Real World Project Management – Communications

November 21, 2012 By

Real World Project Management – Communications

Have you ever been on the side of the conversation where all you heard was a voice like Charlie Brown’s teacher? “Wa-wa-waa-wwaa.” (That’d be funny if you watched more Charlie Brown.)

Or how about listening to your date? Yada, yada, blah, blah, Cubs game, blah, blah, beer, blah, blah, pizza.

Or what about when your favorite project team member enters your office. He says, “Hi. Got a real problem I could use some help with. I’m having a tough time understanding the project requirements on this deliverable.” And you hear, “Blah, blah, blah, problem, blah, blah, tough, blah.”

It’s not that you don’t mean to understand your date or your project team member–it’s just that you’re not listening. You’ve got a bazillion things racing through your head, you’re focused on seven different projects, and the baseball steroid hearings were so frightening that you can’t decide how your fantasy baseball league will shape up. (That’s shape up, not shoot up.)

Communication, as you can tell from the above, is more than just talking. Communication is also listening. When it comes to project management, communication takes up 90% of a project manager’s time. That’s right–90% of your time.

I communicated something to you and you did what I asked. If only projects were that easy! Sometimes you, the project manager, have to do a lot of begging and pleading, like I did above, just to get your project team members to do what they need to do. You know what needs to be done and you need to transfer that knowledge to your project team members. And then they go do it.

Or at least that’s how it’s supposed to work.

Real communication is about transferring knowledge. You know something and you tell someone else, and then they know it. But it doesn’t always work that way, does it? Communication is tough. There are two big categories of communications: written and oral.

The Written Word

Written stuff, like this article, can seem to be direct. I write. My editor edits. You read. But what if I’m not clear in my writing? What if you don’t get my jokes? Or my grammar and punctuation is so poor that you miss the point? Communication fails.

This is true in your life, too. Imagine that you sent an email to Susan, a team member. Here’s one draft of your email:

Susan,

I need a project team member who knows what Oracle is all about. You are smart, talented, on time, and savvy. Team members who are not like you admit to knowing nothing about Oracle. Our project is horrible when you’re away. This project is going great.

Best,

Your favorite Project Manager

Wow! Susan sounds fantastic. But is that what you really wanted to say to Susan? What if your punctuation was so bad that Susan got the wrong message? Here’s what you meant to say:

Susan,

I need a project team member who knows what Oracle is. All about you are smart, talented, on time, and savvy team members who are not like you. Admit to knowing nothing about Oracle! Our project is horrible. When you’re away, this project is going great.

Best,

Your favorite Project Manager

Yikes!

Alright, so this is an extreme example, but I’d bet dollars to donuts you’ve added some sarcasm, a joke, or a comment that came off the wrong way in an email message and mushroomed into a huge problem. The point is that written communication has its challenges within a project. Email is great. I love it and use it every day, but when the message is muddy in any written message, it can have large ramifications.

Say It Like You Mean It

So if written communication has its challenges, verbal communications must be great, right? We know better. Think back to your teenage days, when your folks would say that it’s not what you say, but how you say it. Well, that’s what my dad would tell me. And, as usual, he was right.

Dad was telling me, teaching me, about paralingual communications. Paralingual describes the pitch, tone, and inflections in the speaker’s voice that affect the message. Can you think of all the different ways a project team member can say, “Sure. I’ll get right on it.” I bet you’ve heard them all.

And then there’s the nonverbal communication–all that body language. (For Olivia Newton-John fans: Let me hear your body talk.) Posture, facial expression, shoulders, tugging on the ears, crossed arms, hand signals accentuate or reply to the message you’re hearing.

Ready for another statistic? Good. About 55% of all communication is nonverbal. If this is true, and I believe it to be true, you can see why phone calls, broadcast videos, and teleconferences aren’t as effective as face-to-face meetings.

You’ve been in meetings and witnessed team members’ expressions when you’ve shared good or bad news. And then you’ve reacted to the expressions on their faces, right? You’ve modified your message for clarity, you’ve asked them if they’ve got a freakin’ problem, you’ve continued with your spiel because they’re nodding their heads in agreement with you.

Just to be clear, and I want to be clear, a verbal message is affected by three major things:

· The message itself

· Paralingual attributes of the message

· Nonverbal communication

To be a great communicator takes experience. To be an effective communicator, you must ask questions. Do you understand me? Questions help the project team, the audience, your date, ask for clarification, deeper understanding, and an exact transfer of knowledge.

One approach, sometimes called “parroting,” requires the speaker to ask the project team to repeat the message in their own words. For example:

YOU: We’ve got to get this application developed by the end of the week or you’re all fired. Now, Jim, tell me what this means.

JIM: You’re an idiot?

YOU: No, you’re fired. Sally?

SALLY: We’ve got to get this software developed by Friday or we’ll be joining Jim at Wal-Mart.

YOU: That’s it. Get out. Get it done.

Parroting can be demeaning, especially for Jim, but it’s effective. You can be a bit more subtle than what I’ve presented here, by asking the audience if they’re clear on the message, and then asking questions based on what you’ve presented.

But What About Planning?

Thanks for asking. Of course you have to plan to communicate. Communication planning comes down to this key question: Who needs what information, when do they need it, and in what modality?

Who needs what? This tackles two major issues in any project. “Who” describes the stakeholders with whom you and your project team need to communicate. “What” describes the information that they’ll need.

