Personality

Personality Development – Written
Assignment
Learner Name Reference ID/ Batch Code
Course Title
Assignment
Assessor Name
Assessment Area Part 1-Self Development

Part 2 –Effective Communication Skills
Assignment
Assignment Title Pass

1:Investigate factors which contribute to personality Development
2: Understand Time & explore methods for its management & removing blocks 3:
Investigate the development of leadership skills appropriate to specific situations..
4: Recognise Inter Personal Behaviour, its affects on relationships with others.
5: Examine Communication, its types & its importance on our effectiveness.
6: Understand the importance of projecting a positive Image.
Assignment
Purpose/Aims
Analyse own personality type.

Critically examine a range of factors, which contribute to personality development.
What is time, its value, how can it be measured.
Identify ways to overcome blocks to effective time-management. (Realise the importance
of TIME MANAGEMENT in everyday life and relate it to self development.)
Define leadership skills needed for a specific situation.

Propose methods to develop own leadership skills.
Identify a range of methods required for analysing effective interrelationships with others.
Evaluate the main steps required to develop an open self personality.

Analysebarriers and weaknesses to successful communication
Produce evidence of effective verbal, non verbal and written communication.
Explore how character building and morals will support career development.
Demonstrate public speaking skills.
Assignment
I confirm that the work submitted for this assignment is my own.
Learner name Reference id Date Batch code
Guidelines: Students to attempt the below questions for getting PASS/ MERIT/ DISTINCTION
Assignment
1. Write your responses in the space provided below the questions

2. Review your answers before submitting the Assignment
3. Also, each question indicates if it is PASS/ MERIT/ DISTINCTION
TIMELINE: You can take uptoOne Week to submit the Assignments
Ques1. Define Personality (PASS)

Assignment
Ans.
Ques2. Define SWOT. How will you convert Weakness into Strength? (PASS)
Ans.
Assignment
Ques3. Which factor is important for development of one’s personality? Justify by giving
Examples. (PASS) Ans.
Assignment
Ques 4. Define Perception, Emotional Intelligence and its impact in one’s Personal and Professional Life.
(PASS) Ans. Perception refers to the set of processes we use to make sense of the different
stimuli we’re presented with. Our perceptions are based on how we interpret different sensations.
The perceptual process begins with receiving stimuli from the environment and ends with our
interpretation of those stimuli.
The value of EI is immense; developing emotional intelligence encourages many positive traits, from resilience to
communication, motivation to stress management, all of which can be seen as conducive to effectively achieving
personal, physical and occupational health, and success.Jan 9, 2020
Ques5. Why do you think Time has to be managed? (PASS)

Ans. Good time management allows you to accomplish more in a shorter period of time, which leads to
more free time, which lets you take advantage of learning opportunities, lowers your stress, and helps you
focus, which leads to more career success. Each benefit of time management improves another aspect of
your life.
Ques6. Talk about your daily Routine & make a DAILY HALF HOUR TIME LOG SHEET. (PASS) Ans.
Assignment
Ques 7. What are the Time wasters and how to overcome them? (PASS) Ans. Superfluous
meetings, emails. …
Unnecessary interruptions. …
Unimportant tasks. …
Procrastination. …
Delegation avoidance.
Biggest Time Wasters That Kill Your Productivity. The average person spends 118 minutes per day
on social media. …
Constantly checking your emails. …
Not automating your social media accounts. …
Bulky to-do-lists. …
Multitasking. …
Being a perfectionist. …
Unnecessary meetings. …
Saying “Yes.”
Overcome
.. Here are some ways to help you and your team recapture your time.
Root out procrastination. This may be the worst time waster of all. …
Assignment
Know what not to do. …
Know what must come next. …
Limit your meetings. …
Give your people time to be strategic enablers of business. …
Eliminate distractions. …
Embrace work/life balance

Assignment
Ques8.During your class Activity how you manage your time, What Sort of Typical barriers you
face and how you overcome them. (PASS) AnsNow that you have spent some time exploring your
values and your goals, you can easily see how you need to manage your time well in order to
accomplish your goals. When you have a long-term goal and break it down into mid-term and
short-term goals, it leads to the question, “What do I need to do today in order to achieve my
goal?” This question is at the heart of time management. Your goals guide how you spend your
time and resources. Having clearly defined goals with specific deadlines leads you to be deliberate
in planning your time and makes it easier to establish an effective time management system.
As most students discover, college is not the same as high school. For many students, college is
the first time they are “on their own” in an environment filled with opportunity. And while this
can be exciting, you may find that social opportunities and job responsibilities conflict with
academic expectations. For example, a free day before an exam, if not wisely spent, can spell
trouble for doing well on the exam. It is easy to fall behind when there are so many choices and
freedoms.
One of the main goals of a college education is learning how to learn. In this section, we zoom in
on learning how to skillfully manage your time. To be successful in college, it’s imperative to be
able to effectively manage your time and to manage all aspects of your life including school, work,
and social opportunities. Time management isn’t actually difficult, but you do need to learn how
to do it well.
Assignment
In the following Alleyoop Advice video, Alleyoop (Angel Aquino) discusses what many students
discover about college: there is a lot of free time—and just as many challenges to balance free
time with study time.
Identifying Your Priorities
Thinking about your goals gets you started, but it’s also important to think about priorities. We
often use the word “priorities” to refer to how important something is to us. We might think, This
is a really important goal, and that is less important. Try this experiment: go back to the goals you
wrote in the last chapter and see if you can rank each goal as a 1 (top priority), 2 (middle priority),
or 3 (lowest priority).
It sounds easy, but do you actually feel comfortable doing that? Maybe you gave a priority 1 to
passing your courses and a priority 3 to playing your guitar. So what does that mean—that you
never play guitar again, or at least not while in college? Whenever you have an hour free between
class and work, you have to study because that’s the higher priority? What about all your other
goals—do you have to ignore everything that’s not a priority 1? And what happens when you have
to choose among different goals that are both number 1 priorities?
In reality, priorities don’t work quite that way. It doesn’t make a lot of sense to try to rank goals as
always more or less important. The question of priority is really a question of what is more
important at a specific time. It is important to do well in your classes, but it’s also important to
earn money to support yourself and have a social life. You shouldn’t have to choose between
these, except at any given time. Priorities always involve time: what is most important to do right
now. Time management is mostly a way to juggle priorities so you can meet all your goals.
Assignment
When you manage your time well, you don’t have to ignore some goals completely in order to
meet other goals. In other words, you don’t have to give up your life when you register for college,
but you may need to work on managing your life and time more effectively.
But, time management works only when you’re committed to your goals. Attitude and motivation are
very important. If you haven’t yet developed an attitude for success, all the time management skills
in the world won’t keep you focused and motivated to succeed.
Ques9. Define Leadership.(PASS) Ans. Leadership is the act of guiding a team or individual to
achieve a certain goal through direction and motivation. Leaders encourage others to take
the actions they need to succeed. To be a great leader, it is necessary to learn and cultivate
the skills it takes to be effective
rts:
Assignment
Assignment
Assignment
Assignment
Ques11.What are the qualities of Leadership? (PASS) Ans. Integrity.
Ability to delegate.
Communication.
Self-awareness.
Gratitude.
Learning agility.
Influence.
Empathy.
Assignment
Ques 12. 2.Why is leadership important? State the 5 reasons which make
leadership important. (PASS) Ans.Leadership is an important function of
management which helps to maximize efficiency and to achieve organizational
goals. … Guidance here means instructing the subordinates the way they have to
perform their work effectively and efficiently.
They Help Motivate And Grow Employees. “A manager says ‘go’ and a leader says ‘let’s go! …
They Move The Business Forward. Great leaders have a clear vision and are incredibly
focused on realizing that vision. …
They Create Loyal Customers. …
They Create Passionate Brand Ambassadors. …
They Inspire Other Leaders To Be Great.
Ques13.What do you understand by open Self Personality? (PASS) Ans.
Technically, When a person knows all his abilities & qualities and willing to share ideas, thoughts, feelings and values
with other that person is called an OPEN SELF PERSONALITY. OPEN SELF is one of the four quadrants of JoHari Window
technique. Other three quadrants are BLIND SELF, HIDDEN SELF, and DARK SELF.
Assignment
Ques14.Explain the Four Self Johari’s window. B

