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Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
42 results (expanded search) for "تسمية المشكلة"
Psychological
Externalizing the Problem
Instead of "I am depressed", say "depression visits me" — problem loses grip.
Social
Emotion Labeling
When he speaks, name feeling: "sounds frustrated" — labeling calms emotions.
Social
Label Other's Emotion Precisely
Replace "you seem upset" with wheel-precise: "you seem frustrated because...".
Psychological
Naming Thoughts: "My Mind Is Telling Me..."
Prefix every thought with "my mind is telling me..." to see you are not it.
Social
Naming the Other's Feeling Precisely
Do not say "I know how you feel". Name the feeling with a precise word and verify it.
Professional
Tactical Emotional Labeling
Use one emotion-labeling phrase that defuses tension in a hard conversation within 30 seconds.
Leadership
Team Identity and Naming Ritual
Choose with your team a shared name and symbol expressing what makes you distinct — collective identity is built, not imposed from above.
Psychological
Naming Suffering with Kindness
Name what you suffer with calm language — no exaggeration or minimizing.
Social
Spot Your Own Alexithymia Pattern
When you reflexively say "I'm fine", pause and ask your body 3 questions before accepting the default answer.
Psychological
Secondary Emotion Labeling
Under anger lies pain or fear — ask what's the original emotion.
Parenting
Name It to Tame It
Apply Siegel's principle: naming feeling activates the prefrontal cortex and calms the amygdala.
Digital & AI
Time-Blocking with Pre-Naming
Each morning, write a schedule naming what you'll do each 15-min slot — fewer decisions, 2x output.
Social
Daily Emotion Wheel
Pick 3 emotions on a Plutchik wheel (level 2) you feel now — precise labeling = calm.
Psychological
Emotion Granularity
Instead of "I feel bad", classify: "frustrated", "disappointed", "exhausted".
Psychological
Noting Practice
Label thought "thought", then let go — don't build on it.
Administrative
Fishbone: Cause-Effect Diagram
Draw a "fish skeleton" of the problem: head = issue, bones = cause categories.
Psychological
Spot the Ten Cognitive Distortions
Run your current thought through the list of ten to pinpoint exactly which mental trap caught you.
Parenting
Feeling Mirror
Name your child's feeling precisely before you try to fix the situation.
Psychological
Unique Outcomes
Your problem isn't constant — when didn't it show? Those "unique outcomes" reveal your strength.
Administrative
The 5 Whys for Root Causes
For each problem, ask "why?" five times in a row to reach the root cause.
Leadership
Distinguishing Technical vs. Adaptive Challenges
Before solving any problem, ask: do we need an expert with a ready answer (technical), or do the people themselves need to change (adaptive)?
Psychological
Mindful Listening
Listen to a sound in your environment 2 min without naming it — discover hearing richness.
Psychological
View from Above
Imagine yourself from above, then orbit, then galaxy — your issues shrink.
Psychological
Sensory Anchoring (5 senses)
Notice one thing per sense now — exit dissociation.
Professional
One Idea Per Paragraph
Each paragraph = one idea. If two ideas, split.
Social
Validate the Feeling Before Advice
Name your speaker's feeling and confirm it is reasonable, before you propose any solution.
Social
Recovering From an Awkward Silence
When a conversation drops into awkward silence, name it lightly instead of fleeing or pretending it didn't happen.
Administrative
90-Day Plan for a New Role
Three phases: learn (30), diagnose (60), first win (90).
Administrative
Rule of 3 Goals, Not 13
No more than 3 active goals at a time — with a visible "waiting" queue for the rest.
Administrative
One-Week Kaizen Event
Small team, one process, 5 full days for radical improvement — not "open project".
Leadership
Distinguishing Technical from Adaptive Challenges
Classify your problem: technical (known solution) or adaptive (requires shifting minds and values)? Confusing them is leadership failure #1.
Parenting
Five Emotion-Coaching Steps
Apply Gottman's five steps: notice, see emotion as opportunity, listen, label, set limits and solve.
Parenting
Serve & Return Interactions
Every sound/gesture from your child = a "serve"; respond promptly = a "return." This game builds his brain.
Parenting
Praising Process Over Outcome — A Deepening
Beyond "good job": a specific 3-part formula linking praise to the actual strategy used.
Professional
Three-Act Story
Every presentation = story: problem (1), conflict (2), solution (3).
Social
The Common Need Question
Convert "me vs you" into "us vs the problem" with one question about a shared need.
Social
The Four-Step Specific Apology
Apologize with: name the act, the impact, take ownership, repair step. No "sorry if...".
Administrative
Go to the Gemba
Don't analyze a problem from your desk. Go where it happens and observe 30 minutes before suggesting a fix.
Leadership
Moonshot Framing: 10x Not 10%
Instead of "How to improve 10%?", ask "How to achieve 10x?" to force the team to think from first principles.
Administrative
Five Whys for Every Recurring Problem
Don't treat symptoms. Ask why five times to reach the root cause.
Leadership
One-Team-One-Dream Session
A 3-hour session that breaks silos between teams and unites them around a goal larger than their own department.
Leadership
Listening Before Advising: The 3:1 Rule
In every leadership conversation, listen 3 minutes for every 1 you speak. Advice after understanding, not before.