Not all of your stakeholders will need the same information. Sure, that sounds obvious, but have you ever met one of those moron project managers (yes, the guy a few cubes from you) who sends out all project information to everyone who’s even heard of his project? This guy thinks he’s covering all of his bases because everyone has all of the information. The problem with this approach is the same problem with giving your cat the whole bag of cat food at once: Only give what’s needed or things will get messy.

One tool that can help the project manager and the project team to determine who needs to participate in communications is a simple communication matrix. A communication matrix is a table of all the project stakeholders in both the row and column headings. A check in the intersection of the two stakeholders represent that these two stakeholders will need to communicate.

The hard part, the planning part, is determining what information is needed between the two stakeholders. Usually the major communications needs will be obvious; functional managers need to know information related to their employees on your project, such as schedules and time accountability. The project sponsor and key stakeholders need information on the project status, finances, and any variances in cost and time. You’ll need to work with your project team and the stakeholders to determine the more involved communication demands.

You’ll also have to tackle the “when” problem. Depending on the stakeholders, information needs vary between daily, weekly, monthly, and “based on conditions in the project.” For example, your project sponsor may ask for weekly status reports, but the project champion may ask for status reports just once a month.

The secret is to schedule and, if possible, automate the communication demands as much as possible. Yes, automate. If your project-management information system is worth much, you can create macros, templates, even auto-generate reports on a regular schedule. Think of the time you’ll save (and can invest in your fantasy baseball league) by automating communications. Many project managers I meet don’t automate, don’t schedule, and don’t use a communication matrix. And then these project managers forget who needs what and when they need it. And then everyone whines. Please.

Now for the modality. Some communications can be accomplished in a quick email. Others require an extensive spreadsheet, report, and executive summaries. Some communication is expected in quick, ad hoc meetings, while other needs may mean business suits and, gosh, PowerPoint slideshows. The point is simple: Give stakeholders the information they need in the modality they’ll be expecting.

Communication Is Also Listening

Time to shut up. You’ve planned for communications and now you’re following your plan. But you have to listen to what’s being said. I don’t know about you, but I have two ears and one mouth. I’ve heard that this means I should listen twice as much as I talk. I have to listen to understand and receive the messages being sent to me.

As a project manager, you have scores of communication channels. And within your project there are potentially hundreds of communication channels. The larger the project, the greater opportunity for communications to break down. Here’s a nifty formula to show you just how many opportunities there are for communication to fail: (N*(N-1))/2. That’s N times N-1 divided by 2. N represents all the key stakeholders.

Wanna try it? Let’s say we have a project with 10 stakeholders, including you, the project manager. That’d be 10 times 9, a big 90. Divide that by 2 and you’ve got 45 communication channels. Now ask yourself, “What’s for lunch?” Sorry. Ask yourself, “How many stakeholders are on my project?” A bunch, I bet.

Go ahead and try this formula on one of your projects. I’ll wait.

See how the possibilities for communication failure just came into focus? Scary.

So, to be effective, we’ve got to listen to what’s coming at us, what’s being discussed among our project team, and what they’re telling our stakeholders. You, the project manager, must be at the center of communications; you have to be the communications hub.

Now do you believe that communication takes up 90% of a project manager’s time?

Real World Project Management – Communications

Real World Project Management - Communications

Joseph Phillips is the author of five books on project management and is a, PMI Project Management Professional, a CompTIA certified Project Professional, and a Certified Technical Trainer. For more information about Project Management Training, please visit Project Seminars.

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How To Find An Anger Management Program

October 1, 2012 By

How To Find An Anger Management Program

Because of movies that display anger concerns in funny ways, you may have a movie picture image of anger management programs. But anger management is really a serious approach to dealing with serious problems. All of us get angry, but the anger has different strengths of intensity and is started because of different reasons. And even at times when the reasons for anger is the same, some people can control theirs better than other people can control theirs. And when you can not manage your anger, it boils over into rage and is damaging and sometimes even dangerous. In this case, anger management programs help people regain control over their angry emotions.

Where to Find Anger Management Programs.

In many situations unrestrained anger is a sign of more difficult problems. It could be the effects of being victimized in some form of abuse, a personality that is disordered, hormonal imbalances, or problem relationships, just to name some likely causes. Anger programs may address the anger aspect alone, or it could include lessons about underlying issues that affect anger.

A lot of what is discussed depends on what the facilitator is an expert at. Some teachers are better at some anger topics than others are. When big issues are involved, the program is often called by something except than an anger management program. They are called behavior control classes or things similar. To understand the different groups that are available, use keywords like self-help, emotions, behavior, anger control, and related terms to see what kind of groups are available online. Then you contact the leaders and find out if anger management programs are included.

Getting in touch with the social services groups is another way to reach anger management programs in your area. They are likely to have self-help programs available for community use. It is likely that one of the programs will point you in the way to go. Often, the programs work cohesively. Also, a lot of the staff is familiar with the sessions available from other groups.

You might also get in contact with civic centers that have related self-help classes. If anger management programs are not offered, they might even put one together for you, or advertise to check if anyone else is interested in a start-up class.

One of the best ways to track the locations for anger management programs is to search the internet. You can use any search engine and visit the anger management sites that show tips and strategies about what the anger warning signs look like. They would tell you also about self-help practices, and tell you where to find clinical and other supports that you need.

Enrolling in anger programs will reflect well on your willingness to be responsible for your actions and become adept at dealing with anger. So take some time out, and use the anger management assistance that is available for people who make time to think about their options.

As for you though, if you want to be expressing your anger properly in less than 48 hours, come to my website, I have free videos there that tell you more about it.