Open self :-
Open self Technically, When a person knows all his abilities & qualities and willing to share ideas, thoughts,
feelings and values with other that person is called an OPEN SELF PERSONALITY. OPEN SELF is one of the four
quadrants of JoHari Window technique. Other three quadrants are BLIND SELF, HIDDEN SELF, and DARK
SELF.
Unknown self :- this part of our self that neither we nor the others around us can see. It contains all those things
which are out of our awareness window, such as depressed feelings and experiences which have been stored deeply
in our subconscious.
Hidden self :-This is the part of our self which is visible to us, but invisible to the others. In this area we keep our very
personal information, all those things we are not willing to share with others, since they might be our weak points,
dysfunctions, fears, emotions, motives, desires, mistakes, secrets or guilt.
Blind self:- Blind Self’ or ‘Blind Area’ or ‘Blindspot’ Region 2 is what is known about a person by others in the group,
but is unknown by the person him/herself. By seeking or soliciting feedback from others, the aim should be to reduce
this area and thereby to increase the open area i.e, to increase self-awareness.
Assignment
Ques16.Define Four Life Stroke Position and its impact while Working in Team.(PASS) Ans.
Four life stock positions while working in a team:
It is hypothetically a mentally healthy position. If genuine, People with this position about
themselves and others can solve their problems usefully. Their prospects are likely to be valid.
They accept the implication of other people.
Ques:1. Why is the open self personality important? How do you become an open self personality?
(MERIT) Ans. Open Self. Represents all the information, behaviors, attitudes and feelings about
yourself that you know and that others know (like you name, skin color, political beliefs) Blind Self.
Represents the knowledge about you that others have but you don’t (like you rub your nose when
you get nervous
To be open, do your best to be honest about yourself and your opinions. Don’t be afraid to show your
authentic self. Being an open person means keeping up open communication with people you care about.
If something is on your mind, talk
Assignment
Ques2: Name one external and internal motivational factor which motivates you towards achieving
your goal. Justify your answer. (MERIT) Ans: The Incentive Theory suggests that people are
pulled toward behaviors by rewards (incentives). Extrinsic (external) motivation is any influence
comes from an outside source. An intrinsic (internal) motivation is any motivation comes from
within and provides a sense of satisfaction The Basics: Which Factors Affect Motivation?
Leadership style,
The reward system,
The organizational climate.
The structure of the work
Ques 3: List any 3 positive emotions and 3 negative emotions. How can you creatively use each to
become more emotionally intelligent? (MERIT) Ans:
Ques:-4 What are the applications and results of motivation? (MERIT) Ans: Answer. It is very
necessary to apply the concepts of motivation in various institutions and organization to increase their
performance and make it possible to increase the level of production. Behaviour changing and rehab
institutions to enable them to adopt keenly with the external environment.
Assignment
Examples of Motivation in Life
Survival needs (food, shelter, clothing)
Accomplishment (school, career, sports, etc.)
Fun (partying, dancing, playing, beach, etc.)
Taste (food)
Curiosity (needing to know something)
Laughter (feeling uplifted)
Sex (dopamine release)
Drugs (dopamine release
Ques: 5 List any three persons in your life who are most empathy oriented towards you. State
what is it that they do for you that makes you like them. (MERIT) Ans:
These are cognitive, emotional and compassionate empathy. This page explains
what is meant by each of these types if empathy. It also explains how and why it
is possible to demonstrate one or more of the three types of empathy, yet still
come across as uncaringLack of empathy is not an isolated disorder, it’s a
symptom that many disorders beholds. And ofcourse it can be a result of a brain
damage from an accident or physical disease that damages the brain.
Assignment
Ques:6 How will you improve your time-management? State 5 areas in which you commit to
improve. (MERIT) Ans:
Make a Schedule – and Stick to It. Start improving your time management skills by organizing your days and weeks
in advance. …
Prioritize. …
Set Some Boundaries. …
Account for Good Distractions. …
Stay Away From the Bad Distractions. …
Get Some Tech Help. …
Never Procrastination
Delegate Tasks. It is common for all of us to take on more tasks than we are capable of completing. …
Prioritize Work. Before the start of the day, make a list of tasks that need your immediate attention. …
Create a Schedule. …
Set up Deadlines. …
Overcome Procrastination. …
Deal With Stress Wisely. …
Avoid Multitasking. …
Start Early.
Ques:7 What are the blocks to efficient time management? How will you overcome them? (MERIT)
Ans: Most commonly these barriers will include issues like inefficiency, overwhelm, interruptions,
lack of prioritising, and not setting limits. By taking some simple steps to manage these challenges
you can become much calmer and more effective. Efficiency
Assignment
Many of us feel busy, yet just being busy does not mean we are achieving what we want or need to
achieve. Coaching will help you understand what factors contribute to any inefficiency and how to work
smarter rather than harder – so you achieve more in less time. You will learn how to set systems and
routines for dealing with things in the smartest way possible and how to help you focus better and feel
energised so you find it easier to cope with all your demands.
Think about your current efficiency and where it could be improved. When and how do you work your
best? What systems or routines would help you get through the tasks you have to do in a more
timeefficient way?
Overwhelm
When we have many responsibilities and demands it’s easy to feel overwhelmed. Coaching will help you
look at your workload and how you are dealing with it. You’ll discover ways to reduce your feelings of
overload, how to work more efficiently and how you might reduce the amount of things you deal with.
You’ll also find out how to prevent tasks becoming too onerous and how to deal with any backlogs you
already have. You can even discover how to use your ‘to do’ list so it works for you rather than simply
providing another reminder of all the things you haven’t achieved.
When do you currently feel overwhelmed with things to do? What ways can you find to reduce the amount of work,
tame your ‘to do’ list, or get started on tasks and successfully complete them?
Interruptions
Even perfectly formed plans can be disrupted by unexpected events. If this affects you, coaching can help
you minimise the impact of those interruptions and take better control of your time so you can maintain
your focus and achieve the things you want to achieve. It will also help you recognise how you contribute
to your interruptions and give you strategies for dealing with this.
Assignment
Think about when you currently find yourself interrupted from your work. Why and how is it happening? What is
within your control? What changes could you make? How can you minimise both the interruptions and their
impact?
Prioritising
Coaching will help you identify what you need to deal with first. Once you’re in control of your time, you’ll
be able to stop rushing around chasing ‘urgent’ deadlines and instead find time to deal with the things that
are important to you. This is easy to establish if you’ve started from your goals – the things that are really
important for you to achieve. You can also learn how to change your goals from aspirations to reality
through setting in place a simple but effective action plan.
To what extent do you currently deal with what’s urgent rather than what’s important? What can you do to
change this? When will you change it?
Setting limits
This is about knowing when to stop and when to say ‘no’. Coaching will help you take control of your time
through recognising your limits, learning how to respond to your needs, and how to say ‘no’ whilst still
holding onto your self-respect and the respect of the people around you.
Ask yourself what boundaries you currently set for your work or things you need to do. Are they sufficient
or appropriate? Are you giving time for the important things or are you just ‘keeping busy’? What changes
do you need to make? Then set yourself some realistic actions to achieve this.
Overcoming the things that get in the way of you managing your time can lower your stress, increase your wellbeing,
and improve your relationships. You will get more things done and feel in control your time and your life again. So what
step will you take today?
Assignment
Elizabeth Juffs is an Accredited Personal & Professional Coach, specialising in working with people who want to
become even more successful in their career or home life and want a better work-life balance. She helps them
build their self-confidence, manage their time, reduce their stress, and gain greater control over their work
and their lives, so they feel fulfilled, healthy and happy. She coaches face to face and over the phone or via
email within the UK and beyond.
To find out more about how coaching can help you take control of your time and your life, contact Elizabeth Juffs
on 0115 925 2552 (+44 115 925 2552 from outside UK) for a free, no-obligation chat. Or visit her website and sign
up for her free
Ques 8.Which leadership function do you think is most important and justify your choice.
(MERIT) Ans Additionally, these leaders have mastered the six basic functions of management:
leading, planning, organizing, staffing, controlling and communicating. But what’s the one golden thread
tying all those functions together — and the most important key to great leadership? Clear
communication.
Type keyword(s) here
Print
Communication: The most important key to leadership success

