Esteem
Building your self-esteem is essential for confidence and success, and it all begins with you. Of all the judgments you make it life, none is as important as the one you make about yourself. Without some measure of self-worth, life can be enormously painful. Today you will discover some simple techniques that dramatically change how you feel about yourself.
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High self-esteem does not mean that we are arrogant, conceited, or insensitive. Actually, these traits are more commonly found in people with low self-esteem because they must build themselves up, even at other people's expense.
Nor does it mean we never have self-doubts. It is probably impossible to go through life without doubting ourselves sometimes. High self-esteem doesn't protect us from negative thoughts, but we can have self-doubts without being devastated by them.
Behaviour, both verbal and visual, is all about communication. Remember, your behaviour will affect other people and how they think of you. Because your behaviour is so visible, it is inevitable that other people's judgment of you will be based on that. People will like or dislike you, trust or distrust you, based on their judgments of your behaviour. They may not be right, of course, because people easily jump to conclusions. But the fact remains that they will judge you on behaviour because they have nothing else on which to base their opinions.
Behaviour isn't an automatic reflex, like breathing. You had to learn how to behave with others, and there is nothing to stop you from unlearning and replacing those behaviours if you think they are un-productive.
Are these statements, in your own opinion, true or false?
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Statement True False
Every time we are about to grow or change, there will be some kind of diffi-culty or challenge that we must face.
If we are afraid to do something then we probably shouldn’t do it.
Most of the reasons people come up with to avoid change are not real road-blocks, but roadblocks in their thinking.
Human beings have the power to change the way they think.
Excuses usually take the place of real fears and concerns that we must take seriously.
Chapter Four: Impressions
Putting Others at Ease
One part of making a good impression is to get so comfortable with who you are that you can forget about you and concentrate on the other person. Have you ever been with somebody who was so unsure of themselves that they made you feel ill at ease?
Ideas for putting others at ease:
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Making them comfortable
Asking questions about their interests
Listening
Do not take over the conversation
Be aware of the other party’s feelings
First impressions are powerful. Interpersonal relationships can be won or lost in the first 4 minutes of conversation.
In bygone days, we were inherently more respectful of each other, and devoted more time to the niceties of getting to know someone and explore common ground. Unfortunately, in today’s world, we aren’t willing to invest the time and effort to get to know one another. We make appraisals, and assumptions, and form decisions, all within the space of a few seconds. People determine seven things from your appearance.
�� Income
�� Education Level �� Social Position �� Sophistication �� Success
�� Moral Character �� Trustworthiness
Positive First Impressions
What do you think create bad impressions and what could create better impressions.
Write down your own ideas and then refer to Guidelines and Solutions for more examples.
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Bad Impression Better impression
Choose your own actions for making a positive impression on others.
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Chapter Five: Fake it ‘til you Make It
What do you think it means to “Fake It ‘til You Make It?”
If we don’t feel confident, should we act as though we are? Most researchers say yes. We might even end up fooling ourselves. There used to be a popular song that suggested, “When youwalk through a storm, hold your head up high, and don’t be afraid of the rain.” The words of another song said “Whenever I feel fraid, I whistle a happy tune, and no one ever knows I’m afraid.” To a point, both are good advice. This doesn’t mean we go to the other extreme and become arrogant, just that we sometimes must put on a brave front even if we don’t feel like it.
Do you think that “Fake it ‘til you make it” is practical advice?
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How could you “Fake it ‘til you make it”?
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Have you ever had to do this? How did it turn out?
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Chapter Six: Increasing our Self Esteem
Make up your own list of things that break up and tear down self esteem. Than see more suggestions in the
Guidelines and Solutions at the end of this module
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Build Up Tear Down
Do I resist change and cling to the security of my present lifestyle, or am I open to new ideas and new ways of doing things?
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If you see all your faults and recite them to yourself when you look in the mirror, your self-esteem takes a beating. If you can look in the mirror and say to yourself, “I like my hair today,” or, “I aveh a friendly looking face,” your self-esteem grows a little bit.
Listen to your inner voice and the self-talk you give yourself. If you can hear the negative messages and replace them with new, objective, positive self-statements, you can build your own self-esteem instead of tearing it down.
Everyone, from the pauper to the prisoner to the professional, can benefit from increased levels of self-esteem. Our self-esteem determines the quality of our life, from our relationships with others to our sense of achievement and our happiness.
What are the differences between self-esteem and self-confidence?
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Are they the same or different?
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Can you have self-esteem without having self- confidence?
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Chapter Seven: Self Confidence
Genuine self-esteem is not the same as confidence. Self-confidence is based on the knowledge that you will probably be successful at an activity because you have been successful at similar activities in the past. Can we project self-confidence even when we don’t feel self-confident? Yes, there are several things we can do.
Pretend you are confident.
Imagine yourself to be a confident person. Get that image in your mind and act it out. Project confi-dence. Stand up straight, dress better, and try to play the part.
Monitor your self-talk.
Listen to what those little voices are saying inside your head. If they are eroding your confidence, stop those tapes and put in new, positive messages.
When you meet people, look them in the eye.
Confident people do that. People who aren’t confident don’t.
Smile.
This can be a subtle sign of confidence.
Listen.
Confident people are generous enough with their time to listen to others.
Know your stuff.
Your confidence can’t be all a front. While you are looking people directly in the eyes, standing straight, and otherwise acting as if the world were your oyster, you also have to know what you are doing. If you are prepared and sure of your facts, you’ve got a better chance of projecting confi-dence.
Rehearsal is the best confidence builder
Rehearsing can be as simple as writing out a speech or your intended conversation with someone, and practicing it in front of the mirror. Do a role-play with a trusted friend of colleague as the inter-viewer before you interview for a new position. To tackle your underlying fear of failure, include im-agery with your rehearsal. Imagine yourself succeeding.
Every day, remind yourself that you have done some things well.
Rather than dwell on the things that didn’t work or the things that didn’t go well, focus on what you did accomplish. Give yourself a mental pep talk at the beginning or the end of every day.
Read inspiring biographies and autobiographies.
Build a file of stories that inspire you most. Remember, your capacity far exceeds your current level of performance. Accept the fact you will have ups and downs just like everyone else.
Be thankful.
No matter how bad your circumstances, there is probably somebody worse off than you.
Build excellent support around you. There are a lot of excellent people out there to spend your valu-able time with. However, relationships are fragile. You must be prepared to devote some time to them.
Push yourself to accomplish short-term goals.
There is no greater way to build confidence than to get things done. Push yourself to get at least three things accomplished each week that move you closer to your goals.
Do something for yourself every week.
You deserve it. Find a way to celebrate what you have accomplished or overcome.
Chapter Eight: The Power of Thoughts
Negative Thoughts
What are some of the situations that make you feel inferior or low on self-esteem?
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What are you thinking in these situations?
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What are you telling yourself?
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Psychologist Eugene Sagan describes the negative inner voice that criticizes and attacks you: your pathological critic.
When your self-esteem is low, is it because your pathological critic is in your head?
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Can you change those thoughts?
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Flip it Around
Think of a situation and your negative thoughts that are associated with it. Now think of a more posi-tive message you can give yourself.
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Situation Negative Thoughts Positive Thoughts
Mike’s Thinking
Mike was laid off from work, along with several other employees, because of a business slowdown. He felt bummed out, worried, angry, and guilty, and he became quite depressed. He kept thinking, “I’m a born loser. I’m letting my family down.”
Try to answer these questions on your own, then refer to Guidelines and Solutions for more sug-gestions.
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How do you think these thoughts made him feel?
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Can you see where his thinking is distorted or inaccurate?
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Chapter Nine: Wipe Out Worry
While it is prudent to think about consequences for any action we are about to take or any decision we are about to make, we can also burn up a lot of time and energy by worrying unnecessarily.
Try these techniques to put your worry habits into perspective.
Postpone worrying.
To do this properly, schedule a 30-minute worry break. As soon as you catch yourself worrying, tell yourself you’ll really be able to worry about the matter at, say, 5 p.m. When that golden time rolls around, sit down with paper and pen and worry to your heart’s content. However, be sure to think your problems through completely, to the point where you figure out what you would do if catastro-phe actually did strike.
Be realistic about the downside.
While you are sitting there with your paper and pen during your worry period, make yourself write out what could be the worst thing that could happen, regardless of what it is you are worrying about. Force yourself to be realistic about the possibility that that will occur: 30% likely, 50% likely, 90% likely?
Focus on your successes.
Still with your paper and pencil, compile a list of the many projects you’ve been involved with at work and what the outcome was for each. Chances are you’ve had a lot more success than failure. The trouble is, we have a short memory when it comes to success and a long memory about our failures in life. Writing that list of successes can make a dent in your self-doubts.
Take a short relaxation break.
When worry strikes or nearing the end of your worry break, spend a few minutes to let the stress dissolve. Sit quietly and focus on your breathing, sip herbal tea, and visualize a restful scene, or give yourself a 10-second neck and shoulder massage.
Try this experiment:
�� Close your eyes, take a few deep breaths, and try to feel happy by recalling a happy experi-ence from the past, or by imagining a future happy event. Put a big, bright smile on your face. Sense the positive feelings this picture generates.
�� Close your eyes again. Now try to feel sad. Recall a sad experience from the past, or imag-ine what one could be like. Put a droop to your mouth, and a frown on your face. Sense the negative feelings this generates.
Notice that as you completed these two little exercises, nothing had changed in your external envi-ronment. It’s not what happens to us but how we think about what happens to us that is important.
“If it’s to be, it’s up to me.” Can you explain this statement?
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Here’s our interpretation: Nobody can make changes in your life but you. All the power is in your hands.
Can you think of people who have overcome bigger hurdles than most of us have to face?
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Examples: Christopher Reeves, Natalie du Toit, survivors of tsunami, floods or plane crushes.
Chapter Ten: Ask for What You Want
What Do You Want?
Ask clearly.
Be precise. Think about your request. Take time to prepare; maybe even write out what it is you want and practice. Words are powerful so choose them carefully.
Ask with confidence.
You are more apt to get what you want if you speak up and sound confident, rather than hesitate and sound unsure of yourself. The worst that can happen is that you will be denied, but it probably won’t put you in a worse situation than before. If this route is closed, look for another.
Ask creatively.
What can you do to make sure you make an impact, and to make certain your request doesn’t get lost in the crowd? How could you make your request stand out? How can you make your request fun? Schedule some time every month to dream up new and different ways to ask for what you want.
Ask sincerely.
When you really want help, people will respond. Be willing to be vulnerable, and tell it the way it is, lumps and all. Don’t worry if your presentation isn’t perfect; ask from your heart.
Think of something you truly want from others. Write it down and start the ball rolling by asking to-day.
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Case Study
Marlene, an office manager in a busy organisation, managed a staff of twelve people. Over and over as a child she had heard her parents say, “Don’t ask such dumb questions,” and, “What makes you think you know anything about that?” She was made office manager because for years she was a first class worker who never raised her voice and got along well with everybody in the department. She didn’t feel she had management ability but didn’t know how to turn down the promotion.
After being promoted, Marlene found her world falling apart. She disliked giving orders and couldn’t face on-the-job conflicts. She couldn’t bring herself to tell her employees what she thought when they voiced an opinion different from hers, even though she felt she was right. She also found it im-possible to criticize their below-standard work, even though it was getting worse under her manage-ment.
Her self-talk included, “I’m stupid,” and “I can’tmake decisions.” Thus she did stupid things that re-sulted in her staff thinking less of her. Because she took a long time to make decisions, she was seen as wishy-washy.
Marlene uncovered her childhood messages and her negative self-talk while she was doing exer-cises similar to the ones you have just done. She decided to do something about her perception of herself, and to gain control over her internal and external image.
What steps would you suggest Marlene take to begin changing her negative self-image?
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Chapter Eleven: Communication
Interpersonal Communication Skills
These interpersonal communication skills are the vehicle by which all interactions between you and other people are made clear. Much of the communication that occurs between people is one-way, without either party truly hearing the other or accurately understanding what was said. In fact, if you think about it, modern culture often teaches us to avoid two-way communication because it is too personal and imposing.
Have you seen problems occur because you or someone else didn’t communicate well?
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The way we view the world, or the windows through which we see the world, can either help or hinder our communication with others.
Make your own list of things that hinder and those that help our communication with others. Refer to Guidelines and Solutions for more suggestions.
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Windows that hinder Windows that help
Chapter Twelve: Connecting with People
Dale Carnegie, the author of How to Win Friends and Influence People, gave us several important principles to consider and to incorporate into our lives. In no particular order, and with considerable overlap, they are:
�� Talk to people about the things they are interested in. �� Try to see things from their point of view.
�� Genuinely like people. �� Smile
�� Make them feel important. Use their name.
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�� Don’t criticise others.
�� Help them see what’s in it for them if they do what you ask them to do.
Have you ever been cornered by somebody who went on and on about something you weren’t inter-ested in? Did you want to do business again with that person once you got away? I’ll bet you went to some lengths to avoid being caught again. However, that person probably didn’t realize he/she was violating one of the fundamental rules of connecting with others: “Talkabout things they are inter-ested in.”
No matter what the time or place, we are all interested in our own pursuits. If you want to connect with someone else, forget your interests and concentrate on those of the other person. You will soon form a connection. We can make more friends in two months by being genuinely interested in other people than we can in two years of trying to get people interested in us.
A telephone survey by a market research firm revealed that “I” is our most common pronoun. It was used 3900 times in 500 telephone calls. That’s more than 7 times in one call. And if you look at a photograph that you are in, whose picture do you look at first?
Carnegie’s second principle is considered one of the secrets of success. It lies in our ability to under-stand and see things from the other person’s point of view. And as you know, the first thing we must do if we are to walk in someone else’s moccasins is to take off our shoes and put our own point of view aside.
The third principle is to show a genuine interest in people. You must have a good time meeting peo-ple if you want them to have a good time meeting you. We often think that the art of communicating is all about how we (you and I) say things, and it is true to a degree. But probably more important is the silent message we send as to whether we are really interested in the other person.
As human beings we have a tendency to dismiss people who are different from us. We miss a lot when we do that. Rather than clam up when you meet people who seem very dissimilar to you, search for the common ground. As individuals, we all have shared experiences, shared interests, and shared dreams. Search for the connections. Search for the bridges that will help you understand one another.
Actions speak louder than words, so we have to show people by our body language that we are in-terested in them. We’ve already identified some of the things that can help with this: a smile, eye contact, open gestures, a leaning toward the other, and an alert expression.
That leads us to Carnegie’s next principle: Smile. Studies have shown that people who smile tend to:
�� Manage more effectively
�� Teach others more effectively �� Sell more effectively
�� Raise happier children
These characteristics alone would be enough to make me give smiling a try. The effect of a smile is powerful even when it is unseen. Smile when you talk on the phone. It comes through in your voice.
Another important principle is: Don’t criticize people. We don’t get people to do anything by criticizing them. We don’t get lasting change, we just get resentment.
BF Skinner, the world renowned psychologist, proved through a series of experiments that an animal rewarded for good for good behaviour will learn more rapidly and retain what it learns far more effec-tively than when we punish the animal for bad behaviour. This applies to humans as well. Remem-ber the saying, “We thirst for approval and we dread condemnation.”
There is a poem that should remind us of this: “Once I did bad and thaI heard never. Twice I did good but that I heard ever.”
The next principle that Dale Carnegie gives us is to make people feel important. Remember their
names. We all need to feel important and we all need to have our self-esteem nourished.
Remembering names is a very important part of good interpersonal communication skills. For most of us, the sweetest sound on earth is that of someone using our name correctly, and positively. This skill alone gives you an edge when it comes to interpersonal communications, and gives you an edge in career development
The last thing Carnegie tells us is that the only way on earth to influence other people and get them to do what you want is to talk about what they want, and show them how to get it. That’s why we al-ways have to think of the WIIFM—what’s in it fo r me?—when we are tr ying to get people to do things our way.
How can you get other people to do what you want them to do? By getting them to want to do it—by telling them what’s in it for them.
Do you know the story about the North Wind and the Sun arguing about which was the stronger? As they argued they spied a man walking along the road wearing a long cloak. They decided to see which of them could make the man remove his cloak.
The North Wind began to blow, and the man just wrapped his coat more tightly around himself and kept on walking. The wind blew harder. The man clutched more tightly to his cloak. He would not take it off. Finally the North Wind gave up and then it was the Sun’s turn. The Sun smiled and began to shine on the man. He loosened his grip on his cloak. The sun shone more warmly still and the man unbuttoned it. Finally he took it off and carried it over his arm. The Sun had won.
That happens just as surely in our life today, or as my mother used to say, “We can catch more flies with honey than we can with vinegar.”
Chapter Thirteen: Behaviour Cost-Benefit Analysis
It’s hard to make changes. The behaviours we are used to will feel more comfortable to us, and we can soon slip back into our old ways. One incentive that can help us stick to our new resolutions is to understand the consequences of our actions: the cost and the benefit. Think of the behaviour that you think will help you the most.
As an example, let’s just say it is telling yourself three positive things you like about yourself each night before you fall asleep.
First of all, what is the cost? Just trying to dream up things you like about yourself can be difficult for some people. Taking the time when you are weary is another cost; feeling like this is a little bit fool-ish may be another cost you have to overcome. On the other hand, a benefit could be a better sense of your own strengths, a greater feeling of control over your life, or a more positive outlook on life.
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Behaviour Costs Benefits
Chapter Fourteen: Assertiveness
What is Assertiveness?
Assertiveness is a word we tend to use without really understanding what it means. We sometimes picture assertive people as being inconsiderate and very demanding. Rather, assertive people ex-press their feelings, needs, and opinions in a forthright manner. However, they stop short of the abrasive manner that is the hallmark of the aggressive person.
As we explore the differences among assertive, passive, and aggressive, you may begin to feel that a little assertiveness is just what you need to cut through many of the interpersonal problems that spring up every day.
Often the best way to understand something is by comparison.
People with poor self-esteem often have an inferiority complex. They choose passive responses to life. They feel helpless or insecure. They may feel put-upon and resentful, but have a difficult time saying “no.” They become defensive quickly.
On the other hand, people with low self-esteem may also be arrogant, pompous, and presumptuous and seem to have a superiority complex. They meet life in an aggressive way.
These people are on opposite ends of the same affliction: low self-esteem. They are people who don't like themselves very much.
The assertive person is someone who communicates with others on the best of all possible levels, where there are no losers, fools, or enemies—j ust two people who are mutually trying to solve their problems.
Assertiveness is behaviour that allows a person to express honest feelings in a straightforward way and to exercise personal rights without changing the rights of others. Assertive people feel positive about themselves and others. They are willing to give others a chance to be reasonable before using less positive tactics. They want to openly discuss problems based on facts and needs. Assertion is based on respect for you and respect for the other person.
Assertiveness Model
Definitions
Characteristics
Major Consequences
Aggressive Behaviour
Self-serving
Insensitive
May accomplish
Needs and wants are
Demanding
Strong need to con-
personal desire and
taken care of in a
Dogmatic
trol and dominate
goals but tends to
forceful and self-
Competitive
others
alienate people, create
serving way
Pushy
Fears rejection
distrust and tension,
Uses intimidation,
Impatient
and undermine the
power, and status
Temperamental
ability to establish last-
ing and healthy rela-
tionships
Manipulative Behav-
Game player (using
Inward feelings and
May be successful in
iour
pouting, looking hurt,
outward expressions
manoeuvring others in
Needs and wants are
silence, dropping
often incongruent
indirect ways, but also
taken care of in an
hints, flirting, giving
Rebellious
undermines credibility
indirect, cunning, de-
or withholding atten-
Gets defensive and
and trust and causes
ceptive, and crafty
tion or caring, and
angry when caught
self to lose touch with
way with ulterior mo-
other indirect meth-
manipulating
real self and real feel-
tives in mind
ods to manoeuvre
Strong need for ap-
ings
people)
proval and attention
Uses double mes-
Insecure but wears
sages (say one thing
facade
and mean another)
Distrusts others
Hides real feelings
and intentions
Passive Behaviour
Denies needs, sub-
Lacks self-
May result in some
Needs and wants are
ordinate them to oth-
confidence
needs getting met but
taken care of by sup-
ers, or manipulate
Easily intimated and
often results in sacrific-
pressing them or ma-
others to take care
controlled by others
ing needs, getting them
noeuvring others to take
of them
Indecisive
met in inappropriate
care of them. Passive
Often plays martyr
Moody
ways, and the loss of
people use manipulative
role
Occasionally cashes
identify and ability to
behaviours in getting
Creates conditions in
in on stored-up an-
take care of self
others to take care of
which others will
ger and feelings
them
take the lead or
Uncertain about who
make decisions
they are
Follower
Tries to do what they
think others expect
of them
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Assertive Behaviour
Caring
Levels and confronts
Needs and wants are
Genuine
from caring and rea-
taken care of by know-
Sensitive to the
sonable position
ing, accepting, and act-
needs and feelings
Good sense of tim-
ing on them in construc-
of others
ing and judgment
tive, straightforward,
Unselfish
about when to assert
and authentic ways
Expresses needs
themselves
and feelings in con-
Self-confident
structive and
Calm in a crisis
straightforward ways
Persistent without
being offensive
Able to know and take care of needs in a con-structive way without doing so at the ex-pense of others
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Quiz Purpose
The purpose of this exercise is to provide an opportunity to assess your individual level of assertive-ness through responses to sample situations. This will provide a basis for looking at your beliefs about assertiveness and your use of assertiveness in initiating action or responding to the actions of others.
The term “assertiveness” has been interpreted in many ways. For the purpose of this exercise, as-sertiveness is defined as declaring your wants, needs, or opinions openly and in good faith; ac-knowledging your personal responsibility; and respecting the rights of others.
Once current levels of assertiveness are clarified and assertiveness is defined, it is important to identify specific areas where you want to increase your effectiveness.
Instructions
This exercise will focus on these three areas: assessing your current use of assertiveness, clarifying the definition of assertiveness, and identifying situations where you want to increase your effective-ness.
Part One
Assuming a personal or social setting, circle one letter (a, b, or c) for each item. Try to be honest in describing yourself rather than trying to pick the “right” answer.
1.) If I want something that I’m not getting, I’m likely to: A.) Feel helpless and give up
B.) Concentrate on finding ways to work toward it C.) Get angry and insist on having what I want
2.) I think the best way to relate to close friends is to: A.) Accommodate to their needs
B.) Ask them for what I need and expect them to ask for what they need C.) Expect them to accommodate my needs
3.) I think the best way to relate to new people is to:
A.) See what kind of people they are before deciding how to relate to them B.) Impress them with my skill and knowledge as soon as possible
C.) Be open and direct from the beginning
4.) When I feel hurt by something a family member has done, I tend to: A.) Tell them my feelings and discuss it with them
B.) Avoid saying anything to them about it C.) Find a way to get back at them
5.) If I am concerned about how my friend feels about me, I am likely to: A.) Tell my friend of my concern
B.) Ask someone else to find out how my friend feels about me C.) Accuse my friend of not caring about me
6.) When my opinion is questioned, I tend to: A.) Back down and wish I hadn’t said anything B.) Defend my opinion and prove I’m right
C.) Explore the question in an active interchange
7.) If I want a book a friend has borrowed for a long time, I am likely to: A.) Tell them I’d like to have it back
B.) Let them keep it and buy another copy
C.) Demand it back and refuse to loan them anything else
8.) When I am asked to do something that I think is inappropriate, I usually: A.) Criticize the person for asking me to do such a thing
B.) Go along with it even though I feel uncomfortable
C.) State my concerns about it
9.) When someone calls me by the wrong name, I usually: A.) Tell them my name immediately
B) Ask them why they can’t get my name right C.) Figure it’s not worth saying anything about
10.) I think the best way to deal with competition is to: A.) Try to do my best
B.) Avoid competition as much as possible C.) Try to win no matter what
11.) When someone is very demanding, I believe it is best to: A.) Refuse to be pushed around and tell them to leave me alone B.) Tell them how I feel about the demands
C.) Go along with the demands if I possibly can
12.) If I want to go along a path blocked by people talking, I am likely to: A.) Tell them to get out of my way
B.) Go some other way
C.) Ask them to let me through
13.) If I disagree with someone else’s opinion, I am likely to: A.) Tell them they are wrong
B.) Give them my opinion on the subject C.) Let it pass and say nothing
14.) When someone’s kidding at my expense, I tend to: A.) Retaliate by kidding in the same way
B.) State my feelings about the kidding C.) Let it pass and say nothing
15.) When I am asked to volunteer my services for a charity, I tend to: A.) Tell them I refuse to be imposed on
B.) Do it whether I want to or not, because I hate to refuse C.) Decide on the basis of my time and interest
16.) If an unpleasant job has to be done around the house, I think it is best to: A.) Force someone else to do it
B.) Do it myself without saying anything C.) Discuss it with others involved
17.) If I want to end a phone conversation, I am likely to:
A.) Say I have something else to do now and can’t talk any longer B.) Say I don’t have all day to talk on the phone
C.) Half-heartedly participate in the conversation and hope it will end
18.) If the hostess serves a dish I dislike, I think it’s best to: A.) Try to eat it anyway
B.) Say how much I dislike the dish
C.) Decline it in favor of something else
19.) If I want a certain seat in a restaurant, I am likely to: A.) Ask for the seat I want before being seated
B.) Get up and move to the seat I want without asking anyone C.) Hope I get it, but accept whatever I get
20.) When I don’t want to do what my friends plan, I think it is best to: A.) Do what I want and let them do what they want
B.) Insist that they do what I want to do
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C.) Go along with the majority
21.) When I am asked where I want to go to eat, I usually: A.) Insist on going to my favorite place
B.) Decide where I’d like to go and suggest it C.) Say it doesn’t matter
22.) When asking someone for a favor, I feel it is best to: A.) Feel free to ask without any expectations
B.) Insist that others do whatever I need C.) Ask only if it’s absolutely necessary
23.) I think the best way to handle a put-down is to: A.) Ignore it and pretend not to have noticed
B.) Tell the person how I feel about it C.) Retaliate and give it right back
24.) When someone cuts in line in front of me, I usually: A.) Say nothing to them
B.) Tell them I don’t want them to cut in line in front of me C.) Demand that they move to the back of the line
25.) If I want better service at a restaurant than I am getting, I am likely to: A.) Gripe about the service to myself but say nothing to anyone else
B.) Be sarcastic to the waiter and not leave a tip C.) Ask for whatever service I need
26.) When someone interrupts me in the middle of a sentence, I tend to: A.) Ask them to wait a moment until I finish
B.) Wait until I get another chance to finish what I was saying C.) Tell them they’re rude to interrupt me
27.) In giving my opinions, I feel it is best to:
A.) Present my opinions in an absolute way so that they can’t be questioned B.) Say that I may be wrong, but that I think “soand so”
C.) State my opinions without focusing on whether on whether they are seen as wrong
28.) If I want to leave a party when no one else has left, I am likely to: A.) Try to break up the party
B.) Go ahead and leave when I want to C.) Stay until someone else leaves first
29.) If I want something very badly, I am likely to: A.) Hint at what I want and hope to get it
B.) Ask for it in a very direct way C.) Insist that I get it
30.) When a friend asks me to do a favor that creates a problem for me, I usually: A.) Pretend it’s no problem and go ahead and do it
B.) Tell them I refuse to be taken advantage of
C.) Acknowledge the problem it creates and explore alternatives
Part Two
Assuming a work setting, circle one letter (a, b, or c) for each item. Try to be honest in describing yourself rather than trying to pick the “right” answer.
31.) If I want my superiors to notice my work, I am likely to: A.) Demand to be recognized for my work
B.) Work very hard and hope they recognize it
C.) Inform them of my work and commitment to the job
32.) If I am part of a discussion group, I am likely to: A.) Leave most of the discussion to others
B.) Try to control the outcome of the discussion C.) Take an active part in the discussion
33.) I feel the best way to get what I want is to: A.) Be patient and hope things work out
B.) Offer suggestions and assume that others will do the right thing C.) Tell others precisely what they must do and how to do it
34.) In being responsible for other people, I think it is best to: A.) Give them clear guidelines to follow
B.) Offer suggestions and assume they will do the right thing C.) Tell them precisely what they must do and how to do it
35.) If I have authority over others, I am likely to: A.) Exercise my authority as needed
B.) Try to avoid using my authority
C.) Relish the authority and use it at every opportunity
36.) If I am proud of a job I’ve done, I am likely to: A.) Share it with those who are interested in my work
B.) Make a point of bragging about it at every opportunity C.) Say nothing about it, but hope people will notice it
37.) When I am pressured to hurry with my work, I tend to: A.) Feel overwhelmed and just give up
B.) Take it out on anyone or anything that interferes with me C.) Work as diligently as possible
38.) If I want more challenging work to do, I am likely to:
A.) Hint that I am caught up and could take on something else
B.) Say that I want more challenging work and believe I can handle it
C.) Gripe about the boring job I have and insist on something challenging 39.) If I want to know what my boss thinks of my work, I am likely to:
A.) Complain to my boss that I never get any feedback on my work B.) Ask my boss for a performance evaluation
C.) Ask a co-worker to find out what my boss thinks of my work
40.) When someone points out a mistake to me, I usually: A.) Feel embarrassed and try to keep others from knowing B.) Appreciate their pointing it out and focus on correcting it C.) Get angry and accuse them of being too critical
41.) If I want to present my position on question to others, I am likely to: A.) Try to justify my position
B.) State what my position is and how I reached it C.) Insist that they accept my position
42.) When I am asked a question and don’t know the answer, I tend to: A.) Say I don’t know
B.) Apologize for being so dumb
C.) Blame someone else for not telling me
43.) If I hear that someone has told lies about me, I think it is best to: A.) Tell them what I heard and ask them about it
B.) Tell some lies about them too
C.) Say nothing to them, but avoid them in the future
44.) When it comes to getting a job done right, I think it is best to:
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A.) Rely on others to lead the way B.) Trust no one but myself to do it
C.) Join with others in sharing responsibility for getting it done
45.) In sharing new ideas with others, I think it best to: A.) Offer the ideas: “Don’t you think...”
B.) State the ideas: “I think...”
C.) Strongly present the ideas: “The best way is...”
46.) When my judgment is questioned, I usually: A.) Say I resent this attack on my ability
B.) Deal with the questions to the best of my ability C.) Go blank and don’t know what to say
47.) If I make a mistake, I think it is best to: A.) Hide it and hope no one finds out
B.) Try to learn from it
C.) Blame it on someone else
48.) When the boss doesn’t take my suggestions seriously, I usually: A.) Wish I hadn’t made the suggestion and not make any more
B.) Demand to be taken seriously
C.) Restate my suggestion and my seriousness in making it
49.) I think the best way to deal with difficult people is to: A.) Interact with them in a straightforward way
B.) Be just as difficult as they are
C.) Stay away from them as much as possible
50.) I believe the best way to handle a problem is to: A.) Insist that it be settled immediately
B.) Ignore it as much as possible
C.) Get as much information about it as possible
51.) When my boss asks me to tell a story I’m uncomfortable with, I usually: A.) Refuse to do it and say I shouldn’t have been asked
B.) Feel I have no choice but to do it without question C.) Acknowledge my discomfort with the situation
52.) If I want a day off work for some personal business, I am likely to: A.) Take off and say I was sick
B.) Explain my need and request the day off
C.) Mean to ask, but never find a good time to ask
53.) When decisions are to be made, I believe it is best to:
A.) Make the decisions alone and dare anyone to challenge them B.) Share the responsibility for making them
C.) Wait for someone else to make them
54.) If I want a group to listen to my ideas, I am likely to: A.) Clearly state my ideas as often as necessary
B.) Insist upon being heard because I know best C.) Try once, but not again if they don’t listen
55.) When my authority is questioned, I tend to: A.) Not take it personally
B.) Take the offensive and set out to attack the other person C.) Get flustered and back off my position
56.) When I am asked my opinion about a new idea, I tend to:
A.) Challenge the idea to show how smart I am
B.) Wait and see what others think of it before giving my opinion C.) Ask questions to get more information about it
57.) I think the best way to get a raise is to: A.) Insist on my right to a raise
B.) Do good work and wait to be rewarded
C.) Do good work and ask for a raise based on the work
58.) When a person asks my opinion and I know what opinion they want, I usually: A.) Give my honest opinion
B.) Say what I’m expected to say
C.) Accuse the person of not really wanting my opinion
59.) When I disagree with something I have been asked to do, I usually: A.) Demand to do it my own way
B.) State my opinion about it and discuss it further C.) Do it anyway rather than get into a discussion
60.) If I plan to tell someone they are doing something wrong, I am likely to: A.) Tell them as clearly and quickly as possible
B.) Dread it and postpone it as long as possible
C.) Use it as an opportunity to tell them everything I don’t like
Refer to Guidelines and solutions to determine how assertive you are.
Chapter Fifteen: Improving Your Assertiveness
We are most likely to retain the goodwill of the person we're standing up to if we stick with our own thoughts, feelings, and beliefs, and avoid direct or implied criticism of the other person.
One way to do that is to stick with “I” messagesexpressed in a matter-of-fact, non-judgmental tone of voice.
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“You” Message “I” Message
You talk too loudly. I have sensitive hearing.
You should send out an agenda. I'd like to know what we're going to discuss in
the meeting tomorrow, so I can bring the nec-
essary information with me.
“You” Message “I” Message
You talk too loudly.
I have sensitive hearing.
You should send out an agenda.
I'd like to know what we're going to discuss in het meeting tomorrow, so I can bring the necessary information with me .
You can use this same type of message when you are giving feedback about someone else'sbehav-ior. Again, the feedback should be non-judgmental, but it should be specific.
There are four steps to this message.
Step 1: When you… (Non-judgmentally d escribe a specific behavior of the other person) Step 2: The effects are… (Describe as sp ecifically as possible the effect or practical problems this behavior is causing in your life)
Step 3: I feel… (D escribe how you feel as a result, without using the expression "You make
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me...")
Step 4: I prefer, would like… (You describ e what you want, preferably after you give the other person a chance to state what he or she thinks might be done)
Example: “When you leave your papers scattered all over the office…”
“Both of us have a hardtime finding them when you need them again.”
“I feel like I’m responsible for tracking them down, but sometimes I don’t even know where to start.” “I’d like you to put all those papers in one big pile in that basket on my desk. I could file them at the end of the day, and we would have them when we need them. Would that work for you?”
Remember: When you are stating feelings, state feelings directly, not evaluations or solutions.
Now that you have the tools to improve your assertiveness level, you may be pleasantly surprised at how readily others accept and respect your assertiveness. You must be prepared, however, for the occasional tough cookie who responds aggressively by verbal attacks, put-downs, or demands. When this happens, here are some techniques you can use to respond to the situation:
Speak assertively, but with empathy, to show the other person you have received their message. Repeat your assertion by repeating your original response but responding to legitimate points made by the other person.
Use active listening and open questions to clarify your understanding of the other person's position.
Try to come up with your own script for addressing a tough issue. It may be a spouse giving you the third degree after you’ve been out with friends, it may be a teenager bringing the family car home without any gas in it, or it may be a boss giving you assignments late in the day. See if you can deal with the tough issue using some variation of this formula.
Example: “When you on’td speak to me in the mornings, I feel like I am being punished, and that I have done something to make you angry. I’d like you to smile and say good morning so I know you are not angry with me.”
Think of situations where you could use this formula. Practice the wording to yourself, and then try it out in a fairly non-stressful situation and see how it works. Like most things, it gets easier with prac-tice.
Tough issue
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Script
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A Personal Action Plan
I know where I’m starting from. I know I am already good at these things, and I can do them more often: . I can learn this, I am learning this, and I am doing what I can at this stage as well. I have already learned:
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I promise to congratulate and reward myself every time I do something, no matter how small, to maintain and improve my skills. My rewards will be:
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I’m setting myself up for success by choosing long-range goals to work for gradually. My long-term goals for success are as follows:
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Guidelines and Solutions
Perfect Personal Assistant
Assertiveness
Chapter 4: Positive First Impressions
Bad impressions could be created from:
- Being grouchy or surly
- Bad breath
- Chewing gum
- Clothes dirty, torn, rumpled, stained, too tight
- Jacket sleeves that are too long, pant legs that are too long, shirt sleeves that are too short or shirts/blouses that are too tight
- A voice that is too soft or too loud, too uncertain or too boastful
- Playing with your hair, your earrings, or your moustache or beard
You could create a better impression by:
- Smiling
- Having a pleasant expression on your face when you meet others
- Don’t chew gum in a setting where you want to look professional
- Making sure your fingernails are clean & manicured (men and women), meaning not too long or with chipped nail polish
- Ensuring clothes are neat, clean, and appropriate
- Shoes should be polished and not run down at the heels
Chapter 6: Increasing our self esteem
Tear down:
- Constantly criticise our own actions
- Take the remarks other people make as personal attacks on us
- Tell ourselves we are stupid, or don’t deserve better
- Compare ourselves to others and feel they are smarter, better, more attractive
- Believe others are out to get us
- Tease and torment others in an effort to make them feel badly too
Build up:
- Forgive ourselves for our mistakes
- Be kind to ourselves and recognize that we won’t always be perfect
- Use positive self-talk
- Compare yourself to yourself alone. Everybody is different and we each have our own talents and strengths.
- Believe that others are doing their best to get along, just like us
- Do a kind act every day with no thought of a reward
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Chapter 8: Mike’s Thinking
Most bad feelings come from illogical thoughts; when you put the lie to these distorted thoughts, you can change the way you feel.
- Mike’s thoughts made him feel worse.
- His thoughts were irrational since he was laid off because of a slowdown, not something he had done wrong.
- He could replace these thoughts with more positive ones such as “I’m a good worker. I’ll find another job.”
- These new thoughts could give him a more positive outlook and make him easier to live with.
Here are some ways Mike’s thinking was distorted:
All or nothing thinking: He’s looking at himself in black and white categories, because he sees him-self as a total loser.
Over-generalisation: He’s lost his job but he’s generalising to his entire self.
Mental filter: He’s dwelling on this bad event and letting it discolour his entire view of life, much like a drop of ink can discolour a whole glass of water.
Discounting the positives: He’s overlooking his many good qualities. Magnification or minimisation: He’s blowing this negative event out of proportion.
Emotional reasoning: Mike reasons from how he feels. He feels like a born loser so he believes he really is one.
“Should” statements: He may have the belief that he should always be successful at things and never fail. He may also believe that if he is a good person and tries hard, life should always go smoothly. Labeling: He’s labeling himself as a “born loser” instead of trying to learn from the situation or thinking about the best way to find a new job.
Blame: He’s automatically blaming himself for getting laid off. In fact, lots of people at his plant were laid off, due to that slowdown. Mike’s employment record has been excellent.
Chapter 11: Communication
Windows that hinder:
Not enough time
Making assumptions
Tone of voice (not what we say but how we say it)
Negative body language
Impatience
Cultural differences
Windows that help:
Taking time
Asking questions
Positive body language
An open mind
Listening skills
Checking out assumptions
How do these windows affect our views of others?