How To Find An Anger Management Program

How To Find An Anger Management Program

I believe that you can control your anger, and because of this, I am giving away information about how you can express your anger properly. To get your anger under control in less than 48 hours, visit [http://www.the-anger-management-store.com] while the offer is still available.

It is not your fault that you anger is out of control, at [http://www.the-anger-management-store.com/anger-counseling/] you will while the offer is still available have all your frequently asked and should be asked questions about anger management answered.

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Adolescent Anger Management Strategies

September 29, 2012 By

Adolescent Anger Management Strategies

Adolescent anger management is becoming more prominent in our society. Traditionally, children who enter this last acute phase of bodily and mental development can go through some rough times. As kids enter their preteen and then their teenage years, chaos can ensue at times for everyone involved. A child or young adult may feel that his or her body and mind are out of control occasionally, and the parents and teachers who supervise children at this age may tend to agree. Anger can spring out of nowhere to challenge innocent requests and reasonable expectations. Yet kids between the age of twelve and sixteen sometimes react in unpredictable ways, surprising those around them and even themselves and requiring the intervention of adolescent anger management strategies.

Today’s teens face even greater pressures than those of the past. By age eighteen, most have witnessed thousands of murders on television and video games. Some are involved in violent or illegal gang activity. Others come from broken homes where domestic violence and substance abuse are the norm. By the time they start going through puberty, their entire existence may seem out of their control, and they may grow increasingly enraged, acting out their anger in antisocial ways that require adolescent anger management.

Adolescent Anger Management and Juvenile Delinquents

Sadly, many teens experience frustrations that drive them to vent anger toward people or things, breaking civil laws. This type of behavior often leads to incarceration, or at the very least, intervention by parents, teachers, law enforcement officials, and juvenile experts who attempt to train children how to respond in age-appropriate ways. Adolescent anger management programs teach kids individually or in peer groups how to identify negative feelings, work through them in the right kind of ways, seek help when needed, and practice more mature behaviors.

During periods of time spent at juvenile detention centers, teens involved in adolescent anger management programs can learn how to improve their behavior in socially acceptable ways. Therapists can help to point out alternative attitudes and behaviors to teens who have never seen positive responses to everyday irritations modeled for them by responsible adults. They may be able to learn directly from the therapist how to manage difficult feelings, and they can read resource materials or visit websites like anger-management-information.com (site is not complete yet) for more information about this condition, and how to address it. They will find others like themselves who are learning how to get along with people and accept the situations that cannot be changed.

Community Adolescent Anger Management Programs

If you have or work with a teenager that is struggling with angry outbursts and a poor attitude, get in touch with a teacher or psychologist at your child’s school or a community social services organization that can direct you to self-help resources or a local adolescent anger management group that might be willing to admit your child. Letting unresolved anger fester or continue to be displayed in dangerous ways can lead to serious consequences. Get your teen the help that is needed for coping with this behavioral disorder.

Adolescent Anger Management Strategies

Adolescent Anger Management Strategies

Steve Hill discusses adolescent anger management. Learn how to live without anger in your or your family’s life. Read more informative anger management articles and information at: http://www.anger-management-information.com anger management advice [http://www.anger-management-information.com/blog] Steve also has a website at: stuttering treatments

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Ten Tips For Anger Management

September 27, 2012 By

Ten Tips For Anger Management

A starter for ten! I would like to offer you Ten Tips For Anger Management that you can try today.

I understand that you may be skeptical. That is natural because anger episodes can be intense and make it feel like there is no solution. You may be thinking that Ten Tips For Anger Management may sound too good to be true.

If it helps think of these as “tips for a healthy life” and do them even if you don’t get immediate results. Believe me it won’t be long before these simple things will improve your life.

So without further ado, here is my Ten Tips For Anger Management:

1. Breath Slowly How long could you last without another breath? Not very long at all! Sorry to be morbid, but I wanted to illustrate a point: Why do we take this essential function for granted and never give it a second thought?

Learning to breath deeply can be welcome relief for a lot of anger, stress and fear issues. It’s not that you have to breathe deeply all of the time. Short deep breathing sessions once or twice a day can be a big help.

For a massive distress experience, sit or lie down somewhere comfortable. Breath in slowly, and allow the air to fill your lungs from the top at the chest all the way to the bottom around the navel area. Don’t be afraid to allow those lungs to fill, and it’s a good sign if your stomach comes out!

Once you are full of air, hold it for a second, and then slowly breath it all out. S..L..O..W..L..Y… is the key. We generally breath a lot faster and shallower than we need to.

Have you ever tried Yoga? If you are keen on improving your breathing try a local Yoga class. Yoga classes vary in style and many cater for beginners who may not be flexible or fit yet. In Yoga the breath is King.

Hope you enjoyed this first of my Ten Tips For Anger Management! Read on for the other nine of my Ten Tips For Anger Management

2. Get out of the situation Now this must sound like a cop-out. You are angry, having an argument with another person, perhaps your husband, wife, partner, friend, boss, mum, sister or colleague. Surely walking away won’t solve the problem?

Well it might help in the short term. If the anger is cycling around. For example one of you is getting angry, saying hurtful things, making the other one angry who then says hurtful things, the situation soon spirals out of control. Common sense, diplomacy, care and love evaporate for that moment.

Walking away can be very helpful. It allows both parties to reflect and get into a state of mind where resolution can be found. It could take some time, minutes, hours or even a few days (depending on the person and the relationship). But if you give it enough time, when you reunite the situation should be a lot easier to handle.