Assignment
Lee Froschheiser
You hear it all the time … aspiring managers or vice presidents want to know the most important key to an
esteemed business leader’s success. Thinking the answer must be something like inspiring leadership,
technological innovation, savvy marketing or far-sighted financial planning — all of which are important
— their jaws drop when they learn the truth.
Generally, a savvy leader’s success is directly tied to his or her ability to focus on the business
fundamentals – the daily blocking and tackling that every company must master to be a winner in its field.
Strong, effective leaders stress fundamentals like discipline, accountability, strategic alignment, managing
to his or her values and empowering employees.
Additionally, these leaders have mastered the six basic functions of management: leading, planning,
organizing, staffing, controlling and communicating. But what’s the one golden thread tying all those
functions together — and the most important key to great leadership? Clear communication.
Think about it … how do the best leaders motivate and inspire their people? Through clear
communication. How do the best organizations promote discipline, accountability and strategic
alignment? With clear communication.
And, how do market leaders sell their products and services? With compelling ads and marketing
campaigns — in sum, by clear communication. The point itself is crystal clear: In real estate, the old cliché
is “location, location, location.” In business leadership, you preach “communication, communication,
communication.”
Good Leaders, Good Communicators

There’s no mystery here. Regardless of whether you’re talking about business, politics, sports or the
military, the best leaders are first-rate communicators. Their values are clear and solid, and what they say
promotes those values. Their teams admire them and follow their lead. Likewise, if you want your
company to reach new benchmarks of achievement, you must master the art of clear communication. So,
how do you do it?
Assignment
First, you must realize and accept that clear communication is always a two-way process. It’s not enough to
speak clearly; you have to make sure you’re being heard and understood. To facilitate this, use the
following two-way communication primer:
Prepare how you’ll communicate

• Clarify the goal of the communication.
• Plan carefully before sending it or meeting in person.
• Anticipate the receiver’s viewpoint and feelings.
Deliver the message
• Express your meaning with conviction.
• Relate the message to your larger goals.
• Identify the action to be taken.
• Confirm the other person understands.
Receive the message
• Keep an open mind.
• Identify key points in the message.
• Value constructive feedback and use it to grow.

Assignment
• Confirm your understanding.
Evaluate the effectiveness of the communication afterwards Take corrective action as necessary
Primers, of course, aren’t enough. You must go deeper and determine why internal communications are
poor or ineffective, considering any potential barriers. Once the barriers have been identified, you’ll see
where to improve.
Additionally, you’ll inevitably realize the stakes are high when it comes to communicating — if you fail to do
this properly, you can poison the atmosphere between you and a colleague, as well as your company’s
morale. So the next time you’re drafting a letter, e-mail or policy statement, before you send it, stop and
consider these common barriers to clear communication:
Lack of respect by either party for the other.
Poorly defined purpose for the communication.
Failure to establish the best medium for the communication (e-mail and cell phones are NOT the best
ways to communicate serious material).
Assumption that the listener receives the message.
Ignored emotions or sensitivities.
Failure to get on the listener’s level of understanding.
Intimidation by either party.

