Interpersonal Skills & Success
This skill involves showing genuine interest in what others are saying by asking questions, maintaining eye contact, and responding thoughtfully
Active listening
This type of feedback focuses on specific behaviors and provides suggestions for improvement rather than criticizing the person
Constructive feedback
This term describes a situation where the goals of two or more parties seem incompatible.
Conflict
This term refers to rude or disrespectful behavior that may seem minor but can poison the workplace atmosphere over time.
Incivility
This term describes the overall emotional tone or atmosphere of a workplace that shapes how people feel about working together.
Organizational Climate
This advanced skill involves recognizing and managing your own emotions while remaining sensitive to others' feelings during communication
Emotional Intelligence (EQ)
When delivering feedback, its important to focus on this, not the person, to avoid defensiveness and encourage improvement
Behavior or actions
This style of conflict management involves giving in to others’ needs or desires, sometimes at the expense of your own goals.
Accommodating
This more serious form of mistreatment involves ongoing, hostile communication intended to intimidate, humiliate, or undermine another person.
Bullying
This type of feedback strengthens relationships and morale when it is specific, sincere, and focused on behaviors rather than personal traits.
Effective Praise
Actions such as gossiping, excluding coworkers, or making demeaning comments threaten this essential interpersonal condition
Workplace dignity
This type of feedback highlights what someone did well, reinforcing positive behavior and boosting morale.
Positive feedback
This conflict management style is characterized by seeking a “win–win” outcome where both parties’ needs are satisfied.
Collaborating
This process involves two or more parties discussing their differences to find a solution acceptable to everyone involved.
Negotiation
This defensive behavior involves diverting attention from criticism by blaming the critic.
Counterattack
When communicators express genuine concern for others and acknowledge their viewpoints, they demonstrate...
Empathy
Feedback is most effective when it is given in this timeframe, rather than waiting weeks or months after the event
Timely feedback
This approach to conflict emphasizes avoiding confrontation altogether, either by physically withdrawing or changing the subject.
Avoiding
This Latin term meaning “this for that” describes a form of sexual harassment where employment benefits or opportunities are linked to submission to sexual advances or favors.
Quid Pro Quo
This approach to expressing disagreement is clear and direct while still showing respect for the other person’s rights and feelings.
Assertive Communication
The chapter explains that a supportive office life supports collaboration and trust while this opposite type promotes tension and resistance
Defensive climate / Negative climate
When giving feedback, this solution involves asking questions and listening to the employees perspective to create a new collaborative solution
Participative or collaborative feedback approach
This type of statement focuses on expressing your own feelings and needs without blaming the other person, often reducing defensiveness during conflict.
“I” statement
This self-protective strategy involves creating distance between yourself and a difficult or toxic person.
Back Off
This type of issue occurs in workplace conflicts when someone’s sense of competence, fairness, or professionalism feels attacked — a “face-threatening” situation.
Ego or Identity Issue