They can distort our view and create misinterpretation
Chapter 14: Assertiveness Quiz
Give yourself two points for each question circled as follows:
1b
2b
3c
4a
5a
6c
7a
8c
9a
10a
11b
12c
13b
14b
15c
16c
17a
18c
19a
20a
21b
22a
23b
24b
25c
26a
27c
28b
29b
30c
31c
32c
33b
34a
35a
36a
37c
38b
39c
40b
41b
42a
43a
44c
45b
46b
47b
48c
49a
50c
51c
52b
53b
54a
55a
56c
57c
58a
59b
Total your score.
Nobody will be assertive ALL the time, but a high score indicates an assertive behaviour. That means standing up for your personal rights and acting in ways that express thoughts, feelings and beliefs in direct, honest and appropriate ways that don’t violate others’ rights.
A total score of 80 to 120 indicates an assertive behaviour.
A total score of 40 to 80 means that you can be assertive in some situations, but you have to work on being more assertive more often.
Below 40…you have to really get out there and speak up! Start right now by completing the personal action plan at the back of your study guide.
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Business Etiquette.rtf
Business Etiquette
Study Guide
BUSINESS ETIQUETTE
(C) Copyright 2012
All rights reserved
Table of Contents
Chapter One: Course Overview 1
Chapter Two: Fear of Embarrassment 2
Chapter Three: Test Your Business Etiquette 3
Chapter Five: Business Card Etiquette 8
Chapter Six: The Skill of Making Small Talk 9
Chapter Seven: Do You Remember Names? 11
Chapter Eight: Making That Great First Impression 12
Chapter Nine: Dress for Success 14
Adding Colour to your Wardrobe 18
Chapter Ten: Business Dining 20
Demonstration 21
Other Rules 22
Chapter Eleven: E-Mail and Telephone Etiquette 23
Common Sense .......................................................................................................................................
Debrief ....................................................................................................................................................
In Good Company's Business Etiquette Quiz 26
1
Chapter One: Course Overview
Course Overview
Fear of embarrassment from doing or saying the wrong thing is one of the most common sources of stress in a business or professional setting.
If you have had some awkward moments where you aren’t sure which fork to use or which side plate is yours, or if you’ve ever had to make small talk with some VIP and been lost for words, you know just how agonising such moments can be. However, what can be even more damaging to your career are those things you aren’t aware of, the social gaffes you aren’t even aware of making.
Learning Objectives
This module will reassure you that you can handle most of those socially difficult moments, and perhaps give you that extra edge in areas that you’d never thought of before. Specific skills we’ll work on include:
- Become more skilled at networking, from making introductions to shaking hands and using business cards appropriately.
- Be better prepared for both formal and informal meetings, even if you aren’t presenting.
- Dress appropriately for every business occasion.
- Feel comfortable when dining in business or formal situations.
- Feel more confident of your business communication in every situation.
- Give you that extra edge that establishes trust and credibility.
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Chapter Two: Fear of Embarrassment
Fear of embarrassment from doing or saying the wrong thing is one of the most common sources of stress in a business or professional setting.
What are some embarrassing situations that you have encountered?
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Chapter Three: Test Your Business Etiquette
Do this quiz on your own. Then refer to the Guidelines and Solutions at the end of the module for the correct answers.
DO NOT SUBMIT. This exercise is for self-testing purposes.
Multiple Choice
- You are greeting or saying goodbye to someone. When is the proper time to shake their hand?
- When you are introduced
- At their home
- On the street
When you say goodbye
- You are in a restaurant and the waiter is coming toward you to serve wine. You don’t want any so you turn your glass upside down. Are you correct?
- Yes
No. Just say, “No thank-you.”
- When you greet a visitor in your office, do you:
- Say nothing and let him/her find a place to sit
Tell him/her where to sit
Say “Just sit anywhere”
- You’ve forgotten a lunch with a business associate. You feel terrible and know he/she is furious. Do you:
- Write a letter of apology
Send flowers
Keep quiet and hope they forget about it
Call and set up another appointment
- You are talking with a group of four people. Do you make eye contact with:
- Just the person you are talking to.
Each of the four, moving your eyes from one to another.
Nobody in particular. Don’t look directly into anyone’s eyes.
- A toast has been proposed in your honour. You say “thank you” and take a sip of your drink. Are you correct?
- Yes
No
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- You meet an acquaintance and several business associates. Your acquaintance introduces you to the others but introduces you incorrectly. You:
- Say nothing.
Make the correction casually and then shake hands. Don’t refer to it again.
- Put a tinge of annoyance in your tone as you make the correction so your friend will know better next time.
- Your fork is accidentally knocked to the floor during a meal. You:
- Make a dive for it and rescue it, wipe it off with your napkin, and continue eating.
Eat with your spoon until a waiter notices and replaces it for you.
- Discreetly catch the eye of a waiter and have them bring you another fork and rescue the utensil.
- When you are ready to leave a dining area after a meal you should place your napkin:
- On the chair
Refolded and on the plate
Crumpled to the left of the plate
- The proper way to butter a roll is to:
- Cut it in half with a knife, butter both pieces and eat first one half and then the other.
- Tear it open with your hands, butter one half and eat it, then the second half.
- Cut it completely with your knife or thumb and forefinger, and tear off little bits. Butter each bit and eat it.
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True or False
See if you can complete the following questions on your own. Then refer to the Guidelines and Solutions at the end of the module for the correct answers.
DO NOT SUBMIT. This exercise is for self-testing purposes.
- Once you pick up a piece of cutlery it should never touch the table again.
- Standing up when you are speaking on the telephone will enhance the quality of your voice.
- The appearance of your briefcase says as much about you as your clothes
- At a business lunch, because time is limited, begin business discussions as soon as you sit down.
- Try to pass out as many business cards as you can at social functions. This is the first rule of networking.
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Essay Questions
See if you can complete the following questions on your own. Then refer to the Guidelines and Solutions at the end of the module for the correct answers.
DO NOT SUBMIT. This exercise is for self-testing purposes.
- How do you know which piece of cutlery to use at a formal dinner?
- How do you know which side plate is yours at a dinner meeting?
- Should you reuse your plate or utensils during a buffet meal at a restaurant or hotel?
- What are the rules for eating soup?
- Must you serve the wine that a guest brings to a dinner party?
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Chapter Four: The Handshake
During the important first few minutes of a new relationship, a handshake is usually the only body contact between two people. It can communicate warmth, a genuine concern for the other person, and an image of either strength or gentleness. It can also communicate indifference and weakness. Developing a professional handshake is perhaps one of the most valuable business skills you can ever cultivate.
The message you communicate with your handshake is determined by five factors:
Degree of firmness
Your grip should be firm rather than weak. However, you don’t want your handshake to be painful to the other person. Consideration is appreciated. Be especially considerate if you are shaking hands with someone in a receiving line who has many more hands to shake, someone who is wearing a lot of rings, or who is obviously elderly and perhaps fragile.
Dryness of hand
We all prefer to shake a hand that is dry. While you typically don’t want to obviously dry your hands before greeting someone, this is perfectly acceptable if you have been holding a cold glass. Similarly, if you are at the buffet table and have been eating, it is expected you would wipe your hand on your napkin before extending it to be shaken.
Depth of grip
A handshake is palm to palm. Generally you will place your hand so that the web between your thumb and forefinger meets the web of the other person’s hand briefly.
Your hand remains perpendicular. If your palm is facing up, this may be construed as a sign of submissiveness. Similarly, if your palm is on top, it can be seen as a sign of aggressiveness.
Duration of grip
The perfect handshake is about three seconds. You can gently pump once or twice but this is not necessary. Then pull back your hand, even if you are still talking.
Eye contact
While this will vary from culture to culture, in South Africa we expect the person shaking our hand to make eye contact with us. Have something to say as you shake hands, if possible. It doesn’t require anything witty. You can even use the old stand-by, “Pleased to meet you.” These few words set the stage for some small talk that can be the beginning of a new business relationship. Grasping the top of the other person’s hand with your other hand, so that their hand is enveloped in yours, may very well signal warmth and affection. However, this may be seen as patronizing and too familiar for an introductory handshake. Save this handshake for a meeting with an old friend.
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Chapter Five: Business Card Etiquette
When it comes to giving out your business cards, keep the following tips in mind.
- Don’t hand out your business card to everyone you know, as if you are spreading the wonder of who you are. First see if people need or want your card. Handing out your cards like chewing gum makes you seem like a cheap salesperson – not the image you want to project.
- Make sure your business cards are clean and in good condition. They are a part of your business image. A business card that is dirty or curled at the edges leaves a poor first impression. Use a business card case to keep your cards clean and fresh.
- When you receive a card, take a moment to look at it. Make a positive comment about some aspect of the card: the logo, the company name, or business location. This shows respect for the other person and demonstrates your interest in them.
As well, this is an excellent way for you to find out more about them, such as their job title. It also helps you remember their name, or reminds you of their name in case you forgot – a very common occurrence.
- After you’ve looked at the card, place it carefully in a card case or in a front pocket, not a back pocket. Treat the card with respect.
- Be careful about writing on people’s cards. Now, this goes against convention with most networking books and articles. But in many cultures, specifically with people from Asia, a business card is an important part of their persona, and should be treated with respect. People spend time and money designing a professional card and may not appreciate your writing across it. If you need to record information, write on the back, not the front. And ask first, “Do you mind if I write on your card?”
- Don’t leave home without your cards. You shouldn’t give your cards to everyone you see, but have them ready when you need them.
- If someone hands you a card that you don’t want, don’t refuse to take it. Accept it, look at it, and put it in a pocket. Throw it out later.
- When your cards are damaged or out of date, print new ones. If you start crossing out information on a card and write new information on top of it, it makes it difficult to read and looks messy. Business cards are part of your image. Make sure yours are well designed and up to date.
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Chapter Six: The Skill of Making Small Talk
Small talk has a bad reputation. Sometimes we think of it as the poor cousin to a “real” conversation. However, without small talk, many of us will never get to those “real” conversations. Small talk helps us put others at ease and make them comfortable. Small talk breaks the ice and goes a long way toward furthering a relationship.
The ability to make small talk can help us build business, develop our networking skills, get friends, maintain relationships, and even find us jobs.
Consider the following questions:
- When you are out with a gathering of friends, do you find it easy to just chat away without thinking of what to say next?
- How about when you get thrown in with a group of people you don’t know?
For most of us, the second type of conversation is much more difficult. Why? What happens? For one thing, we’ve heard so much about only having a few seconds to make a good impression that many of us stay silent for fear of being judged. However, we are still being judged when we are silent, so we may as well speak up.
Where do you find topics of conversation that you can bring up at the next party or office get-together? Conversations are much easier to start if you are a multi-topic person. Try to stay abreast of current events and to replenish your conversational larder as often as you do your refrigerator.
Where can you get some good conversational openers? Some places include: the newspaper, the television, the radio, your next door neighbor, the guy at the next desk at work, in the elevator, and at the corner store. Listen to what people are talking about.
Think about some ways you have successfully started conversations with people you didn’t know.
What works?
- As important as what you say is how you say it. Wear a smile. It is always becoming to your voice.
- If you find yourself alone, look for others who look similarly disengaged, join a group with an odd number of people. You could pass the cheese tray, or sample the buffet table.
- One tip that often works is to imagine you are host or hostess. Now you will be less worried about yourself and more concerned about other people.
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What doesn’t work?
- Don’t attempt to make a derogatory remark under the guise of humour (that’s sarcasm).
- Don’t try to shock. Some people are hard to shock anyway, and others may be shocked in a very negative way, so it just isn’t worth the risk.
- Lengthy emotional debates will not contribute to the gathering. Death, politics, religion, illness, and children usually head the list of subjects to be avoided. There are, of course, exceptions to every rule, such as when you must express your condolences to someone when someone has been ill or have somebody they care for who is ill.
Exit Lines
No matter how seriously you try, not all conversations can be made into engaging discussions. Eventually even good conversations may come to an end. Tell the other person how much you have enjoyed speaking with them and go on to meet other people.
What are some exit lines that let you bring a conversation to a close?
- It’s been great talking to you. However, I mustn’t hold you up.
- Perhaps we’ll meet again this evening. I expect you want to circulate a bit too.
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Chapter Seven: Do You Remember Names?
To use the excuse, “I’m just no good with names” is just not acceptable if you want to win at the art of interpersonal relations and if you want to make the best impression you can on the people you do business with. So how do you remember names?
Probably rule number one should be that you want to remember names. Think of it as a skill you are developing through practice. Some additional tips include:
- Repeat the name after you’ve been introduced. Then use it again as soon as possible, to underline the name in your memory bank. Repetition helps.
- Look at the person as you say his/her name. Note anything visual about that person that will help you anchor that name in your memory.
- If you are given a business card at some point in the conversation, take time to look at the card and the person’s name. For visual learners, actually seeing the name helps keep it in your memory.
- If you have a journal, get in the habit of writing down the names of the people you meet at a function or during the day. This activates your kinesthetic learning and is just one more opportunity to fix the name in your memory.
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Chapter Eight: Making That Great First
Impression
You can control that critical first impression by observing the following guidelines based on the Rule of Twelve, which suggests that we first notice and remember three things about people we meet.
- The first twelve inches from shoulders up.
- The first twelve steps a person takes.
- The first twelve words a person speaks.
The first rule of twelve tells you that people notice everything above the shoulders of your jacket: your tie, tie knot, how well-pressed or creased your collar is, the length and neatness of your hair, your complexion, your eyes, and your smile. Remember to smile, as this is a key factor in creating that critical first impression.
The second rule of twelve tells you to enter a room with confidence and to look as if you both have a reason to be there and are happy to be there. Smile and extend your hand. Keep your shoulders back and stand up straight. If you carry a briefcase or purse, keep it in your left hand so that the right hand is ready to shake hands.
The third rule concerns your first twelve words. If this is a meeting, your first twelve words should always include a thank you of some kind. For instance, you could thank the manager or client for taking the time to see you, indicate that you're glad you could finally get together, or mention that you've been looking forward to meeting the person for a long time.
Your words should invite the other person to respond in kind, for instance, by saying, "you're welcome." This approach puts everyone at ease and opens the appointment on a friendly footing.
Remember, first impressions are lasting, so give those first twelve inches, twelve steps, and twelve words everything you've got.
Do You Look Approachable?
Far more important than how much our suit cost and whether our shoes are polished is whether or not we look approachable. Again, if we are to look approachable, we smile, make eye contact, shake hands with a good but not overpowering grip, show interest in the other person, and call them by name.
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What Your Appearance Says
We were inherently more respectful of each other in the past, and devoted more time to the niceties of getting to know someone and explore common ground. In today’s world, we aren’t willing to invest the time and effort to get to know one another. We make appraisals, and assumptions, and form decisions, all within the space of a few seconds.
Research tells us people determine seven things from your appearance.
- Income
- Education Level
- Social Position
- Sophistication
- Success
- Moral Character
- Trustworthiness
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Chapter Nine: Dress for Success
Dressing the Part
The appearance of workers has changed as well. Not long ago, everyone from the most seasoned professionals to entry-level employees had a common understanding of appropriate business attire. Thanks to the creation of the khaki culture and increasing popularity of casual Friday and business casual dress, it's no longer that simple.
So how do you dress down for work without looking like you’re headed to the beach?
Here are a few easy rules to live, and dress, by.
Consider Your Work Environment
If you're meeting with clients or having business lunches, err on the conservative side. It's a sign of professional respect, and you can save the jeans for a time when you'll be in the office all day.
Strive for Consistency
If you wear tailored and conservative outfits Monday through Thursday, Friday isn’t the day to show up like you just rolled out of bed. No matter what industry you’re in, consistency goes a long way in establishing trust and credibility with all your internal and external contacts.
Ask First, Dress Later
Show respect for both yourself and management; be sure to check with your HR department or manager before showing up dressed for a barbecue.
Dress to Impress
It is important to know what is appropriate for your industry. Look around you and see if you can interpret the dress code levels in the area where you work.
For Women
If your company’s idea of business casual isn’t quite jeans and sweaters, pantsuits are the answer. Not only are they trendy; they can be dressed up or down. Choose a dark, natural shade like black, navy, brown, or grey, and opt for pants with a bootleg cut. Pair them with a light sweater, and you’ll be ready to go from your desk to a client meeting without a second thought.
When jeans are the sensible choice for the worksite, pairing them with a jacket or blazer can take them from the mud to the office without missing a beat.
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Stock up on different tops to give your wardrobe a bit of versatility. Crisp, cotton shirts in white, and hues like chambray and chartreuse instantly add a casual element to your dress pants or khakis. Sweater sets are also an easy way to present a softer look while still looking professional.
Jewellery, scarves, and other accessories will add a polished touch to any outfit. Remember: less is more.
For Men
A sport coat instantly creates a pulled together look, especially in a business casual environment. It’s also an ideal choice for client meetings or presentations. Pair up a black, navy blue, or dark grey blazer with khakis or dark wool pants.
In addition to traditional dress slacks, khakis, Dockers, corduroys, wool flannel, and linen slacks are also appropriate for the office, either with or without a blazer. Jeans can be appropriate attire on a worksite, but make sure they’re not torn.
Just because it’s casual day doesn’t mean you can turn up in wrinkled pants. Be sure to iron them beforehand.
Casual button-down oxford shirts are a great alternative to dress shirts, with or without a tie. Skip the loud prints and reserve plaids for more casual times. Basic white, chambray, or pinstripes are the safest best.
Shoes are an afterthought for many men, but unkempt footwear can ruin an otherwise polished look. Oxfords and loafers in brown or black are a good match for khakis or corduroys. If your work demands sturdy boots, make sure they are clean and presentable.
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What’s Your Code?
Write down your own answers to the following questions. Then refer to the Guidelines and Solutions at the end of the module for suggested answers. DO NOT SUBMIT. This exercise is for self-testing purposes.
Corporate
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Business Casual
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Adding Colour to your Wardrobe
Colour plays an important role in how we dress. Look at the following colours and the characteristic of each.
Red
Positive and upbeat, although it can be considered threatening and aggressive. Wear this colour when you want to get attention and action, but avoid it when you want input from others. It can be a good accent colour to give you authority without intimidation.
Pink
Feminine and gentle. Very non-threatening. However, wear too much of this colour and you can be dismissed as too safe, too soft, and too unimportant. This is a good colour to wear to a tea, a wedding, or a garden party. It is not a management colour. However, accents in this colour can soften the look of a severe business suit.
Orange
This is a colour of warmth, creativity, and fun. However, too much of it can make people seem too outgoing and extroverted. Worn in small doses, this can be energizing and sociable. However, this is not considered a good colour for business except in very small touches.
Yellow
This is a cheerful, positive colour and it can generally cheer people up. However, it can be seen as too impulsive and hopeful. Wear this colour when you need a pick-me-up or when you are in a fun mood. This is a good colour to boost optimism. However, wear in very small touches if you want to be taken seriously or to appear firm.
Navy Blue
This colour is seen as corporate, strong, and steady, although it can send an ultra-conservative message. Wear this colour when you don’t want to project the severity of black yet need a solid corporate stance. The tone can be lightened considerably with some colour accents.
Royal Blue
This is a positive and peaceful colour that speaks of trust and reliability, although it can also be seen as predictable and loyal to a fault. This is a good colour to wear when you need to project authority, and yet still blend in.
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Light Blue
This is a soft and calm colour that can disappear into the background. Wear it when you want to have a calming influence on a group without being coming on too strong. Better as an accent colour.
Black
Generally considered more formal than any other colour. This colour is seen as strong and severe, although it can also project aloofness and a negative presence. Wear it when you want to keep people at a distance, as well as when you want to play it safe at formal occasions. Don’t wear black if you want people to open up to you, or when you are appearing on television.
Grey
This is a more neutral shade of black. It is seen as professional and respectable, although it also may be perceived as ubiquitous. Wear this colour when you want a smart professional look without drawing attention to yourself. This is a good colour for those times you want to present balance and objectivity. Add colourful accents if you want to be noticed.
White
This is a pure, clean, fresh, and futuristic look. However, it can also be seen as too cold and clinical. This is a good colour to wear when you want to appear progressive and impeccable, with high standards.
Brown
While this is an earthy and comfortable colour, it can also seem safe and even stale. This colour often comes across as homespun and unsophisticated, which can make people open up to you. Don’t wear it when you want to be seen as an authority or when you want to stand out.
Green
This colour makes you appear self-reliant, nurturing, and tenacious, although you can also be labeled boring or stubborn. This is a good restorative colour when you are feeling stressed, as you are seen as more level-headed and balanced. Not good to wear when you are fundraising or as a campaign colour.
Mauve
This colour is seen as peaceful, creative, and feminine but also can be viewed as matronly or mournful. Wear it when you want to look both elegant and safe.
Purple
This is the colour of strong emotions and passion. It is a colour of creativity and unpredictability.
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Chapter Ten: Business Dining
Eight Hot Tips
"It may look like lunch, but it's still business!"
- When inviting a client to lunch, remember that the restaurant you select is subconsciously perceived as an extension of your office. Therefore, select a restaurant where the food is of good quality and the service is reliable.
- When escorted to a table by a maitre d’, allow your guest(s) to walk behind the person. When finding a table on your own, take the lead.
- Be sure to extend the power seat to your client. Seat yourself in the seat with your back facing the door/main body of the room.
- Once everyone is seated, place your napkin on your lap. This gesture serves as a cue that the meal is about to begin.
- When making a food recommendation, recognize that most guests also take your suggestion as the price range to stay within.
- When the server asks for your meal order before your guests', it's the perfect time to say, "I'd like my guest(s) to order first." Besides being appropriate, it's a cue to let the server know that the check should be left with you at the end of the meal.
- When reaching for the bread basket, salad dressing, etc., offer them to your guest(s) before using them yourself.
- Finally, tip adequately. Treat the server as one of your employees. It's a small price to pay for good service, personal attention and, hopefully, the contract that you land!
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Demonstration
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Place Plate
The place plate is placed one inch from the edge of the table. If the first course is already on the place plate, the napkin is placed to the left of the forks; otherwise the napkin will be on the plate.
Forks/Flatware
Handles of the flatware are aligned at the bottom. The forks (no more than three) are at the left of the place plate, placed in order of use, working from the outside in. The oyster fork is the only fork on the right side with the knives, tines of the fork placed upward, located across the soup spoon or parallel with the knives.
Often the salad is served prior to the main course. In this case, the salad fork is positioned the furthest from the plate on the left. One would use this fork first. In the case of French style dining, the salad would be served after the main course. In this case, the salad fork would be positioned next to the plate.
Knives
Knives, no more than three, are at the right of the place plate in order of use, from the outside in, with the cutting edge toward the plate. The only spoon (for a first course) is placed to the right of the knives.
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Dessert Silverware
The dessert fork and spoon are above the place plate, the bowl of the spoon facing left, the fork below facing right. In the most formal setting, the dessert fork and spoon are brought in on the dessert plate.
Glassware
No more than four glasses are set on the table, in order of use, for water, white wine, red wine, and champagne, from the left to the right.
Stemware
Note the shapes of each type of stemware. They all have a unique shape and should only be used for their respective drinks.
Bread and Butter Dish
The butter plate (optional) has the knife placed across the top of the plate, handle to the right, edge of blade toward the user. The salt and pepper are above the place plate, pepper to the left of salt. Larger salt and pepper shakers to be shared are placed slightly below the wine glasses and between every two place settings.
Other Rules
- At the end of the meal, you should place your used silverware close together on the plate, with the utensils entirely on the plate (less than an inch of the silverware over the side of the plate). This is a signal to the servers that your meal is finished and the dishes can be removed.
- The correct way to cut your meat is to grasp your knife and fork in a relaxed, natural manner, never with clenched fists.
- In the Continental eating style, you keep your fork in your left hand and convey the food to your mouth after cutting each piece. The knife remains in your hand and may be subtly used to get meat or any other food to stay in place.
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Chapter Eleven: E-Mail and Telephone Etiquette
Telephone Etiquette
For most of us, the telephone is a vital source of communication. The use of cell phones and instant conversation is commonplace in our life today. However, the way you conduct yourself on the phone may be a key factor in building successful relationships.
These tips will show you how paying attention to detail may make a big difference in others’ impressions of you, both personally and professionally.
- Identify yourself. When calling someone, do you identify yourself after they've said hello?
- Respect others' time. When placing a call, after identifying yourself, do you ask, "Do you have a minute?" or "Is this a good time to reach your?" before explaining the reason for your call?
- Ask rather than just place someone on hold.
- After placing someone on hold and returning to the line, say "Thanks for waiting," rather than, "I'm back."
- When screening calls, do you ask, "Who's calling, please?" rather than, "Who is this?"
When calling a professional office for any reason, always identify yourself and explain the reason for your call. Example: “Hello, this is James Jones and I’m calling to inquire about business opportunities in Gauteng.”
Call Waiting
Call waiting is only as good as the person using it. Rule #1: Just because you have call waiting, it is up to you whether to use it. It is a judgment call. Your decision should be based on who you are speaking to, the intensity of the conversation, and your relationship to the person. If you find it necessary to place someone on hold due to call waiting, always ask permission!
Answering/Voice Mail Machines
When reaching an answering machine, if you had sufficient reason for calling, leave a message. Sometimes this helps the other person know how to respond: whether to expect another call from you or if they should attempt to return your call. “Hi, it’s Julie, bye!” doesn’t say anything, does it?
When leaving a message, what and how you say it is as important as if you were speaking to the person directly. Keep the tone of your voice pleasant and upbeat. Your message should include information on why you are calling and when would be a good time to call you back.
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When you leave the number where you can be reached, slow down. Give the person who is listening a chance to write it down.
Use Good Speech Habits
Phrases to use:
- “One moment please”
- “Yes”
- “All right”
- “She’s not available now”
- “Good-bye”
Phrases not to use:
- “Hang on”
- “Yeah”
- “Okey-Doke”
- “Uh, I dunno where he is.”
Remember: You only get one chance to make a first impression!
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Netiquette: Don’t Send and Offend
It has only been a decade since e-mail came into widespread workplace use, so perhaps we should be forgiven for making e-mail blunders. However, since we are talking about first impressions, judgments are made about words on a computer screen just as surely as they are when you are meeting somebody face to face.
Here are some things to keep in mind as you deal with technology:
- Always respond to a real message. Junk mail and forwards are one thing, but if this is someone you have met at a networking function or an old friend who just wanted to connect, take the time to respond.
- Use the subject line as a newspaper headline, to convey the content of your message. This is the most critical part of any e-mail, so don’t use an old subject line, or make your subject line so cryptic the reader still doesn’t know what the e-mail is about.
- For professional communicators, the use of emoticons and acronyms like BTW (by the way) are way too informal. Not everybody knows what they mean. Worse, readers could get the wrong impression of your writing skills.
- Make your electronic messages easy to read and easy to view. Keep the font readable and in the 10-12 point range. Use paragraphs and bullets but no background wallpaper.
- Avoid overly long messages. Don’t ramble and don’t try to cover a range of subjects in one e-mail. The general rule is no more than one screen length.
- “Send to All” should be reserved for those work-related messages that really should be sent to all.
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In Good Company's Business Etiquette Quiz
See if you can answer the following questions on your own. Then refer to the Guidelines and Solutions at the end of the module for suggested answers. DO NOT SUBMIT. This exercise is for self-testing purposes.
- Can I send an e-mail as a thank you after a lunch meeting?
- Sending an e-mail thank you is all that is expected.
The hand-written note is always the best option.
Just call...it takes so much less time.
- At a dinner meeting is it acceptable to leave a cell phone on at the table?
- Yes, but you should leave the table if you receive a call.
Never, the person "in person" should get your full attention.
Yes, as long as everyone else has theirs left on.
- Should a man or a woman initiate a business handshake?
- Whoever arrived first should offer their hand.
The most senior person by age.
It does not matter - just do it!
Whoever invited the guests should initiate handshakes.
- At which hole is it appropriate to talk shop when golfing with business associates?
- You should never talk business during golf.
After the ninth hole.
In the clubhouse before or after the round.
Whenever your guest initiates the conversation, it's fair game.
- When being introduced to a person who is blind what should I do?
- Nothing; wait for the individual to offer their hand.
Avoid handshaking, but say hello.
Touch their shoulder to indicate your presence and initiate a handshake.
Say hello and wait for the individual to offer their hand.
- How long does a person have to return business phone calls?
- Business calls should be returned within one hour.
Call after hours and leave a voice mail.
A maximum of seven days.
- Each person needs to establish their returning calls policy and consistently follow the standards which have been set.
- If a meeting is scheduled for 9 am, what time should an employee arrive?
- No more than thirty minutes prior to the meeting time.
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- Not earlier than 8:50 am, that gives you ten minutes to get organized.
Don't be early; they'll think you're over eager.
- If invited to a function where I will not know anyone except the guest of honor, who am I allowed to bring?
- No one, unless the invitation explicitly states "and guest.”
A friend or close colleague.
A client who may know the guest of honor.
If you are uncomfortable alone, don't attend. Send a note of regret.
- At a business lunch who should pay the bill?
- Always split it down the middle.
Whoever did the inviting should pay the bill.
Whoever makes more money.
- Whoever is more insistent should get the bill and the other person should pay the tip.
- When is it appropriate to call business associates by their first names?
- As soon as you feel comfortable.
Never, always use formal names, don't get too personal.
Only if the person gives you permission.
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A Personal Action Plan
I know where I’m starting from. I know I am already good at these things, and I can do them more often:
I can learn this, I am learning this, and I am doing what I can at this stage as well. I have already learned:
I will start with small steps, especially in areas that are difficult for me. My short –term goals for improvement are:
I promise to congratulate and reward myself every time I do something, no matter how small, to maintain and improve my skills. My rewards will be:
I’m setting myself up for success by choosing long-range goals to work for gradually. My long-term goals for success are as follows:
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Business Etiquette
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Chapter 3
Test your Business Etiquette
Multiple Choice
- You are greeting or saying goodbye to someone. When is the proper time to shake their hand?
When you are introduced
At their home
When you say goodbye
You are in a restaurant and the waiter is coming toward you to serve wine. You don’t want any so you turn your glass upside down. Are you correct?
- Yes
No. Just say, “No thank-you.”
When you greet a visitor in your office, do you:
Tell him/her where to sit
Say “Just sit anywhere”
- You’ve forgotten a lunch with a business associate. You feel terrible and know he/she is furious. Do you:
- Write a letter of apology
Send flowers
Keep quiet and hope they forget about it
Call and set up another appointment
You are talking with a group of four people. Do you make eye contact with:
Each of the four, moving your eyes from one to another.
Nobody in particular. Don’t look directly into anyone’s eyes.
- A toast has been proposed in your honour. You say “thank you” and take a sip of your drink. Are you correct?
- Yes
No
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- You meet an acquaintance and several business associates. Your acquaintance introduces you to the others but introduces you incorrectly. You:
- Say nothing.
Make the correction casually and then shake hands. Don’t refer to it again.
Put a tinge of annoyance in your tone as you make the correction so your friend will know better next time.
- Your fork is accidentally knocked to the floor during a meal. You:
- Make a dive for it and rescue it, wipe it off with your napkin, and continue eating.
- Eat with your spoon until a waiter notices and replaces it for you.
Discreetly catch the eye of a waiter and have them bring you another fork and rescue the utensil.
When you are ready to leave a dining area after a meal you should place your napkin:
- On the chair
Refolded and on the plate
Crumpled to the left of the plate
The proper way to butter a roll is to:
- Cut it in half with a knife, butter both pieces and eat first one half and then the other.
- Tear it open with your hands, butter one half and eat it, then the second half.
Cut it completely with your knife or thumb and forefinger, and tear off little bits. Butter each bit and eat it.
True or False
1) Once you pick up a piece of cutlery it should never touch the table again.
TRUE: After using your knife, for example, rest it on the side of your plate, not on the table.
- Standing up when you are speaking on the telephone will enhance the quality of your voice.
TRUE: The listener can hear your smile as well.
3) The appearance of your briefcase says as much about you as your clothes
TRUE: It may not send a message that is quite as clear, but a stuffed, disorganized briefcase of poor quality does not enhance your image.
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- At a business lunch, because time is limited, begin business discussions as soon as you sit down.
FALSE: Good manners indicate you enjoy a bit of small talk and most of the meal before getting down to business. A good time for “getting down to business” is during coffee and dessert.
- Try to pass out as many business cards as you can at social functions. This is the first rule of networking.
FALSE: We will cover this topic later on in this module.
Essay Questions
- How do you know which piece of cutlery to use at a formal dinner? ANSWER: Start with the cutlery which is furthest away from your plate.
- How do you know which side plate is yours at a dinner meeting? ANSWER: Your side plate in on your left
- Should you reuse your plate or utensils during a buffet meal at a restaurant or hotel?
ANSWER: You shouldn’t have to reuse your plate or utensils. If you don’t see replacements, catch the eye of the server. At a private party, use your head and reuse your plate if it seems advisable.
4) What are the rules for eating soup?
ANSWER: Always spoon your soup away from you.
5) Must you serve the wine that a guest brings to a dinner party?
ANSWER: No, thank them and tell them you will enjoy it later.
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Chapter 9
Corporate Level
This is the formal business level of dress, reserved for high level meetings where there is a lot riding on presenting a rock solid image of integrity and credibility. This look includes:
- Dark clothing of an expensive material like wool gabardine, with a conservative classic tailored cut for either men or women.
- Ties are conservative plain or striped in neutral or dark colours.
- Accessories are kept to a minimum, but are always expensive.
- Laced black shoes and socks for men; dark pantyhose and conservative heels for women.
Business
This is a professional business environment and the uniform of millions of people every day. If this is your company’s dress code, your wardrobe should include:
- Suits for men and pantsuits or skirted suits for women.
- The fabric is generally wool or a wool blend.
- Colours are black, navy, grey, or brown.
- Shirts or blouses can have subtle patterns.
- Ties are required.
- Some colours and patterns are acceptable.
- Women’s skirts are usually knee-length.
Business Casual
This is the common dress of most people, certainly those who work at the mid-management level..
- Coordinating jacket and pants or skirt is acceptable for both men and women.
- Fabric is still wool or wool blends, although some micro fibers are gaining acceptance.
- More variety in shoes: loafers in dark colours and tan are acceptable, but no sneakers.
- No denim.
Casual
This is still the dress of people at the front line. Here’s how these people dress:
- Denim jeans with a jacket or sweater are acceptable at this level.
- Sneakers, sandals, and work boots are acceptable depending on the industry.
Here are some items that are inappropriate at any level:
- No leisure clothes like jogging suits or sweat pants
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- No revealing clothing
- No torn, dirty clothing
*This is by no means the last word on this. Standards are different across the country.
Chapter 11
In good company’s Business Quiz
- Can I send an e-mail as a thank you after a lunch meeting? ANSWER: B. The hand-written note is always the best option.
- At a dinner meeting is it acceptable to leave a cell phone on at the table? ANSWER: B. Never, the person "in person" should get your full attention.
- Should a man or a woman initiate a business handshake? ANSWER: C. It does not matter - just do it!
- At which hole is it appropriate to talk shop when golfing with business associates? ANSWER: D. Whenever your guest initiates the conversation, it's fair game.
- When being introduced to a person who is blind what should I do? ANSWER: D. Say hello and wait for the individual to offer their hand.
- How long does a person have to return business phone calls?
ANSWER: D. Each person needs to establish their returning calls policy and consistently follow the standards which have been set.
- If a meeting is scheduled for 9:00am, what time should an employee arrive? ANSWER: B. Not earlier than 8:50am, which gives you ten minutes to get organized.
- If invited to a function where I will not know anyone except the guest of honor, who am I allowed to bring?
ANSWER: A. No one, unless the invitation explicitly states "and guest.”
- At a business lunch who should pay the bill?
ANSWER: B. Whoever did the inviting should pay the bill.
- When is it appropriate to call business associates by their first names? ANSWER: C. Only if the person gives you permission
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Recommended Reading List
Boothman, Nicholas. "How to Connect in Business in 90 Seconds or Less (Audiobook)." Audiofy/Listen & Live, 2005.
Brennan, Lynn. Business Etiquette For The 21st Century: What to Do and What NOT to Do. Piatkus Books, 2004.
Carnegie, Dale. How to Win Friends and Influence People. Pocket Books, 1998 (Reprint).
Chaney, Lillian Hunt, and Jeanette St. Clair Martin. The Essential Guide to Business Etiquette. Praeger Publishers, 2007.
Craig, Elizabeth. Don't Slurp Your Soup: A Basic Guide to Business Etiquette. Brighton Publications, 1996.
DuPont, Kay. Business Etiquette and Professionalism. Crisp Learning, 2000. Foster, Dean. The Global Etiquette Guide to Europe. Wiley, 2000.
Fox, Sue. Business Etiquette for Dummies. Wiley & Son's, Inc, 2000.
High, Jana L. High-Tech Etiquette: Perfecting the Art of Plugged-In Politeness. Rawdon & Watson Publishing Company, 2002.
Holberg, Andrea, Sonia Garza, Kathleen D. Kelly, and Kathleen A. Moses. Forms of Address: A Guide for Business and Social Use. Rice University Press, 2006.
Moats Kennedy, Marilyn. Office Politics for Dummie . Hungry Minds, 2002. Ramsey, Lydia. Manners That Sell. Longfellow Press, 2000.
Sabbath, Ann Marie. Business Etiquette: 101 Ways to Conduct Business with Charm and Savvy. Career Press, 2002.
Wyse, Lois. Company Manners. Random House, 1994.
END
Business Writing.rtf
Business Writing
Study Guide
BUSINESS WRITING
(C) Copyright 2012
All rights reserved
Table of Contents
Chapter One: Introduction and Course Overview 1
Exercises .................................................................................................................................................
Making Your Writing Complete 11
Exercise 11
Chapter Seven: Word Agreement 13
Exercises 14
Chapter Eight: Active and Passive Voice 15
Chapter Nine: Sentences and Sentence Types 17
Exercise ...................................................................................................................................................
Chapter Ten: Readability Index 19
Chapter Eleven: The Fifth C 23
Courtesy 23
Chapter Twelve: Practical Language 27
Chapter Thirteen: Inclusive Language 29
Chapter Fourteen: Sentence Construction 30
Chapter Fifteen: Punctuation 31
Chapter Sixteen: Writing Business Letters 34
Steps to Writing Business Letters 34
Chapter Eighteen: Spelling & Proofreading 48
Spelling 49
Proofreading 49
Chapter Nineteen: Writing Memos 51
Chapter Twenty: E-Mail Etiquette 52
Business Writing |
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Chapter One: Introduction and Course
Overview
Course Overview
We all know what good writing is. It‘s the novel we can‘t put down, the poem we never forgot, and the speech that changes the way we look at the world. Good writing is the memo that gets action, the letter that says what a phone call can‘t.