Assignment
Ques:9.What are the 10 steps of goal setting and achievement?(MERIT) Ans Ques10.What are the
patterns of communication? Give example for each. (MERIT) Ans STEPS TO GOAL SETTING
Step 1– Identify your goals. By knowing precisely what you want to achieve, you know what you have to
concentrate on and improve. …
Step 2 –Write your goals down. …
Step 3 –Needs Analysis. …
Step 4 –List Benefits and Obstacles. … Step
5 –List Objectives. … Step 6 – Create a plan
of action.
Ques:11. What are Ego states? Which Ego state do you operate most often? (MERIT) Ans Ques12.List any 4
areas where you would like to be more persistent? How will you do it?(MERIT) Ans The Ego States are an
important aspect of transactional analysis that talks about how a person feels, behave or think at any point of
time.
According to Dr Eric Berne, people usually interact with each other in terms of three psychological and behavioral
patterns classified as parent ego, adult ego and child ego, often called as a PAC Model. This classification is not made on
the basis of the age group of an individual rather these are related to the ways in which an individual behaves. Thus, it is
observed that a person of any age group may possess varying degrees of these ego states.
Let’s understand each of these three ego states in detail:
Parent Ego: The parent ego, refers to the behavior and attitude of an emotionally significant individual who acted with
quite a maturity when he was a child. He possesses the parental traits of being overprotective, dogmatic, distant,
indispensable and upright and behaves very judiciously at any time.
Assignment
There are two types of a parent ego: critical and nurturing. The critical parent ego is one when an individual shows the
critical and evaluative behavior while interacting with the others. Whereas the nurturing parent ego is one, when
individual shows the kind and nurturing behavior, not only towards children but towards all with whom he interacts.
Adult Ego: The adult ego shows the logical thinking and reasoning ability of an individual. The person behaving or
interacting with adult ego seeks all the information properly, validate it using his reasoning skills and then provide it to
the other people. The person possessing the adult ego can be judged through his discussions and the way he thinks
about a situation before arriving at the conclusion.
As the individual grows, he updates his parent data to identify what is valid or not valid, similarly the child data is also
updated to determine which feeling should be expressed and which should be left unspoken. In this way, the adult ego
helps an individual to control his emotional expressions appropriately.
Child Ego: The child ego, refers to the state of an individual when he behaves illogically and takes quick actions to satisfy
the immediate needs without thinking much about its consequences. The creativity, depression, conformity,
dependence, hate, fear, etc. are some of the main characteristics of this ego state. The child ego represents the
childhood state when an individual has not become social and is in its initial stage of development.
The child ego can be natural, adaptive and rebellious. The natural child is sensuous, impulsive, affectionate and does
things that come naturally. Whereas the adaptive child is one, who is trained and instructed by parents to behave in a
manner taught by them. The rebellious child is one who is not allowed to open up and experiences anger, fear and
frustration.
Assignment
Ques1.Does your "personality" need improvement? Why?(DISTINCTION) Ans yes personality need
improvement Bec.
• It’s a pathway for people to maximise their potential by becoming aware of their skills and
qualities and thus achieve their goals in life
• Its help you enhance your employability career prospects raise your confidence and thus help
you to lead more fulfilling, high quality life
• Plan to make relvent positive and effective life choices and decisions for your future to enable
personal growth and empowerment.
Ques2.List 5 areas in which you hold negative attitudes. How can you change these to positive
attitudes? (DISTINCTION) Ans People with a negative attitude ignore the good and pay
attention to the bad in people, situations, events, etc. For example; when a guy has so much power,
wealth, and influences with great luck; but still complains and goes on a rant; well that person has a
negative attitude.
To successfully change your attitude, do things that help you feel good about yourself and others.
Volunteer work and community sports leagues are great options. Action creates change. Make positive
statements to yourself, take action based on these statements, and your outlook on life will change.
Ques3.How can you motivate people? Give example. (DISTINCTION)

Ans motivating others is a fine turned skill which calls for the several inner trait students eariler
such as empathy, personality types conditioning perception knowledge positive attitude persistence
assimilation and emotional intelligence.
Assignment
Ques4.What are the applications of Emotional Intelligence? Give examples explaining this
application? (DISTINCTION) Ans
Emotional intelligence is the capacity to understand and manage your emotions. The skills involved in
emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills.
Application
• Anger
• Failure not getting what one want, negative responses, teasing, accidents, bad language, all stimulating
anger which leads to negative interaction which again stimulate more anger and people get stuck in a
verious cycle
• Jealousy and hate why do these feelings come to me? Do I lag behind others? Are they really better
then me? These are the questions which need serious consideration because honest answer can
convert negative feelings to positive feelings through accommodation empathy and rationality.
• Don’t blame all feelings are produced inside an individual so logically that circumstances behaviour of
other and event should have no control and allow the blame to take over stop blaming •
Take charge and act maturely
Ques5 What are the blocks to efficient time management? How will "YOU" overcome them?
(DISTINCTION) Ans. Easy for things to get in the way of your best efforts to manage your time. Most
commonly these barriers will include issues like inefficiency, overwhelm, interruptions, lack of prioritising,
Assignment
and not setting limits. By taking some simple steps to manage these challenges you can become much
calmer and more effective. Many of my clients come to me because they want to take control of their
time and stress. Through coaching you can deal with each of your challenges to managing your time and
learn how to get on top of things and lower your stress. Here are some pointers to unravelling what’s
getting in the way of you making the best use of your time and how to begin to overcome them.
Efficiency
Many of us feel busy, yet just being busy does not mean we are achieving what we want or need to
achieve. Coaching will help you understand what factors contribute to any inefficiency and how to work
smarter rather than harder – so you achieve more in less time. You will learn how to set systems and
routines for dealing with things in the smartest way possible and how to help you focus better and feel
energised so you find it easier to cope with all your demands.
Think about your current efficiency and where it could be improved. When and how do you work your
best? What systems or routines would help you get through the tasks you have to do in a more
timeefficient way?
Overwhelm
When we have many responsibilities and demands it’s easy to feel overwhelmed. Coaching will help you
look at your workload and how you are dealing with it. You’ll discover ways to reduce your feelings of
overload, how to work more efficiently and how you might reduce the amount of things you deal with.
You’ll also find out how to prevent tasks becoming too onerous and how to deal with any backlogs you
already have. You can even discover how to use your ‘to do’ list so it works for you rather than simply
providing another reminder of all the things you haven’t achieved.
When do you currently feel overwhelmed with things to do? What ways can you find to reduce the amount of
work, tame your ‘to do’ list, or get started on tasks and successfully complete them?
Interruptions
Assignment
Even perfectly formed plans can be disrupted by unexpected events. If this affects you, coaching can help
you minimise the impact of those interruptions and take better control of your time so you can maintain
your focus and achieve the things you want to achieve. It will also help you recognise how you contribute
to your interruptions and give you strategies for dealing with this.
Think about when you currently find yourself interrupted from your work. Why and how is it happening?
What is within your control? What changes could you make? How can you minimise both the
interruptions and their impact?
Prioritising
Coaching will help you identify what you need to deal with first. Once you’re in control of your time, you’ll be
able to stop rushing around chasing ‘urgent’ deadlines and instead find time to deal with the things that are
important to you. This is easy to establish if you’ve started from your goals – the things that are really important
for you to achieve. You can also learn how to change your goals from aspirations to reality through setting in
place a simple but effective action plan.
To what extent do you currently deal with what’s urgent rather than what’s important? What can you do to
change this? When will you change it?
Setting limits
This is about knowing when to stop and when to say ‘no’. Coaching will help you take control of your time
through recognising your limits, learning how to respond to your needs, and how to say ‘no’ whilst still
holding onto your self-respect and the respect of the people around you.
Ask yourself what boundaries you currently set for your work or things you need to do. Are they sufficient
or appropriate? Are you giving time for the important things or are you just ‘keeping busy’? What changes
do you need to make? Then set yourself some realistic actions to achieve this.
Overcoming the things that get in the way of you managing your time can lower your stress, increase your
well-being, and improve your relationships. You will get more things done and feel in control your time
and your life again. So what step will you take today?
Assignment
Elizabeth Juffs is an Accredited Personal & Professional Coach, specialising in working with people who
want to become even more successful in their career or home life and want a better work-life balance.
She helps them build their self-confidence, manage their time, reduce their stress, and gain greater
control over their work and their lives, so they feel fulfilled, healthy and happy. She coaches face to face
and over the phone or via email within the UK and beyond.
Ques 6.What are the three factors essential for leadership to function effectively? (DISTINCTION)
Ans . qualities.
Communication. Often said to be one of the most important qualities of great leaders, communication is
the glue that binds an effective and productive team together – enabling them to function at their
collaborative best.
If you want to be a good leader, make communication a priority. Explain your vision to your team, and clearly and
concisely communicate what you need so you can work towards a common goal. It’s important to be heard, but
it’s just as important to listen and ensure your message is understood. Focus on creating a dialogue with your team
members, rather than a monologue.
The best communicators are honest, empathetic, transparent and authentic, so bring these qualities into
your team communication to build trust and respect.
“Presenting leadership as a list of carefully defined qualities (like strategic, analytical, and
performanceoriented) no longer holds. Instead, true leadership stems from individuality that is honestly
and sometimes imperfectly expressed…. Leaders should strive for authenticity over perfection.” Sheryl
Sandberg, Chief Operating Officer, Facebook
Assignment
A positive attitude. The ability to inspire and motivate your team is priceless, so make your second priority
to be a source of positive energy – leading an enthusiastic team by example. Confidence is contagious and
motivates people to do their best work, so approach every facet of the work you do with optimism and
conviction.
Rally the troops, look for ways to get people to do their best work together, and make yourself accessible
so your team can always come to you for further direction where needed.
It’s not always easy to be positive when you’re under pressure, but like any good habit, being mindful of
your attitude and trying to cultivate enthusiasm at every opportunity can snowball on itself. Simply put, if
you focus on feeling positive, you’ll be more positive – and your colleagues will soon follow suit.
“Tweet me!The secret of leadership is simple: Do what you believe in. Paint a picture of the future. Go
there. People will follow.? Seth Godin, entrepreneur and best-selling author
The ability to delegate. It’s impossible to be a great leader if you’re trying to do everything yourself, so be
sure to identify the strengths of your team members and capitalise on them by delegating key tasks. Not
only is delegation important because it frees up your time to focus on higher-level tasks, but it can also
lead to an overall more productive and autonomous team.
When you delegate successfully, you have the opportunity to build trust with your colleagues. By
assigning them a task, you’re communicating that you believe in their skills and abilities, which in turn will
offer them more responsibility and ownership of their place within the team.
Employees who feel trusted and valued often work harder and have a greater sense of loyalty. Mangers
and executives who delegate have a greater ability to focus on the bigger picture, and get the best out of
their team
Assignment
Ques7.What are the barriers you faced while improving your communication? What will you do to
overcome them? (DISTINCTION) Ans.
Common Barriers to Effective Communication:
The use of jargon. Over-complicated, unfamiliar and/or technical terms.
Emotional barriers and taboos. Some people may find it difficult to express their emotions and some
topics may be completely ‘off-limits’ or taboo. Taboo or difficult topics may include, but are not limited to,
politics, religion, disabilities (mental and physical), sexuality and sex, racism and any opinion that may be
seen as unpopular.
Lack of attention, interest, distractions, or irrelevance to the receiver. (See our page Barriers to Effective
Listening for more information).
Differences in perception and viewpoint.
Physical disabilities such as hearing problems or speech difficulties.
Physical barriers to non-verbal communication. Not being able to see the non-verbal cues, gestures,
posture and general body language can make communication less effective. Phone calls, text messages
and other communication methods that rely on technology are often less effective than face-to-face
communication.
Language differences and the difficulty in understanding unfamiliar accents.
Expectations and prejudices which may lead to false assumptions or stereotyping. People often hear what
they expect to hear rather than what is actually said and jump to incorrect conclusions. Our page The
Ladder of Inference explains this in more detail.
Cultural differences. The norms of social interaction vary greatly in different cultures, as do the way in
which emotions are expressed. For example, the concept of personal space varies between cultures and
between different social settings. See our page on Intercultural Awareness for more information.
A skilled communicator must be aware of these barriers and try to reduce their impact by continually
checking understanding and by offering appropriate feedback.
Take your interpersonal skills to the next level:
The Skills You Need Guide to Interpersonal Skills
The Skills You Need Guide to Interpersonal Skills eBooks.