The issues that triggered the anger may still be there under the surface. Things may still need to be dealt with. And now that you are both calm you have the maximum chance or sorting out the situation.

Obviously you should judge when walking away is appropriate. It may not be for all situations. For example you may be driving together down a dark country lane, or in a pressurized job like a chef, so in some cases look for a way you can semi-get out. Often simply agreeing not to say anything for a few minutes can help.

Add “Walking Away” to your arsenal of anger-busting solutions and it could save you from regretful action again and again.

Hope you enjoyed this second of my Ten Tips For Anger Management!

3. Avoid the trigger his is one step ahead of “getting out of the situation”. If you can figure out what triggers an angry episode for you, then you can structure your life so as to avoid it.

For example being in a traffic jam when you are late for work might make you feel angry. So how do you avoid the traffic? Well maybe you can’t… but if you leave earlier it may not make you late for work anymore. And a longer term view might see you working nearer where you live, or living nearer where you work, or seeing if you can work from home 1 day a week.

See if you can find one trigger than makes you angry, and one step you can take to reduce the likelihood of it happening.

Hope you enjoyed this third of my Ten Tips For Anger Management!

4. Change perspectives Most episodes of anger are directed at a person rather than an object. What is more likely to cause a person to get angry. (a) slipping on a slippery pavement, or (b) being pushed over by a stranger on the pavement?

Well I’d say probably being pushed… even though the result is the same. Because there is someone to blame, anger is more likely to result. And whilst this may seem like a silly example, there is a lot you can take from it in terms of controlling anger.

If someone else does something we think is unjust, i.e. is against our beliefs and principles, then this could cause us to get angry with that person. We may or may not express it verbally, but the feeling can be there inside of us.

A change in perspective could be to challenge our own beliefs and values. E.g. if someone randomly pushes me over in the street then he must have some kind of mental or emotional problem. And he probably can’t help it. In fact I should feel sorry for him, as he has to live with that, and I merely have a bruise that will heal. In fact it would be more annoying if I slipped over, as that would be my own fault! So hey-ho I will carry on with my day as best I can.

If this seems a bit of a stretch, a bit to hard to do, a bit weird perhaps then yes it kind of is. Think of it like this though – who is harmed when we get angry feelings? It is likely to be the person who is getting angry. And by choosing not to get angry you can make better decisions about how to deal with it. And avoid making the wrong decision. E.g. in this case that wrong decision could be throwing a punch.

Hope you enjoyed this forth of my Ten Tips For Anger Management!

5. Exercise Aerobic Exercise, such as running, cycling, swimming and rowing causes your body to release chemicals known as endorphins, which give you a feeling of a high. This is often known as “runners high”. If you enjoy team sports like football, rugby, hockey or basketball, or competitive sports like tennis or squash you can also get this high.

There are a number of benefits to the exercise. As well as the instant high, the exercise can be a good “release” for the anger and a good escape (see earlier on this page 2. Get out of the situation) above. Also being fitter should give you a more positive feeling about life and more energy which will help. Exercise wont solve an anger issue but it can aid other methods of anger management by giving you a positive boost.

Hope you enjoyed this fifth of my Ten Tips For Anger Management!

6. Take it out on the pillow This one is simple. You feel angry. Get a pillow. Punch it. And Again. And Again. Harder! Harder!

Now you feel better. It gives you a chance to express it and get the feelings out of your system.

However be careful with this one, as for some people it may stoke the anger even further. Try to judge if the pillow exercise is helping you by writing down on a scale of one to ten how angry you feel before and after the exercise.

Hope you enjoyed this sixth of my Ten Tips For Anger Management!

7. Smile Smiling is usual reactive – we see an old friend or a cute baby and it makes us smile. But smiling can also be proactive. We can smile when there is nothing particular to smile about, just because it makes us feel good. And the good feeling reinforces the smile, in a lovely cycle. A smile can help you change your mood, even if only for an instant, and can be useful when you are feeling perhaps slightly irritated. It’s a way to nip it in the bud before you become angry.

Again I recommend you deal with the problem that made you irritated. Think about if it was reasonable to feel like that, or if you feel in hindsight that actually it was silly to get annoyed about something so trivial. Try to think how other people you know may react to that same situation. I mention this because the smile isn’t meant to be a way to avoid tricky feelings – they must be acknowledged. It is a way to change your mood for the better so a little niggle is less likely to ruin your day.

Hope you enjoyed this seventh of my Ten Tips For Anger Management!

8. Be flexible This tip is about trying to be a bit more flexible in your thinking and beliefs. This could mean simply changing your perspective as mentioned earlier. Or looking into alternative ways of thinking. Reading books about Buddhism and Law Of Attraction may help with this. You can get some inspiration and wisdom from these areas even if you don’t adopt the entire doctrine.

Being flexible can also mean simple being more willing to go with the flow, saying yes, accepting the current situation and knowing it is enough to do your best. There is a lot that is beyond our control so there is no use in getting angry with many things and people in life.

Hope you enjoyed this eighth of my Ten Tips For Anger Management!

9. Write it down Writing things down can have a brilliant mental effect. Writing lists can help us remember. And writing your feelings about something can help you come to terms with those feelings. It is a way to let out your anger without confronting the person or object you are angry at. And by doing so start the process of forgiving or coming to terms with the situation.

You can write it down using pen and paper, or perhaps on a computer. You can choose to keep what you have written, or to shred it, burn it or delete it (OK granted it will be less ceremonious on a computer).