In business writing, the language is concrete, the point of view is clear, and the points are well expressed. Good writing is hard work, and even the best writers get discouraged. However, with practice you can feel more confident about your own writing.
Learning Objectives
- To learn the value of good written communication.
- To learn how to write and proofread your work so it is clear, concise, complete, and correct.
- To provide opportunities to apply these skills in real world situations.
- To understand the proper format for memos, reports, and letters.
What are my learning objectives?
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Chapter Two: Why Write?
Whether we want to or not, most of us must write. We write to explain things, to smooth relationships, to convince others of the value of some course of action. Such writing must be clear, concise, complete, and correct. It must also convey our message in a courteous tone. This module will help you to identify the range of this kind of writing, the forms it takes, and the persuasive techniques it requires.
Many writers are defeated by the attitude that writing is an awesome task. These people do not trust themselves with the language. They go to the files to see what has been done in the past. To overcome their insecurity, they try to write to impress. They hunt for big words to sound like an authority on the subject. They pad their reports to indicate thoroughness.
Our aim is to teach the habits of good writing. With the proper attitude, a respect for how words work together, and knowledge of the conventions of usage, your writing can be clear, concise, and easy to read.
Trust yourself. Find out what you think, and say what you mean in the simple language you would use with a friend. Make adjustments in your wording until you are sure you are saying what you want to say.
If you want to be a better writer, there are four things you can do to help yourself.
- You must READ. If the only writing you ever read is your own, you will have no standards to judge your writing against. We learned to talk by hearing others speak. If you spent a year in England, you would come back to the U.S. with a British accent. Read like a spectator, if you must, but try to read like an apprentice.
- You must WRITE. No matter how many rules you know, it takes practice to write well. Your tenth letter to a disgruntled client will be easier to write than the first one, and believe it or not, the tenth report will be easier to write too.
- You should WANT to WRITE. Find personal reasons for wanting to write well, for wanting to communicate with others, and then turn off the language cop and get writing.
- You need a FEEDBACK system to tell you how you're doing. You need to know if the writing works. People don't learn to write well from being corrected. They learn not to write. Look at feedback as an opportunity to find better solutions, not as an opportunity to correct errors.
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You are already very familiar with the English language. You already talk easily and well. People generally understand you. So the leap from talking to writing need not be difficult if we forget the rules for a moment and write the way we talk.
However, before putting pen to paper, or turning on the computer, there are several things to think about; things we think about whether we are talking or writing. They are the five Cs of communication.
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Chapter Three: The First C
Writing Clearly
Writing is like other forms of communication. You want people who receive your letters, reports, memos, or proposals to understand what you are saying.
The Pweor of the hmuan mnid
Aoccdrnig to rscheearch at Cmabrigde Uinervtisy, it deosn‘t mttaern what oredr the ltteers in a word are. The only iprmoetnt thing is that the first and lsat ltteer be in the rghit pclae. The rset can be a total mses and you can still raed it wouthit a porbelm.
This is bcuseae the human mind deos not raed ervey lteter by istlef, but the word as a wlohe.
Amzanig huh?
Why do we still want our writing to be better than it is right now, if people can understand us anyway?
- Readers will still judge us based on our writing and make up their mind about our ability and competence.
- We can‘t be sure we will always get that first and last letter right.
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Whenever we communicate we say three things:
- Something about your message
- Something about your reader
- Something about you
When we write well, we are saying that we have thought about our message, we have taken the time to understand the reader, and we send a positive image of ourselves.
Finally, when we write well, we improve the bottom line. Why? We save time, frustration, and inconvenience; all of which represent costs.
Look at the following sentences, and how we can re-write them to be more clear to the reader:
Original
Rewritten
Rose Walters is only an assistant to Frank
Rose Walters is Frank Crandlemire‘s only
Crandlemire.
assistant.
Report any other defects or mechanical
Report any other defects or mechanical
damage to the supervisor in the finished
damage in the finished product to the
product.
supervisor.
Arriving early for my interview the human
When I arrived early for my interview, the
resources office was not open.
human resources office wasn‘t open.
Kaye‘s job does not, because it causes
Because Kaye‘s job causes great stress, it
great stress, seem worth keeping.
doesn‘t seem worth keeping.
Driving cautiously, the dangerous
I approached the dangerous intersection
intersection was approached.
cautiously.
Business Writing |
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Re-write the following sentences to make them more readable:
Complete this exercise on your own. Then refer to the Guidelines and Solutions at the end of the module for suggested answers.
DO NOT SUBMIT your answers.
Sentence One:
Regardless of their seniority or union affiliation, all employees who hope to be promoted are expected to continue their education either by enrolling in the special courses to be offered by the department, which are scheduled to be given after working hours beginning next Wednesday, or by taking approved correspondence courses selected from a list which may be seen in the Human Resources office.
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Sentence Two:
This policy does not appear to be well understood by departmental management in the region even though this group has a prime responsibility for implementing the policy.
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Chapter Four: The Second C
Writing Concisely
Concise writing strikes a balance between abstract words that imply qualities (like beauty and inflation), general words (like management, team, and culture), concrete words (such as duck, lamp, lightning, and water, which we know by our five senses), and specific words that limit a general class. Building is a general word while a skyscraper is a specific building.
What are some ways we can make our writing concise?
- Eliminate unnecessary words. Don't use long, wordy phrases when a single word will. Use ―now‖ rather than "at this point in time.‖
- Stay away from vague words like "better," or "faster,‖ whenever possible.
How much better? How much faster?
- Don't create long, complex sentences by stringing phrases and clauses together carelessly.
- Include only relevant facts. Don‘t burden a sentence or a paragraph with useless information.
- Write courteously and show respect for your readers.
- Organise your thoughts so they flow effectively.
- Use concrete words whenever you can. Don't write "in the near future." Specify instead, "by noon on Thursday, December 15."
―There really are no true synonyms.‖
Do you agree with that statement or not? Is there a difference between ―daring‖ and ―reckless‖? Between ―famous‖ and ―notorious‖? While we do want to use words that others understand, at the same time, if the word you want to use is more precise, perhaps your writing will be more clear if you choose to use that word, rather than substitute something more readily understood but less precise.
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Exercises
Eliminate unnecessary words in the following phrases.
Wordy Phrase
Better Phrase
At this point in time
Now
In the near future
Soon
In the event that
If
For the purpose of
For
With regard to
About
I am of the opinion that
I think
Please do not hesitate to let me know
Let me know
I wish to take this occasion to express my thanks
Thank you
The early part of next week
Monday, Tuesday…
Your check in the amount of
Your check for
It is quite probable that
Probably
A large number of
Many
At the present time
Now
There is no doubt that
No doubt
Most of the time
Usually
In the same way
Like
During the time that
When
Remember the fact that
Remember that
Not in a position
Can‘t
In view of the fact that
Since
Until such time
Until
Business Writing |
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Use up-to-date phrases, rather than those that are dated.
Wordy Phrase
Better Phrase
As per your instruction
As you asked
At an early date
As soon as possible
Attached herewith
Attached
In lieu of
In place of
In reply I wish to state
I think
In response to same
In response to
Kindly note same
Please note
Please be advised that/I would advise
We advise
Pursuant to our agreement
As we agreed
Refer back to
Refer to
Take the liberty of
Will
Thanking you in advance
Thank you
This will acknowledge
I want to acknowledge/We have received
We wish to advise that/ We deem it
We advise
advisable
Allow me to express
I feel
According to our records
According to our records
Hoping to hear from you soon, we remain
Sincerely
In response to yours of the 12th
In response to your letter of …
Awaiting your reply, we are in due course
We await your reply
Business Writing |
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Write the following sentences more concisely.
Do this exercise on your own. Then refer to the Guidelines and Solutions at the end of the module for suggested answers.
DO NOT SUBMIT
Original
Rewritten
In the event that payment is not made by
January, your license will be suspended.
The invoice was in the amount of
R50,000.
He ordered desks which are of the
executive type.
There are four rules which should be
observed.
The department budget can be observed to
be decreasing each new year.
Business Writing |
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Chapter Five: The Third C
Making Your Writing Complete
The third C is Complete. Here are some tips on making your writing complete.
- Use the 5 W's and an H. Answer the questions: Who? What? Where? When? Why? How?
- Make a checklist of all the important points you want to cover, and then check them off when the letter/memo/report is done.
- Empathize with the reader. Have I told him/her everything he/she needs to know?
- Give something extra when appropriate.
Exercise
Write a notice for your colleagues to inform them about an event that is coming up. If you have no activities approaching that you are aware of, use your imagination. If you don‘t know the details of the event, create them.
Own Answer. DO NOT SUBMIT.
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Chapter Six: The Fourth C
The fourth C stands for Correct.
We make most of our mechanical mistakes in four areas: grammar, punctuation, usage, and spelling. None of us need to be walking dictionaries, punctuation guides or spelling champions. Learn the most common errors and how to avoid them, and where to go for help when you need it.
Grammar
Subjects and verbs should agree in number. For example, if the subject (noun or pronoun) is singular, the verb should be singular too. Most of the time we will have no trouble, but occasionally things get a bit sticky.
Allow meaning to determine whether collective nouns (jury, team, family, etc.) are singular or plural. When they function as a unit, as is usually the case, treat them as singular.
- ―The Board is pleased to announce the promotion of Jane Doe to Acting
Manager.‖
- ―The committee made the decision to move forward.‖
- ―The jury has reached its decision.‖
However, if the members of the group function individually, treat the collective noun as plural.
―The Board was split on the need for budget cuts,‖ is an instance of a plural collective noun, with the Board representing several voices or points of view, so a plural verb was needed.
Don‘t let additional words in a sentence muddy the waters when they come between a subject and its verb.
- The tulips need watering.
- The tulips in the pot on the balcony need watering.
Words such as athletes, economics, scissors, statistics, and news are usually considered single despite their plural form.
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Chapter Seven: Word Agreement
Making Words Agree
―Which‖ and ―that‖ are relative pronouns that refer to other nouns or pronouns (antecedents) and the verb should agree with the noun or pronoun it refers to. For example, in the sentence, ―Take a suit that travels well,‖ ―that‖ refers to the suit and since ―suit‖ is considered one outfit, the verb is the singular verb ―travels.‖
Make pronouns and their antecedents (the word the pronoun refers to) agree.
- The doctor finished her rounds.
- The doctors finished their rounds.
Anybody, anyone, each, either, everybody, everything, none, no one, someone, and something are all considered singular. In a sentence using both ―neither‖ and ―nor‖ the verb agrees with the final noun as in, ―Neither Roger nor the twins are here today.‖
Note: The masculine pronouns are he, his, and him, but imagine the feminine she, shis and shim.
Place modifiers or describers as close to the word they modify as possible, so the relationship is clear to the reader. Putting modifiers in their proper place is not always easy, however. The mistakes can be funny for everyone but the poor writer.
For example, in the sentence, ―Opening the window to let out a huge bumblebee, the car accidentally swerved into an oncoming car,‖ the sentence falsely suggests the car opened the window. However, the car didn‘t open the window; the driver did.
To repair the sentence, it can be revised like this, ―As the driver (I) opened the window to let out a huge bumblebee, the car swerved into an oncoming car.‖ OR ―Opening the window to let out a huge bumblebee, I accidentally swerved my vehicle into an oncoming car.‖
―While reading the director‘s report, Gibbon‘s phone rang,‖ can be changed to, ―While Gibbon was reading the director‘s report, the phone rang.‖
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Exercises
Do this exercise on your own. Then refer to the Guidelines and Solutions at the end of the module for suggested answers. DO NOT SUBMIT
Rewrite these sentences so subjects and verbs, nouns and pronouns agree.
Original
Rewritten
Everyone was there, and I was glad to see
him.
Effective presentation of the competitive
advantages of these products require
increased television and advertising.
If any one of the garages are picketed, that
section of the city will be without public
transportation.
Some of these problems looks challenging.
Neither the doctor nor the nurses knows
the whereabouts of the patient.
Rewrite the following sentences so that modifiers are in their proper places.
Original
Rewritten
The only other zoo animals that tried the crackers were the raccoons. Hanging upside down from their cage, Lund fed them biscuits from his hand.
I have discussed with my colleagues the possibility of stocking the proposed poultry plant.
He has one of the lowest mortality rates anywhere of any heart surgeon.
Dr. Coleridge has nearly performed ninety-one heart transplants.
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Chapter Eight: Active and Passive Voice
Most people prefer to read writing that is in the active voice, especially when you are writing about people. It is easier to read ―Robert Green developed a process for constructing new solar homes,‖ than it is to read, ―A new process for developing solar homes was developed by Robert Green.‖
In the active voice, the subject of a sentence is the doer of the action. For active sentences, follow the usual word order in your sentences-subject, verb, object. Your sentences will be more interesting and easier to understand.
Examples
Passive
Active
The exam was thought to be unfair.
We thought the exam was unfair.
Every shred of evidence to be found was
The detectives investigated every shred of
investigated by the detectives.
evidence they could find.
The ground was littered after the concert.
Garbage littered the grounds after the
concert.
Many government documents and the policies of large organisations use the passive voice which sounds quite impersonal. Talking directly to your readers with words like ―I, you, we, us, our,‖ makes your document more personal.
Rather than, ―The client can make applications to the Department of Motor Vehicles for licensing before June 1,‖ write, ―You can apply to the Department of Motor Vehicles for your license before June 1.‖
Passive Voice
There are times when the passive voice is useful:
- When you must deliver bad news. ―The decision to terminate your lease was agreed upon by all members of the committee.‖
- Use passive voice when the subject is not important or you don‘t know the subject. ―The children were delighted by the sudden appearance of a clown.‖
- Use passive voice when you aren‘t sure who or what is responsible for an action. ―Their house was broken into last night.‖
- Use passive voice when you want to focus attention on the action, not the doer of the action. ―When harvest time approaches, the potato plants are sprayed with a chemical to keep them from sprouting.‖
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How can you write each of the following sentences using the active voice?
Do this exercise on your own. Then refer to the Guidelines and Solutions at the end of the module for suggested answers. DO NOT SUBMIT
Original
Rewritten
The new process is believed to be superior by the investigators.
The office will be inspected by John
Rhodes from NYC.
It is desired by this office that the problem be brought before the board.
A complete renovation was required by the new owners.
The letter was typed by Brian, the new assistant.
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Chapter Nine: Sentences and Sentence Types
Sentences and Paragraphs
The Sentence
A sentence is a complete unit of thought. Sentences can be classified by their structure.
A simple sentence has one idea expressed by one subject and one verb: ―Billy ran.‖ Adding additional descriptors to those two words does not change the main idea: ―Billy ran into the school yard.‖
A compound sentence has at least two main ideas or clauses joined together. ―Billy ran into the school yard and started crying for his mother.‖
A complex sentence has one main idea and a second idea that is subordinate but tied to it. ―Billy ran into the schoolyard when the school bus pulled away.‖
A compound-complex sentence has two main ideas and at least one subordinate or secondary clause with it. ―Billy ran into the school yard when the school bus pulled away, and began crying for his mother, who was nowhere to be seen.‖
The Paragraph
A paragraph is defined as a collection of sentences that may introduce, conclude, connect, and develop some part of an idea. Paragraphs have a beginning (a statement of the theme), a middle (clearly and logically develops the theme), and an end (concludes the discussion and sometimes provides a link to the next paragraph).
Limit each paragraph to one idea, unless you are linking related thoughts. If you are comparing the old and the new, for example, it makes sense to bring them together in one paragraph.
Ordering the middle of a paragraph is a challenge for many writers. However, ordering may be chronological, in order of importance, move from general to specific (or vice versa), move from simple to complex, from pro to con, or from question to answer.
Complicated information, or a discussion of several ideas, generally needs to be broken up into separate paragraphs to be easily understood.
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To avoid choppy paragraphs, use a variety of sentence types and sentence lengths. While the average sentence should be about 17 words, vary the length of your sentences to make your writing more interesting.
Keep paragraphs short when possible. Paragraph length, of course, depends on content. Some topics are short, some are long, and others are in between. A good rule to follow is to question the unity of paragraphs over 12 lines. An average length of 9 lines makes for good readability.
Example
In the following exercise, we are going to point out at least one simple sentence, one compound sentence, one complex sentence, and one compound-complex sentence. Then we will identify one way to organise the information in the paragraph.
A woman and a man, both carrying baskets and pushing old bicycles, were just coming into the clearing, carrying baskets full of dry pine cones. A tall young man was frying bacon on a propane stove. When a well-known naturalist walked into the campground, he could see signs of early morning activity. There were several people in the clearing. The youngest member of the group squatted on the ground and tried to start a campfire with wet kindling. Nobody ran away and yet nobody spoke to the man. A woman who appeared to be the grandmother of the group sat off to the side reading stories to a group of very small children. They all stopped what they were doing to watch the stranger approach.
Simple sentence: A tall young man was frying bacon on a propane stove. Compound sentence: The youngest member of the group squatted on the ground and
tried to start a campfire with wet kindling.
Complex sentence: When a well-known naturalist walked into the campground, he could see signs of early morning activity.
Compound-complex sentence: A woman and a man, both carrying baskets and pushing old bicycles, were just coming into the clearing, carrying baskets full of dry pine cones.
One way to organize the information in the paragraph: Chronological.
Reorganised paragraph
When a well-known naturalist walked into the campground, he could see signs of early morning activity in the clearing. A woman and a man, both carrying baskets and pushing old bicycles, were just coming into the clearing, carrying baskets full of dry pine cones. A tall young man was frying bacon on a propane stove. The youngest member of the group squatted on the ground and tried to start a campfire with wet kindling. A woman who appeared to be the grandmother of the group sat off to the side reading stories to a group of very small children. Nobody ran away and yet nobody spoke to the man. They all stopped what they were doing to watch the stranger approach.
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Chapter Ten: Readability Index
*The Readability Index is also discussed in chapter 4 of ‘Report Writing’
About the Index
Sometimes we make writing difficult for our readers. That may not be our intention, but if we use unfamiliar words, use jargon or terms they don‘t understand, and write long, complicated sentences, the reader must work harder to understand your message—and sometimes they just don‘t bother.
To figure out how ―readable‖ your writing is, apply the readability test, sometimes called the Gunning Fog Index, to a sample of your own writing.
- Count out a sample of 100 words. Count to the end of the sentence nearest to the 100-word total. Record that number. (Example: 104 words)
- Count the number of sentences in your sample. Record that number. (Example: 7 sentences)
- Divide the number of words in the sample by the number of sentences. This will give you the average sentence length. (Example: 104 divided by 7 gives an average sentence length of approximately 15 words)
- Go back through this sample and count/circle all words of three or more syllables (polysyllabic words). Do not include proper nouns, compound words made up of short, easy words (like ―bookkeeper‖) or words that made polysyllabic by an ―es‖, ―ed,‖ or ―ing‖ added to the end of the word (such as ―adapted‖). (Example: 14 words of three syllables or more)
- Divide the number of polysyllabic words by the total words in the sample, and then multiply the answer by 100 to find the percentage of words that are polysyllabic. (Example: 14 divided by 104 multiplied by 100 equals approximately 13.5% of the words are polysyllabic.)
- Add the average sentence length (15) and the number of polysyllabic or "hard words" per hundred (14) together. (Example: 14 plus 15 equals 29)
- Multiply this by the Fog Factor (0.4) to learn your Readability or Fog Index. (Example: 29 multiplied by 0.4 equals 11.6)
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What does this mean? Very approximately, it means the number of years of schooling people would need in order to read your writing. For most instances, a score between 8 and 12 is good. For some readers you will want to have a lower readability index and occasionally you may be writing for readers who will be comfortable with a higher readability index.
As a point of comparison, here is how some well-known publications stack up against the readability index.
·
The Economist
13 (difficult)
· The Wall Street Journal
11
· The New York Times
10
·
MacLean‘s
10
·
Reader‘s Digest
8
·
USA Today
7
·
People Magazine
6
·
Tabloid Newspapers
6 (easy)
Robert Gunning, who designed this popular test, has said, ―The Fog Index is a handy means for judging readability. It is not a formula for how to write.‖
When you are using Microsoft Word, you can set it to measure your readability score with a slightly different tool. Here is how you would set it up. (These steps may be slightly different depending on the version you are using.)
- On your menu bar select Tools
- Select Options
- Select the Spelling and Grammar tab
- Under the Grammar section check the box ―Show Readability Statistics‖
- Select OK
You can then go through your document and not only check spelling and grammar but at the conclusion of the document, you can get a readability score. For example, this document scores at a 9.3 level.
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Using the Index
Ichabod Crane
The Cognoman of Crane was not inapplicable to this person. He was tall but exceedingly lank with narrow shoulders, long arms and legs, hands that dangled a mile out of his sleeves, feet that might have served for shovels, and his whole frame hung most loosely together. His head was small and flat at the top, with huge ears, green glassy eyes, and a long snipe nose, so that it looked like a weather-cock placed on his spindle neck, to tell which way the wind blew. To see him striding along the profile of a hill on a windy day, with his clothes bagging and fluttering about him, one might have mistaken him for the genius of famine, descending upon the earth, or some scarecrow, eloped from a cornfield.
- Washington Irving, ―The Legend of Sleepy Hollow‖
Number of words in sample
Number of sentences in your sample
Number of words divided by number of
Sentences
Number of polysyllabic words
Number of polysyllabic words divided by total words multiplied by 100
Average Sentence Length multiplied by number of polysyllabic words
Figure above multiplied by 0.4
131 words 4 sentences
Average number of words in a sentence: 32 4% polysyllables
Fog index is 15.2
Why is it so high, since it had very few large words in it? Because the sentences were so long. Check your own writing sample to determine the readability index.
DO NOT SUBMIT
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My Writing
Number of words in sample
Number of sentences in your sample
Number of words divided by number of
Sentences
Number of polysyllabic words
Number of polysyllabic words divided by total words multiplied by 100
Average Sentence Length multiplied by number of polysyllabic words
Figure above multiplied by 0.4
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Chapter Eleven: The Fifth C
Courtesy
Courtesy is an important principle of good business writing.
- Be sincerely tactful, thoughtful, and appreciative.
- Don‘t use words that could irritate, hurt, or belittle.
- Apologize with a good nature, when required.
- Answer your own mail promptly.
- Use an appropriate writing style that fits the topic you are writing about and your audience.
When writing letters, you should also make sure you:
- Use the appropriate company name
- Address the letter correctly
- Spell the person‘s name correctly
- Use the proper form of address; if unsure, use Mr. or Mrs. If unsure of gender, simply use the person‘s name.
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What’s My Style?
Look at the sample letters included below. Read the letters and rank them in order of preference, based on what you feel their appropriate style should be. Then, consider how you felt and why you ranked particular letters that way. DO NOT SUBMIT.
Sample One
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Rating: ___________
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Sample Two
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Rating: ___________
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Sample Three
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Rating: ___________
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Chapter Twelve: Practical Language
Use language and punctuation in a practical manner. Rules were meant to be broken or stretched occasionally. If necessary, you may:
- Begin sentences with ―and‖ or ―but‖
- End sentences with prepositions
- Use the same terms consistently (the reader may be confused if you change words)
You can also use fewer punctuation marks, as long as the writing remains clear.
You should try not to start sentences with ―it‖ and you should spell out acronyms the first time you use them.
Word Usage
Fewer refers to number but less modifies a singular noun. ―There were fewer volunteers and they were less eager to work.‖
Anxious means worried. Eager means desirous. ―I am anxious about the interview tomorrow but I am eager to begin earning some money.‖
Almost means nearly. Most is the superlative form of much. ―I have almost finished lunch. This was the most delicious salad I‘ve eaten in days.‖
Numerous refers to a large but unknown number. Many is a large, indefinite number.
―There are numerous sales positions advertised but many of them are for jobs in manufacturing.‖
Who and whoever are always subjects of a clause. Whom and whomever are always objects of verbs or prepositions.
- ―The man who wanted to buy the miracle window cleaner stood in line for an hour.‖
- ―The firefighters rescued the children whom the police had been unable to reach.‖
That and Which
―That‖ is used almost exclusively with restrictive clauses; those that limit or narrows the definition of an item. The clause cannot be moved or changed without affecting the meaning of the sentence. For example, ―The clothes that Jamie wore to the party reeked of cigarette smoke.‖ The only clothes being talked about here are those Jamie wore to the party.
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―Which,‖ on the other hand, is used in a non-restrictive clause, neither limiting nor narrowing meaning but rather telling more about an item. ―The Statue of Liberty, which is in New York, welcomed many, many immigrants at the turn of the century.‖
Some reasons to be grateful if you grew up speaking English:
- The bandage was wound around the wound.
- The farm was used to produce produce.
- The dump was so full that it had to refuse more refuse.
- We must polish the Polish furniture.
- He could lead if he would get the lead out.
- The soldier decided to desert his dessert in the desert.
- Since there is no time like the present, he thought it was time to present the present.
- At the Army base, a bass was painted on the head of a bass drum.
- When shot at, the dove dove into the bushes.
- I did not object to the object, nor could I be objective about the objective.
- The insurance was invalid for the invalid.
- There was a row among the oarsmen about how to row.
- They were too close to the door to close it.
- The buck does funny things when the does are present.
- A seamstress and a sewer fell down into a sewer line.
- To help with planting, the farmer taught his sow to sow.
- The wind was too strong to wind the sail.
- After a number of Novocain injections, my jaw got number.
- Upon seeing the tear in the painting I shed a tear.
- I had to subject the subject to a series of tests.
- How can I intimate this to my most intimate friend?
- I spent last evening evening out a pile of dirt.
- If you have a rough cough, climbing can be tough when going through the bough on a tree!
- There is no egg in eggplant.
Let's face it - English is a crazy language!
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Chapter Thirteen: Inclusive Language
Don‘t make all nurses and secretaries ―she‖ nor all doctors and senior executives ―he.‖
An easy way to eliminate gender bias is to recast the sentence in the plural. Rather than ―Each employee should shut off his computer before leaving,‖ write, ―Employees should shut off their computers before leaving.‖
Another possibility is to delete the personal pronoun. Rather than ―If an employee is late, notify his immediate supervisor,‖ becomes, ―If an employee is late, notify the immediate supervisor.‖
Some inclusive alternatives for these words are:
Original Word
Alternative
Mankind
Humankind, people
Man on the street
People on the street
Manpower
People power
Chairman
Chair
Spokesman
Spokesperson
Policeman
Police officer
Stewardess
Attendant
Salesman
Sales executive
Fisherman
Fisher
Fireman
Fire official
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Chapter Fourteen: Sentence Construction
The two basic rules for constructing sentences are use construction that makes meaning clear and keep construction parallel. Parallel construction means that parts of a sentence that are parallel or balanced in meaning should be parallel or balanced in structure.
For example, if you write, ―She likes swimming, running and to play the piano,‖ to play the piano is a different construction from swimming and running. Write ―She likes swimming, running, and playing the piano,‖ to make the activities parallel in structure.
When Shakespeare has Hamlet say ―To die, to sleep, perchance to dream,‖ he is using parallel structure. Parallelism refers to a series of like grammatical structures—words, phrases, clauses—expressed in repeated grammatical construction.
Change the following sentences to the correct parallel structure.
Do this exercise on your own. Then refer to the Guidelines and Solutions at the end of the module for suggested answers. DO NOT SUBMIT
Original Sentence
Rewritten
Running, walking, and a swim are all good
forms of exercise.
To get to the store, you walked down to the
corner, take the path through the park and cut
across the square.
To run for office, you may have to join a party,
have to sell your independent views, and raffle
tickets.
Roseanne Barr battled her network, will fight
with her husband publicly, and sings the
national anthem with an equal absence of
class.
Three reasons why manufacturing companies
are losing money is that their plants are
inefficient, high labour costs, and increasing
foreign competition.
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Chapter Fifteen: Punctuation
The Comma
Commas are our most common punctuation mark inside a sentence. However, the trend today is to use it only when absolutely necessary, when omitting the comma would cause confusion.
Use a comma after a long introductory phrase or clause: "After working all day at the office, I went home for dinner." If the introductory material is short, forget the comma: "After work I went home for dinner."
Use a comma if the sentence would be confusing without it, like this: ―The day before, I borrowed my boss's calculator."
Use a comma to separate elements in a series, including numbers in a list: "I enjoy drinking orange juice, tea, milk, and coffee." You also use it with numbers: ―5, 7, and 9.‖ (There is a movement afoot to omit the comma before ―and.‖)
Use a comma to separate independent clauses that are joined by and, but, or, nor, for, or yet. "We shopped for three hours, but we didn't make a single purchase."
Use a comma(s) to set off nonessential elements in a sentence. Compare these two sentences:
In this sentence: ―At the podium stood a man wearing a green suit,‖ the phrase ―wearing a green suit‖ is essential to identify which man.
However, in this sentence: ―At the podium stood Frank, wearing a green suit,‖ the phrase ―wearing a green suit,‖ adds nonessential information about Frank.
Use a comma to:
- Separate a city or town from a state, as in Sarasota, Florida and Santa Ana, California.
- Set off the name in a direct address. ―Jane, can I see you in my office please.‖
- After dates, when day, month and year are used. ―He was born August 12th, 1975.
- Before degrees that come after a name, as in Joan Walker, PhD.
- Set off an informal quotation, as in: Robert remarked, ―My investment counselor is very good.‖
- After linking adverbs such as however, therefore, etc. ―The hike was several miles long; however, the path was a good one.‖
- Separate thousands in numbers for clarification, as in 18,239.
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When shouldn‘t we use commas?
- Do not use commas between two independent sentences.
- Do not use commas after titles like Jr. or Sr.
- Do not use a comma after a month when only the month and the year are used.
Note: If you use words like ―however‖, ―moreover‖, ―therefore‖, ―consequently‖, ―nevertheless‖, or ―then‖ between two independent clauses (i.e., sentences by themselves), you must use one of the following:
- A period
- A semicolon
- A comma plus a conjunction between the two clauses
NOT, "It looked difficult, therefore, we did not try."
BUT, "It looked difficult. Therefore, we did not try."
OR, "It looked difficult; therefore, we did not try."
OR, "It looked difficult, and therefore we did not try."
The Semi Colon
This is considered a more defined pause that the pause required by a comma. Use a semi colon to separate major sentence elements of equal grammatical rank.
Use a semi-colon to separate sentences joined by logical conjunctions such as however, therefore, thus and nevertheless.
Example: ―I learned all the rules and regulations; however, I never really learned to control the ball.‖
It can also be used to separate two closely related sentences not joined by a conjunction. The semi colon in this instance is useful for showing contrast or balance.
Example: ―Injustice is relatively easy to bear; what stings is injustice.‖
It should also be used to separate a series that is complicated or whose items containing internal punctuation (such as commas).
Example: ―Please direct your comments to one of these individuals: Pat Warner, chair of the committee; Ross Ingram, public affairs; or Calvin Jenkins, promotions.‖
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The Colon
This punctuation mark is used primarily to call attention to the words that follow it.
Use a colon after the formal salutation in a business letter. (Dear Dr. Pomeroy:)
Use a colon before a list.
Example: Bring this equipment with you: a knapsack, thick socks, gloves, etc.
Use a colon to separate hours and minute, as in 2:25.
The Apostrophe
Use an apostrophe when the meaning of ―it‘s‖ is ―it is.‖
(Using it‘s when the word does not mean ―it is‖ is one of the commonest mistakes in the
English language.)
Use an apostrophe to show singular poschapter (The doctor‘s office was always busy) and plural poschapter (The doctors‘ offices were always busy).
Note: The use of an apostrophe can be determined by inserting an ―of phrase,‖ as in ―The offices of the doctors were busy.‖
Use an apostrophe to show poschapter of two objects by two people. ―Hilda‘s and Janet‘s cars were crushed by the falling tree.‖
Use only one apostrophe when a poschapter is shared by two people. ―Robert and Susan‘s house sold in five hours.‖
Use an apostrophe to show poschapter in words that are already plural. ―The women‘s changing room at the Y was being renovated.‖ Or, ―The men‘s changing room had been renovated last year.‖
Use an apostrophe to show contractions. ―They‘re on vacation and can‘t get back in time for the meeting.‖
Use an apostrophe to show plural of lower case letters. ―I made sure I‘d dotted all my i‘s and crossed all my t‘s before I signed the contract.‖
Use an apostrophe to show poschapter in a single compound noun. ―We are living in my mother-in-law‘s house until ours is finished.‖ Use an apostrophe to form the possessive case of indefinite pronouns. ―This election could be anyone‘s win.‖ Use an apostrophe in expressions of time or value: two weeks‘ notice, two dollars‘ worth of nuts.
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Chapter Sixteen: Writing Business Letters
Steps to Writing Business Letters
There are times when a telephone call cannot replace a letter. Perhaps you want a permanent, written record of a transaction, a commitment, a complaint, or a congratulatory note. Perhaps you know it will be difficult to catch busy people in the office and with time to talk on the phone. They are faced with hundreds of e-mails a day and may pass them by. However, you know they read their mail.
Business letters represent a direct communication between one person and another. You have an opportunity to make a good impression for you and your company, to take the reader's needs into account, and to be courteous, positive and professional.
The following steps will help you to write more effective business letters.
Assess the Situation and Your Objective(s)
Why are you writing? Assess your reader and your relationship with your reader. Then assess how you want to appear to the reader and what you want to happen. Time spent on preparation is time saved later, and goes a long way towards ensuring a more effective letter.
Decide the purpose of the letter. What do you want to achieve? Have action taken about a complaint? Have an instruction carried out by a deadline?
Decide who to write to if it is not obvious, e.g., if you are initiating a complaint.
Obtain all the information/facts you need before starting to write.
Decide What to Say
Only when it's clear in your mind can it be clear in the reader's mind. The reader might be tired, busy, or distracted. Try dealing with one point at a time and in a logical order. Give the letter a structure. The beginning sets the scene for the reader (reference to a previous letter, explanation of the purpose of the letter); the body of the letter sets out the key points; and the end of the letter indicates the next step that should be taken, by whom, and by when.
Put Your Thoughts in Sequence
Divide your thoughts into groups, with a clear paragraph for each thought. Individual paragraphs for each thought tell the reader when the writer has finished one thought before going on to the next. Long paragraphs are both hard to read and hard to digest. If
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you need to use a longer paragraph, consider using numbered sub-paragraphs to aid clarity.
Identify Your Subject
Address the letter correctly. Whenever possible, use the person's name in both the address and the salutation. That's one way of making your letter more personal.
End By Pointing the Way Ahead
Make it easy for the reader to comply with your request with a statement that's aimed at telling the reader what comes next.
Ensure the complimentary close matches the salutation. For example, ―Dear Dr. Holt:‖ is formal so you will want the end of the letter to end equally formally, as in, ―Yours truly,‖ and your full name. However, if you began your letter with, ―Dear Ted,‖ you may close your letter with a more informal, ―Sincerely,‖ and your name.
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Parts of a Business Letter
Here is a sample business letter. Each number is identified on the next page.
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- Letterhead: Most businesses use 8 ½ x11 inch paper printed with their own letterhead. The letterhead usually includes the company logo, name, address, phone number, facsimile number, and Web site (if applicable).
- Dateline: Two lines below the letterhead. Alignment depends on the style used.
- Addressee and Delivery notations: Delivery notations such as FAX TRANSMISSION, OVERNIGHT DELIVERY, CONFIDENTIAL, etc. are typed in all capital letters two line spaces above the inside address.
- Inside Address: Type the inside address (the address of the person receiving the letter) single-spaced, starting at the left margin, two lines below the dateline (or five lines if there is an addressee or delivery notation). It is there to help writers accurately file a copy of the message. Be sure to include a courtesy title such as Mr., Ms., and avoid abbreviated company names unless they appear in the printed letterhead of the document being answered.
- Attention line: If you know the person‘s complete name it is always better to use it as the first line of the inside address and avoid the attention line. If you do use an attention line, it may be typed in all caps or with upper and lowercase letters, one line below the inside address.
- Subject and Reference lines: Although experts suggest placing the subject line two spaces below the salutation; many businesses actually place it above the salutation. Use whatever style your organisation prefers. Reference lines often show policy or file numbers. They generally appear two lines above the salutation.
- Salutation: For most letters place the salutation two lines below the last line of the inside address, or the subject line if it is used. Even if you are on a first name basis with the individual, add a colon (not a comma or a semi-colon) after the salutation.
(Do not use a person‘s full name unless you are unsure of their gender, as in ―Dear Leslie Lenahan:‖)
Note: Letters addressed to organisations pose certain problems. Formerly, ―Gentlemen‖ was used generically for all organisations. That no longer works today. As of yet, no universally acceptable salutation has emerged, so you will probably be safest with
―Ladies and Gentlemen.‖
- Body: Most business letters and memos are single spaced, with double line spacing between paragraphs. Very short messages may be double spaced with indented paragraphs.
- Complimentary close: Typed two lines below the last line of the letter, the complimentary close may be formal (Very truly yours) or informal (Sincerely or Respectfully).
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- Signature Block: Two lines below the complimentary close. The combination of name, title, and organisation information should be arranged to achieve a balanced look. Use commas to separate categories within the same line but not to conclude a line. Women may choose to use a courtesy title. Men do not. Some organisations include their names in the signature block. In such cases, the organisation name appears in all caps, two lines below the complimentary close.
- Identification Section:
- The writer‘s name and title, or their initials, may appear three lines below the signature block, left-aligned.
- Reference initials: If used, the name of the typist and the writer are typed two line spaces below the writer‘s name and title. Generally the writer‘s initials are capitalised and the typist‘s are lowercased, but this format varies.
- When an attachment or enclosure accompanies a document, a notation to that effect appears two lines below the reference initials. This notation reminds the typist to insert the enclosure in the envelope and reminds the recipient to look for it. The notation may be spelled out or abbreviated (Enclosure, Attachment, Enc., Att.) It may also indicate the number of attachments or enclosures, or it may identify a specific enclosure.
- Copy Notation: If you make copies of correspondence for other individuals you may use cc or c to indicate a copy. A colon following the initial(s) is optional.
- Second Page Heading: When a letter extends beyond one page, use plain paper of the same quality and colour as the first page. Identify the second and succeeding pages with a heading consisting of the name of the addressee, the page number and the date. Separate this heading from the continuing text by two blank lines. If you have only one line of text or the complimentary close to put on the page, rearrange your information to avoid that second page. (Not included in the image)
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Types of Letters
Persuasion
- Rely heavily on the "you" attitude. It is crucial in the "please do something" letter to show the reader what's in it for him/her.
- While you may want to use the delayed opening to strengthen your position, don't take too long getting to the point.
- Give supporting reasons to justify your request.
- Avoid dwelling on explanations that tell the reader how his or her cooperation will solve your problem.
- Make certain you include all the details, explaining what you want the reader to do or how she should proceed.
- Since you are asking the reader to do something, make it convenient for him/her to comply.
- Be reassuring and cooperative. Avoid expressions of doubt like "If all goes well."
- In your eagerness to persuade, be careful not to make wild promises or unsubstantiated claims.
- Never beg or grovel.
