Developing an upbeat workplace

USING INFORMAL COMMUNICATION WELL

Welcome Values Emotional Intelligence Impact Charter

Welcomeo Housekeepingo Introductionso Objectives o Learning Agreemento Concerns and Expectations

Objective To reflect upon the informal communication we share, how we do it and how it can increase everyone’s sense of well being

CommunicationInformal / Ungoverned Formal

Verbal ‘Had a good weekend?’ When will you have the information I need for my report

Non – Verbal ( body language etc.)

A smile Depending on context , a nod of the head

Written Have you seen this it’s great https://youtu.be/CSK1D3bZhRs Cat vs printer

Please visit Mr. Holmes in twos until future notice

Your Values

Respect We have a commitment to fairness and equality. We acknowledge an individual's needs, beliefs and their right to make their own choices.

Quality We have a commitment to delivering excellence; providing a high standard of services with a person centred approach.

Partnership We work with others to create trusting and positive relationships which enhance the delivery of services for the benefit of the community.

Empowerment We encourage service users and staff to develop their existing skills and knowledge. We help to build self-confidence and increase opportunities to make positive contributions.

Positivity We have an optimistic attitude and approach which is focussed upon identifying innovative solutions for all.(Rachel quizzed people

everyone’s positive)

IcebreakerOnly ever as good as the reflections and therefore learning that comes from it

Emotional Intelligence

TheoriesCAN WE USE THEM TO IMPROVE THE OUTCOMES OF

INFORMAL COMMUNICATION?

Potted IQ To be emotionally intelligent we must have some skills in each of these areaso Emotional Self Awarenesso Accurate Self Assessmento Self Managemento Social Awarenesso Relationship Management

Emotions are ‘Contagious’o Happiness, Optimism, Confidence, Delight are more contagious than harmful emotions

o Depression, Cynicism, Pessimism, Gloom, Distrust are also contagious

Toxicity , Mood, ClimateoA person can be toxicoTogether we create the mood of the buildingoLong term we develop the climate of the organisation

Scenario Workplace of twelve frontline staff, five support staff, 3 managers. Working in one building but in 9 rooms. The climate was of distrust , dislike – everyone hated being at work The symptoms – no one helped others, everyone was discussed unkindly, any action by managers where criticised.

What do you think had gone wrong? What do you think did (could have) sort out the problem ?

Is chatting / gossip / rumour good or bad for

us ?IN WHAT WAYS DOES IT HELP AND/OR HINDER

Anthropologists believe that throughout human history, gossip has been a way for us to bond with others—and sometimes a tool to isolate those who aren’t supporting the group.

Some argue that, at least in the workplace gossip serves a useful purpose, gossip is a force that ties together social and business networks.

Others identify it as a way to see behind the curtain of employer pronouncements.

Both research and the experiences of those who have been the targets of gossip, however, argue that gossip can hurt relationships and create a climate of fear and resentment, all of which feeds stress like humidity feeds a storm.

And workplace stress, multiple studies show, causes problems ranging from a decline in productivity to a rise in illness and absenteeism.

Whilst a natural instinct it can also be harmful—to morale, productivity, and careers.

Peggy Drexler, Ph.D. is a research psychologist, Assistant Professor of Psychology at Weill Medical College, Cornell University

A- Team – Pulling together

Team Charter