Hope you enjoyed this ninth of my Ten Tips For Anger Management!

10. Love Here “Love” refers to a common love for all people and things. A deep spiritual love, rather than a romantic attachment. Practice this “Love”, a feeling of truly adoring and respecting the world around you, and you may find angry feeling subsiding. Like it is impossible to be grumpy when you are dancing, it is not possible to be angry when you are feeling love. Even if the feeling is only fleeting give it a go. This one can take a lot of practice if you are not used to it or if you are skeptical. Again if you are skeptical give it a go, keep an open mind, and don’t expect any kind of “result”. If you feel good it’s a bonus (and you will probably feel good).

Hope you enjoyed this final tip of my Ten Tips For Anger Management!

I really hope Ten Tips For Anger Management has been helpful for you. You don’t have to try them all at the same time, just pick and choose as you go along. These Ten Tips For Anger Management are all from personal experience and not just copied from elsewhere so enjoy!

Ten Tips For Anger Management

Ten Tips For Anger Management

For more information see:

http://www.anger-management-action.com

and

http://www.anger-management-action.com/ten-tips-for-anger-management.html.

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Anger Management Therapy for Dementia Patients

September 25, 2012 By

Anger Management Therapy for Dementia Patients

Older people sometimes develop dementia, a somewhat common condition that results in mental and emotional confusion. Some of these people, often those who are institutionalized, display anger outbursts due to relatively mild provocations, such as an unwanted meal item. At other times the anger is warranted, as when another resident initiates a conflict. For reasons like these and others, anger management therapy for dementia patients is becoming increasingly important.

Symptoms That May Warrant Anger Management Therapy

It may be difficult to determine at first who is eligible for anger management therapy. Residents with dementia who live at home or in nursing facilities often try to express themselves in non-traditional ways. While someone who wants their breakfast oatmeal served hotter can just say so, someone with dementia might be able to just make anxious sounds, pace, or even throw the oatmeal on the floor. If someone in your care exhibits dissatisfaction with some aspect of daily care, try to figure out what is bothering the person, and make any needed adjustments that you can.

Dementia patients may raise their voice, swing their arms, push, shove, or yank at things or people to convey their irritation. Caregivers must learn to decipher true anger from confusion or self-defense against other aggressive residents. Anger management therapy should be considered for those who express real anger inappropriately.

Some dementia residents may withdraw socially, stop talking to others, or gesticulate excitedly when they are upset. Sometimes these actions are in response to legitimate concerns, while at other times they may reflect unsuitable anger that needs to be redirected. If the person is able to understand and respond to caregivers in appropriate ways, he or she may be eligible for anger management therapy.

Anger Management Therapy for Dementia Patients

Any anger management therapy facilitator or coordinator who works with dementia residents will need to understand the way that those with dementia communicate, and the types of triggers that can draw their anger. This may require some training in long-term facility care, gerontology, and dementia behaviours. The therapist may attempt group or individual therapy, depending on the patient’s needs and abilities.

In anger management therapy, the coordinator may try to make the resident understand the consequences of anger outbursts, or attempt to teach the resident how to redirect anger in acceptable ways. At times, the therapist might want to work with the resident’s physician, social worker, and family to achieve the best results. This type of effort could take a long time and may be only partially successful; yet, any progress is undoubtedly helpful.

Family members and caregivers who want to know more can visit websites like anger-management-information.com for more complete information on how to address this key social and interpersonal behavior. They also can get in touch with the doctor, nursing staff, and social worker for help in assisting a dementia patient through anger management therapy that may lead to improved outcomes for the resident and those that provide his or her care and support.

Anger Management Therapy for Dementia Patients

Anger Management Therapy for Dementia Patients

Steve Hill discusses anger management for dementia patients. Learn how to live without anger in your or your family’s life. Read more informative anger management articles and information at:

anger management support therapy

anger management treatment [http://anger-management-information.com/blog]

Steve also has a website at: dementia symptom [http://www.dementia-symptom.co.uk]

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How To Improve Your Life With Anger Management?

September 23, 2012 By

How To Improve Your Life With Anger Management?

When it comes to controlling our temper or our anger, there are many ways to do it. Some people uses art, music, laughing or just by going to a retreat. However, there are 1 simple ways to control anger is to use simple anger management technique to control your anger emotion.

What is actually anger?

It is a natural emotion that can be controlled. When that happens, this emotion will revert back to normal behavior. However, with such disorder in us controlling our emotion, some people may react harshly thus giving problems to people around them.

At times, relationships between family, relatives and friends are often affected because people are not able to control their burst of anger. The way the person think is often the most important factor as you want to re-align their attitudes and thoughts. By doing that, you are dealing with anger management to improve your life.

How can anger management help in one’s life?

Not just any ordinary anger management, but applied anger management, people will try to limit the amount of verbal swearing and the adjusting the talking that may considered as threatening.

When matters get worse, and people got angry, the tend to be over-dramatic and irrational to the matter. Their mind are only thinking of getting themselves noticed and heard.

Before matters got worse, they became very paranoid and suspicious. As most people took anger management, they should take this opportunity to identify the anger triggers and try to make the person think differently.

WIth applied anger management, we want the participants to think of their actions that the society can accept. These management programs will make the person examine what behaviors they project that is acceptable and unacceptable.

What are the 2 common words people like to say?