- End by giving the reader a picture of himself or herself doing as you ask and benefiting from it. Use words that assume he or she will comply (without, of course, sounding presumptuous).
“No” Letters
- Read your correspondent's letter carefully to discover what you can do to get him or her to understand your point of view.
- Adapt your letter in tone and content to the reader's level of understanding. Avoid the extremes of talking down to the reader or "snowing" him with technical language.
- Delay your refusal. Open with an empathetic, soothing tone.
- Try to agree with the reader about something in the opening. At least begin on common, neutral ground. Don't, however, mislead the reader into thinking you'll change your mind.
- Generally a memo to correct an employee‘s behaviour is more effective if sentences begin with a word other than ―you.‖ ―You‖ is a word that can be easily overused.
- Give a sensible, reasonable explanation for the refusal. Don't blame it on "company policy."
- Whenever possible, avoid leading into the refusal with negative terms like "unfortunately."
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- State the refusal as positively as possible. Tell what you can do rather than what you can't.
- Don't dwell on the bad news. Be clear, direct, and brief.
- Give helpful suggestions when you can: Is there any way the reader can remedy the situation himself? Can you think of alternative courses he or she might explore?
- Never accuse. Avoid expressions like "you state" and "your mistake."
- Try to give the reader an alternative or offer any assistance you are prepared to give.
- Don‘t be sarcastic. Don't try to score points.
- Be well reasoned and courteous.
- Don't rub the reader's nose in his or her own mistakes or shortcomings. If the reader mishandled a product or situation, say briefly what he or she should have done.
- End on a positive note whenever possible. Often you can express good wishes for future success.
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Dissecting Letters
Look at the samples on the next few pages. Identify the different parts of the letter and what type of letter it is (to inform, persuade, say no, or recommend).
Own answers. DO NOT SUBMIT.
Sample One
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Persuasive Peter Glassware Galore 21 Shady Lane ABC Town 12345
August 3 2013
Unique University 1 Learning Lane ABC Town
1234
Dear Mr Jones
I am disappointed that your committee decided not to co-sponsor a test advertisement in your alumni journal for our line of exclusive glassware. Our research shows that glassware with college logos is displayed prominently in alumni homes and offices. And, of course, glassware promotions can add substantial profits to your alumni fund.
Perhaps some of the statistics were omitted during your deliberations. School of Fine At, for example, generated over R 180 000 in glassware profits this year…and they have a much smaller alumni association than you do. Graphic design Institute kicked off a library fund drive with the nearly R 90 000 in profits generated.
I am going to put together an additional report, hopeful that you will resubmit it to the committee. Everything points to a successful collaborations ad considerably more money than any of your current programs are delivering.
I appreciate your support. You have much to gain by reconsidering this concept.
Sincerely,
Peter Persuasive
President
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Sample Two
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Sample Three
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Sample Four
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Chapter Seventeen: Reports
Reports make up a big part of on the job communication. All reports fall into two broad categories:
- Formal reports: Formal reports may take many hundreds of pages and cost thousands of dollars.
- Informal reports: Informal reports may run from a few paragraphs to a few pages. They may not be as time consuming or as costly as the formal report, but they do require careful planning.
If the report is very long, you may wish to include a Table of Contents, to help readers find specific parts of the report, and a summary that allows them to understand the gist of the report without reading it all.
Starting with an outline will not only keep you on track, it can form the basis for the Table of Contents when the report is completed.
Organising your report comes down to four basic organisational tactics:
- Finding the grand design
- Clustering
- Sequencing
- Connecting
The grand design is the shape of the report as a whole. Your brain needs this sense of large structure. It needs to perceive the big chunks in order to understand. It helps you decide what the purpose of the report is, what information you need, and who your audience is going to be.
Clustering is putting all the bits that belong together in groups. You start putting bits of information in groups almost as soon as you start writing. You can't think without categorizing, and then sub-categorizing, and then sub-subcategorizing.
Sequencing is putting one cluster after another, so that your read can read about them in order. There aren't always any absolute answers in sequencing, but if you keep your reader in mind, you can't go far wrong. The most popular tool for sequencing is the outline.
Finally comes connecting, where you connect all the clusters together to make a cohesive report.
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Reports have three or sometimes four main parts:
- Introduction
- Body of the report
- Recommendations
- The conclusion
Organisation
The order in which you have decided they should be arranged depends on what you are trying to do.
Chronological sequence
This is information that is arranged chronologically. This plan is effective for presenting historical data or for describing a procedure. A report explaining how to obtain federal funding for a project might be arranged chronologically. Often topics are arranged in a present to past or past to present sequence.
Geographical or spatial arrangement
Information arranged geographically or spatially is organised by physical location. For instance, a report analysing a province‘s employment statistics might be divided into sections representing different geographical regions such as Northern, Central, Eastern, etc.
Topical or functional arrangement
Some subjects lend themselves to presenting information by topic or function. A report analysing changes in the management hierarchy of a government department might be arranged in this manner. First the report would consider the duties of the deputy minister, followed by the functions of the other senior managers.
In organising a formal report, you may find that you combine some of these strategies. However it‘s done, you must break your topic into major divisions—usually three to six. You can then break these into smaller subdivisions. Now comes the tough part: connecting them and making them all part of an organised whole. The same rules of good communication apply. Be clear, concise, complete, and correct. But don't try to accomplish all this in the first draft. The first draft is for getting it down. The polishing comes as you rewrite. Keep the little language cop locked up in the closet until it's time for him to come out.
References that can help:
- A good dictionary
- A good thesaurus
- A good book of quotations
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Questions and Answers
Complete the table on your own. Then refer to the Guidelines and Solutions at the end of the module for suggested answers. DO NOT SUBMIT.
- In which of these situations would you use a comma?
- After a clause
Elements in a series
After an adverb
All of the above
- What are two tips for writing concisely?
- What are the five W‘s?
- In a sentence, what should the pronoun agree with?
- How many ideas should a paragraph have?
- What does parallel construction mean?
- You‘ve calculated that your document has a fog index of 8.5. What does this mean?
- What is the first step to writing a business letter?
- What parts does a complex sentence have?
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Activity
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Find a Promotions Hand-out at the back of this guide. Cut out the pieces of the Promotions hand-out and arrange them in the proper order.
Check your completed work with the correct edition at the end of the Guidelines and Solutions at the back of the guide.
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Chapter Eighteen: Spelling & Proofreading
Spelling
People are either good spellers or they aren't. Most of us have a few words that we regularly forget how to spell. However, that doesn't mean we can't produce letters, memos and reports that are word perfect.
Here are some tips for making your documents perfect:
- Use a dictionary. It doesn‘t matter which form you use, but it is important that you be consistent.
- Use spell check on your computer, but don‘t rely on it totally.
- Use a telephone book to check spelling of names and addresses. However, there are sometimes errors in telephone directories too.
- Proofread your work, and when possible have someone else proofread your work.
- Learn some little tricks to help you remember words that you use frequently but still spell incorrectly, like "i before e, except after c."
Make up a list of your most common spelling errors and learn how to spell those words correctly. Keep that list posted so you can refer to it when you need to.
Proofreading
Proofreading carelessly can spoil a writer's best efforts. Proofreading is classic evidence that writing looks different to the writer and to the reader.
To the writer, typographical or spelling errors don't mean all that much. So your finger slipped, or you always put two t's in "commitment." For the reader, an unfixed typo can transform the writer from a smart guy into a careless writer in the twinkling of an eye.
It is impossible to read about "fist class work" or "shot meetings" without breaking up. It may be unfair that proofreading matters so much, but it does.
If you can put yourself in the reader's position, you'll proofread obsessively, gripped by the fear that a mistake will turn you into a laughing stock!
Proofreading errors are different from punctuation or spelling or usage problems, and you fix them differently.
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Punctuation, spelling, and usage are knowledge problems, and you fix them by learning.
Proofreading problems are usually a matter of seeing, and you fix them by learning to look. The better you read, the worse you'll proofread, unless you consciously are aware of what you are doing. Good readers, fast readers, guess what the words are, and they just check in now and again to see if they are right. The more they can guess, the less they have to look and the faster and better they read.
To be a good proofreader, you have to go back to being a child again, looking at every word as it comes along. Here are some principles to guide you.
- Ignore content. As soon as you start paying attention to what the text is saying, you'll start assuming and stop looking.
- Assume there's at least one typo.
- Forget what you meant. Read the memo/letter as though you never saw it before.
- Read backwards. This destroys comprehension, and your eyes can't trick you as easily.
- Don't try to do something else when you proofread. Stop tinkering with the thing and look for errors.
- Take your time. When you hurry you guess and skim, and that usually doesn't work.
- Proofread a second time, paying attention to content. This is where you find those things spell check and reading backwards did not catch, such as "The little cap pulls off it you put enough effort into it."
- Read it aloud. It is more difficult, but still not impossible, for your eyes to skip over errors when you read aloud.
- Try to have someone else proofread your work, particularly if the document is important or going public.
- Make proofreading a game. Score points for yourself when you find an error!
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Chapter Nineteen: Writing Memos
So far, we have talked about writing reports and business letters. Another item that you may have to write for your business is a memo. A memo, short for memorandum, is the traditional way of relaying information through an office in a written form.
Let‘s take a look at a sample memo:
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The memo above was created using a basic template from Microsoft Word. Here‘s a look at the three parts:
- Title identifying the document as a memo
Standard fields, including to, from, date, and subject
Body of the memo
When writing memos, the same rules that we have been discussing apply. As well, memos should be kept short (typically no longer than a page) and should not discuss extremely sensitive information or information that is likely to change. (This type of information is better dealt with in person.) A memo should also be kept to one topic.
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Chapter Twenty: E-Mail Etiquette
Virtually everyone today uses e-mail to communicate at work and at home. It‘s fast, easy, and can save you a tremendous amount of time.
Some do‘s and don‘ts include:
- Don‘t send an e-mail message if a telephone call would be just as good.
- Don‘t send copies of e-mails to people who don‘t need to receive them.
- Do cover only one topic in your e-mail.
- Do compose your message and then create your message using word processing software if the message is a critical one. Word processing has much more efficient text editing.
- Do provide a descriptive subject line.
- Keep lines, paragraphs, and messages short.
- Don‘t automatically include the sender‘s message.
- Don‘t automatically CC your messages to a large distribution list.
- Do care about correctness. You are still judged by your writing.
- Do remember that e-mail is far from private, so if the issue is sensitive, perhaps e-mail isn‘t the best medium to use.
- Don‘t use acronyms or shorthand; they‘re too informal for business writing. How would you feel if you got a message that looked like, ―BBIAB; I was ROTFL at your msg!‖
Although e-mail can be great, it can also be a huge time consumer. Here are some tips for managing your e-mail:
- Set e-mail program to receive mail every 30 minutes or an hour, rather than every five minutes.
- Set aside an hour each day to review correspondence (mail, memos, and e-mail).
- Use folders and other organisational tools to keep e-mail inbox clean.
- Ensure that co-workers understand you do not want jokes and other junk mail forwarded to your work address.
- Have a free address for personal use outside office time.
Other ideas:
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A Personal Action Plan
- I know where I‘m starting from. I know I am already good at these things, and I can do them more often.
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- I can learn this, I am learning this, I am doing what I can at this stage as well. I have already learned:
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- I will start with small steps, especially in areas that are difficult for me. My short term goals for improvement are:
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- I promise to congratulate and reward myself every time I do something, no matter how small, to maintain and improve my skills. My rewards will be:
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- I‘m setting myself up for success by choosing long-range goals to work for gradually. My long-term goals for success are as follows:
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Guidelines and Solutions
Business Writing
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Chapter 3 – The first C
Sentence One
Regardless of their seniority or union affiliation, all employees who hope to be promoted are expected to continue their education either by enrolling in the special courses to be offered by the department, which are scheduled to be given after working hours beginning next Wednesday, or by taking approved correspondence courses selected from a list which may be seen in the Human Resources office.
Answer
All employees who want to be promoted are expected to continue their education. Enroll in one of the courses given after working hours or sign up for a correspondence course.
Sentence Two
This policy does not appear to be well understood by departmental management in the region even though this group has a prime responsibility for implementing the policy.
Answer
This policy is not understood by department managers even though they must implement it.
Chapter 4 – The second C
Original
Rewritten
In the event that payment is not made by
Your license will be suspended if we don‘t
January, your license will be suspended.
receive your payment by January.
The invoice was in the amount of
The invoice was R50,000.
R50,000.
He ordered desks which are of the
He ordered executive-type desks.
executive type.
There are four rules which should be
Observe four rules.
observed.
The department budget can be observed to
The department budget gets smaller each year.
be decreasing each new year.
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Chapter 7
Original
Rewritten
Everyone was there, and I was glad to see
Everyone was there and I was glad to see
him.
them.
Effective presentation of the competitive
Effective presentation of the competitive
advantages of these products require
advantage of these products requires
increased television and advertising.
increased television and advertising.
If any one of the garages are picketed, that
If any one of the garages is picketed, that
section of the city will be without public
section of the city will be without public
transportation.
transportation.
Some of these problems looks challenging.
Some of these problems look challenging.
Neither the doctor nor the nurses knows
Neither the doctor nor the nurses know the
the whereabouts of the patient.
whereabouts of the patient.
Original
Rewritten
Everyone was there, and I was glad to see
Everyone was there and I was glad to see
him.
them.
Effective presentation of the competitive
Effective presentation of the competitive
advantages of these products require
advantage of these products requires
increased television and advertising.
increased television and advertising.
If any one of the garages are picketed, that
If any one of the garages is picketed, that
section of the city will be without public
section of the city will be without public
transportation.
transportation.
Some of these problems looks challenging.
Some of these problems look challenging.
Neither the doctor nor the nurses knows
Neither the doctor nor the nurses know the
the whereabouts of the patient.
whereabouts of the patient.
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Chapter 8
Rewritten
Original
The only other zoo animals that tried the
Lund fed the raccoons biscuits from his
crackers were the raccoons. Hanging
hand while they hung upside down from
upside down from their cage, Lund fed
their cage.
them biscuits from his hand.
I have discussed with my colleagues the
I have discussed the question of stocking
possibility of stocking the proposed
the proposed poultry plant with my
poultry plant.
colleagues.
He has one of the lowest mortality rates
He has one of the lowest mortality rates of
anywhere of any heart surgeon.
any heart surgeon anywhere.
Dr. Coleridge has nearly performed
Dr. Coleridge has performed nearly
ninety-one heart transplants.
ninety-one heart transplants.
Chapter 14
Original Word
Alternative
Mankind
Humankind, people
Man on the street
People on the street
Manpower
People power
Chairman
Chair
Spokesman
Spokesperson
Policeman
Police officer
Stewardess
Attendant
Salesman
Sales executive
Fisherman
Fisher
Fireman
Fire official
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Chapter 17
In which of these situations would you use
All of the above
a comma?
After a clause
Elements in a series
After an adverb
All of the above
What are two tips for writing concisely?
Eliminate unnecessary words.
Stay away from vague words
Include only relevant facts.
Organize your thought
Use concrete words
What are the five W‘s?
Who, What, Where, When, Why
In a sentence, what should the pronoun
The antecedent (the word the pronoun
agree with?
refers to).
How many ideas should a paragraph have?
One
What does parallel construction mean?
A series of like grammatical structures—
words, phrases, clauses—expressed in
repeated grammatical construction.
You‘ve calculated that your document has
It should be easily readable by anyone
a fog index of 8.5. What does this mean?
with a grade eight education.
What is the first step to writing a business
Assess the situation and your objective(s)
letter?
What parts does a complex sentence have?
At least two main ideas or clauses joined
together.
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Promotions HAND-OUT
Cut out each piece and then put it together in the correct order.
― the newly promoted person is often expected to meet the position‘s demands from day one‖
Promotions are considered a desirable prize, especially now that organizations are cutting the number of steps in the corporate hierarchy. Although promotions can come with obvious, positive side-effects, there are also hidden hazards along the way. Re-employment specialist John Stoten notes his firm is frequently asked to work with individuals who had been promoted not long before termination.
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―These are often the last people one would expect to be released, given their tendency to perform at above level averages‖ says Stoten, director of Murray Axmith Western Ltd., in Edmonton. ―Unfortunately, experience tells us that the promotion itself is often the event which signals the beginning of their difficulties in the company.‖ Stoten says that employees accept their promotions for a number of reasons.
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A promotion is often seen as a reward for good performance – a compliment that has been earned. For many, a promotion is a milestone of career success. Along with the higher salary and prestige that will come with a promotion, Stoten says there may also be a strong social pressure to accept the promotion. This can come both from a superior, who expects acceptance of the promotion, and from colleagues who may see the move as creating new openings for themselves as well. But Stoten says employees sometimes accept a promotion ion the basis of false assumptions.
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According to Stoten, some of the more common myths are:
- A promotion is a reward for good work. ―This may or may not be so, but a promotion is always intended to benefit the organization,‖ writes Stoten. ―It is a company solution to dealing with a man-power need at a more senior level and may not be to the advantage of the worker.‖
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- There is little risk as the job is in the same organization, with the same players. ―This is a very dangerous assumption,‖ writes Stoten. ―If a promotion involves reporting to a new supervisor or to a new department or location, the move can represent a totally new job. In addition, both the nature and level of the responsibilities may be radically different.‖
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- Even though I may not have all the skills required for this position, the company will help me acquire them. Contrary to what a newly promoted manager may believe, ―It‘s quite common for an individual to be expected to grow into the job unaided with a ‗learn by doing‘ philosophy,‖ says Stoten. ―In fact, the person is often expected to meet the position‘s demands from day one. At best, the learning curve is expected to be steep and short and the output high.‖
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- The company will look after me. If this position doesn‘t work out, they will find something for me. Stoten says this may have been true once.
―Today, however, companies cannot guarantee job security and focus strongly upon individual performance of their senior staff. An individual is very much on his/her own. In these lean times, companies have little flexibility to accommodate an employee‘s request for a modified position or to be transferred to a more comfortable job.‖
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A promotion is often seen as a reward for good performance – a compliment that has been earned.
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For many, a promotion is a milestone of career success.
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Along with the higher salary and prestige that will come with a promotion, Stoten says there may also be a strong social pressure to accept the promotion.
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This can come both from a superior, who expects acceptance of the promotion, and from colleagues who may see the move as creating new openings for themselves as well.
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But Stoten says employees sometimes accept a promotion on the basis of false assumptions.
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END OF HAND-OUT
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Correct edition:
Promotions Are No Picnic
―The newly promoted person is often expected to meet the position‘s demands from day one.‖
Promotions are considered a desirable prize, especially now that organizations are cutting the number of steps in the corporate hierarchy. Although promotions can come with obvious, positive side-effects, there are also hidden hazards along the way. Re-employment specialist John Stoten notes his firm is frequently asked to work with individuals who had been promoted not long before termination.
―These are often the last people one would expect to be released, given their tendency to perform at above level averages‖ says Stoten, director of Murray Axmith Western Ltd., in Edmonton. ―Unfortunately, experience tells us that the promotion itself is often the event which signals the beginning of their difficulties in the company.‖ Stoten says that employees accept their promotions for a number of reasons.
A promotion is often seen as a reward for good performance – a compliment that has been earned. For many, a promotion is a milestone of career success. Along with the higher salary and prestige that will come with a promotion, Stoten says there may also be a strong social pressure to accept the promotion. This can come both from a superior, who expects acceptance of the promotion, and from colleagues who may see the move as creating new openings for themselves as well. But Stoten says employees sometimes accept a promotion ion the basis of false assumptions.
END
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Recommended Reading List
Aaron, Jane E. The Little, Brown Essential Handbook for Writers. Longman Books, 2002.
Bates, Jefferson D. Writing with Precision. Penguin, 2000.
Birkets, Sven, and Donald Hall. Writing Well (Longman Classics Edition). Longman Classics, 2006.
Guffey, Mary Ellen. Essentials of Business Communication . South-Western College Pub, 2006.
Holberg, Andrea, Sonia Garza, Kathleen D. Kelly, and Kathleen A. Moses. Forms of Address: A Guide for Business and Social Use. Rice University Press, 2006.
Kessler, Lauren. When Words Collide: A Media Writer's Guide to Grammar and Style.
Wadsworth Publishing Company, 2003.
King, Stephen. On Writing. Pocket, 2002.
Kipfer, Barbara Ann. Roget's International Thesaurus, 6th Edition. Collins, 2002. Merriam-Webster. Merriam-Webster's Collegiate Dictionary, 11th Edition. Merriam-Webster, 2003.
Smith, Lisa A. Business E-Mail: How to Make It Professional and Effective. Writing & Editing at Work, 2002.
Strunk, William, and E.B. White. The Elements of Style, Fourth Edition. Longman, 1999. Truss, Lynne. Eats, Shoots & Leaves. Gotham Books, 2006.
Zinnser, William. On Writing Well. Collins, 2006.
Communication.rtf
Communication
STUDY GUIDE Communication
Table of Contents
Chapter One: Course Overview 1
Chapter Two: Effective communication 3
Chapter Three: How to present results to small groups 5
Chapter Four: Self-Disclosure 2
What is Self-Disclosure? 9
I Admire…......................................................................................................................................................
Chapter Five: The Art of Conversation 13
The Four Levels 13
Level One: Small Talk 14
Level Two: Fact Disclosure 14
Level Three: Viewpoints and Opinions 14
Level Four: Personal Feelings 15
Chapter Six: Practicing Dialogue 16
Chapter Seven: Redesigning Yourself for Strength 17
Chapter Eight: Professionalism 19
Chapter Nine: Maximising Meetings 21
Four Areas of Opportunity 21
Fifteen Ways to Master a Meeting 22
Chapter Ten: Controlling Nervousness 24
Chapter Eleven: Tell Me a Story 25
A Personal Action Plan 26
Recommended Reading List 27
Guidelines and Solutions 28
1
Chapter One: Course Overview
Course Overview
Do you get nervous when presenting or speaking at company meetings? Do you find it hard to make conversation at gatherings and social events? Do you lock up in awkward social situations? This module will teach you how to improve your speaking skills in office situations, and how to present information to small groups.
Learning Objectives
This module will teach you about:
� The importance of communication � Steps for effective communication
� How to present results to a small group
� Enhance the ability to speak one-on-one with others.
� Feel more confident speaking socially or small groups such as meetings. � Practice developing these skills in a safe and supportive setting.
Personal Learning Objectives
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2
Chapter 2: The need for communication
Effective communication is essential for any business or organisation to prosper. It cuts out on wasted time and provides both customers and employees with the necessary tools to succeed and find satisfaction. When communication is not effective, the end result is an increase in production time and a decrease in the bottom line. In order to avoid this outcome, effective communication must be in place.
The following are positive results of effective communication:
Empowerment
Effective communication increases productivity because it empowers those working in the organisation. The more information each employee has, the more he will feel empowered to execute his tasks with confidence and direction. When an employee has an accurate understanding of what needs to be done and how to get the task accomplished, he will be more willing and motivated to do it. Effective communication empowers people to do their jobs right the first time.
Avoids misunderstandings
Miscommunication and misunderstandings can lead to the downfall of organizations. When effective communication is absent, a constant state of confusion exists. Some employees think managers said one thing, while another group thinks managers said something completely different. And yet another group didn't understand the message at all but is afraid to ask questions; these people just interpret the message in whatever way they wish.
Provides direction
Knowing where you are, where you need to go and what it's going to take to get there provides clear direction, which speeds up productivity and decreases down time. Without direction, people tend to procrastinate because of the level of uncertainty. Direction motivates employees to achieve the end goal, making them more likely to be more productive.
Healthy culture
Every organisation has its own culture. Organisations with effective communication enjoy a healthy and growing culture where the employees feel respected and understood and thus perform at a high level. The more effective the communication, the more healthy the corporate culture will be.
3
Encourages accountability
When an organisation practices effective communication skills, the workers are prone to keep one another accountable. Because effective communication provides clear instruction, each employee knows exactly what is expected of him. This allows co-workers to maintain a certain level of accountability with one another, which increases productivity. Where there is no accountability, there is no incentive to improve.
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Steps for effective communication
Use the following steps (from the Mindtools.com website) to create a good communication plan for your company or project
Understand Your Objectives
Step 1. Be clear about your overall communication objectives. What do you want to achieve, when and why? Record your overall objectives in your plan.
Figure 1: Communications Planning Template
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Communications Plan For……………………
Overall Communication Objective:
Communication
Audience Message Channel Timing
Objectives
Understand Your Audiences
Step 2. Now identify and list your different audiences. This can initially seem quite difficult: For all but the simplest communications plan, it's good to use Stakeholder Analysis to help you do this.
Step 3. Now drill down into your communication objectives and clarify specific objectives for each audience. A good way to do this is to think about the audience's needs – what do they need and want to know from you? List all the objectives (there may be several) for each audience in your plan.
4
Plan Communications Messages and Channels
Once you have clarified your objectives and got a full understanding of the different audiences you need to communicate with, it's time to plan the communications – that means working out the messages needed to meet your objectives and when and how these will be delivered.
Step 4. Before starting on the detail of your plan, first jot down all the possible communications channels you could use. Think broadly and creatively! You probably already use lots of great ways to communicate in your company, and some new ones may help get your message across. Here is a list to get you started: Email
Newsletter Teleconference Notice boards CEO briefing Posters
Lunchtime meeting Intranet article
Launch event
Team meeting
Podcast on intranet
Tip: Remember to Use Existing Channels
Big corporate news often gets announced at big corporate events. But don't forget to use existing channels too, such as staff newsletters, the intranet and team meetings. Using existing channels with the right message at the right time is an effective and familiar way to reach your audience
Step 5. To plan out the message for each audience, start by thinking about the broadest audience groups first. In our example, the broadest audience might be "All people working in New Jersey Office" and "All people working in Sydney Office".
As you consider each audience in turn, ask the following questions: What does the audience need and want to know?
When do we need to communicate?
What is the regular or preferred channel for reaching this audience?
For this specific audience and message, what is the most effective way to get your message across?
Several messages over time may be required to meet the objectives of each audience. Make sure the messages you plan "add up" to meet the audience's objectives.
5
Monitor Effectiveness
Step 6. It's good to get feedback on the communications you have planned and implemented. Ask people from different audiences how you are doing. Check they understand the messages you need them to hear. By getting timely feedback, you can tune any future communications that you have planned to better meet people's needs or fill any gaps so far.
Chapter three: Communicating results of projects or meetings to stakeholders
Once an analysis has been conducted and certain findings were made, or a project has been completed, it has to be communicated to relevant stakeholders. If results or outcomes are not communicated effectively, the analysis process do more harm than good. There are different ways of communicating results. The chosen method will depend on the audience and the objective of the analysis. Communication of important information to external stakeholders, for instance clients or customers, may be done through company magazines, newspapers, websites, e-mail, text messaging, etc.
For internal stakeholders communication methods include intranet, memo’s circulars, meetings, presentations, group discussions.
Always make use of visual aids, charts and graphics in your communion where possible and applicable.
Remember that a picture is worth a thousand words. Business communications often involve numbers. A simple line or bar graph will instantly show the productivity trends for a section or team, and comparisons are better understood than reading figures.
Pictures help in memory retention in that they aid as frame of reference. Visual aids also increase the attention span for listeners as is interesting.
We will now discuss some of the methods of communicating outcomes of a productivity analysis to stakeholders within a functional unit.
Small group sessions
Small groups work well because a small group is manageable and less disruptions occur. People in the group are more likely to participate in discussions and give feedback where required.
Most problem-solving will occur in small groups.
Individual meetings
Individual meetings or very small group meeting (for example not more than 5 stakeholders present) work well for small companies or where the number of stakeholders involved is small. The advantage of very small groups is that the communication sessions can be custom tailored for the audience.
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The disadvantage is that, where employees are present, some may feel intimidated and feel uncomfortable when productivity results are discussed.
Handouts/Memo’s/Circulars
This method can be used where meetings are not possible. The handouts must be complete and contain all the information that would otherwise have been discussed in a meeting or presentation. This method ensures consistent communication across all groups of employees, but is impersonal and does not create opportunities for feedback or participation.
Presentations
Presentations, such as for example Power Point presentations, is a very effective way of communicating results to a wide variety of audiences. A lot of information can be quickly gained from a good presentation.
Use of graphs and charts
When illustrating the outcome of the analysis of productivity improvement constraints and opportunities, the use of graphic presentation may proof helpful. Charts and graphs are better than mouthing figures. Pictures make a far
greater impact on the human brain than numbers. The visual impact of bar charts, pie charts, line graphs, and organograms is far better than the oral impact.
A variety of different representations are available and there are also a variety of different ways to use the information. It is a good idea to use them when particularly complicated ideas are being expressed, or lots of numerical information is involved. The key concept is to use the graphs and charts to supplement the information being communicated as opposed to relying on them to communicate the information.
Figures 3.1, 3.2 and 3.3 are examples of graphs that illustrate the output figures of two teams in a claims processing department.
Figure 3.1
Average Claims per hour Team A
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yee
A4
TOTAL
Employee
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Employee
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Average Claims per hour
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Figure 3.2
Average Claim s per hour Team B
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TOTAL
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loyee
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Average Claims per hour
Figure 3.3
Total claims over 13 weeks
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Team A
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Team B
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Week Week Week Week Week Week Week Week Week Week Week Week Week
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Guidelines for an effective presentation
Design
Know your audience and the reason for their attendance.
List the major points of information that you want to convey to your audience.
Keep your tone professional, not emotional.
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Design a brief opening (about 5-10% of your total time presentation time) that:
- Presents your goals for the presentation.
- Clarifies the benefits of the presentation to the audience.
- Explains the overall layout of your presentation.
Prepare the body of your presentation (about 70-80% of your presentation time).
Design a brief closing (about 5-10% of your presentation time) that summarises the key points from your presentation.
Design time for questions and answers (about 10% of the time of your presentation).
Materials
You might be handing out supplemental materials, for example, articles, reports, etc. along with making your presentation. You might also be handing out copies of your presentation, for example, handing out copies of your slides that you will be referencing during your presentation. You might be using transparency slides or showing slides from a personal computer onto a project screen.
If you plan to project your slides from a computer onto a projection screen, then be sure to check out the computer system before people come into the meeting room, if at all possible.
Use a consistent layout, or organisation of colours and images, on your materials. If you use transparencies on an overhead projector, then allocate one slide for every 3-5 minutes of your presentation. Include 5-8 lines of bulleted phrases on each slide.
If you provide the supplemental information during your presentation, then your audience will very likely read that information during your presentation, rather than listening to you. Therefore, hand out this information after you have completed your presentation. Or, hand it out at the beginning of your presentation and ask them not to read it until you have completed your presentation.
If you hand out copies of your slides, be sure that the text on the slides is large enough that your audience can read the text on the table in front of them without having to hold the handouts up to their faces. Be sure to leave space on the handouts for the audience to make notes on them.
Delivery
If you're speaking to a small group (for example, 2-15 people), then try to accomplish eye contact with each person for a few seconds throughout your delivery.
Look up from your materials, or notes, every 5-10 seconds, to look into the audience.
Speak a little bit louder and a little bit slower than you normally would do with a friend. A good way to practice these guidelines is to speak along with a news
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anchor when you're watching television.
Vary the volume and rate of your speech. A monotone voice is absolutely toxic to keeping the attention of an audience.
Stand with your feet at shoulder-length apart. Keep your hands relatively still.
Chapter 4: Self-Disclosure
What is Self-Disclosure?
Self-disclosure refers to the ability to appropriately reveal deeper and deeper levels of self to others. This skill is critical in the development of trust, and in developing your self-concept and your relationships with others.
We earn trust as a trade off for self-disclosure. Being visible, but not risking too much information too soon, promotes this type of trust. If no one knows you very well, you will not likely feel much of a connection to others. A sense of belonging is a deep need we all have to a greater or lesser degree.
Self-disclosure, in order to be most effective, must be well-timed, not too deep, or too shallow.
Disclosure includes the degree to which we are willing to be authentic with others, and share appropriate information about ourselves.
Self-disclosure involves becoming more self-aware. There are two major ways of becoming more self-aware. The first involves listening to yourself in order to understand how you are reacting or feeling, and what is causing your reactions or feelings. When we discuss our fears, you are really being asked to be more aware of your own self-talk or self-esteem.
We have a tendency to ignore our reactions to the world around us, but we can make our feelings and reactions more conscious if we work on this.
The second way of becoming more aware is to request feedback from other people as to how they see you and how they are reacting to your behavior.
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Joe Luft and Harry Ingraham developed the Johari Windows concept. This concept is a way of looking at our self-awareness and our ability to ask feedback of others.
The window illustrates their point that there are certain things you know about yourself and certain things that you don’t know. Similarly, there are certain things others know about you (that you may or may not know) and there are certain things they don’t know.
They make the assumption that it takes energy to hide information from yourself and others, and that the more information is known, the better and clearer communication will be.
Building a relationship often involves working to expand your open/free or “known to self and others” window, while decreasing your blind and hidden areas.
As you become more self-disclosing, you reduce your hidden area, and give other people more information to react to, thus reducing your blind area.
As you encourage others to be more self-disclosing with you, your blind area is further reduced. As you reduce your blind area you increase self-awareness and this helps you to be even more self-disclosing with others.
The Johari Windows concept has been taken further in its application. The degree of trust and respect a person shows results in a style of human relations that has been characterized by a turtle, an owl, a bull in the china shop, and a picture window.
The names of these styles of people and relationships are quite indicative of how they operate.
A Turtle: Low Trust and Low Respect
This type of person is reluctant to express ideas or feelings to others, and equally reluctant to listen to others. Whether meaning to or not, the turtle communicates low trust in the motives of others and low respect for their opinions. The result is a large region of
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the unknown. Misunderstandings, frustration, untapped creativity, and unsolved problems lie in this region.
People who have turtle relationships find them cold, impersonal, and unsatisfying. Just as partners may experience turtle relationships, so may whole groups. Turtle relationships may exist between work groups, between management and employees, or between an organization and its public. Such communities are characterized by low morale and poor performance.
Turtle relationships can be improved if people are willing to listen to the ideas and feelings of others and are willing to openly express their own ideas and feelings. One can start this process, but it takes two to improve a turtle relationship. Someone must initiate and the other must respond.
An Owl: High Respect and Low Trust
The owl style of human relations is better than the turtle because respect is shown toward the opinions of others. The owl gives time and attention, thus showing concern for ideas and feelings. However, when someone listens but does not share ideas and feelings in return, a façade develops with two corresponding drawbacks: an impression of role playing and insincerity and the suppression of conflict, with a resulting decrease in creativity and problem-solving potential.
The owl avoids self-expression and relies too much on listening. Ultimately this is not satisfying for either partner because the relationship is one-sided. The solution is to demonstrate trust in others by becoming more self-expressive.
It takes two to improve an owl relationship. The owl gradually must become more open. This takes time, because change can be difficult to accept and dealing in honest self-expression and confrontation can be threatening. As well, the owl’s partner must show respect by listening as ideas, hopes, goals, and feelings are shared.
A Bull in the China Shop: High Trust and Low Respect
The bull in the china shop is, like the owl, one-dimensional. The good part is the bull is open and honest with feelings and ideas. Whether they are right or wrong, popular or not, you always know where bulls stand. By open self-expression the bull says, “I trust you and believe you will not use what I say to hurt me.” This is the good part. The bad part is the enormous blind spot the bull creates by not listening to others. Perhaps unintentionally, the bull is demonstrating that other people’s feelings and ideas are unimportant.
Whether the bull in the china shop style develops as a result of ego striving, natural aggressiveness, or actual superiority, it is often destructive in human relationships. The blind spot typically contains negative data—the frustration, anger, and resentment of
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others—that may one day erupt. Negative feelings could also be turned inward and result in low self-esteem for the bull’s partner and friends.
The solution is for the bull in a china shop to become a better listener. The bull must come to realise that others want to express themselves too. People who rarely ask for others’ opinions or listen to their problems have a bull in the china shop style of human relations and they have a large blind spot. By listening, they can reduce this blind spot and improve the quality of their relationships at work and at home.
A Picture Window: High Trust and High Respect
The most effective style of human relations is characterised by dialogue and it is symbolised by the picture window. With this style, people show mutual respect as each listens to the ideas and feelings of others, and they demonstrate interpersonal trust as ideas are shared openly and honestly.
The region of the known is the dominant feature of picture window relationships. What goes on in this area is candid discussion and free-flowing ideas about issues, events, and experiences. By no means is dialogue tame. Indeed diverse points of view and values sometimes clash. Conflict is viewed positively, however, as all parties recognize they are not identical twins, that disagreement is natural, and that out of diversity can come increased creativity and satisfaction.
Picture window relations are characteristic of true feelings of community. They develop common ground between you and other members of the group.
Write down the name of a person that you admire, and the reasons you admire this person.
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Chapter 5: The Art of Conversation
The Four Levels
Getting comfortable conversing with others is one object of this exercise. Being comfortable speaking with others in small social settings can have a big impact on both your personal and your professional life. We are all more drawn to the person who looks at ease and confident than we are the person who looks ill-at-ease and awkward.
At work, our first encounter with another person often begins with a handshake and a smile, while looking right at the other person. So, first, let’s talk about eye contact. This is not staring at another person unblinkingly, but rather, looking at their face: eyes, nose, and mouth triangle.
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Level One: Small Talk
Small talk means a very superficial conversation about the weather, the traffic, current events, etc. While this may seem purposeless, it isn’t. This is our chance to size up another person and decide whether you have something in common. You don’t know the other person and you aren’t expected to reveal anything personal about yourself.
Level Two: Fact Disclosure
Should the small talk phase go well, we are ready to move onto the second level of communication with our conversational partner and reveal a few facts about ourselves: bits of information such as our occupation, our hobbies, or the types of activities we enjoy. Now that you are revealing a bit more about yourselves you may find more you have in common. There is give and take in this conversation as you ask and answer questions with your partner.
Level Three: Viewpoints and Opinions
Generally people don’t move to this stage until they feel comfortable with one another and believe they have found common ground when you disclosed facts in the second level. In this level you go beyond that to give your opinion of whatever it is you’ve been talking about.
Examples:
� Skiing is an expensive hobby � Your dream is to ski in Jasper
� You are counting the days to retirement
� You are hoping to move to another job soon
You may even venture into such quagmires as politics or religion if you are feeling comfortable enough to do that. The general rule is “low and slow,” as in don’t reveal too much too soon. You may want to commiserate about the high cost of sending a child to university today, but wait until you know the person better before you reveal that you took out a second mortgage to send your son/daughter to university.
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Own Exercise
Go to a colleague and try conducting a conversation at that third level where you express viewpoints and opinions. If you can’t think of a topic on your own, use one of the subjects below:
� Driving while using a cell phone � Smoking regulations
� Best vacation spot
� Exercise as a way to boost energy
Level Four: Personal Feelings
This usually doesn’t come until you feel very comfortable with your conversational partner. The surest way to get here is to not reveal too much too soon. An example of too much too soon might be telling someone all the details of a messy divorce just five minutes into meeting them, or upon learning someone is of a different political party, launching into a condemnation of that party.
