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15 results (expanded search) for "تشخيص-سلوكي"
Administrative
Managing the Difficult Stakeholder
Before labeling someone "difficult", diagnose the specific type: are they anxious, ignored, or genuinely conflicted in interest?
Psychological
Opposite Action
When your emotion doesn't serve the situation, do the opposite of what it pushes you to.
Professional
SBI Feedback Model
Deliver effective feedback in 3 parts (Situation—Behavior—Impact) so the other person hears you without defensiveness.
Professional
Pre-Mortem
Before executing decision, imagine it failed in a year, enumerate most likely failure causes.
Professional
SBI Model
Phrase every feedback in 3 sentences: situation, specific behavior, impact — no interpretation.
Professional
Praise Specificity Drill
Replace vague "good job" with specific praise describing: what he did, impact, why it matters.
Professional
Identity Goals
Instead of "I want to run a marathon", say "I'm a runner" — identity drives behavior.
Social
DESC Script for a Tough Conversation
Write four sentences: Describe the behavior, Express the impact, Specify the change, Consequences.
Social
Validate Feelings
Say: "your feelings make sense" — even if you disagree with behavior.
Administrative
Post-Delegation SBI Feedback
After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.
Leadership
Feedforward Coaching
Instead of feedback on the past, ask reports for future suggestions — less defensiveness, higher application.
Leadership
Build SBI Feedback for Reports
Frame feedback in 3 sentences: Situation, Behavior, Impact — strips bias, refocuses on behavior.
Leadership
Getting on the Balcony: Seeing Dynamics
Mentally exit the meeting and look at it from above. What's really happening, beyond what's being said?
Leadership
Onboarding Your Manager (Not the Reverse)
When joining a new manager (or they join you), give them YOUR user manual. How you work best? What annoys? What you need?
Parenting
Name the Need Behind the Behavior
Every difficult behavior hides an unmet need — practice the question that reveals it instead of judging it.