2 words that most people that need anger management often say a lot are:-

#1 Never

#2 And Always

As most people know, they should not use the above words with much seriousness as it may sounds threatening to each other. We should encourage the person to say rephrase or para-phrase the statements in a encouraging and positive way so that they do not sound too threatening and negative.

What you need to do to improve your life?

You may have to do some form of reflection by asking yourself when can anger get you. There are questions you may want to ask yourself:-

#1 Can it get your somewhere or anywhere?

#2 Has anger given you anything?

#3 Do you really need anger?

#4 Can you replace that negative emotion with positive ones.

The above are some simple examples on anger management techniques for your daily life.

When anger did not solve any problem, you will feel very down and this may made you feel worse. Sometimes, you will use anger to get out on yourself and even someone you loved.

What you do not stop?

You will not stop and think about your actions on someone and people when you are angry. This way you tend to hurt people both emotionally and physically.

What most people would do?

Most people would like that anger is right for them to do, they applied and eye for an eye, tooth for a tooth approach.

What most people like to receive when they are angry?

Most people want to be heard and appreciated, when they are angry. Once you figure out what exactly it is, you will need to be able to control your attitudes, habits and possibly behavior by finding alternatives methods.

With proper and effective anger management, you should able to find out the alternatives to improve your life. This will help you to control your rage and to learn how to positively find your own reflections.

How to improve oneself?

By keeping in control and stable, a person will then be able to find room for improvement and reflection. Anger management can really re-align and reconstructs how you see yourself as well as other people.

What you can do with proper anger management?

You can simple use techniques to improve your life with anger management by eliminate negative things by replacing them with positive affirmation. By applying anger management techniques and strategies, I believe you can enjoy an newly improved life with the hope of seeing more positive things coming for you.

Therefore, Eddy has created an information guide on helping people how to deal with anger by using simple and yet techniques to reduce anger WITHOUT the use of DRUGS and THERAPY.

How To Improve Your Life With Anger Management?

How To Improve Your Life With Anger Management?

Eddy Kong is the founder of a website to address, How To Improve Your Life With Anger Management [http://www.17minanxietyandangermanagementsecrets.com/]. This guide will be able to help the person remove anger thus allowing them to start a new life again. Drop by at his site now for more information and freebies.

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Obstacles to Change Management

September 20, 2012 By

Obstacles to Change Management

Change is part of our lives today. And sometimes it affects our organizations. Unfortunately, we don’t always react well to it either as individuals or in a group.

But our survival as an organization frequently depends on our ability to react. We know this and yet we still resist change.

Learning to live with change means learning to overcome the obstacles to appropriate reaction. In many ways, the whole term change management is wrong. What we as organizational change specialists do is manage reactions. We manage the reactions of the people being affected. We manage the reactions of the organization. We do this by overcoming the obstacles that force an improper reaction.

But what are the obstacles to change management?

There are many obstacles to change management. Many are unique to individual organizations. Many are unique to the individuals involved. This uniqueness is what forms the environment for change. The ability to recognize commonalities and work within this environment is crucial to success. In this article, I’m going to share six obstacles that are frequently found across many organizations.

1. Lack of education in managing the reaction to change. Even the term change management indicates that we don’t properly teach managers how to manage their organizations through change. People’s reactions to our change efforts follow a reasonably static set of responses. As managers, we need to be able to predict their reaction in order to identify the appropriate structure around the change.

2. People are slow to recognize change. People don’t really resist change as a general rule. However, they often fail to recognize the extent or importance of change. This is actually a survival mechanism. And while it is in many ways a good thing, this delay can cause issues when surviving a change requires quick reaction times.

3. Lack of time and energy to do it right. Often as managers, we are faced with a lack of time and energy to convince our people to adapt to the change. In fact, sometimes we’re faced with a lack of time to even convince them that a change is needed. While people don’t really resist change they do resist the imposition of changes. And unfortunately, lack of time and energy often manifests itself in the imposition of a response. It is the reaction to the imposition of change that often is perceived as resistance to change.

4. Complexity of the changes. It can be argued that our grandparents saw greater changes than we did or ever will. But what can’t be argued is that the changes we are faced with are occurring faster and in more complex patterns than have ever occurred previously. The complexity of these changes makes the primary response difficult to identify. In addition, it can also make identifying the best way to manage reactions difficult.

5. Contradictory changes. Part of the problem involved with the complexity of the changes being dealt with is that many of the changes are in fact contradictory. For example, the emergence of the job board meant that job seekers could submit applications with less effort and greater control. However, it also meant that human resources became quickly overloaded, reducing the probability of a job seeker being selected.

6. Political environment. No discussion of the obstacles to change management could be complete with a mention of the political environment. While it’s nice to believe that people accept change and resist change for rational reasons the truth is often different. Emotions form a large part of our decision making process. And that includes emotions related to protecting our turf, ourselves and our position. As many necessary changes have found themselves failing as unnecessary changes have found themselves forced into place due to improper political pressures.

Obstacles to Change Management

Obstacles to Change Management

Do you want to read more free information like this? Visit us at http://www.vproz.ca and read our blog.

Glen Ford is an accomplished project management consultant, trainer and writer. He quite literally learned to be an entrepreneur at his great-grandfather’s knee. He has over 20 years experience as a project manager in such diverse projects as Construction, IT, Software Development, Marketing and Business Startup.

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Occupational Safety Training Is Not A Cure-All, You May Need Guerilla Change Management

September 16, 2012 By

Occupational Safety Training Is Not A Cure-All, You May Need Guerilla Change Management

Good employee safety-training is not a cure-all. Safety training will educate a relatively willing and receptive group of people on the technical aspects of a particular subject like entering a permit-required confined space safely or conducting hot-work appropriately and it may even push them in the right direction when it comes to changing behavior. However, even the best training can’t convince someone to change their behavior if they are not open to that change.