A successful conversation starts at level one and proceeds at a comfortable pace through the second and third levels and continues to the fourth level, although usually not during your first meeting. With some people, you will find yourself moving easily through at least the first three stages, if not to stage four. It usually takes a lot of conversations with someone you feel very comfortable with before you progress to level four.
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Chapter Six: Practicing Dialogue
Find a partner, preferably someone you don’t know very well, or have not yet had the opportunity to talk with, and together choose a scenario to play for three to five minutes.
While you both want to be on the same page in this, do not rehearse the conversation with your partner ahead of time. You both have the responsibility to initiate conversation and to find common interests. Do not expect to move beyond level two or perhaps level three.
Remember to use your active listening skills and to ask strong questions to be sure you are actually communicating with one another.
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Chpater Seven: Redesigning Yourself for
Strength
Intonation
Intonation is the rise and fall of your voice. Which do you prefer, monotonous or melodious? Do your words come out pleasant and energetic or lifeless and wooden? Think in terms of friendliness and a desire to communicate with others.
Pitch
Pitch is the highness or lowness of the sound of our voice. We each have a natural pitch at which we speak and that may or may not be good. Most speakers talk on too high a pitch. A thin, high-pitched voice lacks authority and often sounds harsh and unpleasant. If your pitch is too high, speak carefully, enunciate words clearly, and work on consciously pitching your voice lower, a half-tone at a time.
Pacing
Do you trudge like a turtle or race like a rabbit? The rate at which we speak is closely associated with our personality. However, we can train ourselves to pause after a particularly dramatic statement, or after a question we want our audience to respond to. We can learn how to pick up the pace to create energy and to slow it down for heightened emphasis.
Emphasis
Emphasis changes the meaning of our words.
� I was born in Gauteng. (You on the other hand were born somewhere else.) � I was born in Gauteng! (How dare you suggest otherwise!)
� I was born in Gauteng. (I wasn’t born nearby.)
� I was born in Gauteng. (I wasn’t born in Sydney or London or Bangor.)
Facial Expressions
The face conveys more messages to the listener that any other part of our body. Positive aspects include a smile, eye contact, relaxed facial muscles, and an alert expression. Negative aspects include rolling your eyes, frowning, glaring, smirking, or looking tense.
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Stance
The way we stand conveys a lot about our level of confidence. A good posture (head up, shoulders back, both feet on the floor) says we are confident. Watch that you don’t sway, rock, or pace when you are speaking to others.
The following are some negative body language we might use and body movements that can send positive messages.
Body Language
Positives
Negatives
Open body language
Tapping your fingers or feet
Sweeping gestures
Arms crossed
Palms up
Glancing at watch
Leaning forward
Leaning back
Natural, smooth hand gestures
Tense body
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Chapter Eight: Professionalism
Looking Professional
Dress the way you want to be perceived. Look like you care about what you are doing. Dress comfortably and be proud of who you are.
Always appear as neat and clean as possible, with hair and fingernails that are clean and neatly trimmed, and shoes that are clean and polished.
Look trim. If you aren’t slender, choose your clothes carefully. Be sure clothing fits properly. You won’t feel good and you won’t look good if your clothes are too tight.
Don’t appear too fashion conscious and don’t spend a lot of money trying to keep up. Know the colours and styles that suit you, and stick to them.
Other characteristics associated with professionalism:
� Respecting confidentiality � Punctuality
� Good grammar
As important as what you say is how you say it. Wear a smile. It is always becoming to your voice. Don’t attempt to make a derogatory remark under the guise of humour, and don’t try to shock.
Lengthy emotional debates will not contribute to the gathering. Death, politics, religion, illness, and children usually head the list of subjects to be avoided, but there are exceptions to every rule.
No matter how hard you try, not all conversations can be made into engaging discussions. Eventually even good conversations may come to an end. Tell the other person how much you have enjoyed speaking with them, and go on to meet other people.
If you go to meetings and gatherings alone, and you find yourself alone after you get there, look for others who look similarly disengaged, join a group with an odd number of people, pass the cheese tray, or sample the buffet table.
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One-Minute Exercise
Think of what you would do if you were hosting an event.
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Possibilities are:
� Asking people if they are enjoying themselves
� Introducing people you know to people you don’t know
� Making sure those who look lost know where the bar is, the washroom is, where to put coats
Use these tips when you feel awkward at an event. You will focus on other people and less on yourself, thereby alleviating your discomfort.
Speaking Professionally
� Volume: Too loud or too soft?
� Clichés: We all use a few clichés but avoid them if possible.
� Grammar: Ask someone you trust, whose grammar is good, to give you some feedback on your grammatical errors.
� Diction: Pronounce words clearly, and watch that you aren’t dropping your “-ings.”
� Slang or vulgarities: No swearing or crude words.
� Gender references: Watch that you don’t refer to all people in authority or “he” or all those in service positions as “she.”
� Acronyms and jargon: If you must use words that are familiar terms to you but which will not be understood by others in the audience, either substitute more familiar words or explain the terms.
� Tact is diplomacy of the heart. This means saying the right thing at the right time, but also leaving the wrong thing unsaid.
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Chapter Nine: Maximising Meetings
Four Areas of Opportunity
Meetings are a central part of communication and cooperation within any organisation. Don’t think of them as drudgery. Recognise them as opportunities to develop skills and develop your reputation, as well as a chance to stay on top of essential organisational information.
Anticipate.
If you receive an agenda ahead of time, take a few minutes to look it over. If you see areas where you may have an opportunity to take the lead or to provide information to others, use that opportunity.
Prepare.
Do your homework. If you plan to speak on an issue, know what you are talking about. Keep your comments positive and speak with enthusiasm. The direct, relaxed approach works best. Get quickly to your point and stay with it. Busy people have little patience with more than they want to know. However, clarity and conciseness takes preparation.
Participate.
When should you speak up?
� When you know you can clarify a point
� When you can supplement pertinent information or furnish convincing statistics � When you can correct an error
� When you wish to ask a question
� When you can give credit that’s due
� When you have a good idea or an original suggestion
� When someone else has taken your idea and presents it as his/her own
Attitude Adjustment.
As Viktor Frankl, a man who survived Nazi concentration camps, has written, “One has the ability to choose one’s attitudes.”
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Fifteen Ways to Master a Meeting
Take the items on this list and come up with some good suggestions for making sure these are put to use.
Refer to the Guidelines and Solutions at the end of the module for suggestions.
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Method Suggestions
Know everybody’s name.
Know what everybody does so you won’t step on anybody’s toes.
Be careful about personal comments.
Don’t create subconscious barriers to communication.
Sit erect and square your shoulders. Look alert and lean forward slightly.
Discuss but don’t argue.
The head of the table is the power perch. The three other important positions are those to the right or left of the power perch, and, unless it is too far away, the position directly opposite.
Another good position is a corner position, because you can make eye contact with more people.
If you are seated and an important person enters the room, stand up to shake hands. A woman should rise to her feet as readily as any man.
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Method Suggestions
If you are holding the meeting, reserve the most impressive, appropriately appointed conference room, when the meeting warrants it.
If it is your meeting, lead it!
If it is your meeting, have an agenda and let people know why they are attending the meeting.
Start and end on time.
If it is someone else’s meeting, take responsibility and participate.
Demonstrate high energy and involvement.
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Chapter 10: Controlling Nervousness
Controlling Physical Nervousness
� Smile. Look friendly and confident even if you don’t feel that way. � Take deep breaths that can get oxygen into your brain.
� Pretend. There is never a better time to put on a false face of optimism and confidence.
� Expect to do well. Give yourself lots of positive feedback.
� Remember a time when you did well. Keep thinking of that time.
Controlling Mental Nervousness
V.H. Vroom developed his Expectancy Theory in the 1960’s. Although it has been slightly modified through the years, his theory, in its simplest form, is still valid today. We generally get what we expect. Positive expectations are the single most outwardly identifiable characteristic that all winning personalities demonstrate.
Much of our personal self-expectancy can be discovered if we listen to our self-talk, the inner conversations we have with ourselves those little voices in our head. A winner’s self-talk might be, “I did well today. I’ll do even better tomorrow.” A loser’s self-talk is more apt to be, “With my luck, I was bound to fail.”
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Chapter 11: Tell Me a Story
Prepare a short two minute talk on some incident in your life that taught you a lesson. Make this talk about something you remember well, so you only need to jot down a few notes and then think of yourself as someone at a party talking about this incident to your friends. (Own exercise)
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A Personal Action Plan
I know where I’m starting from. I know I am already good at these things, and I can do them more often:
I can learn this, I am learning this, and I am doing what I can at this stage as well. I have already learned:
I will start with small steps, especially in areas that are difficult for me. My short –term goals for improvement are:
I promise to congratulate and reward myself every time I do something, no matter how small, to maintain and improve my skills. My rewards will be:
I’m setting myself up for success by choosing long-range goals to work for gradually. My long-term goals for success are as follows:
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Recommended Reading List
Boothman, Nicholas. How to Make People Like You in 90 Seconds or Less. Workman Publishing Company, 2000.
Carnegie, Dale. How to Develop Self-Confidence And Influence People By Public Speaking. Pocket Books, 1991.
—. How to Win Friends and Influence People. Pocket Books, 1998 (Reprint). —. The Quick and Easy Way to Effective Speaking. Pocket Books, 1962.
Laskowski, Lenny, and Princeton Language Institute. 10 Days to More Confident Public Speaking . Grand Central Publishing, 2001.
Osborn, Michael, Randall Osborn, and Susan Osborn. Public Speaking (8th Edition). Allyn & Bacon, 2008.
Stevenson, Doug. Never Be Boring Again. Cornelia Press, 2003. Walters, Lilly. Secrets of Successful Speakers. McGraw-Hill, 1993.
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Guidelines and Solutions
Perfect Office Manager
CD 2 Module 3
Communication
29
Fifteen ways
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Method
Suggestions
Know everybody’s name.
� Get the names ahead of time.
� Draw a little diagram and mark in
everybody and their name.
� Introduce yourself when the
opportunity arises.
� Get everyone’s business card.
Know what everybody does so you won’t step on anybody’s toes.
� Ask!
� Look at their business card. � Find out ahead of time.
Be careful about personal comments.
� Just don’t make them!
Don’t create subconscious barriers to
� Be especially careful if you are in
communication.
the habit of folding your arms
across your chest.
� Ask someone to monitor your body
language and then make a real
effort to get rid of negative body
mannerisms.
Sit erect and square your shoulders. Look alert and lean forward slightly.
� Ask somebody you trust to monitor your body language when you are sitting and to give you feedback.
� Be aware of your body language and work at keeping a pleasant expression on your face.
Discuss but don’t argue.
� Learn the difference.
� Practice expressing your opinions
calmly, with a pleasant expression
on your face.
� Practice phrases like, “Another
way we could look at this is…” or,
“I see your point but have you
thought about…”
The head of the table is the power perch. The three other important positions are those to the right or left of the power perch, and, unless it is too far away, the position directly opposite.
� If you are free to choose any position around the table you wish, try one of these positions and see if it makes a difference in how you
30
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feel.
Another good position is a corner position,
� See above.
because you can make eye contact with
more people.
If you are seated and an important person
� Just remember to do this.
enters the room, stand up to shake hands.
A woman should rise to her feet as readily
as any man.
If you are holding the meeting, reserve the
� This will add status to your
most impressive, appropriately appointed
meeting.
conference room, when the meeting
� Identify times when this would be
warrants it.
warranted.
If it is your meeting, lead it!
� Learn the role of a chair and fulfill
that role to the best of your ability.
If it is your meeting, have an agenda and
� Send the agenda around ahead of
let people know why they are attending the
time, with a clear purpose of why
meeting.
the meeting has been called.
Start and end on time.
� This is your responsibility as chair.
� Figure out how much time you
have and how much time each
agenda item should take.
� Stick to this timeframe.
� If people don’t show up on time,
start the meeting anyway.
� This sends the message that your
meetings will start on time.
� End on time, too.
If it is someone else’s meeting, take responsibility and participate.
� Come prepared as we’ve discussed. � Read your agenda.
� Write out your notes or get your background information together.
Demonstrate high energy and involvement.
� A high energy level is contagious and a valued quality in a team player.
� Don’t be distracted.
� Listen to what others around the table are saying and participate when appropriate.
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� Say what you want to say and no more.
Giving effective feedback.rtf
Effective Feedback
Study Guide
Student Manual
EFFECTIVE FEEDBACK
(C) Copyright 2008
All rights reserved
Second edition, First print
T ABLE OF C ONTENTS
Chapter One: Course Overvie w 1
Chapter Three: Speaking Clearl y 1 1
Chapter Four: Communication Strategie s 1 3
Basic Skills 13
Probing 17
Chapter Five: Characteristics of Effective Feedbac k 2 4
Informal Feedback Framework 28
Chapter Six: Receiving Feedback Graciousl y 3 5
Chapter Seven: Testing the Water s 3 6
Personal Action Pla n 3 9
Course Evaluatio n 4 1
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Chapter One: Course Overview
Course Overview
As human beings, we often hunger for feedback. However, many people will tell you that when they do get feedback, it’s often because of something they have done wrong. This module is designed to help workplace leaders learn how to provide feedback any time that the message is due. Whether feedback is formal or informal, and whether it is provided to employees, peers, or someone else, there are ways that it can be structured to be effective and lasting.
This module will help you learn why the way we deliver feedback is important, how to deliver a message so that people accept it and make changes that may be needed, and how to accept feedback that we are offered.
Learning Objectives
At the end of this module, you will be able to: o Explain why feedback is essential
o Apply a framework for providing formal or informal feedback o Use descriptive language in delivering feedback
o Describe six characteristics of effective feedback o Provide feedback in real situations
Personal Objectives
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Chapter Two: Definitions
Food for Thought
When it comes to providing feedback, there are a few things to tell ourselves. First of all, feedback is a commentary on how you think someone is doing, and as such that feedback can include positive or negative observations, or both. Feedback that is heard and acted upon is what we would consider effective feedback. This sort of feedback is provided in a constructive manner.
Providing constructive feedback means that you are focused on providing feedback in a helpful manner, to help the other individual to learn and grow, not to insult, belittle, or punish them. (Sometimes actions do require some kind of negative consequence, too, but that is separate from this process.) Our objective in this course is to help you provide constructive feedback.
Our experience has shown us that some people do not like getting feedback at all. They may have had bad experiences with performance reviews or harshly judgmental parents or coaches growing up. Or, perhaps they are modest and not accustomed to receiving praise or speaking about themselves in front of others. Keep these potential anxieties in mind as you prepare to deliver feedback.
As well, feedback is supposed to be delivered honestly, but some of us are not very good about being honest. On the one hand, many workplace supervisors are concerned with being perceived as “fair and friendly.” Instead of being honest, they avoid delivering the truth in case the employee dislikes them for it.
On the other hand, we can be so honest with people that we are hurtful instead of being constructive. Another question to ask yourself is: can our desire to be honest release too much information and be hurtful instead of constructive?
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When Feedback is Needed
Some people want – and need – feedback more frequently than others. It’s up to you to gauge what is appropriate and what you can offer constructively and effectively. Most people get far less feedback than they want. If you change your habits to deliver more feedback more frequently, that’s great! We see feedback as a positive event, and we will teach you how to make it that way.
When it comes to formal performance review time (which is typically annually or semi-annually), people expect to get feedback from you. However, it is our position that there should never be any surprises in the formal review. Your people should already know how they are doing and what they need to be working on because of the informal feedback that you provide.
In addition, they should never be told that they’ve been doing something incorrectly for six months and you have decided to withhold the information from them until the formal review is completed. Doing so creates bad feelings and can erode trust with your team.
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Scenario One
Sue, one of your direct reports, asks you if the business case they wrote last week is suitable for forwarding to the board.
Does this person need feedback from you?
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How much feedback do they need?
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What might your feedback look like?
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Scenario Two
Sam, also one of your direct reports, asks if you received the e-mail that they sent you two minutes ago, and whether or not you are going to respond. They check up e-mails that they have sent in this manner all the time.
Does this person need feedback from you?
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How much feedback do they need?
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What might your feedback look like?
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Scenario Three
Your photocopy repair technician completes a tune-up on your copier, but after he leaves you notice that there is a faint grey line printing on the margin of each copy that comes off the machine.
Does this person need feedback from you?
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How much feedback do they need?
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What might your feedback look like?
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Scenario Four
Your best friend has broccoli stuck in their teeth.
Does this person need feedback from you?
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How much feedback do they need?
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What might your feedback look like?
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Scenario Five
Your business partner regularly mispronounces spaghetti as “bisghetti.”
Does this person need feedback from you?
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How much feedback do they need?
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What might your feedback look like?
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Scenario Six
Your pre-teen child aspires to be a famous musician but their attempts at learning their instrument are making you crazy. Would you tell them about how they sound, or take them for lessons so that they can get better quickly?
Does this person need feedback from you?
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How much feedback do they need?
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What might your feedback look like?
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Scenario Seven
Your elderly grandmother remembers your favorite childhood dish as Spaghetti Bolognese and spends six hours creating the best sauce ever. When you sit down to dinner will you remind her that you have been a vegetarian for the last year?
Does this person need feedback from you?
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How much feedback do they need?
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What might your feedback look like?
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Chapter Three: Speaking Clearly
Being Descriptive
When providing feedback, you want to make sure that people are hearing what it is that you are saying, so you need to make sure that the language that you use is descriptive and clear.
Use the space below to record some words that you would find helpful and unhelpful during feedback.
Helpful Words
Unhelpful Words
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Staying Neutral
Words and body language are our only real tools when it comes to delivering feedback (although you will probably do formal performance reviews in writing too), and it is extremely important to manage what you are saying with your mouth and through your posture, gestures, and facial expressions.
Keep in mind that your goal is to provide constructive criticism that is heard and acted upon. This means that it’s essential that you keep your words and body language consistent.
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Chapter Four: Communication Strategies
Basic Skills
If you are going to improve your feedback skills, you also need to work on your ability to ask thoughtful questions; questions that give us more information about the individual you are speaking with (whether it is an employee, colleague, or a supplier) and their work, thoughts, and feelings. To be successful in hosting a feedback meeting or interview, the interviewer must have knowledge and skills in both being an effective listener and in asking the right questions in order to be effective.
As leaders, we should be spending a lot of our time asking questions and providing answers. When it comes to asking, however, we often aren’t aware of our technique. Open questions in particular often give us difficulty, which is unfortunate since they are the most important ones for us to become skilled at using. If you are having trouble with open questions, it can be helpful to get more comfortable with small talk and easing yourself into the conversation at hand.
Questioning Skills
The right questions provide structure to your feedback chapter. Here are some general guidelines:
o Ask one question at a time, instead of trying to get to everything at once.
o Phrase the question in simple, easily understandable words and terms that don’t intimidate your conversation partner.
o Keep your questions brief. Questions that are more than two sentences in length are too long; break them up and ask them as two or more questions.
- Keep your phrasing positive. Reframe negative questions to make them more positive, which will encourage conversation.
- Use open questions to get more information, rather than relying on closed questions.
o Follow up on incomplete answers by probing for more information.
You can plan for the conversation ahead of time and decide what kind of questions to ask depending on what your goals are. Design your questions to help you with any of the following:
o Get information o Gain consensus
o Focus conversations
o Begin closing the conversation o Gather opinions
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It is helpful to have some good questions ready that relate to the feedback conversation. List some ideas below.
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To improve your communication skills, consider the following types of questions.
Good Questions
Open Ended Questions
These are broad, general questions that require your conversation partner to provide more than just a “yes” or “no” answer. They also permit the other person to decide how much information to give.
Open questions can do the following: o Give us more information
o Encourage your conversation partner to speak openly o Encourage people to share opinions and ideas
o Help us determine if people have interpreted what we say accurately
The following are examples of open ended questions that can be used in a formal feedback or performance evaluation meeting:
o “In your own words, evaluate your accomplishments this quarter.” o “Tell me about your complaint.”
o “Tell me how I can help you achieve your goals.” o “What do I have to give you to get what I want?” o “Describe how you think the project developed.”
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Hypothetical Open Questions
These questions allow the partner in your conversation some flexibility and choice in deciding how to respond to an invented but possible situation. Since they are hypothetical, they give you, as interviewer or leader of the conversation, greater flexibility in designing a question to fit a particular situation. Here are some examples:
- “Let’s change roles for a moment. Suppose you were supervisor of this department and someone came to you with a complaint similar to yours. How would you like to handle it?”
- “If you learned a process or procedure that that could free up one hour of your time each week, what do you see yourself doing during that hour?”
Direct or Specific Questions
These are short questions requiring at least a short answer and may include a yes or no answer. They are valuable because they require limited answers, which can make it easier for some of your employees than trying to deal with a large number of open-ended questions. Here are some examples of direct questions:
o “Is the accusation against you accurate?”
o “Did you accomplish your top priority this year?” o “Do you think you should receive a promotion?”
Closed Questions
Closed questions can be answered with a single word or two, such as a simple yes or no. They can begin the closing process in a conversation, or provide confirmation of a detail, but they don’t usually lead to a richer conversation or gathering more information. The advantage of closed questions is that they give you control over the questions and the type of answers you receive. Closed questions are easy to interpret and more questions can be answered in less time.
However, closed questions don’t allow for detailed explanations or for the other person to share how they feel about a particular circumstance. If you wish to encourage a richer response or to encourage a frustrated person to talk freely, then you need to avoid asking closed questions. Here are some examples of closed questions:
o “Does this make you angry?”
o “Do you think this appraisal is fair?”
To open up those same questions, you could try these open-ended statements: o “Please explain how you feel about this situation.”
o “Tell me how you feel about this appraisal.”
Third-Person Questions
Embarrassing or personal questions may be phrased in a less threatening way by involving a third person. For example, instead of asking “Do you think the raise is fair?” the supervisor can ask, “Do the employees in our department think the raise is fair?”
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You have to listen carefully to the answer to determine whether they reply using their own personal opinion (as is often the case, and is really what you are after.) You may need to ask some additional questions to more fully flesh out the information you are looking for.
Poor Questions
Here are some question types that you should be cautious of using.
Loaded Questions
These are questions that have no correct answer, and they usually elicit an emotional response. Loaded questions are not usually used by skilled interviewers because they can easily throw the conversation off track. They may even backfire on you. Some examples include:
o “Have you stopped drinking yet?”
o “Are you still difficult to get along with?”
Leading Questions
A leading question tells your conversation partner what you really want to hear in their answer. All that you learn by asking these questions is that the employee has figured out how to give you the answer that you want; the “correct” answer. Examples include:
o “I don’t think you’ve been working up to your potential. What do you think?” o “You don’t mind helping Annie with her assignment, do you?”
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Probing
When we do not get enough information by using open-ended questions, we can use probes to expand the conversation.
Verbal and Nonverbal Probes
A probe will encourage your conversation partner to add to their previous response. Verbal probes are often a single word or short phrase. Some examples are:
o “Tell me more about that.”
o “That’s interesting. Tell me more.” o “Really?”
o “Why?”
o “Can you give me a specific example of what you mean?”
Nonverbal probes rely on your body language and gestures to get the same results as a verbal probe. Some examples are:
o Raising the eyebrows as if you are surprised o Nodding
o Frowning
o Pursing the lips
Probing Techniques
There are many ways that you can use probing in your conversations. We’ve provided some techniques for you below.
- Ask an open question, such as:
o “Can you describe that more clearly?”
o “Would you give me a specific example of what you mean?” o “What do you think we should do?”
You’ll soon recognize that if you ask too many of these questions, your conversation partner will feel like they are under interrogation, so use them carefully.
Pause. Many of us feel uncomfortable when silence overtakes a conversation, and we will fill the silence by expanding on what was said previously.
Use reflective or mirroring questions. For example, if the employee says “I just don’t feel challenged by my work anymore,” you may respond by just reflecting back to them,
“Challenged?” Then pause. Usually, the other person will provide you with an expanded
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answer without you asking more questions or interrogating. These kinds of statements also serve to focus or clarify and summarize without interrupting the flow of the conversation. They demonstrate your intent to understand the speaker’s thoughts and feelings.
Paraphrase what has just been said in your own words. “So if I understand you correctly, you…” Using this technique shows that you want to understand your conversation partner and that you want to be accurate. It also allows the sender to hear back what they have said from someone else’s point of view.
Summary questions are a helpful way of probing and winding up the conversation at the same time. “You have spoken to your colleague about his foul language in the office, you have tried to ignore it, and you remain concerned about the impact his swearing has on our visitors and staff. None of these techniques have worked to reduce the amount of swearing and now you are asking me to intervene. Have I got it right?”
Here is another example: when we asked an employee why it would take until next week to finish the project, one of her reasons was lack of cooperation from the production department.
Rather than come back with yet another question, you might just say “Cooperation…” in a reflective tone of voice, and pause again. Usually, the other person will recognize that reflection as a clue to expand or provide you with additional information.
Summary statements or paraphrases sum up what has been said, and will show that you have listened and absorbed what’s being said. Don’t use them to take over the dialogue.
The summary is the stronger cue that the conversation is winding down on that topic. However, if necessary or appropriate, you can follow this up with a fact-finding question (usually a closed question), such as, “Did you want to say more about the issue?”, or, “Do you have any other suggestions?”
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Non-Verbal Messages
Non-verbal messages can be far more important than the words we say. The way we stand, what we do with our hands, the sound of our voice, the way we walk, and the expressions on our face can support, enhance, and even contradict what we say.
In our fast-paced world, we don’t have time to get more than a quick snapshot of how a person looks before we make up our mind about them. They are making up their mind about us at the same time, so it is essential that our non-verbal messages are consistent with what we say verbally.
Remember that one important aspect of providing feedback is to encourage employees to learn and grow. If, for example, an employee gets a low rating on some aspect of a performance appraisal, and you as the supervisor notices the employee’s flushed face or tight lips, but you do not make any observation about it (and the employee asks for no explanation), you are not likely to stimulate improvement. In an even worse case, you could see even less performance.
When we meet, what should we be watching for from our employees?
- Rejection of our comments (for example, the person physically moves further from us by sitting back in their chair or slouching in their seat)
o Anger on the face and in their posture
o Lack of understanding or comprehension (such as furrowed brows, pursed lips)
What are some other non-verbal signals we must be careful not to communicate to employees?
o Boredom (if you look like you’re just going through the motions of yet another performance review, they will see it)
o Anger (our own flushed face, or the way we put things on our desk will all convey our own mood)
o Arrogance
The face and the eyes are the most expressive means of non-verbal communication. Additional positive or negative messages are sent by your gestures, posture, and the space between you and the other person.
Positive body language is important to encourage conversation and support your positive intent in meeting with the other person. When we don’t pay attention to our non-verbal signals, we often send mixed or confusing messages to people. Get control of your image by working on your non-verbal language.
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Managing Your Messages
What are some things that we need to consider about the following aspects of our body language?
Facial Expression
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Smiling
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Eye Contact
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Body Language
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Voice
Your attitude is projected through your voice as well as your body language. Make sure your body language and voice always says, “I’m here to help as best I can.”
When your voice is annoyed, impatient, or condescending, the other person may become angered or angrier. Speak with a calm, firm, caring, soothing tone. Your communications will be more relaxed, more pleasant, and better understood.
The speed and rhythm of your speech is important as well. Clear communication includes appropriate pauses and inflections to support the words.
Qualities of a Good Voice
o Awake and interested o A smile in your voice
o Straightforward language, without jargon o Glad the person called or visited
o Easy to understand with moderate volume and rate o Well-modulated, varied tone
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Interpretation Exercise
Look at the images below. Determine what you think is happening in each of the illustrations and how you feel about it.
What I Think is
Image How I Feel About It
Happening
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What I Think is
Image How I Feel About It
Happening
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Chapter Five: Characteristics of Effective Feedback
Six Characteristics
One goal of feedback is for it to contribute to an improvement in future performance. Even when it does not lead to a desired level of performance, the meeting itself provides the platform to discuss expectations, results, motivation, and how to succeed. For employees (or even suppliers) who choose not to perform at an adequate level, the meeting serves as a benchmark within the larger performance management arena. If an employee refuses to comply, has been supported and coached to do well, and continues to refuse, then the supervisor has the necessary means to move into a disciplinary performance management plan.
When feedback is perceived to be negative (because of our own behavior, or perhaps because it is not well delivered), people will naturally try to avoid it, or at least minimize the negative effects. However, we need to let people know that it can be a great tool for personal development, especially when we include information on both the issues and the possible solutions. With this in mind, let’s delve deeper into the six major characteristics of effective feedback.
In Private
Feedback should be given in private if your comments can be embarrassing, and a formal feedback meeting should always be held in private. While some people like the attention that comes from sincere praise or celebrating an accomplishment in front of others, some do not, and no one wants negativity shared in front of their peers. (This should be apparent without having to state it, but sometimes we get excited and forget!)
Balanced
Balance in this context is about designing the feedback chapter so that, even though there may be constructive criticism required, the employee does not feel attacked, or that all you have to say about his work is negative. We recommend that you avoid the older form of “sandwich approach” (by making a positive comment, a negative, and then a positive). However, you should still start any feedback with a positive comment about some aspect of the employee’s work. If you are not comfortable with this, or not good at small talk, write some comments down ahead of time to keep yourself focused. Your employee will appreciate that you get to the heart of the meeting quickly instead of letting any anxiety build. Feedback that is delivered in specific terms and in a sincere manner is usually accepted well, even when we are receiving criticism.
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Relevant
Keep the conversation focused on feedback that is relevant and job related, and to things which the employee has control over. For example, complaining about the way a letter looks when the employee only has access to an ancient printer that adds lines to everything, or asking for a sophisticated looking brochure when there is no budget provided for the proper paper and licensed photography, only adds to the employee’s stress and frustration.
Specific
Avoid general statements when you deliver feedback. “You seem unmotivated,” is not nearly as helpful as, “You arrived late to work at least three days a week, your last two assignments were late, and you did not attend the new employee lunch last week.”
Documented
Base your comments on documentation, facts, and your own observation. Don’t rely on what another manager or a colleague told you, or what someone overheard, when you should be available to monitor what is going on yourself.
Personal (In the Right Way)
Compliments or criticisms that are directed generally toward the team are meaningless to an employee. “We just don’t seem able to get out error-free invoices,” is not as constructive as, “Three of the last invoices you sent out had errors in them.” Describe the behavior that is unsatisfactory, rather than judge a person because of it. Base it on their actions, and don’t make a personal attack on the individual.
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Formal Feedback Framework
Establishing a formal feedback chapter is practically the same as any other meeting you will arrange. Here is a helpful framework when providing formal feedback, such as in a performance review or in a sit-down meeting with a supplier or contractor.
Set the Time and Place
Be mindful of other people’s expectations (as well as your own) for privacy. No one wants to be criticized in front of their peers, but even if you are offering praise, some people prefer it privately. Any kind of formal performance appraisal, a discussion on expectations, or constructive criticism, needs to be offered privately.
We recommend that you keep this meeting short and focused. There is no need to schedule an hour meeting for something that can be covered in a shorter time. On the other hand, if you expect that the individual will have thoughts to share, make sure you allow ample time for this.
Consider the employee’s schedule, too. Don’t schedule the meeting thirty minutes before you know they have to go and catch a bus, or right before you have to deliver an important presentation.
Prepare Documentation
If this is a formal performance evaluation, you may have a form that your employer prefers. Otherwise, you need to have data available for the individual to back up what you have to say. Keep in mind that positive data and results are important, too.
Start the Meeting
Keep the tone of the meeting professional and polite. Even if you are upset about something, the meeting needs to be conducted properly. Remember, no one wants to work with a tyrant for an employer. Use the six characteristics of effective feedback during the meeting.
Outline the Change or Offer Praise
After a little small talk, move onto the purpose of the meeting and your feedback. If the feedback is positive, be genuine in your praise. If possible, demonstrate improvement from the last meeting. If changes or improvements are needed, engage in discussion with open questions. Ask the individual for their thoughts on what they can do differently and get the commitment to change. In order to avoid overwhelming the individual, ask them to work on no more than two or three improvements at one time.
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Round the conversation out by complimenting them on their positive results (no one does everything poorly), attitude, commitment, and anything else that is suitable.
Check for Understanding
Ask the individual to summarize what you have said so that you know they understand. Watch for people’s tendency to focus on negative attributes; ask them to also recap the positives if necessary.
Follow Up
This is the step that many people miss, but it’s an essential part of the feedback framework. If you say that you will follow up with the employee in ten days to check in and see how things are coming along, make sure that you do. Lack of follow up on your part will make it look as though you don’t really care about helping the employee to succeed. It will also negatively impact levels of trust and employee engagement.
If you have an employee who is not succeeding despite receiving feedback and coaching from you, and you neglect to follow up with them, it can be perceived that you are condoning the unwanted behavior or that you do not take performance management seriously. If you persistently condone poor or substandard workplace behavior, you make it extremely difficult to move onto disciplinary measures in the future.
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Informal Feedback Framework
Informal feedback will be offered in a way that is very similar to formal feedback, except that you will likely only focus on one topic, and you do not need all that documentation that a performance appraisal or similar formal meeting requires. Data is still helpful however, and appreciated by people who need to have a solid understanding of where you are coming from.
The framework for an informal meeting can look like this:
o Set the time and place (if it is not a spontaneous meeting) o Start the meeting
o Outline the change or offer praise o Check for understanding
o Document if appropriate (depending on the nature of the conversation, this may not be required)
o Follow up
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State Your Case
Instructions
Each of the following situations is one in which you can provide feedback. In your groups, review each example and then come to consensus on whether you will provide feedback that it formal or informal (including the rationale for your choice). Then, if you have decided to provide feedback, prepare at least two constructive feedback statements based on what you have learned so far. Be prepared to share your answers with the rest of the class.
Scenario One: Howard the Warehouse Worker
Howard works in the warehouse and used to have no problem picking all new work orders within 24 hours. However, in the last several months he seems to be spending a lot of time on the phone as he moves about the warehouse, and he is falling behind. Orders are now being filled on average within 30 hours.
Good Feedback Statements
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Poor Feedback Statements
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Scenario Two: Task Improvements
Four months ago you completed formal performance reviews with your ten direct reports. For the most part, things seem to be going quite well. One of your staff has developed a new work process that has helped the team to increase their time for task completion by 4%. This translates to an increased profit of $75,000 per quarter.
Good Feedback Statements
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Poor Feedback Statements
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Scenario Three: Tardy Supplier
One of your consistent, reliable suppliers has recently changed his delivery times, dropping off building supplies at 4:00 p.m. instead of his previous 7:00 a.m. time. In the last week, you’ve been unable to supply your own customers on time because of this change in his delivery schedule.
Good Feedback Statements
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Poor Feedback Statements
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Scenario Four: The Break Room
Of the 100 staff working out of your location, most are quite diligent about leaving the break room clean and tidy after they use it. Yesterday and the day before, however, people left their dirty dishes in the sink. You know who the culprits are, since their names are labeled on their lunch containers. You are furious that they would behave this way.
Good Feedback Statements
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Poor Feedback Statements
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Scenario Five: The Copy Technician
The photocopier technician appeared one day to say there was a recall on a part for your copier and he was going to replace it. He completed the work quickly and with minimal downtime. A few days later, three of the staff comment that the machine seems faster than usual, and that it has not jammed since the technician was in.
Good Feedback Statements
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Poor Feedback Statements
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Pre-Assignment Review
Review the feedback statements in your pre-assignment. Find ways to improve them by applying the skills that you have learned in the course so far.
Original Statement
Improved Statement
Giving Effective Feedback
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Chapter Six: Receiving Feedback Graciously
Accepting criticism from others can be really difficult. We often hear criticism as a very personal attack on behavior that we already may not be proud of. It helps to think about criticism as feedback and as something to help you improve. This is what we refer to as positive intent.
While you may hesitate in doing this, it can be an outstanding opportunity for you to grow. It also means that you are going to follow up a feedback chapter by asking the other individual if your feedback was helpful, sensitive to their needs, and respectful.
Here are some tips on accepting criticism.
Listen attentively.
Make sure you understand the criticism and what needs improvement. You may even want to paraphrase the other person’s remarks.
Ask for details.
Find out as much as you can about the incident(s) described. Ask lots of open ended questions to gather all the information that you can.
Find something to agree with.
You don’t need to say that you were wrong if you weren’t, but it does do a lot for your own integrity for you to say that you were wrong if you were. Of equal importance, you need to acknowledge the person’s right to criticize and to recognize the importance of the person’s concerns. If you cannot agree with the other person about any aspect of the criticism being offered, you could be perceived as rejecting the person as well.
Try not to take their comments personally.
If they’ve learned anything about offering feedback, they will know they need to speak to your behaviors and not your personal self, but not everyone knows this. Consider that they are being brave and offering feedback (not an easy thing for most people to do) as an opportunity to improve yourself.
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Chapter Seven: Testing the Waters
Scenario One
Amy has worked on your team for ten months. She is an employee who does great work about three days each week, but seems to have trouble producing at the same rate for the entire work week. As a graphic designer she meets her deadlines and she does great work, but she is inconsistent. With increases to the team’s workload this year, this inconsistency is more noticeable than ever. There is no denying the quality of the work she is producing on the days she is productive, but you are not sure what is really taking place on her less productive days. You are not sure if this inconsistency is simply the way that Amy works, or whether something might be wrong.
Feedback Plan
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Scenario Two
You have a pretty good relationship with your computer service company, who gets paid on contract. They do computer installations, service calls, emergencies, and provide help desk service to your small company. For the first four years of this contract, you were happy with the service you received and to pay the bills the company sent. In the last two months, however, you have noticed advertising for this company where new clients are being offered substantial incentives to sign up for the same services, but these deals are not being offered to you. You want to talk to the company about how you feel about this.
Feedback Plan
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Scenario Three
Your boss has always been a challenging personality for you to work with, but despite your differences, you have worked well together for the last six years. You are someone who is detail oriented and well organized. You categorize your e-mails and can always locate them later. You apply principles of time and project management so that you meet all your deadlines and deliverables, although you have gone over budget by an average of 3% on two medium-sized projects this year. You aren’t perfect, but you are feeling very ready to apply for a promotion when one comes available.
Your boss is a big picture thinker and does not worry about details. She is able to look at things differently. Instead of getting average results, she goes after the big stuff and creates positive, major changes. She often double-books herself, overspends on the budget, forgets to submit reports, and then does them in a hurry and sends them in late. Her likeable nature means that she can smooth things over with her own boss and members of the board so that they are back to liking her before they get angry or provide her with feedback she might well need.
Her lack of performance, however, is having an impact on the growing team, and there are more people than ever who can see her shortcomings. Plus, she seems more harried and forgetful than usual. Your boss has never asked you for feedback before, but you are committed to the success of your team as well as yourself. You decide to approach your boss to talk about a major project coming up.