Assignment
Improve your interpersonal skills with our series of eBooks. Learn about and enhance your
communication skills, tackle conflict resolution, mediate in difficult situations, and develop your
emotional intelligence.
A Categorisation of Barriers to Communication

Language Barriers
Language and linguistic ability may act as a barrier to communication.
However, even when communicating in the same language, the terminology used in a message may act as
a barrier if it is not fully understood by the receiver(s). For example, a message that includes a lot of
specialist jargon and abbreviations will not be understood by a receiver who is not familiar with the
terminology used.
Regional colloquialisms and expressions may be misinterpreted or even considered offensive. See our
page: Effective Speaking for more information.
Psychological Barriers
The psychological state of the communicators will influence how the message is sent, received and
perceived.
For example:
If someone is stressed they may be preoccupied by personal concerns and not as receptive to the
message as if they were not stressed.
Stress management is an important personal skill that affects our interpersonal relationships. See our
pages Stress: Symptoms and Triggers and Avoiding Stress for more information.
Anger is another example of a psychological barrier to communication. When we are angry it is easy to say
things that we may later regret, and also to misinterpret what others are saying.
Assignment
See our pages: What is Anger? And Anger Management for more information.
More generally people with low self-esteem may be less assertive and therefore may not feel comfortable
communicating – they may feel shy or embarrassed about saying how they really feel, or read unintended
negative sub-texts in messages they hear.
Visit our pages on Improving Self-Esteem and Assertiveness for more information.
Physiological Barriers
Physiological barriers to communication may result from the receiver’s physical state.
For example, a receiver with reduced hearing may not fully grasp the content of a spoken conversation
especially if there is significant background noise.
Physical Barriers
An example of a physical barrier to communication is geographic distance between the sender and
receiver(s).
Communication is generally easier over shorter distances as more communication channels are available
and less technology is required. The ideal communication is face-to-face.
Although modern technology often helps to reduce the impact of physical barriers, the advantages and
disadvantages of each communication channel should be understood so that an appropriate channel can
be used to overcome the physical barriers.
Systematic Barriers
Systematic barriers to communication may exist in structures and organisations where there are
inefficient or inappropriate information systems and communication channels, or where there is a lack of
understanding of the roles and responsibilities for communication. In such organisations, people may be
unclear of their role in the communication process and therefore not know what is expected of them.
Attitudinal Barriers
Assignment
Attitudinal barriers are behaviours or perceptions that prevent people from communicating effectively.
Attitudinal barriers to communication may result from personality conflicts, poor management, resistance
to change or a lack of motivation. To be an effective receiver of messages you should attempt to
overcome your own attitudinal barriers to to help ensure more effective communication.
To improve your overall communication skills you need to be aware of, and attempt to minimise, any
barriers to communication that are present.
By developing your emotional intelligence you will become more aware of how to communicate with
others in the most appropriate and effective ways.
Take our Interpersonal Skills Self-Assessment to find out your strengths and weakness.
Ques8. Explain the ladder of inference with an example. (DISTINCTION) Ans. The Ladder of
Inference
How to Avoid Jumping to Conclusions
Have you ever been accused of “putting 2 and 2 together and making 5,” meaning that the other person
thinks you have jumped to the wrong conclusion?
In today’s fast-moving world, we are always under pressure to act now, rather than spend time reasoning
things through and thinking about the true facts.
Not only can this lead us to a wrong conclusion, but it can also cause conflict with other people, who may
have drawn quite different conclusions on the same matter.
Assignment
In a fast business environment, you need to make sure your actions and decisions are founded on reality.
Likewise, when you accept or challenge other people’s conclusions, you need be confident that their
reasoning, and yours, is firmly based on the true facts. The “Ladder of Inference” helps you achieve this.
Sometimes known as the “Process of Abstraction,” this tool helps you understand the thinking steps that
can lead you to jump to wrong conclusions, and so helps you get back to hard reality and facts.
Find out more in this article and infographic.
The Ladder of Inference was first put forward by organizational psychologist Chris Argyris and used by
Peter Senge in The Fifth Discipline: The Art and Practice of the Learning Organization.
Understanding the Theory