Before embarking down a specific solution-path in an attempt to solve employee-related safety problems, ask yourself: Am I trying to increase a group’s technical proficiency or am I trying to create behavioral change? If you answer the latter, you may very well need some form of a change management program.

A comprehensive change management program that incorporates a proven behavior-change model will help you break through barriers and achieve results that good training alone simply can’t attain.

The range of programs begins at changing a single, targeted behavior, like wearing safety glasses at all times in a particular area because there are an excessive number of eye injuries, to organizational, cultural change and development of a safety culture, which involves change management of the entire organization, at all levels.

Change management, at its core, whether personal or organizational, involves tearing down and recreating those overarching concepts or paradigms that people hold onto tightly and that are relatively static until impinged upon by new and compelling ideas; this creates a different, new way of thinking and perceiving. You effectively capitalize on this resultant paradigm shift to introduce and assimilate the specific desired changes. Support at every level of the organization is critical to affecting this shift in thoughts, attitudes, perceptions and the resulting behavior and, if you are attempting organizational, cultural change, large-scale efforts are necessary.

This type of program may be out of your reach, but that does not mean that you don’t have options; you can embark upon a guerilla change-management program that is designed to slowly chip away at entrenched behaviors and paradigms that are injurious to the group or the organization without engaging in a full-blown, large-scale change management program.

The word ‘guerilla’ means small-war.  The term ‘guerilla-warfare’ describes mobile, shifting, insurgent type warfare. Its use in this context implies lower-level efforts designed to create the right conditions for change and bring it about by exerting gradual pressure from different levels of the organization. It is not as effective as a large-scale, fully supported effort but it will create positive change given sufficient time and when handled well.

Here are some methods that you can employ that will help you in your endeavor.

Make a Plan: Develop your own plan that identifies the status quo, the desired change or behavior and the gap. Brainstorm the reasons for the gap, identify the reasonable ones and develop plans to attack each of the reasons in a logical, deliberate manner.

Plant Ideas: Plant idea-seeds that germinate in the fallow-fielded minds of others. Just as each individual plant grows from a seed in a unique way that is dependent on the soil, water and other environmental conditions, so too will these idea-seeds grow — in emergent ways fed on the knowledge and experience of the individual minds where you have sown them. It may surprise even you how your ideas grow and develop. Other people will adopt the ideas as their own and then promote them, giving them credibility and momentum. Warning: Avoid bloviators at all costs; these self-absorbed know-it-alls will cause your ideas to loose traction.

Seek Out Change Champions: Work with respected individuals at different levels of the organization that have similar concerns. Employ them strategically at meetings and during day-to-day activities to serve as “champions” for your cause. Give them extra training, spend extra time with them and help them become successful in their own roles. Over time, many employees will begin to reevaluate their own ideas and perceptions if they are continually exposed to other viewpoints in productive ways – especially from trusted and well-respected coworkers who are now your change champions.

Identify One Executive: Identify one, like-minded, respected and reasonable executive that shares your passion and concerns. Share your vision and your plan and ask him or her to become a change-champion and help you to push for change when possible. Help that person with his or her own efforts in other areas to develop mutual trust.

Develop Mid-Level Management Buy In: It is a time-honored truth that mid-level managers are responsible for much of the actual change in an organization. These people can really make things happen. As you seek out your change-champions, make sure you include one or more key mid-level managers.

Develop Supervisor Buy-In: Front-line supervisors have a significant impact on their direct reports. Make sure that supervisors understand where you are headed, why and include as many of them as you can as you develop your change-champions. Educate these supervisors on the issues and help them to develop their own authority within their areas of expertise. This is particularly important for troublesome, change-resistant groups.

Communicate Effectively: Develop a strong, understandable and easy-to-communicate message and broadcast it as often as possible, in as many ways as possible. As you develop your message, identify what is important to your target audience and leverage those things to your benefit.

Brand and Market Your Message: Take a half-day and learn about internal branding and marketing on the Internet or buy a book. Brand your message. Market it. Sell it. Include it in all safety, health and environmental trainings. Require all outside consultants and trainers that you hire to subtly include your message in their materials. An internal branding and marketing campaign can help you to broadcast your message more effectively and professionally.

Take Advantage of Opportunities: Unique opportunities such as specific injuries, incidents and unanticipated expenses will present themselves as you sell your ideas for change. Learn to recognize these events as opportunities to promote change and use them to your advantage. Be shameless and bold in your exploitation. It may feel uncomfortable at first but people learn by mistakes so don’t miss these opportunities. A word of caution – avoid the blame game – this will poison your efforts and damage your credibility.

Develop a Sense of Urgency: Work to develop a sense of urgency and a call-to-arms amongst your change champions. Don’t worry about agreement at first; develop a collective desire to create change first. Agreement will eventually follow because you will guide them towards a specific end.

Get Outside Help: As you sell your ideas and share your message for change, consider an outside resource to help you. Sometimes, a new face can help put a different spin on an idea or add credibility to an effort. Fine a knowledgeable consultant or other outside resource and use them strategically.

Establish Yourself as Trustworthy, knowledgeable and Build Your Credibility: Say what you do and do what you say. Be honest. Be forthright. Be nice. Maintain your integrity. Be a go-to person. Be an advisor. Be a resource and a technical expert for others. Never over-promise and under-deliver. Help employees at all levels of the organization achieve success. Don’t hold a grudge. Don’t tell stories in your mind; deal with the FACTS.