Feedback Plan
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Personal Action Plan
I am already doing these things well:
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I want to improve these areas:
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I have these resources to help me:
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As a result of what I have
My target date is…
I will know I have
I will follow up
learned in this workshop, I
succeeded when…
with myself on…
am going to…
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Recommended Reading List
Blanchard, Kenneth, Jim Ballard, Thad Lacinak, and Chuck Tompkins. Whale Done! Free Press, 2002.
Boothman, Nicholas. How to Make People Like You in 90 Seconds or Less. Workman Publishing Company, 2000.
Coonradt, Charles. The Game of Work. Gibbs Smith, 2007.
Daniels, Aubrey C. Bringing Out the Best in People. McGraw-Hill, 2000.
Elton, Chester, and Adrian Gostick. The 24-Carrot Manager. Gibbs Smith, 2002.
Hamilton, Cheryl, and Cordell Parker. Communicating for Results. Wadsworth Publishing, 2007. Ivancevich, John M., Robert Konopaske, and Michael T. Matteson. Organizational Behavior and
Management. McGraw-Hill/Irwin, 2007.
Murphy, Kevin J. Effective Listening. Bantam Publishers, 1988.
Pink, Daniel. The Surprising Truth About What Motivates Us. Riverhead Books, 2009.
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Course Evaluation
Dear Trainee,
We have a special assignment for you during this workshop. We would greatly appreciate it if you could answer a few questions about your training experience. This will help us make your next experience even better! Please return this form to your trainer after the workshop.
Thank you!
Your Training Team
General Information
Workshop Information
Name of Workshop
Location of Course
Course Length
A Bit About You (Optional)
Name
Position
Do you want to be contacted about your training experience?
If so, please provide your telephone number and/or e-mail address.
Giving Effective Feedback
42
General Evaluation
Strongly
Disagree Neutral Agree Strongly
Disagree
Agree
Overall, the training chapter was high quality.
The course covered the material I expected.
This training will be beneficial to me in the performance of my job.
I had plenty of opportunities to practice what I learned.
The course gave me specific ideas and tools to implement in my workplace.
The trainer was professional, well-prepared, and knowledgeable about the topics at hand.
The training facility was well-equipped and comfortable.
Overall, this course was worth my time and money.
Final Thoughts
If a colleague was going to take this workshop, what would you tell them?
If you could change one thing about this course, what would it be?
What was the most important thing that you learned today?
Do you have anything else to share?
IBM Art of Negotiation.rtf
ART OF NEGOTIATION
Study Guide
CONTENTS
I INTRODUCTION
- WHAT IS NEGOTIATION SELF TEST
Evaluation of current negotiation ability of students.
II.1
Planning and Preparation Phase
II.2
Meeting, initial chat and opening action
II.3
Negotiation debate - The fight for altered expectations
II.4
The final agreement
II.5
Checkmate
III
CONCESSIONS
III.1
Concessions - When - Why
III.2
Substantiating from realism
III.3
Diplomatic Games
III.4
How does a winner look?
III.5
Preparation of ammunition
IV
DANGERS IN NEGOTIATIONS
IV.1
Ethics and Tactics
IV.2
Defense mechanisms
IV.3
Interrogation techniques
IV.4
Quiet - Listen!
IV.5
The unguarded moment
IV.6
The anxiety of the telephone
V
BARGAINING POWER
V.1
Negotiation is not a social talk between friends but a serious
struggle for advantage
V.2
The power of legitimate documentation
V.3
What is a "Standard Contract"?
V.4
The deception of printed matter
V.5
All contracts are negotiable
VI
APPLYING PRESSURE
VI.1
The creation of tension
VI.2
The handling of tension
VI.3
Psychological dismantling
VI.4
The use of pressure or comforter
VI.5
Emotional pressure patterns
VI.6 Physical dismantling
VI.7 The pressure of limited ability
VI.8 Questioning of authority
VII STALEMATE
VII.1 Conflicting attitudes
VII.2 Change of negotiator
INTRODUCTION
The business environment is based entirely on negotiation. Even in early times man had already learnt to negotiate a deal by exchanging articles, animal labour or coins. In those days exchanges took place in specifically measured units, for example, a shekel of silver for a sheaf of wheat. Those who had more ingenuity in the business circle in time learnt that should he be able to negotiate a barter in such a way that he could acquire more than the fixed value, he in fact made a bigger profit out of such a deal. In later years we find that the businessman would argue about the size of a slaughter animal. The one party would like to offer a lamb while the other party would rather like to receive a fully grown sheep. The principle of fixed values had faded.
As wealth grew through the years, it later became apparent that the art of negotiation earned substantial dividends. In modern times the businessman finds himself in a negotiating situation every minute of the day. Whether it is an article to be bought or stock to be sold, negotiations take place between the supplier and buyer. But negotiations also take place on many other levels. In these days negotiations take place in respect of labour, rent, interest rates, in fact there is hardly any action that a businessman can put into effect without having to negotiate.
Because of the complexity of political, social and labour negotiations, the art of bargaining has become a very intricate issue, to the extent that the big multinational companies as well as governments (without exception) make use of negotiators who have been intensively trained and prepared for the sole purpose of negotiation.
Inevitably we all have a natural atonement to negotiation because we inadvertently give expression to our ability to negotiate since childhood. It will be virtually inconceivable that our civilization could survive should the element of negotiation be omitted.
Because of the phenomenal role that negotiating abilities play in the success of a business concern, we will Endeavour to develop the skills of the business entrepreneur to the extent that he will enter a negotiation situation with prepared objectives. There are of course many personal qualities that have an important role in negotiation, but in this lecture we will suffice by an intensive study of negotiation techniques. Because many actions to be discussed are applied in a specific sequence, we wish to recommend that the lectures be studied as such.
WHAT IS NEGOTIATION
When looking at the Latin, we find that the word negotiation means "business". The first very important phenomenon which comes to the fore when analyzing the negotiating action is that in virtually all cases there is a winner and a loser. The most important question that arises is how much you can gain from any given bargaining situation. Exactly how good a negotiator are you? How good is your natural ability to negotiate? Let's evaluate a number of questions which have been compiled as a short test to determine your current ability to negotiate.
CURRENT SKILLS TEST
Draw a circle around the correct answers to the following 20 questions.
1. When you are to be involved in a negotiating action, do you do your preparation in writing?
- Yes
- No
- Occasionally
- How calm are you when conflict arises during negotiations?
- Calm
- Nervous
- Avoid conflict
- During negotiations, do you consider yourself to be:
- Stubborn
- A good collaborator
- or do you give in easily?
- What type of transaction do you bargain for?
- A good transaction for both parties
- A good transaction for yourself
- A better than no transaction at all
- Do you enjoy quarrelling over prices with the supplier of articles?
- Enjoy it tremendously
- Hate it
- Prices are fixed
- How well do you listen?
- Very well
- Take note of the more important information
- Avoid insignificant (fatuous) information
- Do you like complex bargaining?
- I love it
- Avoid it
- Choose the easiest way out to conclude the deal
8. How would you feel about a negotiation situation in which you are bargaining for a 15% pay increase while the rest of the department receives only a 7.5% increase?
- Won't do it
- Prepare thoroughly and hope for the best
- Look forward to the challenge
- How good is your business judgment?
- Experience shows up well
- As good as most other businessmen
- Sometimes make the wrong decision
- When you have power, do you use it?
- To the maximum
- Use of power makes you unpopular
- Not at all
- How sensitive are you to personal feelings of your opponent in a negotiating situation?
- Very sensitive
- Don't give a hoot about his feelings
- Observe his reaction with interest
- How important is it to keep the opponent satisfied?
- Only the result is of importance
- Sound relations are very important
- Each man for himself
- Are you prepared to make an extraordinary low offer for an article you wish to acquire?
- Don't make a fool of myself
- What can I lose?
- Always do it
- How do you usually compromise?
- Very little if at all
- Meet the opponent halfway
- As much as required to conclude the transaction
- How well were you prepared for your previous house or car transaction?
- Thoroughly
- Not prepared
- Handle the situation while in progress
- How would you feel having to explain four times in succession?
"I'm sorry, but I don't understand your explanation?"
- Awful, won't do it
- Start doubting my own ability to comprehend
- Do it without feeling bad at all
- Do you get nervous when confronted with difficult questions?
- Avoid them
- Become nervous
- Become keen witted
- Do you ask challenging and penetrating questions?
- It would be indecent
- Easily, and would expect sound answers
- Only ask for essential information
- Do you easily talk about your business matters?
- Consider all matters regarding my business as confidential
- Sometimes say too much
- Nothing is secret. I do business with my cards on the table.
- Should you lack information in a negotiating situation, what action would you take?
- Pretend to know
- Try to end the meeting quickly
- Ask penetrating questions
You will now be award points in respect of the 20 questions which could either have negative or positive values. You may only award points to one of the three answers to each question. You may of course note the values of the alternative answers to the questions as a matter of interest.
SKILLS TEST MARKING
1.
a
plus
4
( +4 ) = 4
b
minus
2
( -2 ) = -2
c
plus
1
( +1 ) = 1
2.
a
plus
2
b
minus
1
c
minus
2
3.
a
minus
3
b
plus
2
c
minus
3
4.
a
plus
2
b
plus
1
c
minus
1
5.
a
plus
1
b
minus
2
c
minus
3
6.
a
plus
3
b
minus
1
c
minus
2
7.
a
plus
2
b
minus
3
c
minus
1
8.
a
minus
3
b
minus
2
c
plus
4
9.
a
plus
2
b
plus
1
c
minus
2
10.
a
plus
1
b
minus
1
c
minus
3
11.
a plus 3
- minus 3
- plus 2
12.
a
minus
1
b
plus
2
c
minus
2
13.
a
minus
2
b
plus
2
c
plus
3
14.
a
plus
3
b
minus
3
c
minus
3
15.
a plus 3
- minus 2
- minus 3
16.
a
plus
3
b
minus
2
c
minus
3
17.
- minus 3
- minus 2
- plus 3
18.
a minus 3 b plus 4 c plus 1
19.
a plus 3
- minus 1
- minus 4
20.
- minus 3
- minus 1
- plus 2
Add all the minus values and do the same with the plus values. Subtract the negative total from the positive total and multiply by two to give you a grand total. If this score is somewhere between 50 and 70 you are most probably already a capable negotiator. With a score of between 30 and 50 you have an average ability as a negotiator and an in-depth study of this subject could be worth your while.
Whatever your score, this course will lead you to better negotiating abilities.
Now back to our definition. What is negotiation? Negotiation is a process whereby two or more parties come to an agreement which is satisfactory to all parties concerned. The question that now arises is how could there be a winner or a loser with both parties having been satisfied? Let us take a look at a practical case.:
Two well-known businessmen are having a game of golf and at the nineteenth hole:
Mr. Player to Dr Luyt…..
"Dr Luyt, that farm of yours near the Kruger Park , is it still for sale ....
I will offer you R8 Million Rand for it."
“Accepted ", says Dr Luyt, “the farm is yours."
Deal Done.
This is a beautiful example of two real gentlemen concluding an amicable business transaction. Both parties are happy and satisfied. What we are wondering about is whether Dr Luyt would still be so happy if he had known that the buyer would have been prepared to pay as much as 15 Million Rand for the property. Furthermore, we wonder whether Mr. Player would still be as happy if he had known that Dr Luyt would have accepted as little as R5 Million for the farm. This is not an example of the ideal business transaction, but rather an example of a very bad transaction. Both of these gentlemen are throwing away tens of thousands of Rands within a period of a single minute, thus making radical mistakes which will not be made by any student of this course. In this instance there was no winner or loser, because there was no negotiation in the true sense of the word. During negotiations each party will Endeavour to find out what the other party really wants, and how determined he is to obtain his objectives. The scrutiny of the other party's requirements and limits form the crux of this chess game. In this instance everything counts: every question, every answer, and every intonation, the manner of speaking, the manner of answering and the pressure being applied.
The winner will be the negotiator who succeeds the best in establishing what his opponent's aspirations are, and how much he can afford to pay for them. The negotiator who wins has acquired the art of concluding the transaction at the peak (or centre) of the negotiations. The negotiator, who carries a transaction through relentlessly and regardless of any adverse effects it may have on his opponent, is in fact the loser. The reason being, that the opponent is perhaps forced to skimp on the quality of finish of the article.
It could well be that the few Rand you save are not worth the expense of having an important business relationship jeopardized. The really sound transaction is the one with the best possible advantage to you without the opponent being compelled to supply inferior quality or not being able to make sufficient profit to justify his existence.
We have now established the essence of negotiation. Let us now concentrate on its application. There are four strategic facets which have to be considered to conclude a transaction successfully:
- The planning and preparatory phase which is executed long before the negotiating session is reached.
- The initial preparatory meeting at which the two opponents disclose their individual offers while clarifying and justifying the figures.
- The true negotiating debate is realized. This could be labeled "the war of changed
expectations". In this instance, questions are asked and
answered. The parties raise
different opinions, attack and defend until consensus is
reached and a mutual decision is
taken.
- The transaction is finalized or stalemate is reached.
That is the framework of this specific lecture. Let us summarize the process of negotiation as being the quest for consensus between two (or more) parties at a junction somewhere in the
future. It is principally these differences of opinion which distinguish negotiation from mere conversation. The crux being that both parties should feel mutually satisfied at having reached a gratifying agreement. Is it not strange, therefore, that in so many negotiating situations both parties are completely satisfied with the transaction concluded, and to the extent that only an impartial outsider will probably be able to say which party got the better deal. At the conclusion of the transaction both parties consider themselves as having obtained the maximum possible advantage, and that no greater benefit could have been obtained.
Negotiation is therefore the achievement of a sense of satisfaction and not so much the result of the negotiations. Negotiation could in certain instances be seen as a game of poker where the credibility of the player is the overriding factor. The opponent must feel that he can believe you when you state or strongly imply that you have reached your optimum. Likewise, the negotiator will not conclude before being convinced that he has driven his opponent to the limit. Credibility is therefore the crux of the negotiating action. It is of paramount importance when deciding upon the initial offer, as well as the granting or rejection of concessions which follow sooner or later.
The loss of credibility could have a negative effect, particularly in the event of misunderstanding during initial negotiations for instance when making an unreasonable opening offer which forces the negotiator to change his direction abruptly, thereby displaying his false bargaining.
In planning a negotiation session it is important that pertinent questions are asked, and a clear definition and guidelines be given by both parties. In this respect we could mention aspects such as the negotiator's technical knowledge of the product to be negotiated, the fixing of the strategic value of the item, and whether it could possibly be obtained from another supplier. It is important to establish a framework of extremes which will be acceptable to management to avoid the rejection of a settlement reached by the two negotiators.
The expression "I must do my homework well" is apt, so that the negotiator knows what to expect, but more important what he expects to receive. Obviously the more information obtained regarding the possible tactics employed by, or the bargaining position of the opposition, the better the negotiator can formulate his offer.
Let us now discuss the initial action in more detail. This action takes place when the two parties meet, and it is here that the first impression, which could be lasting, is formed. It is here that the battle begins. In his opening address the seller, with the powers of conviction at his disposal and backed by facts and arguments, will try to convince the buyer that his price setting is more than reasonable, as well as being extremely good value for money. The buyer, on the other hand, takes note of the seller's price and decides what he will believe - everything or nothing.
Likewise, the buyer's first move might be influenced by his reaction to the seller's offer. It is wise for the buyer to pretend that he is considering the seller's initial offer in order to create a genial atmosphere. What then determines the initial offer and price setting may be rightly asked?
Let us examine the following: There is a correlation between the negotiator's aspirations and the level upon which the transaction will be concluded. In general, the higher one aims the better
one's chance to conclude on a higher level. Neither of the parties in fact expects to conclude the transaction on the figures presented initially. The buyer knows this and so does the seller. Both parties therefore leave space for negotiation, or rather space for concessions. Once again, credibility is the keyword during these initial stages.
No negotiator can consider it a compliment if his initial asking price was R1000 per item when the deal is eventually closed on only R100 per item. Nor can the buyer be complimented; who was initially prepared to pay only R100 per item eventually ends up by paying R1000. With realism in mind, aim high.
There is always the possibility that the buyer wants your product more desperately than you think. Conversely, aim low because there is the possibility that the seller is desperate to get rid of his product.
Both parties face the risk of losing credibility by making an initial offer from which it will be virtually impossible to withdraw later.
Strategically one should always try to force the other party to reveal his initial offer first, thus determining his way of thinking before you fire your first shot. Your initial offer could be as high as you wish, with one proviso: it must be justifiable.
It could, of course, happen quite easily that the initial offer of the other party is much higher than expected. This is obviously done to shock the opponent.
Although this tactic may have the desired effect, the veteran negotiator will not be deterred, but will maintain the initial low counter offer, once again on condition that it is justifiable. We should, however, always guard against an offer which could be regarded by the other party as being ridiculous, although the price setting may upset him. Whatever the initial offer, whether high or low, price setting must be substantiated by both parties with relevant facts.
A good example which comes to mind is the trading in of a used vehicle. The experienced dealer will normally offer you far less than the book value of the car. He will point out small scratches on the paintwork, worn tyres and the fact that financing is not available on older models such as yours. The salesman's initial shots are intended to gain as much ground as possible to allow for careful concessions later. The seller, on the other hand, expects much more for his vehicle for sentimental reasons.
CONCESSIONS
After having fired the initial shots, it is inevitable that one or both parties will grant concessions on his initial offer in order to stimulate progress. The question is how much and when. The golden rule is that the first concession should be very small. When referring to a concession, it need not necessarily be defined in terms of Rands and cents, but could entail other considerations such as terms of payment, delivery date, packaging or other small perks.
A very small concession will also have the additional advantage of substantiating the initial offer as being realistic, and this could furthermore prove profitable should this point be established. At this stage the other party may appear to be offended as a result of the very small concession being granted, but the experienced negotiator will not be deterred. We have to bear in mind that this is a diplomatic game and that acting plays an important role. The opponent may react aggressively or even adopt a pleading attitude. The experienced negotiator will observe these reactions very carefully, but will not allow further bargaining to be influenced by this. He will not be upset in any way whatsoever.
The other party is normally shocked by your small concession and this causes him to doubt the fairness of his initial offer. This is, in fact, the objective we wish to achieve at this point.
His initial offer may of course not necessarily be totally unrealistic, but it is the object of the experienced negotiator to pretend that it is. Bear in mind that we do not merely wish to conclude a transaction, but rather to conclude the very best transaction without any of the parties being done in. The point is: should your opponent be convinced that you could in no way consider his initial offer regarding money and terms of payment, you have already won the first round.
Negotiation means everything except an intersection halfway between the objectives of the two parties. However, that is the coward's way out by saying "split the difference". Aim high, strike high. Aim low, strike low.
Let us establish who the winner is in negotiations. The winner is the negotiator who concludes the best possible deal for himself while his opponent receives the minimum, without him being hurt in the process.
How do you win?
- Plan in advance and do your planning thoroughly.
- Set your initial offer on a level that will adequately allow for any concessions.
- Keep concessions small, slow, and concede as little as possible.
Maybe we should illustrate the principles of these initial negotiations by way of the following
imaginary property deal: You intend purchasing a house for which you have budgeted R600,000. The estate agent believes that you could possibly buy a property for R700,000 or maybe even R800,000 but he doesn't know for sure. You are convinced that the property being advertised for R800,000 could be bought for R600,000.
You see your dream home being advertised in the newspaper for R800 000 and you and the seller get together.
The seller expects R700 000 for the property and you are prepared to offer only R600 000.
Let us now put the above facts into practice by simulating the deal. Ask one of your colleagues to be the seller of the property and you are the buyer. Implement the above principle and try to buy the property at the best possible price. We will now give you a number of arguments that you might use in this negotiating process.
- What guarantees does the seller give you?
- Is there an existing bond on the property which could be taken over?
- On what terms does the seller wish to sell?
- Very important: how urgent is the sale of the property?
- Has he been transferred?
- Or is he merely trying to get a good price?
- What inherent shortcomings can you point out to the seller?
For example, a very small bathroom, a poorly designed kitchen, uncarpeted floors, garage without doors, etc.
The secret is to be well prepared. Find out as much as possible about the seller, his background and his circumstances. It might just be that he is in desperate need of cash. Should you be prepared to advance a few thousand Rand immediately as deposit, he might be willing to drop the price considerably in order to solve his immediate problems. The lesson is therefore to investigate his background and circumstances thoroughly. Keep the pressure on your opponent by a barrage of penetrating questions without getting personal or being unethical. This could upset him and thereby upset the process of negotiation.
Now add to the list, selecting 25 imaginary, well prepared questions and/or viewpoints. As soon as you get the knack of this you will be surprised at how easy it becomes.
This method is of course the method we will employ during these negotiating situations and it therefore becomes clear how important it is for you to be well prepared for any negotiation. Just to help you along with your list, let us examine a few other questions:
Is the property situated near a primary and high school?
Is the property within walking distance of a shopping centre?
Is the property near a bus route?
Is it situated on a busy main road?
Is it properly fenced?
Now add your own.
THE DANGERS IN NEGOTIATION
Because we are involved in a very intricate game of chess during the process of negotiation, our main defense is to be constantly alert and cautious at all times. During negotiations, as in the case of the battle of love, we could expect our opponent to implement various tactics, the ethics of which could sometimes be questioned.
Our first danger in negotiations is to trust the opponent in any event, particularly during those unguarded moments when negotiations are not conducted on a strictly formal basis.
Let us observe one of these tactical moves which could be either extremely dangerous to ourselves, or be implemented with considerable success, depending on which side you're on. The telephone rings. Your opponent informs your secretary that he is to leave by plane within a few hours and that he wants to talk to you quickly in order to conclude the deal. This phone call may be regarded as quite harmless. After all, it does not sound as if he could be an enemy, and especially at the beginning of the conversation he uses some friendly phrases. Because the telephone is used, you are under pressure because for some or other reason a person is always in a hurry when speaking on the telephone.
Your opponent asks a few rapid questions to which you give a few rapid answers. Accept and recognize this call immediately for what it is - a wolf in sheep's clothing.
The purpose of this call is to catch the other party off guard and to try to force a quick concession. The biggest danger, however, is that you are tempted to say too much.
The secret while negotiating is to listen carefully, to ask many questions and to offer as little information as possible. South Africans are usually nervous when a lull occurs in a conversation. Use this silence to your advantage. Because your opponent will probably feel uneasy during this lull, he will most likely say anything just to keep the conversation going. During these unguarded moments, important clues are sometimes given away. This is also a promising tactic when such a telephone conversation has taken place.
The best way to handle these calls, should they be put through to you or should you be unable to avoid them, is to ask him to explain his proposal step be step, while you carefully take down what he is saying. Remember once again to ask incisive questions. Carefully repeat the information to him to ascertain that the facts have been correctly taken down. You should also make it quite clear to your opponent that you are not in the position to give an immediate answer, but that you will rather contact him again.
At the same time the opposite is, of course, also true and the telephone could be profitably used when you want to force a concession while your opponent, unlike yourself, is not prepared for the confrontation. The telephone causes definite anxiety in your opponent and creates a sense of urgency which could be used to your advantage. The most important advantage is, of course, the
element of surprise being created by this phone call.
The telephone lends itself to genial conversation and you should guard against the opposition abusing this to obtain more information from you. The question, of course, when receiving such a call, is whether your opponent is, in fact, on the point of leaving for some or other destination. In this specific instance the best answer would probably be for your secretary to say that you are not available.
One of the most dangerous zones during negotiations is talking too much. It is only natural for you to illustrate a sound view with numerous facts. The experienced negotiator, however, knows that for each statement being made and for each fact being established, a question could be raised. When the opponent raises a question, however, great care should be taken when answering to supply the minimum amount of information. While you keep firing questions at your opponent, he will be concentrating on his defense. At some stage or other a weak spot will be penetrated, and being off guard, he might say something or supply some information which could swing the negotiation process in your favor.
The rules in this instance are therefore the following: say as little as possible, only answer the barest minimum and keep firing your questions. Take special note of his attitude towards certain questions and should these unsettle him, zoom in and concentrate on these. Negotiation is not a social event between two friends, but a serious battle for advantage. Sentiment and an aspiration for popularity plays no role in serious negotiation. This does not mean that you will be rude or bombastic.
It is sometimes unbelievable to what extremes negotiators will go to establish what the other party's weak and strong points are. We should also not regard industrial espionage as fiction. This possibility warrants serious considerations, especially when big money is at stake and your own staff could be used by the opponent to squeeze information from them concerning you and your undertaking. This information if often obtained by cultivating a social relationship with some of your staff and thus obtaining the required information. You should be particularly mindful of keeping the number of informed staff and colleagues limited to key figures during important negotiations, as the slightest leak of information could reach your opponent. It often happens that even your best friends and confidants with no ulterior motives could channel information to your opponent through social conversation. The secret is that the negotiator should not share his strategy or his tactics. Saying too little will not ruin the negotiations. Saying too much supplies your opponent with ammunition that could sink your ship.
One of the biggest dangers during negotiations is the granting of concessions or making allowances after having established your initial point of view.
Concessions must be seen as a well-calculated amendment to the initial view which is presented in such a way that it will complement the credibility of your initial stand. The obvious disadvantage of concessions is that too much could be given away. When too large a concession
is made, or when it is made to easily, your opponent will get stuck in eagerly and will consider your action to be a sign of weakness. He will immediately demand more and bigger concessions while refusing you the same. The problem with concessions is that the giver never knows whether his concession was too generous. Anyway, a concession should in all instances be substantiated with a very good reason. It is sound policy therefore that before granting any concession, you should leave the venue for a while, maybe under the pretext of having to make a phone call.
On your return to continue the negotiations, you make a small concession in view of special circumstances that have just come to light. However, when the opponent grants a concession, it should be established why the concession was made at that specific moment.
It would be pointless for the poor negotiator to withhold as much information as possible from his opponent in order to strengthen his bargaining position while the opponent gains access to any required information regarding the negotiations through other informed personnel. It is common knowledge that experienced negotiators often employ sophisticated spying techniques. Information could easily be obtained by merely taking the secretary or any other employee to dinner. These people will gladly supply information, in most cases without realizing that vital information is being handed out for free. Such employees supply information merely to prove their knowledge and efficiency at work. One of the biggest dangers in any negotiation is to uphold wartime security in your own organization concerning any information or access to persons who could promote your opponent's changes.
In this instance it is often the private secretary who, without necessarily realizing it, supplies vital information either by phone or directly to the seemingly innocent opponent's questions. The secretary usually has knowledge of, or access to information because of the scope of her work and because she is not aware of these dangers.
Is there a flaw to be found in his set-up?
Is he anxious to conclude the deal: Has his fighting spirit been dampened?
Is it important to him to conclude the deal because of cash flow problems?
Is there any pressure being applied to him by his seniors?
It might even be that his wife or member of the family is not well. The possibilities are numerous. These are gaps that have to be noticed. While we discuss the subject of dangers, the opposite is also true and while negotiating, we should make sure that we are not subjected to these pressures. We therefore have two types of concessions: Actual concessions backed by sound reasons and explanations and forced concessions brought about by unknown forces. The experienced negotiator notes the difference immediately.
Let us take another look at the property deal. During negotiations the seller suddenly surprises by stating his willingness to accept R750,000. Which of the following actions would you pursue?
- State that the concession is not significant enough.
- Congratulate him on a wise decision.
- Grant an equivalent concession.
- Try to get one more concession.
Of these four possibilities, the first and the last actions would have been the best. By granting this concession the seller has probably indicated that he is willing to grant much more and that he has not reached his limit. The choice of either number two or three would have been a step in the wrong direction.
Let's study the question of concessions. In our property deal the following remark would have been significant: "If you are willing to grant occupation within 60 days, I would be willing to offer R610,000." Let us once again consider the principles:
- Do not accept the first offer because the initial price is the highest the seller expects to
receive.
- Don't be quick in granting a concession, and if you do, it should be small. Here we moved from R600 000 to R610 000 - a mere hundred thousand difference. Why not only R50,000 yes, why not? Let your opponent battle for every inch of progress he makes. Do not make any concession for which a substantial benefit is not granted in exchange. Concessions in this case do not necessarily mean a concession in terms of Rand, but as in our example, factors such as date of occupation, occupation rent, and date of transfer, interest rates and transfer fees are important. When granting a concession, insist upon a concession in your favor, preferably bigger.When your opponent grants a concession, there is no reason whatsoever why you should do the same.
When a negotiator has to battle for a small concession, it is of great value to him should he succeed. He then feels that he has achieved as much as he ever could, and if he has to battle, he feels satisfied with his achievement when the deal is concluded.
The actual questions being asked require closer attention. Most people have the notion of giving a quick answer to a difficult question, believing that a rapid answer sounds more credible. A slow answer may be regarded as a sign of falsehood. The danger though lies in giving a rapid but ill-considered answer which might benefit the opponent. It is therefore imperative that each question is considered very carefully and answered slowly, or not at all. Why must all questions be answered? A difficult question can often be avoided with a counter question. You are not obliged to answer any question whatsoever. Your credibility is not affected in any way by replying as follows: "The information you require will have to be obtained" or even easier "I don't know".
When diplomats and negotiators of giant multinational companies or governments are being prepared for intensive and difficult negotiations, they are subjected to simulated sessions where colleagues will bombard them with questions from every possible angle. Questions covering virtually every possible aspect are put to prepare him for the real action. A session like this with your colleagues who play the part of your opponents could prove to be invaluable in difficult
negotiations because answers to possible questions are formulated in advance. Which of the following possibilities do you consider to be the most effective in our property deal example to affect a lower price?
- Mention that there are various other houses in the area worth considering.
- Establish the fact that you are paying cash.
- Tell him that there is a shortage of buyers in these times.
- Point out that the property does not represent good value for money.
- Ask him to accommodate you because you can't afford to pay more.
We consider the first statement probably to have the best effect because it creates a sense of uncertainty regarding related values of which you seem to have thorough knowledge. The other possibilities do not have the same bargaining power.
BARGAINING POWER
How much bargaining power do we really have? Our couple in their new home wishes to buy a new car. In order to obtain finance they enter this mighty banking institution to see the credit manager. The bank has been designed to give an impression of power which in turn creates a sense of inferiority in the prospective buyers. After all, the bank does have a lot of money. Our couple already feels inferior. How can such a mighty bank allow them credit? The credit manager in turn has to bear in mind that millions of Rand are being invested with the bank every minute of the day and that this money has to be lent in order to earn interest otherwise the bank has to pay the interest out of its own pocket. He is only too pleased to receive applications from people with good credit records who wish to borrow money. The credit manager in his flashy suit is probably thinking how fortunate he is to grant this credit application seeing that he desperately needs to meet his quota. Just think of the many advertisements you see in the daily press in which finance if offered to buy motor cars. The question now arises who has the bargaining power? You, the borrower, or the bank. Now, for something interesting.
The credit manager hands the couple neatly printed forms covered in fine print and setting out every possible condition on which the bank lends money to its customers. The bank utilizes a very legal and extremely forceful bargaining power, i.e. the power of the law.
If the bank presents me with a document in which all conditions are clearly explained, I accept this as a legal or standard contract. The real facts are that the financial institution neutralizes all further terms and negotiations by adding clever and misleading clauses. There are many of these types of agreements which are designed to neutralize further negotiation. A good example is a hire purchase agreement, a contract accepted by many businessmen as the beginning and end of all agreements.
Agreements between car dealers and the public in which certain so-called guarantees are offered, but which in actual fact merely limit negotiation, also come to mind.
It is generally accepted that such a contract (or conditions) is the only and final agreement that could possibly be concluded between the party concerned and its customers, merely because it is printed. Don't be misled. All agreements and contracts are negotiable, whether printed, standard or otherwise.
Let's consider an elementary example. The advertised price of an article. It is generally accepted that should an item bear a price tag, that price is final and everyone pays it and therefore the price is not negotiable. But why not?
With a few exceptions where prices are controlled by law, all prices are negotiable. Offer the car dealer a lower price and note his reaction. These examples prove that we could be misled by merely accepting that the other party has all the bargaining power.
In our earlier example of the property deal, we informed the seller that there were other properties available at competitive prices. What actually happened was that you robbed him of this bargaining power which he would have had, had it been the only property available. Our bargaining power is always greater than what we expect. Think what the Mafia leader, All Capone, once said: "You can get much further with a kind word and a gun than with a kind word alone."
The buyer always has the most power, simply because he has the right to buy. Therefore we can make use of "a kind word and a gun". Likewise, the seller has the right to refuse the sale. The purpose of negotiation is, however, to convince, and not to win. The extent of the negotiator's bargaining power should be realized by both parties.
It would be pointless if the seller was not aware of his strong position and could therefore not utilize this strength, or being aware of his bargaining power and not using it would definitely not intimidate his opponent, and he would continue to strengthen his position in the bargaining situation. The seller might in this case find himself in a desperate situation which compels him to sell immediately at virtually any price. This is bargaining power, but should the buyer not be aware of this, it will have no benefit.
A buyer might desperately be looking for a property in a certain area for a specific reason, e.g. to conclude a deal immediately before the reopening of schools. This will give the seller greater bargaining power provided that he is aware of that fact. This, at present non-existent bargaining power, could be realized if he believed that his opponent knew of his predicament of, for instance, having to sell urgently. Let us assume that the bold and confident buyer made an exceptionally low offer. The seller, being self-conscious because of his predicament, believes that information has leaked out and that the buyer is aware of this and convinces himself that there is no other explanation for the impetuous attitude of the buyer. His opponent's position of strength has become a reality, while the seller has to negotiate from a weak position. This is a serious error of judgment.
The experienced negotiator is always confident that the opponent will not be able to expose his weak points. As a matter of fact, he pretends there are none. At the same time he realizes there are definite weak points in his opponent's set-up and he concentrates on locating them. The loser is the one who wastes time, money and energy by worrying about the bargaining or super power of his opponent. The winner will contest these powers and find ways of neutralizing them.
In this way one can negotiate and probably obtain a lower interest rate by contesting the so-called standard financing agreement. Virtually without exception the only question asked is whether the application was approved or not. It is accepted that the interest rate is fixed.
The moment the client enquires about the interest rate, the financial institution will most probably quote a lower than maximum rate in order to avoid any further negotiation. Should the prospective borrower not accept the super power of the financial institution, he may find that he
could force down the interest rate even further by a couple of percentage points. Even the super power of most of the big business institutions may be contested, thereby concluding a better deal. The super power of the opponent should never be accepted without reservations. You always have more bargaining power than you think.
Let us look at the following example: "Miss, when is your next directors' or management meeting?" It might appear to be an innocent question, merely suggesting an interest in the company. In fact, this question may be asked because the opponent wishes to do his planning in a certain way and make use of pressure tactics before the meeting to enable him to use this information in determining dates and times for negotiations.
It is sometimes surprisingly easy to obtain even the agenda of such a meeting in advance by the use of a little charm. It is most important that the secretary and top personnel be trained to give correct answers to questions instead of supplying irresponsible information just to prove that they are in the know.
APPLYING PRESSURE
Pressure puts strain on a negotiator and the discreet application of pressure could yield positive results. In this regard we think of financial pressure, being pressed for time and performance. These are only a few examples of pressure under which a negotiator must function. Risk is therefore very closely related to pressure, because if there is no risk, there is no pressure. Pressure could be caused by the risk of losing your job if you don't perform and the consequent loss of profits, and pressure because of a bad reputation.
Looking at the secret services of the world, the Mafia and the likes, one realizes that there are other methods of applying pressure in order to achieve results. A classic example is the technique of the brute and the sympathizer.
One negotiator plays the part of the mean brute by behaving badly and then leaving the room while the other party then sympathizes by way of perhaps a glass of water and comforting words of encouragement. This form of psychological pressure is applied to the negotiator, in this case the person being questioned, who will later take the sympathizer in his confidence and disclose certain information. The psychological strategy here is that the person being questioned finds himself so relieved after having been severely pressurized that he will readily answer questions and supply information to the sympathizer.
The person being questioned, in this case the negotiator, is so bewildered and confused that he does not realize that the sympathizer as well as the mean brute both work for the same team with only one objective, and that is results.
Which of the two eventually succeeds in obtaining the information is of no concern, provided that this objective is achieved. One should of course be careful when applying this psychological tactic to the day to day negotiating actions. This relationship could be applied to us in a very subtle way without us realizing what it is all about. The technique should, however, be clearly realized for what it is, namely psychological brain washing. Another important factor in the negotiation action is the question of being pressed for time.
In a negotiation situation we often find the one party uncertain of whether or not to conclude a deal, and by applying pressure relating to time, the deal can be forced, for example: "We must finalize the deal today because prices rise on Monday", or "Our special discount applies today only." There are a number of these pressure clichés being applied by salesmen on the public.
We, as professional negotiators, should remember that the principle of being pressed for time can be applied successfully on our opponents, but at the same time not to succumb when this tactic is applied to us.
The successful negotiator, when being pressed for time as in the case of prices rising in fifteen days, realizes that he still has fourteen days left before having to take action. He will probably
wait the full fourteen days in case something crops up that might benefit him.
A buyer makes an offer to purchase property. This has to be accepted within 48 hours after which the offer lapses. The seller is subjected to emotional pressure because he firmly believes that when the 48 hour period expires, the prospective buyer's interest will suddenly disappear. He restricts his thought processes by concentrating on whether to say yes or no to the offer. The person making the offer, however, is in a very strong position because he could always continue his negotiations whether his offer is accepted or not. We therefore have to accept the fact of being pressed for time for what it really is and apply it skillfully. Another important aspect of pressure is physical pressure.
Any negotiator who has been involved in endless sessions or tiresome negotiating actions knows that he is overcome by fatigue and when it is getting late, he becomes anxious to conclude the deal in order to go home or to report to his superiors.
The experienced negotiator often applies this technique by keeping his opponent busy longer than necessary. This he does by way of inspection in loco, sightseeing tours and the likes, purely to tire his opponent. Some of these techniques are often applied in the international negotiating arena and therefore specific attention is given to the physical fitness of senior negotiators, particularly in the East. This psychological prostration is often applied by businessmen by forcing their opponents to attend time consuming business lunches and cocktail parties in order to tire them to the extent that they become anxious to conclude the deal and then leave. It is also here that the "what is your lowest price" technique is often applied to conclude the negotiations when it is apparent that the opponent is tired.
When a negotiator, from a purely psychological point of view, is subjected to physical pressure for some time, he will naturally feel compelled to conclude the deal having spent so much time and effort on the negotiations, even if it means having to be content with far less than he initially bargained for. He will thus conclude any deal even if it is to regard the long hours of suffering as not having been wasted. Another interesting pressure technique is popular with Americans. The negotiator is accompanied by an expert or experts with specialized technical knowledge. These experts are used to keep the opponent busy and to tire him with tedious and sometimes useless sessions.