The Ladder of Inference describes the thinking process that we go through, usually without realizing it, to
get from a fact to a decision or action. The thinking stages can be seen as rungs on a ladder and are shown
in figure 1.
Figure 1: The Ladder of Inference
Ladder of Inference Diagram
From Argyris, C., ‘Overcoming Organizational Defenses: Facilitating Organizational Learning,’ 1st Edition, ©
1990. Printed electronically and reproduced by permission of Pearson Education, Inc., Upper Saddle River,
New Jersey. And Sons, Inc.
Starting at the bottom of the ladder, we have reality and facts. From there, we:
Experience these selectively based on our beliefs and prior experience.

Interpret what they mean.
Apply our existing assumptions, sometimes without considering them.
Draw conclusions based on the interpreted facts and our assumptions.
Develop beliefs based on these conclusions.
Take actions that seem “right” because they are based on what we believe.
Assignment
This can create a vicious circle. Our beliefs have a big effect on how we select from reality, and can lead us
to ignore the true facts altogether. Soon we are literally jumping to conclusions – by missing facts and
skipping steps in the reasoning process.
By using the Ladder of Inference, you can learn to get back to the facts and use your beliefs and
experiences to positive effect, rather than allowing them to narrow your field of judgment. Following this
step-by-step reasoning can lead you to better results, based on reality, so avoiding unnecessary mistakes
and conflict.
How to Use the Theory

The Ladder of Inference helps you draw better conclusions, or challenge other people’s conclusions based
on true facts and reality. It can be used to help you analyze hard data, such as a set of sales figures, or to
test assertions, such as “the project will go live in April.” You can also use it to help validate or challenge
other people’s conclusions.
The step-by-step reasoning process helps you remain objective and, when working or challenging others,
reach a shared conclusion without conflict.
Tip 1:
Use the Ladder of Inference at any of stage of your thinking process. If you’re asking any of the following
questions, the model may prove a useful aid:
Is this the “right” conclusion?

Why am I making these assumptions?
Why do I think this is the “right” thing to do?
Is this really based on all the facts?
Why does he believe that?
Use the following steps to challenge thinking using the Ladder of Inference:
Stop! It’s time to consider your reasoning.

Identify where on the ladder you are. Are you:
Assignment
Selecting your data or reality?
Interpreting what it means?
Making or testing assumptions?
Forming or testing conclusions?
Deciding what to do and why?
From your current “rung,” analyze your reasoning by working back down the ladder. This will help you trace the
facts and reality that you are actually working with.
At each stage, ask yourself WHAT you are thinking and WHY. As you analyze each step, you may need to
adjust your reasoning. For example, you may need to change some assumption or extend the field of data
you have selected.
The following questions help you work backward (coming down the ladder, starting at the top):
Why have I chosen this course of action? Are there other actions I should have considered?
What belief lead to that action? Was it well-founded?
Why did I draw that conclusion? Is the conclusion sound?
What am I assuming, and why? Are my assumptions valid?
What data have I chosen to use and why? Have I selected data rigorously?
What are the real facts that I should be using? Are there other facts I should consider?
Tip 2:
When you are working through your reasoning, look out for rungs that you tend to jump. Do you tend to
make assumptions too easily? Do you tend to select only part of the data? Note you tendencies so that
you can learn to do that stage of reasoning with extra care in the future.
With a new sense of reasoning (and perhaps a wider field of data and more considered assumptions), you
can now work forwards again – step-by-step – up the rungs of the ladder.
Tip 3:
Try explaining your reasoning to a colleague or friend. This will help you check that your argument is
sound.
Assignment
If you are challenging someone else’s conclusions, it is especially important to be able to explain your
reasoning so that you can explain it to that person in a way that helps you reach a shared conclusion and
avoid conflict.
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Example
The regional Sales Manager has just read the latest sales figures. Sales in Don’s territory are down – again.
It’s simply not good enough. He needs to be fired!
Most people would agree that the Sales Manager may have just jumped to a rash conclusion. So let’s see
how the scenario plays using the Ladder of Inference:
The latest month’s sales figures (reality) have come in, and the Sales Manager immediately focuses on
Don’s territory (selected reality). Sales are down on the previous months again (interpreted reality). The Sales Manager
assumes that the drop in sales is entirely to do with Don’s performance (assumption), and decides thatDon hasn’t been
performing well (conclusion). So he forms the opinion that Don isn’t up to the job (belief). He feels that firing Don is the
best options (action).
Now let’s challenge the Sales Manager’s thinking using the Ladder of Inference:
The Sales Manager came to the sales figures with an existing belief that Don, a new salesmen, couldn’t
possibly be as good as the “old-timers” who he has trained for years. He focused on Don’s territory because
Don is the newest salesman, and selected facts that supported what he already believed (that Don wouldn’t
be doing a good job).
Assignment
To get back to facts and reality, we must challenge the Sales Manager’s selection of data and his
assumptions about Don’s likely performance.
Although the figures are down in Don’s territory, they have actually dipped less than in other areas. Don is
actually a great salesman, but he and his colleagues have in fact been let down by new products being
delayed, and by old products running out of stock.
Once the Sales Manager changes his assumptions, he will see the need to focus on solving the production
issues. He can also learn from Don – how is it that Don has performed better than other sales people in
the face of stock problems? Can others learn from him?
Infographic
Click on the image below to see The Ladder of Inference represented in an infographic:
Ladder of Inference Infographic
Ques 9.Which of the five team life-cycle stages occurs after storming? (DISTINCTION) Ans.The
forming–storming–norming–performing model of group development was first proposed by Bruce
Tuckman in 1965, who said that these phases are all necessary and inevitable in order for a team
to grow, face up to challenges, tackle problems, find solutions, plan work, and deliver results.
:-Some teams will never develop past this stage, that said, conflict and
Storming
disagreements within the team can also make a team stronger, more versatile,
and able to work more effectively as a unit. The storming stage is necessary to
the growth of the team. Performing :-In the performing stage, it’s time for the
Assignment
group to get things done. Members are motivated to work together as a
cohesive group and they find ways to solve lingering or new disagreements. In
this stage, group morale and loyalty are high, and the group is characterized
by trust, experience, intimacy, and competence.
Norming :- Norming refers to the process of constructing norms or the typical performance of a
group of individuals on a psychological or achievement assessment. Tests that compare an
individual’s score against the scores of groups are termed norm-referenced assessments.
Adjourning In the adjourning stage, most of the team’s goals have been accomplished. The
emphasis is on wrapping up final tasks and documenting the effort and results. As the work load is
diminished, individual members may be reassigned to other teams, and the team disbands.
Ques10.What Barriers did you face during your Project work? How can it be translated to your
Desired Job? (DISTINCTION) Ans.
Fitting In
Figuring out how to be part of a new work culture can at times be frustrating. Get to know your coworkers by working
on team projects. This promotes common interests, builds trust, and allies. Ask questions if you don’t understand
something. Be friendly and respectful. Your good attitude, manners, and work habits will show that you are a
professional. Don’t contribute to office gossip.
Being Heard
It takes time to gain the trust of coworkers to get them on board with your ideas. Listen and observe before suggesting
changes. Bring solutions to the table. Engage your coworkers by knowing what you are talking about. Build a reputation
of being clear-headed, objective, and reasonable.
Assignment
Making Mistakes
They happen to everyone at some point. Admit them and apologize. Don’t offer excuses or try to cover them up.
Instead, offer solutions as soon as possible and fix the problem on your own time. Forgive yourself, and move on.
Time Management
It can be difficult when you’re settling into a new job and adjusting to your new responsibilities. Create a daily “to do” or
goals list. Breaking down your tasks will make them seem more manageable, keep you organized, and help you to be
more productive and efficient. If you are still having difficulty managing your workload, ask a coworker for advice, or
speak with your supervisor to prioritize your work.
For more tips, visit succeeding in the workplace.
Problems with Coworkers

