Competence development

Competence development

(Total: 7 pieces)

The process of competency development is a lifelong series of doing and reflecting. After identifying competence gaps you can focus on increasing consciousness and choose the best solution customized to your goal.

Urgent-important matrix

The matrix of - urgent-important - which is often called also as Eisenhower matrix- defines the priorities of the tasks on the base of importance and urgency.

 The idea to measure the 2 competeting taskgroups in 1 matrix was coming from the former U.S. President Dwight D. Eisenhower and Dr. Stephen Covey: "I have two kinds of problems: the urgent and the important. The urgent are not important, and the important are never urgent." This "Eisenhower Principle" is said to be how he organized his workload and priorities.

No matter how effective we are, sooner or later the number of tasks is surpassing the available time frame.

He recognized that great time management means being effective as well as efficient. In other words, we must spend our time on things that are important and not just the ones that are urgent.

 

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Impulse control- Traffic lights

The model provides support in 6 steps in being conscious in ourselves when sudden impulses appear, in order to handle with them and avoid the situations repenting what has been told or done, thus the relations are not destroyed.

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Conflict handling strategy

The purpose of the model is to raise awareness of individual behaviours in conflcting situations. Conflict arises in such situations where two parties' aims seem to be incompatible.

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CIA model (control, influence, adapt circles)

With the help of the model the factors which can neither be changed or influenced by us can be identified. It is more sensible to focus on the aspects we can influence, where we have a chance to directly impact the situation.

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CIA model (control, influence, adapt circles)

With the help of the model the factors which can neither be changed or influenced by us can be identified. It is more sensible to focus on the aspects we can influence, where we have a chance to directly impact the situation.
It is widely used for stress management.

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Emotional Intelligence

 

Our feelings influence us how we react, make decisions or predictions, thus make an impact on whatever we are doing. The emotionally intelligent people are guiding the feelings with their thoughts, instead of letting the feelings dominate on their actions.

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Situational leadership

Dr. Kenneth Blanchard management and organizational behaviour professor, sociologist and psychologist, consultant created the model.

It is one of the most widely used model during individual and group development.

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