Let us not forget, however, that for every expert there is always an equally qualified expert on the other side. The lengthy technical explanations of the standard or quality of a product have to be seen for what they are, namely a negotiating technique. The golden rule here is that the ignorant or uninformed must in no circumstances be allowed to debate any technical detail with the expert. If it is unavoidable that the discussion should be continued by applying the hypothetical technique, namely that the technical expert is informed that his facts could be accepted temporarily for the purpose of negotiation, but that the information is neither finally accepted nor repudiated by the other party, it will mean that a situation of "we take note and will react later" is adopted. Even though the misconception sometimes occurs that negotiators demand maximum authority in decision making during a negotiating action, the pressure of limited authority could
sometimes prove to be a very effective weapon.
It often happens in a negotiation situation that a salesman tries to sell an article to a businessman, and the prospective buyer, being the sole proprietor, is placed under extreme pressure. By stating that he is not the only decision maker, and that his partners should be consulted, a strong defence action is created. Likewise the pressure of limited authority could sometimes prove to be a very effective weapon. "I would have liked to conclude the deal with you. Unfortunately my authority is limited to R10 000 and if the deal exceeds this, I must put the matter before the purchasing committee. However, should we be able to conclude a deal not exceeding my limit, we could most probably finalize it this instant."
In order to avoid a lengthy process of a committee and the risk of rejection, the opponent may decide to accept a lower price in order to conclude the deal immediately. Limited authority could be very flexible and the experienced negotiator will conduct a feasibility study. Here are some more phrases to describe limited authority: "It is against company policy." "Decisions of this nature can only be taken at a directors' meeting." "I do not have the authority to commit my accounts department." The crux of the matter is if you do not have the authority, you naturally cannot grant concessions.
The opposite is also just as important for the clever negotiator, as we would have made an in-depth study of the powers and delegated powers of his opponent before their meeting. This information would have given him the ammunition to return the opponent's fire. The opponent will, whenever he finds himself cornered, tactically move towards a position of limited authority which could then be contradicted. If it should appear that the opponent genuinely lacks authority, it would be wise not to enter into any negotiations, but to demand an opposition delegation on a higher level. Another interesting situation often found during the negotiation action is the phrase used by an irritated opponent: "Take it or leave it." The following is a typical example of this: "The price is R350, take it or leave it." When you are confronted with this situation remember that the pressure could be applied in two ways.
First, the negotiator is physically exhausted because of time limitations, or he does not wish to continue for other reasons and tries to disrupt the negotiations thereby terminating the process or second, because of the finality of the remark to force the opponent to make a final decision. The possible counter-offensive could be one of the following:
- Accept the transaction
- Pretend you did not hear
- Request a five minute break to consult your colleagues
- Ask for time to obtain the necessary permission from your management
5. Accept a checkmate situation
The solution to this problem is not to give in to the pressure being applied or regardless accept the transaction, but rather choose a possible way of gaining time. A rather clever strategy here would be to reshuffle the transaction, for instance to alter the delivery date, terms of payment, quantities, packaging, etc. A basic example: Should you want to buy a used motorbike and be confronted with the "take it or leave it" strategy, you could for instance reply by saying that you will buy the article if the seller provides a roadworthy certificate, or demand a set of new tyres, or that the seller will service the motorcycle at his expense. A stalemate position is obviously not beneficial to either party and the fifth possibility is therefore not acceptable.
AVOIDING STALEMATE
It is quite clear that if a common desire for successful negotiation is not shared by both parties, a stalemate situation is virtually unavoidable.
Quite often when a stalemate situation does occur, a contributory cause could be a conflicting disposition between two negotiators or teams. Let us consider one more example: One party becomes personal and says: "I find it impossible to negotiate with a thick-headed idiot like yourself, and what's more, your calculations are wrong!" We will not consider the merits of the remark, but merely suffice by saying that a stalemate situation has developed. How do we solve this problem? By changing the negotiators. This technique is a powerful weapon. It is also used to enforce a bigger concession and not only in stalemate situations. They chief negotiator may be replaced for various reasons which may vary from the pretext of being ill to having been transferred. The new negotiator has the advantage of not having attended the previous meetings and may therefore ask the opponent a summary of the previous meetings. This will give him a clearer view of the opponent's way of thinking.
The new negotiator does not feel compelled by, or committed to any view of his predecessor. He may for instance state that he has a different approach to the matter. When a different negotiator is put into action he may be able to gain the sympathy of the opponent through subtle manipulation because he has a disadvantage and has to compete in an "unjust tussle". The other party will then merely be more lenient to promote a better relationship with the new negotiator and to avoid any further conflict. This technique of changing negotiators is used in international negotiations in particular, and can often remedy a critical situation.
THE END
SEE VIDEO FILM.
LISTEN TO LECTURE.
PPA test (minutes).rtf
| 1
Professional Personal Assistant
Cross (X) the correct answer on the answer sheet provided. USE ANSWER SHEET ONLY. Any other form of answers will not be considered for marking.
Assertiveness
Building your self-esteem begins with:
- Your partner
According to the assertiveness model, aggressive behaviour means :
Needs and wants are taken care of by knowing, accepting and acting on them in a constructive way.
Needs and wants are taken care of in an indirect, cunning and crafty way.
Needs and wants are taken care of in a forceful and self-serving way.
Needs and wants are taken care of by suppressing them or expecting other to take care of them.
According to the assertiveness model, one of the characteristics of assertive behaviour is:
- Sensitive to the needs and wants of others
- Uses double messages
- Denies needs
Business Etiquette
Developing a professional handshake may possibly be considered as.
- An offensive gesture
- A most valuable business skill
- All of the above
One of the points to keep in mind when it comes to business card etiquette is:
- Give your card to everyone you know.
- Write lots of information on a card that was handed to you
- Cross out old information with your pen
Referring to the contents of this module, which of the following statements are true about small talk:
- Small talk helps us put others at ease and make them comfortable.
- Small talk breaks the ice and goes a long way toward furthering a relationship.
- All of the above
| 2
An example of a good speech habit, especially when talking on the phone is:
Taking Minutes
Being a minute taker can:
The purpose of meetings is:
- Opportunity to air grievances
- A clear summary of proceedings, a means of conveying information.
- Opportunity to get to know co-workers better
The basics of critical thinking is similar to DeBono’s:
- Black hat
- Red hat
- Yellow hat
Part2 Module 1 & 2
- We convey the outcome of research undertaken or an enquiry conducted in the form of:
- Questionnaires
- Reports
- Formal business letters
- Stick-on notes
- When writing a memo you have to conform to:
- Name of company
- TO name of recipient
- FROM whom the memo is from
- All of the above
- A record of what was discussed and what decisions were made at the meeting is called:
- Reports
- Agendas
- Forms
- Minutes
| 3
Part2 Module 3
- A characteristic of a strongly left-brained person is:
- See options at every turn
- See things as black and white
- Their time is polychromic
- May things happen simultaneously
- Action planning worksheets, milestone charts, and PERT diagrams are excellent __________aids when properly used.
- Control
- Leadership
- Planning
- None of the above
- Research tells us that the average person spends this percentage of time looking for documents:
- 10%
- 20%
- 2%
- 5%
- One of the steps in the delegation process is:
- Explain why the job is important
- Explain what is needed in terms of results
- Give the person the necessary authority to do the job
- All of the above
- A key principle of retrieval is:
- Promptness
- Group similar things together
- Authority
- Motivation
- Files that are referred to frequently when working on projects are called:
- Reference files
- Working files
- Archive files
- Disaster files
- The files that contain most of your current work (about 80%) are called:
- Reference files
- Working files
- Archive files
- Disaster files
Total: 20
END
TakingMinutes.rtf
Taking Minutes
Study Guide
Table of Contents
Chapter One: Course Overview
1
Chapter Two: The Role of a Minute Taker
4
What is a Minute Taker?
4
Chapter Three: The Skills of a Minute Taker
7
Key Skills
7
Listening Skills
Critical Thinking
Organisation Skills
Chapter Four: Meeting Agreements
Chapter Five: Minutes Styles
12
Choosing a Style
13
Informal Minutes
Action Minutes
Formal Minutes
Chapter Six: What Do I Record?
18
Recording Motions and Resolutions
What to Record
Chapter Seven: Techniques for Preparing Minutes
22
Top Techniques
Writing Minutes
Preparing Minutes
Editing Minutes
Chapter Eight: Taking Minutes in an Interactive Meeting
27
Chapter Nine: The Minute Book
28
A Personal Action Plan
31
Recommended Reading List
32
Chapter One: Course Overview
Course Overview
No matter who you are or what you do, whether at work or in the community, you are involved in meetings. Meetings are costly, even if they are held in a company boardroom. To ensure meetings are productive and worth the expense involved, three ingredients are necessary: an assurance of closure, a strong chair or leader, and accurate minutes. It has been said that if the minutes of a meeting are not accurate, then the meeting may just as well not have taken place.
If people can’t remember or agree on what actually occurred at a meeting, how can the group effectively accomplish its objectives? After this module you will understand your role as a minute taker and the best techniques for producing minutes that include all the essential information needed.
Learning Objectives
After this module, you will:
- Recognise the importance of minute-taking.
- Develop key minute-taking skills, including listening skills, critical thinking, and organisation.
- Be able to remedy many of the complaints that beset minute-takers.
- Be able to write minutes that are suitable for formal meetings, semi-formal meetings, and action minutes.
- Be an efficient minute-taker in any type of meeting.
- Be able to prepare and maintain a minute book.
Personal Objectives
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Chapter Two: The Role of a Minute Taker
What is a Minute Taker?
Being a minute taker can:
- Give you access to other members of the group.
- Keep you up to date on what is going on in the organisation.
- Enable you to help the chair accomplish the goals of the organisation.
- Keep you more focused on what is being said, so your comments are relevant and your interpretation of what happened is accurate.
Sometimes we feel like accepting the role of minute taker in a meeting has just relegated us to the back seat, and in a boring role. I suppose that could happen but it needn’t. The minute taker plays a vital role within the meeting structure and can choose to use his or her responsibilities wisely (or not). The minute taker has legitimate, easy access to other members of the meeting, including those in key positions.
However, there are still people who avoid taking minutes if at all possible and who are intimidated by the idea of taking minutes because they are unsure of how to do this, and fearful of missing important details.
The minute-taker has a number of names: recording secretary, secretary, note taker, recorder. In many meetings, the chair may act as recorder but this is not recommended because it prevents the chair from devoting his/her full attention to the discussion and may result in incomplete minutes.
Note: According to Robert’s Rules of Order, if the chair is absent and there is no vice-chair, the secretary should call the meeting to order and preside over it until the meeting elects a chair pro tem (for the time being).
Minutes should be written to provide all the members with the following information:
- How issues were discussed and finally resolved.
- The names of those individuals who were assigned specific tasks and the dates these tasks are to be completed.
- Minutes are considered legal documents.
- Motions should be recorded word for word.
What is the purpose of minutes?
A clear summary of proceedings, a means of conveying information, a reminder for future actions and a historical background on decisions of the group.
What are some of the common problems you or others have experienced as a minute taker?
Possible problems are:
A weak chair who can’t keep Participants on track Speakers who mumble, ramble, or speak too fast Speakers who are dis-organised
Chairs and speakers who give vague directions
Speakers who ask the minute taker to create motions around their comments Too many people talking at once
Distractions
Not following the agenda An impossibly long agenda Motions made at top speed
Speakers not identifying themselves Negative people
Power hungry people Unprepared members
Not being allowed to have a break when members have one Being sent out of the meeting to make coffee or photocopies
Some solutions to this include:
Helping the chair by preparing an agenda Setting timelines in conjunction with the chair
Suggesting members prepare notes ahead of time if they are to speak at length on an issue
Setting ground rules that only one person speak at a time
Chapter Three: The Skills of a Minute Taker
Key Skills
Appearances count for 55% of others’ impression of you. This includes your body language as well as your clothes. Here are some tips to help you convey confidence about yourself and your abilities.
- Learn to develop a poker face during the meeting itself, so as to show no emotion about motions or member comments.
- Learn to relax and enjoy your role.
- Dress like everyone else in the group but stay on the conservative side.
- Greet members as they come in and say a cheerful goodbye when the meeting is over.
- Always shake hands, as it is the universal opening ritual of any business transaction. Your grip should be firm but not overpowering, and remember to make eye contact.
To function properly as a minute taker, you must also be alert, highly organised, and focused on the group discussion, in order to restate the positions and the discussions of others accurately and objectively. Not everyone is suited to this job.
A minute taker must be:
- A good listener
- A sound critical thinker
- An excellent organiser
Listening Skills
Research has shown that you spend most of your day communicating. Of that communication time, half is spent listening. Research also shows that you only understand 50 % of what you hear, and that your active forgetting process removes much of that within a day. This lack of understanding is extremely costly.
The cost of not listening is staggering, but the truth is, we can all learn to listen better, if we follow some key guidelines.
Listening for Answers
The ability to really listen is an important skill for anyone to have. Listening allows you to understand where the other person is coming from, and shows you’re interested in what he/she has to say.
Unfortunately, we all experience common listening problems.
- We let our attention wander.
- We miss the real point.
- We let our emotions interfere.
- We step on the statements of others.
- We think ahead and miss what’s being said right now.
To improve your listening skills, use the three steps of active listening.
- Non-verbal messages: Eye contact, an alert expression, head nodding, and a forward lean to the body expresses listening.
- Cues or invitations: These are the phrases like “uh-huh, O.K., Yes, go on, etc. that signal our attention and invite an individual to continue talking.
- Clarification of what has been said: We can do this in one of several ways: by asking questions, summarising what has been said, or paraphrasing the message in your own words.
Critical Thinking
To take accurate minutes, you must be able to think critically and quickly. Minutes should be a record of the facts of the meeting; they must not be tainted by biases or judgments.
We could spend a whole day talking about critical thinking, but the basics are similar to
Edward DeBono’s white hat thinking.
Imagine a computer that gives or records the facts and figures for which it is asked. The computer is neutral and objective. It does not offer interpretations or opinions. When wearing the white thinking hat, the thinker imitates a computer.
The person requesting the information should use focusing questions in order to obtain information or information gaps.
In practice there is a two-tiered system of information. The first tier contains checked and proven facts: first-class facts. The second tier contains facts that are believed to be true, but have not yet been fully checked: second-class facts.
There is a spectrum of likelihood ranging from always true to never true. In between, there are usable levels such as by and large, sometimes, and occasional. Information of this sort can be put out under the white hat, provided the appropriate frame is used to indicate the likelihood.
White hat thinking provides discipline and direction. The thinker strives to be more neutral and more objective in the presentation of information.
The white (absence of colour) also indicates neutrality.
Organisation Skills
There are many different ways to organise your minute notes. Whatever method you choose, it must work for you, and it must be consistent and help you create accurate notes.
One method is to develop a template beforehand, depending on the style of the meeting and the minutes you will be preparing. We will look at some different styles later on in this module, but here’s a sample template. (You would, of course, need more white space than is provided here – this is just a sample.)
Meeting Date
Meeting Location
Attendees
Regrets
Topics Discussed
Decisions Reached
Action Items
Another method is to colour-code your notes, or to use the margins of a page to note what Chapter of the meeting you’re recording. Typing notes during the meeting will save you a lot of time later, and it will make organising things a snap.
Chapter Four: Meeting Agreements
Meeting agreements or guidelines can make a minute taker’s job much easier,
Particularly if the chair or several members of the meeting team are new and not aware of their responsibilities within the group. The forms are similar to a contract in that each player or member has the opportunity to see, in print, what is expected of him or her, and by signing it, agrees to carry out certain tasks. The agreements included here are designed as basic forms that can be easily customised to meet the specific needs of your organisation.
The Chair
To ensure that the ABC Committee conducts its business in an efficient manner, I, person’s name, the chair of the committee, hereby promise to do the following:
- Give all meeting Participants adequate warning of an upcoming meeting.
- Prepare a detailed agenda.
- Allow all sides of an argument to be heard.
- Encourage all members to Participate in a discussion.
- Restate all motions before a vote is taken and then state the outcome.
- Insist that complicated motions and resolutions be submitted in writing.
- Avoid sending the minute taker out of the room during the meeting to run errands.
- Permit the minute taker to take a break when the group does.
- Be familiar with the parliamentary procedures used to govern the assembly.
_________________________________________
Chair
The Recording Secretary
To ensure that the ABC Committee conducts its business in an efficient manner, I, person’s name, the recording secretary, hereby promise to do the following:
- Notify the chair of any unfinished business, motions, or reports that are due at the upcoming meeting.
- Send out all agendas and accompanying material promptly.
- Make arrangements for any necessary equipment or refreshments.
- Arrive at the meeting at least 20 minutes early.
- Be prepared and organised and have any required photocopying completed.
- Alert the chair when a quorum is present.
- Provide the organisation with objective, accurate minutes.
- Be familiar with the parliamentary procedures used to govern the assembly.
__________________________________________
Recording Secretary
The Meeting Participant
To ensure that the ABC Committee conducts its business in an efficient manner, I, person’s name, hereby promise to do the following:
- Read the agenda and all accompanying material, including the previous minutes, before the meeting.
- Bring all necessary reports and information to the meeting.
- Be prepared to discuss the items on the agenda.
- Avoid emotional and tactless remarks.
- Address all remarks through the chair.
- Put all complicated motions and resolutions in writing.
- Listen to the remarks of others with an open mind.
- Give everyone an equal chance to speak.
- Avoid asking the recording secretary to run errands for me during the meeting.
- Be familiar with the parliamentary procedures used to govern the assembly.
___________________________________
Meeting Participant
Chapter Five: Minutes Styles
Choosing a Style
Minutes are a permanent, formal record of what went on in a meeting. Their purpose is to provide members of a group with:
- A clear, objective summary of the group’s activities
- A means of conveying information to people unable to attend the meeting
- A reminder of future expected actions
- A historical background of the decisions of the group and the rationale behind them
When approved, minutes are considered legal documents and can be used in legal proceedings.
Minutes may be written in a variety of styles, including formal, informal, or action. The choice of style is based on the nature of the meetings and the bylaws of the members themselves.
Formal minutes support a meeting which is governed by a chair according to a parliamentary code or procedure. There are a number of reference guides to parliamentary procedure, such as Robert’s Rules of Order or Procedures for Meetings and
Organisations.
Semiformal or action minutes are used by small groups who do not have a clearly defined operating structure.
Minutes don’t have to be verbatim to be proper, with the exception of motions, which should be recorded word for word. Word for word documents are too time-consuming to prepare and to read. However, groups differ as to how much detail they require. Some groups want minutes to be an outline of everything that was discussed so they have justification for decisions. Others feel that background information is not essential, providing members understand the remarks. It is important that you, as minute taker, know what type of minutes the group expects to receive and can deliver them consistently.
For example, a committee concerned with public hearings relating to changes in municipal bylaws can correctly choose one of two styles:
- Comprehensive minutes with a detailed rationale for every decision.
- Minutes that are concise, with the rationale “passed in accordance with Section 345 of the Zoning Bylaw.”
Informal Minutes
Small groups, perhaps because of their size, sometimes prefer to operate more informally. However, minutes are still a vital component of the meetings and can be prepared as described. Informal minutes support meetings that operate on a modified version of parliamentary procedure. They report what occurred at the meeting for the people who were absent, and for future reference. They summarise the action taken, the action planned, the people responsible, and the deadlines.
Informal minutes are written in a narrative format in complete sentences. They include some background information, keeping in mind they are written solely for the benefit of people already familiar with the group and its activities.
Action Minutes
Action minutes are best suited for meetings that operate in a purely conversational manner. They can be written in point form. You need to identify the person or people responsible for future actions and set time limits.
In many informal meetings the minute taker is encouraged to Participate in discussions, or the chair may also act as minute taker. In some groups, members share the responsibility of minute taker with a different person appointed for this task at each meeting. In such situations, action minutes are usually easiest to use. They allow you to make notes as well as Participate, and the straightforward format keeps the minutes consistent despite the different people involved.
Formal Minutes
In formal meetings, decisions are reached through motions. Motions are proposals placed before the members for debate and voting. These must be recorded verbatim.
When you are organising the minutes of a formal meeting, they follow the same organisational pattern as the steps in a formal meeting.
Heading
The heading should be one inch from the top of the page. Each heading line should be cantered and typed in the style preferred by the organisation (either capitals or uppercase/lowercase letters).
The heading should include the word “Minutes” and the name of the group or committee holding the meeting.
Introductory Paragraph
There is no rule about which line should come first, but be consistent. Use the same style for all of an organisation’s minutes and agendas. The place, time and date of the meeting can be in the heading or in the introductory paragraph. (If the place of the meeting is always the same, it may be omitted.) The minutes should also state whether the meeting is a regular (weekly, monthly, yearly) or special meeting.
Attendance
Include the names of those who attended as well as the names of those invited who did not attend. These can be listed casually or in alphabetical order. List people who are not regular members as “In Attendance.” You should also record who chaired the meeting, as well as your name as the recording secretary/note taker.
Minutes of Previous Meeting
At the beginning of the meeting, the chair asks the members to approve or amend the minutes of the last meeting. You can record this decision as a motion. However, it is preferable to use one of the following standard forms:
- Minutes of the June 10, 2020 meeting were approved as read.
- Minutes of the June 10, 2020 meeting were approved as circulated.
- Minutes of the June 10, 2020 meeting were approved with corrections.
- The reading of the minutes of the June 10, 2020 meeting was deferred until…
Reports
This includes any reports received from any of the groups’ officers or committees. As minute taker, you must summarise any reports or other documents presented at the meeting and then either attach them to the minutes as an appendix or refer to them in the minutes as “filed.”
If a report was sent to the group for information purposes only, indicate the report was
“received.”
If a report was presented orally, or accompanied the report with a verbal explanation, indicate the report was “presented.”
If the report contains a statement of opinion and facts, and concludes with resolutions, then you should record the report was “adopted” or “accepted.” A report could also be “considered” if the group wants to look at it further.
When the group decides to “adopt” a committee’s resolutions, enter the resolution in full into the minutes. With a Particularly important report, the group may order it “to be entered into the minutes.” In that case you must include the whole report in the minutes.
After someone moves either to accept or to adopt a report, the report is then open to amendment by the group.
Finances
Finances are usually discussed under the treasurer’s report. No action is required for this type of report. In fact, it is technically improper to approve the treasurer’s report unless it has been audited. A treasurer’s annual report is different. It will be in written form and should be audited. Then a motion and a vote are required on accepting the auditor’s report.
Correspondence
Letters, faxes, and e-mails sent to the group are usually read by the secretary and either filed or attached to the appendix of the minutes. Telephone conversations may also be handled in this way.
Unfinished Business or Business Arising from Previous Meeting
This involves motions or issues brought up at earlier meetings and deferred to the current meeting, details of follow-up, and new actions as a result of previously handled business.
New Business
This portion of the meeting is devoted to the introduction of new information. It may also include handing specific tasks to specific members of the group and setting deadlines.
Adjournment
The chair may call for a motion to adjourn or may adjourn the meeting himself or herself after ascertaining there is no further business.
As minute taker, you would record:
- The chair adjourned the meeting at 2:30 p.m.
- There being no further business, the meeting was adjourned at 2:30 p.m.
Next Meeting
Record the date, time, and location of the next meeting.
Signatures
Highly formal groups still prefer, “Respectfully submitted,” before any signatures, although this is usually omitted. However, the minute taker’s signature and title should appear at the end of the minutes. The minute taker may also choose to include the date when the final preparation of the minutes was completed. This is optional.
In formal minutes, the chair initials all pages of the minutes and signs the last page to prevent any alterations.
Chapter Six: What Do I Record?
Recording Motions and Resolutions
Motions
In formal style minute taking, all properly made motions must be included in the minutes. (Generally, to be proper, a motion must be moved and seconded.) Committee meetings are less formal and motions made there do not need to be seconded.
It is standard practice that a motion begin with the word, “That,” followed by a noun and a verb, and that each motion be formed as a positive statement.
The minutes should state who made the motion and whether it was carried, defeated, or tabled (i.e. postponed). The reason for recording defeated motions is that the issue can only be raised again under special conditions.
Very formal minutes also include the name of the seconder, and if the issue is contentious, the names of those present and the side they voted on. If the vote is by secret ballot, the minutes contain the number of votes for each side.
Sample Motions
Here are some simple motions.
- MOTION: It was MOVED, SECONDED, AND CARRIED, “That the Board supports the production of an educational brochure on drug and alcohol addiction.”
- MOTION: It was MOVED by Jennifer Smit and SECONDED that the unit hires three additional salespeople. MOTION DEFEATED.
- Dr. Jeff Chin made a motion that Dr. Timothy Luke be granted staff privileges. Dr. Peter Thomas seconded the motion, which was passed unanimously.
- Mrs. Georgina Ndlovu proposed that the Information Services Branch donate R1,000 to the Save the Children Campaign. Motion passed by general consent.
- Mr. Roy Meyer moved, seconded by Ms. Eileen Hall, that the SK Management Company takes over the operation of the Rosevale Nursing Home. Motion defeated.
- Motion No. 9X-34, moved by Cameron Ward, seconded by Paul Smit. Moved, that the Board appoint the YMCA to be the operator of the child care facility opening at Queen and Main Streets in September 2020. This operator would also be responsible for the before school, lunch, and after school programs on the premises. Motion No. 9X-34 Carried.
Here is an example of a series of motions:
- It was moved that we hold a picnic.
- It was moved in amendment by Ms. Nancy Beeker, seconded by Mrs. Joan Smith: That we hold a picnic and a dance.
- The chair declared the amending motion lost. The question was then put to the main motion; it was resolved in the affirmative.
Explanation: Someone on the committee moved that the group hold a picnic. Ms. Nancy Beeker amended the motion in include a dance in addition to the picnic. The chair then asked the assembly to vote on Ms. Beeker’s amendment. The group voted not to have both a picnic and a dance. The chair declared the amending motion (Ms. Beeker’s) lost and then called for a vote on the main motion – to hold just a picnic. The assembly voted yes: they want a picnic.
Here is another example of a series of motions:
It was moved by Ms. Karen Giles that an ad hoc committee for community relations be established. It was moved in amendment by Mr. Adrian Chin that an ad hoc committee for community relations, composed of three Canadian citizens, be established. Amending motion and main motion carried.
Explanation: In this case, Karen Giles moved that an ad hoc committee for community relations be established. Adrian Chin amended the original motion to include the fact that the committee be composed of three Canadian citizens and the group voted in favor of this. The chair then had to ask the group to vote on the main motion – the establishment of the ad hoc committee. The result of the vote showed that, yes, the group agreed to the committee.
Resolutions
A resolution is a written motion phrased in a special style, with “whereas” followed by resolving clauses (what the group plans to do about it). You must include in the minutes a full description of any resolutions that were adopted and a simple statement of any that were rejected.
Resolutions are often lengthy so encourage people to write out their resolution before it is given to you to record in the minutes.
When typing a resolution follow these guidelines:
- Indent all lines 15 spaces.
- Type both “WHEREAS” and “BE IT RESOLVED” in capital letters.
- Single space between the lines and double space between sections.
- Use capital letters and bold type if a person’s name is included.
- Any reference to money should be written out, followed by the numerals in parentheses. For example, “two hundred Rands (R200).”
Sample Resolution
The Cape City Council moved the adoption of the following resolution:
WHEREAS, for a number of years MIRIAM DLAMINI has served as president of the local Cancer Society,
and,
WHEREAS, she has chaired this city’s Literary Guild for two years;
and
WHEREAS, she has been highly involved in the establishment and operation of our food bank, therefore,
BE IT RESOLVED, that MIRIAM DLAMINI be named “Citizen of the Year,”
and,
BE IT RESOLVED, that a donation of two hundred Rands (R200) be made in her name to the Cancer Society, and,
BE IT FURTHER RESOLVED, that a banquet be held in her honor on Tuesday, the 22nd day of May, 2020.
What to Record
Whether you use shorthand, longhand, or a computer, remember that only the motions and resolutions are taken down verbatim. (It is a wise idea to ask the members to put all complicated motions in writing.) The rest of the minutes are an objective summation of what actually occurred.
Pay close attention to the discussion. You will find it helpful if you know why a topic is being discussed. Is the group's purpose simply to obtain information, or is its aim to eventually reach a decision? If this is the case, your notes should be progressive. If the purpose is to solve a controversial problem, you should have a number of pros and cons recorded. Never inject your own personal bias or give one person's comments more weight than another's.
Here are some guidelines.
Record:
- All pros and cons
- New information
- All motions (passed and defeated)
- Results of motions
- Expected action
Do not record:
- Speaker’s experience
- Old material
- Redundant information
- Personal comments
- He said/she said information
Check with your organisation to see if you should record withdrawn motions, as practice can differ.
Chapter Seven: Techniques for Preparing Minutes
Top Techniques
While formal and informal meetings are conducted differently, and their minutes appear in different formats, your job remains the same: to prepare an accurate account of the decisions and actions at a meeting.
To be a good minute taker, you should:
- Understand company jargon
- Have a background knowledge of the topics being discussed
- Know meeting Participants or at least the spelling of their names
- Be familiar with past minutes
- Have good communication skills
Before the Meeting
Here is a checklist of things to ask before the meeting.
- Are you taking notes for someone else to transcribe or will you do it yourself?
- Are there previous minutes to examine?
- When are you expected to have the first draft prepared?
- What is the purpose of the meeting?
- Are you permitted to voice your own comments in the meeting or is your function simply to take notes?
- Will you be expected to have certain information on hand?
- What is the parliamentary authority used by the organisation? How familiar should you be with it?
- Has an agenda been sent out to all the Participants?
- Are you supposed to call the Participants and remind them of the meeting?
- Are you responsible for booking the room and room setup?
At the meeting, if room setup is Chapter of your job, try to arrive early to ensure everything has been prepared. Some things you will want to prepare for include:
Seating
You as minute taker should sit on the left hand side of the chair. The position to the immediate right is reserved for special guests. The minute-taker should be able to see all the members.
Reading the minutes
If minutes are distributed ahead of time, they are not read aloud. However, at a general meeting where the entire membership is invited to attend, it is common practice to read the minutes aloud. The minute taker usually reads the minutes in this case. If this is the case, have them unofficially approved by the executive group ahead of time so you don’t have to worry about mistakes. You should also practice so you can read smoothly.
Corrections
Make sure you have a system for noting corrections to past minutes.
Computer systems
If you are using a computer to record minutes, make sure you have all the equipment necessary, including electrical outlets.
After the Meeting
If you don’t have time to prepare the minutes immediately after a meeting, at least reread your notes to ensure they are sufficiently detailed so you can interpret them later.
According to memory studies conducted at the University of Minnesota, immediately after you listen to somebody else talk, you can only recall 50% of what was heard. After a week, this percentage drops to about 10%. As minute taker, you can’t afford to depend on your memory to recall important decisions.
Writing Minutes
Rough Draft
Your drafts should be labelled “Rough Draft” and double spaced to allow for corrections and editing. Be sure that the idea you want to express is clear in your mind before you begin to write.
In formal and semiformal minutes, always write in complete sentences using the past tense and the third person. Never use abbreviations; type a person’s name in full. In action minutes, point form is acceptable.
In formal minutes, words such as “Committee,” “Board,” “Department,” or, “Division” are capitalized, as well as titles: “Secretary,” “President.” In informal minutes, these words are not capitalised unless they are accompanied by a specific name. For example, in “the committee wishes…” use lowercase “c.” However, in “the Education Committee wishes…” use capitals.
Use a straightforward narrative style and simple words. If the group is concerned only that the minutes be intelligible to them, you can be brief in your comments. If the minutes are a means of communicating with others, then your summaries should be in essay style.
Headings or subheadings should not be left dangling at the bottom of a page; they should be followed by at least two lines of text or moved to the next page.
Circulate the rough draft to as few people as possible or it will take forever to get the minutes written as everyone will have his or her own version of what occurred.
Use subheadings for individual topics in the body of the minutes. Each item on the agenda can become a separate heading.
Double check all figures, dates, and spelling of names.
Always keep your notes of the meeting until the minutes have been formally approved by the group.
Final Draft
As minutes are normally filed in binders, use the bound manuscript format – 1.5 inches on the left margin and 1 inch for the right, top, and bottom.
The heading lines should begin 1 inch from the top of the paper and each heading line should be centered. The words can be typed in uppercase and lowercase letters or in capitals, depending on the organisation’s office style.
If the minutes are brief, double space the body and triple space between items. If they are long, single space them with a double space between paragraphs. Indent paragraphs ten spaces unless you are using subheads. (If you are, it is not necessary to indent.) Place the subhead directly above each paragraph.
Use bold face for subheads and to highlight dates and names.
Preparing Minutes
Introduction
You are Wile E. Coyote, secretary for the Acme Company social committee. You took minutes at the last meeting, but they’re completely scrambled! Your team’s task is to put the minutes back in order.
Editing Minutes
Spelling
People are either good spellers or they aren't. Most of us have a few words that we regularly forget how to spell. However, that doesn't mean we can't produce letters, memos, and reports that are word perfect.
Here are some tips for making your documents perfect:
- Use a dictionary. It doesn’t matter which form you use, but it is important that you be consistent.
- Use spell check on your computer, but don’t rely on it totally.
- Use a telephone book to check spelling of names and addresses. However, there are sometimes errors in telephone directories too.
- Proofread your work, and when possible have someone else proofread your work.
- Learn some little tricks to help you remember words that you use frequently but still spell incorrectly, like, “i before e, except after c.”
Make up a list of your most common spelling errors and learn how to spell those words correctly. Keep that list posted so you can refer to it when you need to.
Proofreading
Proofreading carelessly can spoil a writer's best efforts. Proofreading is classic evidence that writing looks different to the writer and to the reader.
To the writer, typographical or spelling errors don't mean all that much. So your finger slipped, or you always put two t's in "commitment." For the reader, an unfixed typo can transform the writer from a smart guy into a careless writer in the twinkling of an eye.
It is impossible to read about "fist class work" or "shot meetings" without breaking up. It may be unfair that proofreading matters so much, but it does.
If you can put yourself in the reader's position, you'll proofread obsessively, gripped by the fear that a mistake will turn you into a laughingstock!
Proofreading errors is different from looking for punctuation or spelling or usage problems, and you fix them differently.
Punctuation, spelling, and usage are knowledge problems, and you fix them by learning.
Proofreading problems are usually a matter of seeing, and you fix them by learning to look.
The better you read, the worse you'll proofread, unless you consciously are aware of what you are doing. Good readers and fast readers guess what the words are, and they just check in now and again to see if they are right. The more they can guess, the less they have to look and the faster and better they read.
To be a good proof reader, you have to go back to being a child again, looking at every word as it comes along. Here are some principles to guide you.
- Ignore content. As soon as you start paying attention to what the text is saying, you'll start assuming and stop looking.
- Assume there's at least one typo.
- Forget what you meant. Read the minutes as though you never saw it before.
- Read backwards. This destroys comprehension, and your eyes can't trick you as easily.
- Don't try to do something else when you proofread. Stop tinkering with the thing and look for errors.
- Take your time. When you hurry, you guess and skim, and that usually doesn't work.
- Proofread a second time, paying attention to content. This is where you find those things spell check and reading backwards did not catch, such as, “The little cap pulls off it you put enough effort into it.”
- Read it out loud. It is more difficult, but still not impossible, for your eyes to skip over errors when you read aloud.
- Try to have someone else proofread your work, Particularly if the document is important or going public.
- Make proofreading a game. Score points for yourself when you find an error!
Chapter Eight: Taking Minutes in an Interactive
Meeting
The traditional style of meetings discussed so far is not particularly suited to informal problem solving, collaboration, or for working out complex, interdependent issues. Nowadays, progressive organisations are cutting meeting time with interactive meetings.
In conventional meetings, the chair normally has the most authority. The chair controls how the meeting proceeds, talks more than anyone else, and is responsible for the final decisions. This can affect group Participation and morale and can result in poor decision making.
The Role of the Facilitator
In the interaction-style meeting, the chair separates procedural and decision-making responsibilities and appoints someone to handle a new role: that of the facilitator. This enables the chair to sit and listen fully to the opinions of the group.
The facilitator’s job is to accomplish a specific set of tasks. The facilitator must solicit opinions from the entire group, ensure that everyone feels comfortable with the process, and keep the meeting on target.
The facilitator is assisted by the recorder, who ensures that all the members’ main points are written on large sheets of paper taped to the wall in front of the group. In this way, everyone has a clear and immediate understanding of what is being said and can see that all statements are accurate. All ideas are considered to come collectively from the group, not from individuals, so the names of the originators of suggestions are not recorded.
Both the facilitator and the recorder must remain neutral and refrain from voicing their opinions or editorializing. If either one feels the need to make a personal statement, he or she must ask the group’s permission to temporarily step out of the assigned role.
An ideal situation would have all the members of the group taking turns to act as facilitator and recorder. In fact, the facilitator and recorder may even be invited from an outside Department or group.
Interactive meetings are highly creative and productive. Members feel less intimidated and have equal opportunity to Participate in brainstorming and problem-solving Chapters. They leave feeling heard, validated, and energised. They have specific tasks to accomplish.
Taking Minutes at an Interactive Meeting
If you are appointed recorder at an interaction meeting, remember that your role is always to support the facilitator and the group.
As a recorder, you must have:
- Good listening skills
- Legible hand writing
- An understanding of the group’s jargon
- Confidence to ask the group to slow down if you fall behind in the recording
- A nonjudgmental expression
It is important that you, as recorder, not put words in the mouth of a slow-thinking Participant. Be quiet. Talk as little as possible. Defer your questions to the facilitator. You are his or her teammate and support person.
When listing the group’s comments, make the letters about 1 inch to 1½ inches high. Don’t worry about your spelling. You can use abbreviations, circle key words, or use arrows and signs. Use coloured markers to highlight ideas. Remember to number and title all pages. Get the members to restate any points you have missed or misrepresented. The meeting members share the responsibility for accurate recording.
After the meeting, remove the pages from the wall, label and store them, or have them typed. The recorder is also responsible for preparing a summary sheet or action minutes.
Chapter Nine: The Minute Book
Official copies of approved minutes are kept by the recorder in chronological order, usually in a three-ring binder set up for that purpose, or in an organised, electronic format. The cover page may indicate the period the minute book covers, such as, “The minutes of the Birdwatchers Society, from January 1, 2000 to December 31, 2002.”
The minute taker normally has custody of the book minutes and all official documents. However, every member has the right to inspect the minutes, and certain minutes can be turned over to a committee if they need them to perform their duties. The minute taker is also responsible for storing committee reports and documents submitted at meetings. Before filing this material note on the covers the dates they were received and state any further action that was taken.
An index is an alphabetical listing of all the main items discussed at meetings. Along with the topic, list the date it was discussed and the page number where the information can be found in the minutes. Indexing the minutes will take a few minutes but it will go a long way toward building your professional image. As minute-taker you are also the group historian.
If you use a computer, most word processing programs can help you identify key words and then automatically alphabetise them and identify them by page number.
Groups who don’t make a lot of motions may prefer to use a motions book rather than an index. The motions book contains all the motions and amendments ever made by that group, with the dates they were made.
