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ACTIVE LISTENING: The most frequent cause of failure in therapeutic counseling interviews is the interviewer’s tendency to talk too much. Numerous studies have shown that in counseling interviews the average manager will talk as much as 85 percent of the time. For a counseling interview to serve its purpose of drawing out responses from the employee, the interviewer must be an effective listener, not a talker. The manager must know how to ask questions which force the employee to speak about his or her unsatisfactory performance. After asking the question, the interviewer should remain silent, thus compelling the employee to speak. NEVER BE AFRAID OF SILENCE: Most people talk too much because they feel uncomfortable when silence prevails. For example, a manager may ask an employee to suggest how his or her job performance could be improved. If the employee was unprepared for such a question, it may take a few moments to prepare a cogent answer. These few moments may seem like hours, compelling the manager to say something else or to elaborate on the original question. If the manager succumbs to this compulsion, the employee’s chain of thought will be interrupted, and he or she will be encouraged to lapse back into a passive mental frame. It’s far easier for the employee to listen to the boss talk than it is to try to construct a meaningful answer to a pointed question. BE AN ENCORAGING EMPLOYER: This encouragement can be in the form of visual feedback (having a facial expression of interest, keeping eyes upon the speaker’s face, or nodding) as well as oral comments. The employee will be inclined to tell all he or she knows if the interviewer, neither agreeing nor disagreeing, retains a noncommittal facial expression and tone of voice. By rewording the employee’s input, the manager may be able to process the information related more clearly as well as “compel” the employee to elaborate on those parts which they feel that the manager didn’t clearly understand. Disney Vacation And Savings Travel Guide. - Ex-Disney Employee Reveals Insider Secrets. Beat BetonMarkets 2005. - Learn to become a winning trader starting with a small account at BetonMarkets.com. By Andrew Kasch. Affiliates make 40% Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. The UK's Programme and Project Support Survey 2005 By Lindsay Scott Reporting is officially the most performed activity by project support professionals todayArras People has recently carried out a comprehensive survey that gives an interesting insight into the roles of project and programme support today in the marketplace. Surprise results show that more and more support people are moving away from the most basic of project administration tasks and starting to add real value.90% of people perform reporting activities and spends about a fifth of worktime doin… 2. The Ins and Outs of Internal and External Relations By Andrew E. Schwartz INTERNAL PUBLIC RELATIONS: Never overlook an opportunity to do internal public relations about your department and its offerings. A training department must, first and foremost, be visible in the organization it serves. Larry Lottier, Manager, Education of Dana Corporation publishes a training department course catalog with faculty, course listings and course descriptions to publicize his department’s offerings. Gary Slobodian, Assistant Manager, Corporate Staff Development, of Great-West Lif… 3. Five Essential Hiring Practices By Jan B. King Recruiting and hiring are often done in haste, leaving the company to repent in the long run. Today, there’s a reason to be concerned about negligent hiring. Negligent hiring means you and your company can be sued if one of your hires injures other employees, especially if you could have foreseen a problem but did not do a thorough check of the new employee before hiring.The following list of five essential hiring practices establishes the minimum you should follow:1. Require outside testing. … 4. How to Coach Your Employees - 5 Simple Steps Anyone Can Do! By Martin Haworth Want to get more from your people, but you don't know how? Are you up for a small challenge and prepared to do things a little differently? If so, we have five changes to your style that you will find easy to incorporate into the way you work and your people will love you for it; you will have more time and your business will flourish.Think about it - is that not worth just the little effort required? Stop Fixing ThingsNext time someone comes to you with a problem in your business, STOP, bef… |
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