Slackers
Slackers lower productivity. If a coworker’s poor work habits are affecting your job performance, explain respectfully to
them how their behavior is affecting you and what you would like to see changed. But keep in mind that it is your (or
the coworker’s) supervisor’s responsibility to deal with problem workplace behavior. Unless this person has authority to
delegate work to you, you can say “no” to their requests to do their work. Concentrate on being a good employee.
Don’t fall into their poor work routine.
Disagreeable Coworkers
They create an unpleasant work situation. Avoid them if possible, be pleasant when you have to work with them, and
stand up to them when necessary. Even if they need to be dealt with, don’t get into a fight with them. Talk with them
calmly, in private, about how their behavior makes you feel. Avoid involving your supervisor unless it’s absolutely
necessary.
Office Bullies
They cause anxiety and stress. And they often target those they see as a threat. Don’t let them isolate you or make you
feel bad about yourself. Stand up for yourself. Never sink to their level. Discuss the problem with a mentor to find the
best way to handle them. If they are threatening you, report it to your supervisor.
Gossipers and Trouble Makers

They can be especially disruptive to the workplace and cause misunderstandings. Be friendly, but act busy and they will
get the message that you have better things to do. While this person can serve as your ears to the office grapevine and
workplace dynamics, don’t comment or add fuel to their behavior.
Whiners and Complainers

Assignment
They tend to see the negative side to everything. This attitude can be harmful to morale. Be empathetic, but put the
problem back on them. Ask them what they intend to do about solving it. Complaining may be their attempt to avoid
conflict, relieve stress about things they feel they have no control over, or simply to get attention. Do not try to solve
their problem for them. Do not turn their complaints into office gossip either.
Saboteurs and Backstabbers

They cause distrust by spreading rumors or withholding important information from those they see as rivals. This can
affect your career goals and reputation. Confront them calmly about their behavior. Do not play their game. When you
have a good idea or assisted on a project, tell your supervisor so you get the credit you deserve. If someone is trying to
make you look bad, check in regularly with your supervisor on your job performance.
Workplace Ethics and Integrity Issues

Poor business and workplace ethics can be hazardous to your job security. It can cause people to lose respect for you
and follow you for the rest of your career. Stay clear of those who ask you to compromise your integrity. Say “no” to
requests that make you feel uncomfortable. Review your employer’s workplace ethics and proper business ethics. In
some cases, these issues need to be reported to your supervisor, human resources, or legal representatives.
Getting Along with Your Boss

Problems with a boss are emotionally and physically draining. They can often stem from work style or personality
differences. The first step is to figure out what specifically they are doing that is upsetting you. Then ask yourself why. It
helps to look at the problem from both your perspective AND your supervisor’s. Next, decide how best to discuss it with
them. Avoid blaming, accusing, or venting. Try to use the “we” approach:
“WE seem to be missing deadlines because tasks aren’t started on time. How can WE fix this?”
Offer a solution that will help the both of you meet your goals and look good. If the problem can’t be resolved, contact
their supervisor and human resources for assistance.
Dealing with Harassment or Discrimination