The minute taker should also have all the rules that the group use to govern itself by, such as the constitution and bylaws and procedures.
These should be combined into one book that the minute-taker brings to each meeting.
A Personal Action Plan
I know where I’m starting from. I know I am already good at these things, and I can do them more often:
I can learn this, I am learning this, and I am doing what I can at this stage as well. I have already learned:
I will start with small steps, especially in areas that are difficult for me. My short –term goals for improvement are:
I promise to congratulate and reward myself every time I do something, no matter how small, to maintain and improve my skills. My rewards will be:
I’m setting myself up for success by choosing long-range goals to work for gradually. My long-term goals for success are as follows:
Recommended Reading List
Aaron, Jane E. The Little, Brown Essential Handbook for Writers. Longman Books, 2002.
Gutmann, Joanna. Taking Minutes of Meetings. Kogan, 2006.
Hamilton, Cheryl, and Cordell Parker. Communicating for Results. Wadsworth Publishing, 2007.
Jones, O. Garfield. Parliamentary Procedure at a Glance. Penguin Books, 1990.
King, Hubert, and M. Kaye Kerr. Concise Procedures for Meetings. Carswell Publishing, 1996.
Mancuso, Anthony. The Corporate Minutes Book. NOLO, 2005.
Merriam-Webster. Merriam-Webster's Collegiate Dictionary, 11th Edition. Merriam-Webster, 2003.
Roberts, Henry M. Robert's Rules of Order. Jove Books, 1977.
Time Management.rtf
Time Management
STUDY GUIDE
Time Management
Table of Contents
Chapter One: Course Overview
Chapter Two: The Power of Change
Chapter Three: Understanding Yourself
Left Brain and Right Brain
Another Day at the Office
Chapter Four: Setting Goals
Chapter Five: Planning
Planning Tools
Planning a Get-Together
Chapter Six: Setting a Ritual
How Rituals Can Help You
Myron’s Ritual
Chapter Seven: The Four D’s
Do, Dump, Delay, and Delegate
Case Study
Chapter Eight: Organising Your Workspace Chapter Nine: Organising Your Files Sorting Based on File Type
The Batching Technique
Chapter Ten: Managing Your Workload
Case Study: Super Sandy
Workload Analysis
A Personal Action Plan
Recommended Reading List
Guidelines and Solutions
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Chapter One: Course Overview
Course Overview
Time is money, the saying goes, and lots of it gets lost in disorganisation and disruption. In this module you will learn how to make the most of your time by getting a grip on your office space, organising your workflow, learning how to use your planner effectively, and delegating some of your work to other people.
Learning Objectives
By the end of this module, you will be able to:
- Better organise yourself and your workspace for peak efficiency.
- Understand the importance of, and the most useful techniques for, setting and achieving goals.
- Identify the right things to be doing and develop plans for doing them.
- Learn what to delegate and how to delegate well.
- Take control of things that can derail workplace productivity.
Personal Objectives
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Chapter Two: The Power of Change
It takes time to make time work for you. If you are truly going to make any difference in your life because of today, you have to be prepared to make some changes.
(Own answers)
What do you believe are your top three priorities/objectives in your position?
What do you believe are the top three obstacles to working on your priorities or meeting your objectives as the moment?
On a scale of one to ten, how organised would you rate yourself?
What are the top three things you think you must do in order to be more organised?
What would you do with any additional time if you found a way to give it to yourself?
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What do you believe are your typical strategies for managing your work and your time?
We all have the power of choice. Your organisational style is a result of the choices you make on a minute by minute basis.
Can you give some examples of how choice affects the way you work?
What is the one activity that you know if you did superbly well and consistently would have significant positive results in your personal life?
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If you know these things would make such a significant difference, why are you not doing them now?
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Chapter Three: Understanding Yourself
Left Brain and Right Brain
It would be hard to find a person who hasn’t read a book or taken a module on time management, or at the very least thought about time management. Everyone is interested in learning to use their time more wisely.
However, the traditional time management wisdom seems to work well for about half the people, while others listen or read about planning, prioritising, scheduling, and doing, and then turn back to their normal way of doing things: notes tacked to every available surface, piles of paper everywhere, and several projects in the air at any given time.
These two kinds of people are sometimes labelled left brain and right brain.
Strongly left-brained people see things as black and white. For them, time flows in monochromic order: they do one thing and then they go on to another. Like Jack Webb in the old Dragnet movies says, ―Just give us the facts, ma’am.‖
More right-brained people have the ability to see options at every turn. For them, things are rarely black and white, and their time is polychromic, with many things happening simultaneously. They can not only talk and drive a car at the same time; they can watch TV and read.
Do you already know which type you are?
The key to managing time more effectively is determining which type is more predominantly you and then trying to incorporate ideas from both types.
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Another Day at the Office
Another Day at the Office
It was 7:20 a.m. when Paul arrived at the office. He was early because he wanted to clear the backlog of work that had been piling up on his desk. He turned on the lights and started to go through yesterday's mail. As he read the first piece, he realised he couldn't deal with it until a colleague arrived. He set it aside and went to the next. This item had potential application to a project he was working on, so he walked down the hall and made a copy for his personal use.
As he continued reading his mail he came across a journal article of particular interest and become engrossed in it. As he looked up, he was startled to find that others were arriving and it was nearly 9:00.
He quickly pushed the remaining mail to a corner of his desk and reached for a project file due tomorrow with at least two days of work yet to be completed. As he opened the file, Ben and Cathy stopped by and invited him to join them for coffee. Paul decided he could spare ten minutes. Bill and Cathy were both anxious to share the details of a play they attended last night. Before Paul realised it, thirty minutes had passed and he hurried back to his office.
As Paul entered his office, the phone rang. It was Mr. Watt, his manager. There was a meeting scheduled at 10:00. Could Paul sit in for him? There was something to be discussed that the department should know about. Paul looked at his watch. There wasn't enough time to get started on the project so he pushed the file aside and vowed to start it immediately after lunch.
The afternoon wasn't any better. A few visitors, a few phone calls, a couple of letters, and the day was over. Nothing had been accomplished on the project that was due tomorrow. As he stuffed papers into his briefcase, he wondered how Ben and Cathy were able to attend plays during the evening.
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Questions
See if you can answer these questions on your own, then refer to the suggested solutions in the
Guidelines and Solutions at the end of the module.
Did he make good use of his best time of day?
Did he work on his high priority items?
Did he have a problem saying no?
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Did he complete the tasks he started?
Did he understand his problems?
What would you recommend for Paul?
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Chapter Four: Setting Goals
Before you can develop plans, you have to know what you want to accomplish (your goals or targets); how you want to accomplish those goals or targets; what resources of time, money, and materials you have; and who will carry out the implementation. So set some targets for yourself, targets that you can see… and we’ll start the journey to reaching them.
You know, most of us settle for much less than we can be. Don’t settle for that. It takes being willing to make changes, but we can change—we just have to want that change!
Many of us are full of ideas but short on taking constructive action to put those ideas into play. Maybe we try something once and then meet failure because we didn’t think and plan the actions through. But you know what they say about the lottery: ―You can’t win if you don’t buy a ticket.‖ Well, the same is true in life: if you stop trying, you lose all chance of succeeding. Make a covenant with yourself that you will make an effort to put into practice the things we talk about today that will be of the most benefit to YOU.
And to make that covenant even more of a commitment, share it with a colleague, your spouse, or your supervisor.
Goals and objectives are the basis for planning. As the Cheshire Cat said to Alice, ―If you don't know where you are going, then any road will take you there.‖ And that is often how we approach life. We just live, and if we end up where we want to be, hey, that's great. If we end up where we don't want to be, hey, that’s life.
We can do a bit better than that, if we really want to. The first element in planning is knowing what we want to achieve, and the way we word our goals is the biggest factor in helping us achieve them. Lucky for us, some smart person has come up with an acronym to help us remember these characteristics. Goals should be SMART.
S = SPECIFIC
When we make our goals too general we aren’t able to visualize them, and if we can’t see them, we have a hard time devoting our efforts toward reaching them. We are more apt to do a good job of redecorating the bathroom if we have a picture in our mind of how it will look when it’s done.
M = MEASURABLE
If we can’t measure a goal, we have no idea how close we are getting to reaching it, and that can be de-motivating. For example, let’s say you have decided you will save some money from every paycheck in order to take a vacation this summer. But if you don’t set a specific amount each pay, and you don’t have an amount you want to reach, you are less apt to put the money away.
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A = ATTAINABLE
We sometimes think that we should set high targets or goals for ourselves in order to grow and stretch. Well, we do want to grow and stretch, but if we set goals that aren’t doable, we soon get discouraged and we stop trying. The really high achievers in the world know this. They set goals that they know they can reach, with a little stretching, and when they get there, they set another goal they know they can reach. They climb the mountain one foot at a time.
R = RELEVANT
Goals have to make sense and have some importance, or they will soon be discarded. Set goals that make sense to you. (Another word that is often used for the R in this acronym is Realistic.)
T = TIMED
Put a deadline on your goals. Deadlines are great for getting things done.
You will also want to make sure that your goals have the three P’s.
- Personal: There has to be a buy-in.
- Positive: You won't want to work towards if it isn't.
- Put in writing: Remember and can refer back to for all of the above.
Make them Personal.
You set goals because you want to reach them, not because your boss or your spouse wants you to. Without buy-in, you are wasting your time.
Make them Positive.
We can create negative energy by saying what we aren’t going to do, but the effect is more sustainable when we say what we will do.
Setting a goal isn’t enough, though. The next step is deciding how we can achieve that goal. Do any of you have a goal you are willing to share? If nobody is willing to share a goal and the strategy they will use to get there, you might use common goals (such as losing weight or saving R10 000 for an escape weekend) and get the group to suggest strategies that will get you there.
According to Brian Tracy who is doing very well as a motivational speaker and trainer, most people do not have goals. So if you do have goals, you are one step ahead of the pack. And if you have a strategy for reaching your goals, you are two steps ahead of the pack. The final thing I would suggest to keep you out there is to put these goals where you will see them often, to remind you of what you want to achieve.
Put these goals or targets in writing.
So everyone will remember them all the time and work towards them.
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Chapter Five: Planning
Planning Tools
Guidelines for Efficient Planning
- You can save yourself an hour a day by getting organised.
- It is important to identify and operate within two time horizons: short and long term. Anticipating events allows you to get things done in the short term which contribute to achieving long-term objectives.
- An up-to-date master calendar can be your most helpful planning tool. However, detailed project plans should be developed before you make entries on your master calendar.
- When things begin to get hectic, a "Things To Do Today" list helps focus attention on the highest priority items.
- Action planning worksheets, milestone charts, and PERT diagrams are excellent planning aids when properly used.
- Planning contact with colleagues and staff will help minimise disruptions. Keep a file for each person you meet with on a regular basis, with items to be discussed.
- The most effective approaches to planning are those tailored to meet individual needs. Concepts, procedures, and worksheets should be modified to fit individual circumstances.
- Experts say nothing should be attempted without prior planning, but there must be flexibility. Remember Murphy’s Law: If something can go wrong, it will.
Five Point Planning Check
For every plan you make, cover all these points:
· What
· Where
· When
· How
· Who
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Five Minutes Before the Hour
If you have a desk or other surface that is cluttered, set aside five minutes at the end of each hour to clear off one small part of it. At the end of your five minute session, set a timer for fifty-five minutes so you’ll remember the next five minute period.
What can you get done in only five minutes? Try it - you’ll be surprised. At the end of two weeks you’ll see a vast improvement. This example of instant success will bring a feeling of genuine satisfaction.
Using a Planner
What are your options?
- A calendar. Like cockroaches, calendars have stood the test of time.
- A to-do list. Someone once said, ―Document what you do. Someone is sure to ask.‖
- A binder, with room for information, information, information.
- A computer-aided planner, with time management software.
- The digital alternative: they even talk to you!
When choosing your personal planning tool you should ask yourself these questions:
- What do you want it to do?
- How big do you want it to be?
- How much do you want to spend?
Many types of planners can work, depending on the needs of the individual. Some people want a calendar, a week at a glance, a space for a to-do list, and room for notes. Others want something so small it fits in a breast pocket.
See suggested answers in the Guidelines and Solutions at the end of the module.
How do you remember to call Jim next Wednesday?
How do you remember to follow up with a client in six months?
How do you remember to start a project in six weeks time?
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How do you remember not to schedule an out of town meeting for your parent’s 50th wedding anniversary?
Once we begin using a planner, we sometimes have a tendency to only make note of meetings we must attend or other activities that must be completed, without allotting the time required. For example, if you are attending a meeting that will take up two hours of your time, block out that two hours. Then you have a more realistic sense of how much time has been used and how much time you have remaining to use. Anything over 30 minutes should have time booked.
The To-Do Book
A to-do book is one of the simplest, most effective time management tools out there. It’s easy to use, easy to carry around, and easy to update and customise. To start, decide how you want to record your tasks. We recommend an elementary school style scribbler, but you can also use a computer program or a regular notepad – whatever works for you.
Next, write the date at the top of the page. Then, make a master list of everything you have to do for home or work. (We suggest that you make different lists for each.) Now, take out a highlighter and highlight the top three things that you want to accomplish. During the day, every time you complete an item, cross it off.
At the end of the day, start a new page. Write the next day’s date on it. Then, transfer any uncompleted items to that next page and add all the things you need to do the next day. Highlight the top two items that you want to get done. When you arrive at work the next morning, add any items that have come up, and highlight your third top priority.
Some people find that master list really intimidating. A modified approach is to lay out your week like this:
Monday
Tuesday
Wednesday
Thursday
Friday
Then, list tasks for each day in each column. (For the sake of simplicity, let’s say today’s Sunday, and you’re planning out your week.) At the end of Monday, you’ll transfer any uncompleted items to Tuesday’s column and add any new tasks. At the end of the week, you’ll transfer any uncompleted items to next week’s list.
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This can also be used for teams. Take a whiteboard and turn it into a chart like the one above. Then write each team member’s tasks in a different color using sticky notes or markers. (Sticky notes are useful because they allow you to easily move tasks around, rather than re-writing them.)
Assume that you have to plan a get together for a group in about six week’s time and have a follow-up get-together. What are the tasks that have to be done? Solicit a list of activities, such as: choosing a location, deciding on an agenda, making plans for food, etc.
Estimate how long each chore will take and decide who will be responsible for the chore. Example:
See suggestions in the Guidelines and Solutions at the end of this module.
Planning a Get-Together
Task
Time
Participant
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Chapter Six: Setting a Ritual
How Rituals Can Help You
Be dull in your everyday routine so you can be wildly creative where it counts. Routines simplify; clarify; and create order, symmetry, and familiarity in chaos and high stress. Rituals are the foundation of success.
During high stress, rituals are like landing pads in a storm. Top performers in every area of every industry have lives full of ritual. Most of us have rituals in the morning. Think about your morning routine and how, if you skip it, you have a tougher time launching your day.
Rituals allow you to concentrate on what’s really important. Once you set them, they save you time and energy because you won’t have to plan or think about them.
Before you develop your rituals, first simplify your life. Consider your entire lifestyle. If you have an expensive lifestyle that consumes huge amounts of effort just to maintain, perhaps that time could be better spent doing more enjoyable things than maintaining homes, boats, cars, etc. Similarly, too cheap a lifestyle has a similar result. If you spend hours negotiating the cheapest and the lowest rates, airfares, gas prices, etc., ask yourself if that is time truly well-spent.
Rituals include setting time with family, for eating, for sleeping, and for exercising. It means setting a clear routine or time for all routine activities. The way to get rituals to work for you is to make sure you are setting them at times that work best for you and your biological clock. Your morning routines should be so good that when you walk out of your house, you feel ready to tackle any problems the world throws at you.
Remember:
- No activity is more important to ritualise than sleep.
- By fixing mealtimes and planning in advance you’ll become vastly more efficient.
- Since exercise has such a powerful effect on brain energy and alertness, place your workout at times of day you most need them.
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Paul’s Ritual
Re-read the case study about Paul that we worked through earlier this morning.
See suggestions in the Guidelines and Solutions at the end of the module.
How can a ritual help him?
What might his ritual look like?
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Chapter Seven: The Four D’s
Do, Dump, Delay, and Delegate
Do it Now
Do you spend a lot of time looking for things? Research tells us that the average person spends about 10% of the day looking for documents. If that were so, you could gain 5 weeks a year just by getting your retrieval methods under control!
Handle the little things that reduce concentration and cause anxiety, like the clutter on your desk and the incomplete jobs. This is the opposite of prioritising. Do the quick and dirty tasks NOW! The crises in our lives are often the result of not handling the little things or not reacting to a niggling feeling that something is wrong. Ignore the little toothache and you wind up with a root canal.
Another technique is to handle the worst things first. We create more stress and anxiety, and waste more time and energy, over the things we least like to do. Why not just do them?
Try the salami technique: break things down into small steps and get started. That is how we eat an elephant, one bite at a time.
Dump
Get rid of things you don’t need. This will take some practice and a hard-nosed approach if you have a tendency to hang on to stuff. If throwing it out is too difficult, give it away, or ask someone else to throw it out for you.
Delay
Occasionally we have legitimate delays, for example, if we are waiting for somebody else to get us information or complete a task. However, if you have deadlines, pass on deadlines to others as well. Don’t let someone else’s lack of planning short-circuit your deadlines.
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Delegate
Don’t waste your time doing things that somebody else can do, especially if they can do them better than you. Save your time for those things which you are uniquely qualified to do.
In The Creative Edge, author William C. Miller defines five levels of delegation:
- Tell: ―Based on my decision, here’s what I want you to do.‖
- Sell: ―Based on my decision, here’s what I want you to do, because…‖
- Consult: ―Before I make a decision, I want your input.‖
- Participate: ―We need to make a decision together.‖
- Delegate: ―You make a decision.‖
You must find ways to delegate, no matter what your position is. Learn to clearly define who is to do what and let go.
There are five steps to the delegation process:
- Explain why the job is important.
- Describe what is needed in terms of results (not how, but what).
- Give the person the authority they need to do the job.
- Indicate when the job needs to be completed and get agreement.
- Ask for feedback to ensure a common understanding.
The Story about Everybody, Somebody, Anybody, and Nobody
There was an important job to be done and Everybody was asked to do it. Everybody was sure that Somebody would do it. Anybody could have done it, but Nobody did it. Somebody got mad about it because it was Everybody’s job. Everyone thought that Anybody could do it, and Nobody realised that Everybody wouldn’t do it. It ended up that Everybody blamed Somebody when actually Nobody blamed Anybody.
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Case Study
Sandy’s Dilemma
Three months ago, Sandy looked forward to her promotion to supervisor. After four years in the department, she was confident of her abilities, and she knew her staff was capable and experienced.
Today, Sandy isn't so sure she was cut out to be a supervisor. There seems to be no end to her workday. During office hours her day is filled with assigning work and reviewing results. Also, there is a steady flow of visitors, and the phone rings constantly. In the evening, when she would like to relax, she has to take care of administrative matters such as reading mail, answering letters, preparing budgets, and completing performance appraisals.
In frustration, Sandy asked her friend, Candice, for advice. She told Candice she was thinking about giving up her supervisor's job. She said she just couldn't face a career of working 60 hours a week. Candice listened and then said there might be another way: if the only issue was the time required to do the job, perhaps a review of how Sandy was using her time might help.
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Discussion Questions
Consider Sandy's situation and answer the following questions:
See suggested answers in the Guidelines and Solutions at the end of the module.
Does she appear to be making effective use of delegation?
If her visitors are employees, how might she avoid interruptions?
Should Sandy consider establishing a quiet time when she would receive no calls or visitors? If so, when might be the best time of day?
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Sandy feels she should assign all departmental work and review all results. Is there a more efficient way?
What other ways could Sandy gain more control over her use of time?
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STING
Most people occasionally battle the habit of procrastination (putting off something you really want or need to do). And in spite of how good you are at setting goals, procrastination can sabotage your personal and professional life.
Here are five steps to take the STING out of feeling overwhelmed.
- S: Select one thing to do.
- T: Time yourself. Check the clock, give yourself an hour, and go for it.
- I: Ignore everything else while the clock is ticking.
- N: No breaks until your hour is up.
- G: Give yourself a reward when the hour is up.
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Chapter Eight: Organising Your Workspace
Getting rid of clutter is one of the best things we can do to make a more efficient work environment.
Look at your desk. The object is to purge both the work surface and the contents of the desk. If the surface is already clear—great! However, if there are items on the desk, ask yourself if they are necessary and/or in an effective location.
- Check position of the desk: Is it facing the door and making interruptions more likely?
- Is the lighting adequate?
- Is the phone where it can be reached easily?
- Is there a better arrangement possible?
- Is the seating/chair adequate?
Your first step should be to get rid of things that should NOT be on the desk. Check everywhere. Look under the blotter, on the walls surrounding the desk, in trays, etc. Collect all bits and pieces and de-clutter by throwing out or noting information in an appropriate spot and discarding it, or filing it for the moment.
Then move to the contents of the desk. Focus first on the tools you use, such as pens, pencils, and erasers.
Check to make sure of the following:
- You have all tools you need, and they are in good working order.
- Tools are organised so like tools are together and easily accessible. Useless tools should be discarded or moved to an area to be fixed.
- Group like items together (for example, stationery, envelopes, and stamps all in one drawer).
- Store any oversupply is in a supply area.
- Tools are stored in a shallow desk drawer and are not on the desk.
Make four piles of all the papers they have strewn around, including those on the bulletin board, under your ink blotter or desk calendar, and on chairs.
- Take home/get out of office
- Help yourself/giveaways to colleagues
- Cool stuff you want to keep and display
- Things to be filed or written into your planner
Set up a system where vital information is saved where it can be readily found, and then bits of paper can be discarded. Clutter often prevents us from using our time efficiently.
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Guidelines for Keeping a Piece of Paper
Am I going to need to refer to this later?
YES: File it
NO: Recycle it
Do I have a digital copy that will suffice?
YES: Recycle it
NO: File it
Is it directly related to me or will someone else have a copy that I can refer to?
YES: Recycle it NO: File it
Do I need to keep this for legal reasons?
YES: File it
NO: Recycle it
Does it fit in my filing system?
YES: File it
NO: Recycle it
If I file it, will I be able to find it?
YES: File it
NO: Recycle it
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Chapter Nine: Organising Your Files
Sorting Based on File Type
The key principles of retrieval are:
- Group similar things together
- Place them in their own space or container
- Label them clearly
Three Categories
There are also some additional steps we can take depending on what kind of files you are trying to organise. We can usually divide our files into four categories.
Working Files
These include your current projects, routine functions, and quick references. These are the files where you have 80% of your work. These should be within arm’s reach. They usually contain the following:
- The projects you are currently working on. This file should be cleaned occasionally, to move projects to a reference file or to eliminate duplication.
- Fingertip information you need on a routine or daily basis, such as phone lists, client addresses, and computer codes.
- A follow-up file for each person with whom you come in contact on a regular basis, where you keep track of all correspondence with that person.
- A file for routine functions such as sales reports or other functions performed daily/weekly/monthly.
Since these files should be within reach, they might be in a large desk drawer. Make certain they are in file folders, labelled in large letters, and then placed in hanging file folders that are also labelled.
Usually it is more efficient to label hanging folders by category, rather than by a letter of the alphabet. Then categories can be alphabetised or colour-coded.
Reference Files
These are files you must refer to frequently as you work on current projects. This is where the bulk of your files will be located. Since you use these files regularly, they need to be kept handy, but not necessarily within arm’s length. The most important thing is to arrange all information in such a way that you can pull information out of the file easily.
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Key questions for you to consider as this file is set up:
- What do I want to keep?
- What do I need to keep?
- If I wanted this information, could I find it elsewhere?
Information that should be in the reference file includes:
- Research for future projects
- Past projects to which the client refers
It can be helpful to consider key functions or components of your job, and make these the major categories for reference files. Other files might include:
- Sponsor files
- Administrative information
Cull all duplicates or useless paper. Have a recycling bin at the ready.
Establish subject categories, and label both file folders and hanging files. Put the file structure on paper prior to starting the filing.
Label file drawers and create a master list of files if the amount of information is large. Remember to use large, clear print with a fine tip felt marker.
Archive Files
These are the files nobody looks at. You keep them because the law says you must, or because you are afraid you’ll need them if they are thrown out, or because nobody wants to take the time to do anything about them. They should be kept in a designated location far from your work area.
Disaster Files
This is one file that contains all vital information, including identification and financial references, in case you have to vacate the office unexpectedly. You can also have a file like this at home so you have things organised in the event of a disaster.
Electronic Files
The key rule is that the file structure used in paper files and electronic files should parallel each other. This is all for the sake of retrieval. Make use of keywords and search programs to help you find your files even faster.
In this information age, we have to know what we need to keep and what we don’t need to keep. Don’t keep what you don’t need. Don’t ask, ―Will I ever need this?‖ The answer is almost sure to be ―Maybe.‖ Ask instead, ―Where could I get this if I needed it?‖
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Check your mail twice a day.
- Checking your e-mail frequently is one of the big time-wasters of the modern office. Avoid it if you can.
- Set aside two periods when you know it will be quiet and check your mail then.
- Use separate accounts for personal and business mail.
Filter the spam.
With all of the junk e-mail circulating today, it's vital to use an e-mail program that can filter it by dumping junk in the trash before it gets to you. Filters can also help you manage your e-mail better. For example, you can filter mailing list updates, news, and promotions, into separate folders and read them when you're ready.
Organise your addresses.
Use the address book features built into your e-mail program rather than manually typing addresses. It is more convenient and accurate. Creating distribution lists for various groups of people that you send e-mail to can also save you time.
File your messages.
Organise your messages into folders or delete them as soon as you're done reading them or acted on them. Ensure your inbox contains only messages you haven't read or that require further action.
Keep messages simple.
Remember:
- A short e-mail message is a good e-mail message.
- Use a specific or descriptive subject heading.
- Keep messages, especially replies, short.
- If a simple ―yes‖ or ―no‖ will do, that’s all you need to say.
Briefcase
Your briefcase should be organised with:
- Tools that are needed frequently when away from the office
- Reference files that are frequently referred to such as telephone lists
- Working files that are needed
- A system for expenses
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The Batching Technique
The balance to the ―do it now‖ approach is batching. With this technique, you save several of the same type of things to do at once. Sometimes that is a more effective technique than doing each thing singly.
We can even batch our interactions with others. Do you ever remember what you wanted to ask someone or tell someone just after they walked out of your office or you hung up the phone? You might save quite a bit of time by having a file for each of the people you interact with often.
Here are some examples:
- Word processing files: Batched and placed in categories. Develop a tree of directories and subdirectories, using the same categories as in the paper filing system.
- E-mail files: Again, create directories and save only those that will be referred to again. Delete e-mails that are not references.
- Voice mail: Listen to your voice mail message. Does it do a good job of telling the person at the other end of the line what he/she should do?
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Chapter Ten: Managing Your Workload
Case Study: Super Sharon
Case Study
One day, Super Sharon was seated at her desk working on a project when her boss, Dianne Delegator, requested a couple of minutes of her time.
Dianne began the conversation by congratulating her for being selected as the person who had been chosen to develop the new health insurance policy. She explained that she was giving Sharon this opportunity because of her extensive experience and management skills.
Dianne continued to explain, ―We require a new health insurance policy for retiring employees who qualify for the special pension fund. A recent change in government policy requires immediate action. Normally, this type of change would require approximately eight months, but we have to have our policies in place in four months. We may also require a preliminary report within three weeks in order to update the government.‖ After a brief pause Dianne said, ―Get back to me if you have any questions on what has to be done.‖
On the way back to her office Sharon felt proud and enthusiastic. She was happy that the boss was finally beginning to recognise her skills and abilities. When she arrived back at her desk and had a moment to reflection this new assignment, reality hit. She remembered the large number of projects already in progress. She sat down and wrote down a list of existing projects. Then she added ―Employees’ Health Insurance Policy‖ at the bottom.
She realises that if she drops everything else to work on this new project, Dianne will be pleased. But sooner or later, she is going to want results from these other projects. Not only that, there are a couple of projects here that have high profile because of agreements with other departments and it would look bad if they fell behind. She realises she can't let them slide very long. She thinks to herself, ―I'm already working two evenings a week at home on office work and my family doesn't appreciate that.‖
Something is definitely not right here, Super Sharon tells herself. This is an interesting job, but Dianne doesn't realise that I can't do everything at once. There is no use telling her that I am overloaded, because she always says, ―So is everybody. We've just got to do the best we can!‖
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See suggestions in the Guidelines and Solutions at the end of this module.
What should Sharon do?
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Workload Analysis
These questions form the basis of workload analysis:
- What are the things you have to do every day, and how much time must you allot to each thing?
- What are the things you have to do each week, and how much time do you allot to them?
- What are the things you must do each month? How much time does each item take you?
- What are the things you do quarterly or annually? How much time do they take?
It’s a real pain, but by doing this analysis, you realise that there are more things to do than there is time to do them. Keep in mind that most of us are overly optimistic about how much time we need for activities and don’t allow enough time for them. This is the point at which you begin to prioritise. You may even see that some of the things you are doing don’t have any real impact on your job.
Usually when you get everything tallied up, you have about two and a half minutes a week to do your primary job for your organisation.
We forget to schedule things if they are just in our head. You aren’t being paid to be a calendar. If you schedule them in, in pencil, you can begin to protect them. We don’t like doing this. It brings face to face with the reality of our situation. It’s scary.
Following is a168 hour planner to help you figure out how you spend your time. Fill it in to the best of your ability. Try to cover a seven day span, since you want to consider both your personal and your work life. If this last seven days was very unusual (for example, you had the flu, relatives were visiting, or you had unusual work deadlines) try to find another week more representative of how life usually is for you.
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Workload Analysis
Task
Amount
Amount
Amount
Amount
Daily
Weekly
Monthly
Annually
TOTAL
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The 168 Hour Plan
Let’s look at how you spent your time last week. There are 168 hours in seven days, so consider how you used them. Jot down how many hours you spent in each category below.
Task
Number of Hours
Personal Life
Sleeping/eating
Grooming/hygiene
Driving or riding
Exercising
Cleaning/maintenance
Talking to family/friends
Mail/personal business
Volunteering
Praying/attending church/meditating
Studying/reading
Relaxing/watching TV
Thinking/worrying/planning
Other
Sub-Total
Business Life
Planning/research
Paperwork/computer
Talking to co-workers
Talking to your staff
Appointments/meetings
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Clients/customers
Phone calls
Production
Other
Sub-Total
GRAND TOTAL (168 hours)
Answer these questions for yourself:
- Was it hard to remember how you spent your time?
- Did you take any time out this past week just for you?
- How many things did you do that you planned to do?
- How many things did you put off?
- What is it you want to spend more time doing?
- What do you want to do less?
- Are you happy with the way you spent your time?
- How many of these hours did you spend on the things that you said were a high priority for me?
- When I look at my life so far, I’m glad I took the time to…
- I regret I haven’t taken the time to…
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A Personal Action Plan
I know where I’m starting from. I know I am already good at these things, and I can do them more often:
I can learn this, I am learning this, and I am doing what I can at this stage as well. I have already learned:
I will start with small steps, especially in areas that are difficult for me. My short –term goals for improvement are:
I promise to congratulate and reward myself every time I do something, no matter how small, to maintain and improve my skills. My rewards will be:
I’m setting myself up for success by choosing long-range goals to work for gradually. My long-term goals for success are as follows:
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Recommended Reading List
Bly, Robert. 101 Ways to Make Every Second Count. Career Press, 1999. Covey, Stephen. The Seven Habits of Highly Effective People. Free Press, 2004.
Crouch, Chris. Getting Organized: Improving Focus, Organisation and Productivity.
Dawson Publishing, 2004.
Dodd, Pamela, and Doug Sundheim. The 25 Best Time Management Tools & Techniques.
Peak Performance Press, 2005.
Dorff, Pat. File, Don't Pile. St. Martin's Press, 1994.
Douglass, Donna N., and Merrill E. Douglass. Manage Your Time, Your Work, Yourself. AMACOM, 1993.
Genett, Donna M. If You Want It Done Right, You Don't Have to Do It Yourself! Quill Driver Books, 2003.
Gleeson, Kerry. The Personal Efficiency Program. Wiley, 2003.
Glesson, Kerry. The High-Tech Personal Efficiency Program. Wiley, 2001. Mayer, Jeffery. Time Management for Dummies. Hungry Minds, 1995. McCorry, K.J. Organize Your Work Day In No Time. Que Publishing, 2005. Ricci, Monica. Organize Your Office In No Time. Que Publishing, 2005.
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Guidelines and Solutions
Time Management
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Another day at the office
Did he make good use of his best time of day?
The best time of day would be early in the morning as distractions are minimal. However,
Paul got easily distracted and didn’t make use of this time.
Did he work on his high priority items?
He didn’t because he didn’t set priorities!
Did he have a problem saying no?
Absolutely. There are two situations in which Paul should have said no, or at least had some discussion before taking on more responsibility. When he went for coffee with Ben and Cathy, he should have taken only ten minutes as he planned. And when his manager asked him to sit in on a meeting, Paul should have explained that as a result, he would need more time on his project.
Did he complete the tasks he started?
No, because he got distracted too easily. He could make better use of his time with a kitchen timer. Set it to go off every fifteen minutes. When it does go off, make sure you’re still on the same task and making progress.
Did he understand his problems?
No. Paul thought the solution was more time, not better time management.
What would you recommend for Paul?
He needs to keep a long-term to-do list, perhaps on a calendar so he can be prepared for deadlines. He also needs to make a to-do list each day and prioritise; things that don’t get done that day need to move to the next day’s list as top priority.
He could also schedule his day out a bit better.
- 9:00-9:45: Address mail (He could bring the journal article home or save it for lunch rather than using this time to read it.)
- 9:45-10:00: Coffee with Ben and Cathy
- 10:00-12:00: Meeting
- 12:00-1:00: Lunch
- 1:00-2:00: Work on project
- 2:00-2:15: Break
- 2:15-3:00: Deal with colleagues (letters, phone calls, visitors)
- 3:00-5:00: Work on project
With this sort of schedule, an extra two hours in the morning would have put him far ahead of planned tasks. Putting in extra time is fine now and then, but should not be seen as a solution.
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Additional Points to consider
It’s hard to say if Paul was a ―lark‖ or an ―owl,‖ but he certainly wasn’t using his time effectively. Discuss options that take into consideration both types of people. For example, larks can come in to work and get right down to their tasks, providing they have paved the way by getting themselves organised the day before, before they head for home. Owls may need a little longer to get going. A coffee and the newspaper can be a good way of launching their day but they may need an alarm to remind them when it is time to get started.
Paul is probably right brained because of the way one thing led to another. This is common among those who are right-brain dominant. However, procrastination and an unwillingness to say ―no‖ are problems common to everyone.
Planners
- How do you remember to call Jim next Wednesday? Note it in your planner.
- How do you remember to follow up with a client in six months? Note it in your planner.
- How do you remember to start a project in six weeks time? Note it in your planner.
- How do you remember not to schedule an out of town meeting for your parent’s
50th wedding anniversary? Note it in your planner.
Get-Together
Task
Time
Participant
Make calls to find location
1 hour
Joe
Prepare agenda
45 minutes
Sam and Sue
Paul’s Ritual
- A ritual would give him a starting point to manage his time better.
- A ritual would probably make time management in general easier, since certain things would already be planned.
- He could include his home life in his ritual to ensure he spends enough time with his family.
His work ritual might look like this:
- 9:00-10:00: Plan for the day; address mail and e-mail
- 12:00-1:00: Lunch
- 2:00: E-mail break
- 4:45-5:00: Tidy office and make to-do list for the next day.
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Sandy’s Dilemma
Does she appear to be making effective use of delegation?
There are definitely some areas that she could improve on. For example, she may not need to spend so much time reviewing results once she has determined that a person is capable of doing the task. Spot checks may be enough.
If her visitors are employees, how might she avoid interruptions?
She could set aside a time for employee questions, or she could ask them to e-mail her questions first. She could also encourage employees to rely on each other as a resource.
Should Sandy consider establishing a quiet time when she would receive no calls or visitors? If so, when might be the best time of day?
Having a half hour of quiet time to plan can be an excellent time management tool. Typically, the best time is at the very end or the very beginning of the day, or right before or after lunch.
Sandy feels she should assign all departmental work and review all results. Is there a more efficient way?
Rather than reviewing all work, she may be able to spot check work. She could also have certain tasks automatically assigned to people – for example, having the same employee prepare a weekly report – to save her time.
What other ways could Sandy gain more control over her use of time?
Planning tools that we discussed this morning, such as to-do lists, may be useful. She may also want to ask about having an assistant who can help her manage mail and telephone traffic.
Super Sharon
Sharon decides to examine her project workload. She begins by listing her projects down one side. Across the top, she marks off the next four months and makes a column for each week. Then, for each project she puts an X at its promised date of delivery. She enters the hours per week that she thinks each project will require of her time. Finally, she gets down to the last project: the Employee's Health Insurance Policy. She estimates 10 hours per week for the first four weeks, 20 hours for the next six weeks, and 15 hours per week for the remainder of the project. Then she adds an additional row for her miscellaneous routine workload which includes answering the telephone, answering questions from co-workers and her boss, going to unplanned meetings, etc. She allows 10 hours per week for the miscellaneous workload. Finally, across the bottom she totals up her workload in hours per week.
Sharon looks at the totals and finds that she is currently booked at 50 hours per week. This would explain why she is working 2 evenings a week just to keep up. Furthermore, she discovers that there is a sustained workload coming up that averages approximately 80 hours per week.
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Excerpt
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She quickly realises that she is not capable of completing all of these tasks on time. If the new project is really important, then something will either have to be delayed or reassigned to someone else.
After rechecking the figures and verifying their accuracy she decides to take the chart to her manager. ―Dianne,‖ she says, ―I wonder if you could help me prioritise my work. I am not complaining about things, but I would like to ensure all of the work is completed on schedule. I have prepared this expected workload chart for your review.‖
Dianne takes a look at the chart and says, ―I'm impressed, Sharon. I wish more people would show this type of concern about getting work done on time. When I give you an assignment and you take it on, I naturally assume that you are able to do it, unless you say otherwise. Too many of your co-workers don't seem to tell me the consequences until it's already too late. Then they fail to deliver the projects that I have promised to other people. Here's how we will fix this scheduling difficulty. I want you to maintain the
Employee’s Health Insurance Policy as planned, but Project #1 can be delayed for eight weeks and Project #3 can be given to Jeff Jones. Take another look at your workload schedule and let me know if we can achieve the remaining delivery dates.‖
On the way back to her office, Sharon felt pleased that she had finally found a way to communicate and negotiate with her manager. She would definitely continue this planning technique to resolve work schedules that could not be achieved. Although she had often mentioned to Dianne that she had too much work to do, she had never before found a way to be listened to and have her concerns addressed.