Never Give Up! Change is hard and it takes time. Gradual pressure exerted over time is indicated.

As you develop your safety program and determine how to create positive, sustained change and successfully deal with employee behavioral problems, keep in mind that training is but one tool and not a cure-all. You may need to introduce a new tool and a guerilla effort may be just what you need.

Occupational Safety Training Is Not A Cure-All, You May Need Guerilla Change Management

Occupational Safety Training Is Not A Cure-All, You May Need Guerilla Change Management

Andrew Troccoli is the president of Anfeald, LLC — Anfeald provides consulting and training services throughout the US in occupational safety, environmental health, risk management, loss-control and security. Visit Anfeald on the web at http://www.anfeald.com to find out how Anfeald professionals can help you reduce your loss-frequency and establish a safety program that works. Anfeald Provides Answers!

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The Change Management Process

September 16, 2012 By

The Change Management Process

Change Management is a critical piece for corporations. Large corporations depend on it for anything that affects their production environment. But what is change management at all? Change Management is the process that kicks in when a change is made to the production environment of a business. For the matter of this article we will use an Information Technology related case to explain Change Management.

Company “A” uses change management to keep track of changes to its web servers. The change management process also allows to inform all internal business units and departments of the upcoming change to the web servers and what parts of the business are affected by this change. The change management process is started by the decision to update the web servers with a newer version of the web application. The website administrators, the QA department and the developers have finished the final testing of the new application update and now it is time to go live.

The website administrator starts the process by writing down the purpose of the change and what steps are required to complete the task. He also describes the impact to internal and external users and which departments of the business might be affected (example: external customer service). The description of these tasks for the update are usually high level and not too detailed. The reason for this is more to inform the business about the change and not to list an exact how to step by step guide.

Once the website administrator has finished the initial change management request form (electronic or hardcopy) it goes up one level to his direct manager and with his approval the change management request is being distributed among departmental points of contact that have been defined in an earlier process. The different departments and business groups review the change management request to evaluate the impact to the department or group. If no impact is visible or if a possible impact is already addressed and covered in the change request the department or group approves the change management. If a possible impact is not addressed the group or department denies approval and ask for more information or how the issue in question will be addressed. Approval for the change request goes to “pending”.

Once all issues are addressed and worked out and every necessary approval has been submitted the change management request awaits one more step – CTO (Chief Technology Officer) or CIO (Chief Information Officer) approval might be required. This process makes sure that a track record of changes that affect the business is created and that every group, every department and the business management are aware of what is going on.

Some critics see change management as a process that slows down the ability to act fast when needed. Others see it as assurance for continuing business success as department A might not realize how big the impact of a proposed change is to department B.

The Change Management Process

The Change Management Process

About the Author

Christoph Puetz is a successful entrepreneur and international book author. Websites of Christoph Puetz can be found at Kabobs Recipes and at Highlands Ranch Colorado.

This article can freely be distributed and re-printed as long as the links in the author’s section remain active and clickable. This comment about the re-printing permissions does not have to be published.

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Change Management – Successfully Handling the Change

September 15, 2012 By

Change Management – Successfully Handling the Change

Change Management is all about successfully handling or managing the entire change that has to be done. The change can be taking place somewhere or else is expected to take place in systems, corporate policy, and outlook of an organization or even in the people as well.

Its importance cannot be emphasized in excess. The main reason behind this is that, presently our world is increasingly becoming global and we all are competing with various economies that are emerging. If anyone wishes to survive in this world that is filled with competition, innovation is the need of the hour as it is becoming very much essential to compete. The innovation needs more changes at different levels of the organization. To achieve the expected change to happen in the organization, everyone in the organization has to be aware of it and later you have to implement the required change.

In the times of recession, change management is the phrase that has been heard all over the organizations. During the recession, whether an organization is small or big, they will be hit very badly and nobody will have a smooth sail. Some of the organization which is small will fall sick because the larger organizations will not be doing well and the whole of the world economy will be in great depression as a result most of the organization giants and corporate gurus are turning up to the experts.

For different people this phrase may sound differently. For some people it could be just shifting of the gears in their managements and for some others it may mean that it could be an all new setting up or a procedure in order to set up a new system or else just keeping up the old ones for time being.

The course of Change Management will prove to be useful tool under some of the situations like

If you’re employed individually or else a business executive who will have the kind of helpless feeling to see that the company you’re working for is falling apart due to under performance and during this time is where It has to be considered and it should be discussed along with all the senior staff members in an open forum in order to improve the condition of the company. As a tool, Change Managements has the great ability to turn your company and here most of the people will not have the clue on how this works.

If you own a company or work with a particular company which has taken a great hit due to the on going crisis, here a handful of experienced professional will help you to implement it in the right course and also will help you tackle the crisis in a professional way.

There are several approaches to take the change management. Each of the approach has its own advantages and disadvantages and also the risk factors that are attached with it. From one to other organization, the policies of change management may vary.

It is all about having the right vision, conviction and courage. Change management needs the perfect ability to handle risk levels both at business and personal levels and also the capability to reveal the commitment to change. Some leading organizations have undergone the related programs and also have established successfully the change required.

Change Management – Successfully Handling the Change

Change Management - Successfully Handling the Change

Change management refers to the systematic approach adopted to deal with the changes. Learn more about Change Management

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