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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.
60 results (expanded search) for "تطوير سلوكي"
Parenting
Distinguishing Meltdown from Tantrum — and Responding Accordingly
A tantrum aims to get something; a sensory meltdown is a total loss of control — each requires a completely different response.
Professional
Start-Stop-Continue Self
Each month, write 3 behaviors to start, 3 to stop, 3 to continue.
Leadership
CCL's 70-20-10 Development Model
Real development: 70% from hard assignments, 20% from relationships, 10% from training. Focus on the 70.
Psychological
Behavioral Experiment for a Prediction
Turn your anxious prediction into a testable hypothesis, then act and collect data.
Psychological
Daily Behavioral Activation
In depression, exit "wait until I feel better" to "do then feel".
Leadership
Feedforward Coaching
Instead of feedback on the past, ask reports for future suggestions — less defensiveness, higher application.
Professional
SBI Feedback Model
Deliver effective feedback in 3 parts (Situation—Behavior—Impact) so the other person hears you without defensiveness.
Administrative
Post-Delegation SBI Feedback
After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Build SBI Feedback for Reports
Frame feedback in 3 sentences: Situation, Behavior, Impact — strips bias, refocuses on behavior.
Psychological
Personal Values Tree
Values are roots, behaviors are leaves — draw your tree.
Professional
Skills-Gap Audit
Compare your skills to a dream job's requirements, identify 3 gaps to close in 90 days.
Professional
Building STAR Interview Stories
Prepare three STAR stories (Situation—Task—Action—Result) that cover 80% of behavioral interview questions.
Leadership
Team Values Dialogue
A frank 1-hour discussion: what 5 values do we want to work by, and what behaviors express them?
Leadership
The Coaching vs. Mentoring Distinction in Practice
Before any development conversation, ask yourself: will I ask questions (coaching) or share my experience (mentoring)? Mixing them fails both.
Psychological
Daily Activities Meditation
Turn repeating task (dishwashing) into meditation.
Professional
Color-Coded Tasks
Color per type — reveals imbalance.
Leadership
GROW Model for Coaching Conversations
A 30-min conversation with a report: Goal, Reality, Options, Will — to grow their thinking instead of giving answers.
Leadership
Bank of 10 Powerful Questions
Memorize 10 coaching questions that open any conversation, replacing answers 80% of the time.
Leadership
Mini 360 Feedback
Ask 8 people around you 3 questions: what do I do well? what should I stop? what would you stop me from doing if you saw?
Leadership
Diagnosing Your Reaction to Feedback
3 triggers reject valid feedback: Truth, Relationship, Identity. Know which fires in you.
Leadership
Designing an Effective Stretch Assignment
Task 20% bigger than employee's current ability. Scares 30%, fails 30%, succeeds 40%. Difficult balance.
Administrative
Managing the Difficult Stakeholder
Before labeling someone "difficult", diagnose the specific type: are they anxious, ignored, or genuinely conflicted in interest?
Leadership
Handling a Toxic High-Performer
When a member delivers excellent results but destroys team morale, separate performance from behavior via a clear standard and a direct honest conversation.
Psychological
Opposite Action
When your emotion doesn't serve the situation, do the opposite of what it pushes you to.
Psychological
Graded Exposure Hierarchy
Rank your fears from least to most anxiety-provoking, then face one each week.
Psychological
Chain Analysis
Track what happened before the blow-up, where the chain could have broken.
Psychological
Bed for Sleep Only
No food, no work, no phone in bed. Bed = sleep.
Psychological
Implementation Intention (If-Then)
"If X happens, I will do Y" — doubles to triples adherence.
Psychological
Habit Stacking
Link new habit to existing — "after established X, I'll do new Y".
Psychological
Environment Redesign
Environment shapes habits — redesign it before demanding willpower.
Professional
Personal Career SWOT
Map your career strengths, weaknesses, opportunities, and threats in 30 minutes — and see your next move clearly.
Professional
Website Blocking
Use Cold Turkey or Freedom to block distraction sites during work.
Professional
Return-to-Focus Counter
Log how many times you returned to task after distraction — learn from data.
Professional
Distraction Log
Log: what distracted, when, why — discover patterns.
Professional
High Anchor Strategy
Open higher than expected — becomes anchor for negotiation.
Professional
Resume Bullets STAR
Convert 5 resume bullets from "duties" to Situation-Task-Action-Result outcomes.
Professional
Cost-of-Delay Calc
For each delayed decision, compute weekly cost of delay financially or in opportunity.
Professional
SBI Model
Phrase every feedback in 3 sentences: situation, specific behavior, impact — no interpretation.
Professional
Radical Candor 2x2
Sort your feedback on care personally × challenge directly — sweet spot: high in both.
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
The Graded Social Exposure Ladder
Build a 5-7 step ladder of social situations ordered from least to most anxiety, climb one rung per week.
Social
The Precise Mentor Request
Do not ask "will you be my mentor?". Ask "30 minutes on one specific question" and repeat in a month if it works.
Social
Validate Feelings
Say: "your feelings make sense" — even if you disagree with behavior.
Administrative
Team Skill Matrix
Draw a table: rows = team members, columns = skills, cells = competence 1-4.
Administrative
Quarterly Delegation Level-Up
Every 90 days, raise each delegated task one rung on the delegation ladder.
Administrative
"Who Else Could?" Question
Every time you catch yourself doing a task, ask: who else? And why didn't they?
Administrative
After-Action Review (AAR)
After each phase: what happened? What did we expect? Why the gap? How do we learn?
Administrative
Simplified 7-Milestone Gantt
A 7-milestone Gantt on one page — visible, instantly grokkable.
Leadership
Pre-Commitment Device
Lock yourself out of the weak option before you face it — via financial or public stake that's hard to undo.
Leadership
Sunk Cost Release
Effort and money already spent are unrecoverable — ignore them when evaluating continue vs exit.
Leadership
5 Dysfunctions of a Team Audit (Lencioni)
Audit your team across five layered levels: trust, conflict, commitment, accountability, results.
Leadership
Tuckman Stages Identification
Identify which of 5 stages your team is in (forming, storming, norming, performing, adjourning) to choose the right intervention.
Leadership
Strengths Team Map
Identify top 5 strengths per member, plot them on a map, discover gaps and duplications.
Leadership
Finding a Mentor Practically
Instead of "will you be my mentor?", request a specific 30-min meeting around one question.
Leadership
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.
Leadership
Ideal Team Player Diagnosis
3 virtues (Humble, Hungry, Smart) for ideal team player. Diagnose your team against them.
Leadership
Stop-Start-Continue Team Review
45 min per quarter: what to stop, start, continue. Simplest team evolution tool.