Harassment and discrimination are illegal and come in many forms. You do not have to put up with it. Ask the person to
stop, and don’t put yourself in compromising situations. If you feel unsafe or need help, report it to your supervisor and
human resources. Keep a detailed log of the other person’s behavior. The Equal Employment Opportunity Commission
can also offer assistance with these issues. In some cases, you may require legal assistance.
Workplace Bullying
Bullying in the workplace can include anything from condescending behavior and gossiping to exclusion or violence.
Both coworkers and bosses can be bullies. If you are being bullied at work, you are not alone. You didn’t cause this to
happen and have options for how to handle the situation:
Assignment
Try to deal with it yourself by confronting the bully in a calm, confident manner. Tell the bully that their comments or
actions are offensive and give them an opportunity to correct his or her behavior.
Prepare for consequences. Bullying often escalates once they are exposed.
Make sure your superiors are aware of your good work. Bullies often try to spread the word that you aren’t doing your
job well.
Avoid situations where bullying is most likely to occur. Unfortunately, bullying cases are often hard to prove through
legal action. You may choose to leave the hostile environment instead.
Fear of dismissal or retaliation keeps many employees from reporting bullying to their employers. Some employers
dismiss the bullying as a personality conflict. Keep a detailed log of the bully’s behavior and speak with someone in
human resources or within the company that you trust.
Advancement Concerns
Being Passed Over for Promotion
It never feels good to be turned down for something, but be gracious about the news. Don’t complain to others.
Request a meeting with your supervisor to find out why and what you can do differently to gain a promotion. Below are
a few other things you can do to help you get that next promotion:
Document your past successes and practice self-promotion so that your coworkers and networking contacts know
about your accomplishments.
Acquire new knowledge and skills or update your current ones to keep yourself up to date and marketable.
Show initiative and leadership by actively look for ways to improve your company.
Be proactive and ask for more projects and responsibilities.
Find a person higher up in your company to serve as your mentor.
Be on good terms with your boss, and let him or her know you are interested in moving up.
Volunteer to work on teams.
Network with people inside and outside your company.
Glass Ceiling
If you feel like you have advanced as far as you can go with your present employer, you have probably reached what is
called the “glass ceiling.” You can see through that ceiling to the next career level, but you can’t seem to reach it. In
addition to working toward any promotion (see above), there are ways to combat the glass ceiling:
Prove your value to your employer and identify which traits and skills they are looking for when they promote people.
Discuss your career goals with your supervisor and how to accomplish them. Nurture your relationships with other
people where you work. Pigeon-Holed
Assignment
This means you have been categorized as someone who is skilled in only certain areas and not considered for any other
type of work. This prevents you from moving up or in a new career direction. When this happens, you may feel stuck in
your present role at work. Taking the following steps can help:
Speak with your supervisor about the issue to find out why you are parked in your present position. Express your desire
to do something different.
Volunteer to take on new responsibilities and projects to prove you can do other things. This will increase your value
and visibility.
Get some additional training if necessary.
Train a replacement for yourself so management won’t feel they are losing the only person that can do your job well.
Looking for Other Work
Before you make a hasty decision to quit (especially in a tight job market), try to make your current job work. Pinpoint
the problem, change your routine, take on more responsibility, or pursue an interest outside of work. Speak to your
supervisor about ways to add challenge to your current position.
If the issues can’t be resolved, then it may be time to look for a new job. This can be tricky if you are still employed. Do
your job search on your own time. Network with those you trust to be discreet, and set job search goals for yourself. If
possible, schedule interviews before or after work. Choose an employer that will help you achieve your career and
personal goals. When you find a new job, give your current employer ample notice that you are taking another position,
and don’t burn bridges.
If you are laid off, help is available.
Ques11.How your Inter personal skills will help you to achieve your goal?(DISTINCTION) Ans.
Assignment
Interpersonal skills
• Interpersonal skills are communication and behavioral-based tools
that you use to effectively interact with others. Simply put,
interpersonal skills are the way you get along with people. These
skills can make or break your professional interactions.
• Interpersonal skills make the difference between a good employee

and a great employee, a team member and a team leader. While other
parts of your professional profile are also important, interpersonal
skills give you an extra edge, showing employers that even if you may
not be the most experienced candidate, you can bridge the gap with
stellar communication.
• Developing and applying your interpersonal skills can advance your

job search, enhance your resume development, increase job
interview prospects, and help you get ahead.
Show that you can talk to anyone.

• Show employers that you can talk to a diverse customer base and
interact well with all your colleagues. This means that you can easily
adapt to different people’s temperaments, communication styles, and
energy levels.
Assignment
Demonstrate your ability to convey information usefully .

• Regardless of your industry, there are always facets of your work
that require you to communicate information clearly and concisely.
This may include presentations, team building activities,
negotiations, trainings, or customer service.
Focus team success.

• People with strong interpersonal skills perform well on teams. They
can both lead and take direction well, use their skills to include
everyone equally, and offer useful feedback that is articulated well.
When you bring a well-developed set of interpersonal skills into a job
interview, employers notice this. While you are interacting with
interviewers and team members, the employer is noting your skill
set to evaluate your propensity for team-oriented success.
Illustrate your capacity to remain calm under pressure.

• Interpersonal skills require maturity and professionalism. You must
remain calm and collected even in conflict or in high stress
circumstances. Your colleagues will reflect you courteousness back to
you. This can keep conflicts from escalating and keep the office
environment productive.
Assignment
Exhibit how you fit into company culture.
• Interpersonal skills are not just about how you speak to people, but
also how you make them feel. This is important because employers
often consider company culture when evaluating your candidacy 一
they want to know that you are qualified to do the job well, but also
that your qualities add value to the culture. Likewise, job seekers
must pay attention to of company culture during the job interview.
Note the dress code, work traditions, environment, and the overall
“feel” you get when you walk into the workspace.
How to Improve
• As with anything that you want to improve or develop, self

assessment is key in understanding, practicing, and applying your
interpersonal skills. The USDA has a skills assessment that can help
you evaluate the current state of your interpersonal skills. Be
mindful of how people respond to you in your professional and
personal life. Think about ways you can improve your personal
interactions.
Assignment
Ques12.What sort of moral values you are lacking and how you can develop the same?
(DISTINCTION) Ans.
• Loyalty. Loyalty seems to be lost in today’s world. …
• Respect. Respect is one of the highest signs of an actualized man. …
• Action. …
• Ambition. …
• Compassion. …
• Resilience. … •Risk. …
• Centeredness.
These values important for my life but somewhere I

am lacking and I have to develop myself.
 First I have to think positive
Assignment
 I have to take risk wherever I go for an interview I must go and fight.

Assignment
 Make sure that I have EQ +IQ most important I must learn
and teach everybody positively.
Assignment
Assignment

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Personality Development – Written

Learner Name Reference ID/ Batch Code

Assessment Area Part 1-Self Development

Assignment Title Pass

Analyse own personality type.

Define leadership skills needed for a specific situation.

Evaluate the main steps required to develop an open self personality.

I confirm that the work submitted for this assignment is my own.

Learner name Reference id Date Batch code

1. Write your responses in the space provided below the questions

3. Also, each question indicates if it is PASS/ MERIT/ DISTINCTION

TIMELINE: You can take uptoOne Week to submit the Assignments

Ques1. Define Personality (PASS)

Ques5. Why do you think Time has to be managed? (PASS)

Constantly checking your emails. …

Not automating your social media accounts. …

Know what must come next. …

Limit your meetings. …

Give your people time to be strategic enablers of business. …

Embrace work/life balance

Identifying Your Priorities

Ques11.What are the qualities of Leadership? (PASS) Ans. Integrity.

Ques13.What do you understand by open Self Personality? (PASS) Ans.

Ques14.Explain the Four Self Johari’s window. B

The reward system,

The organizational climate.

The structure of the work

Laughter (feeling uplifted)

Sex (dopamine release)

Drugs (dopamine release

Type keyword(s) here

Communication: The most important key to leadership success

Good Leaders, Good Communicators

Prepare how you’ll communicate

• Plan carefully before sending it or meeting in person.

• Anticipate the receiver’s viewpoint and feelings.

Deliver the message

• Express your meaning with conviction.

• Relate the message to your larger goals.

• Identify the action to be taken.

• Confirm the other person understands.

Receive the message

• Keep an open mind.

• Identify key points in the message.

• Value constructive feedback and use it to grow.

Lack of respect by either party for the other.

Poorly defined purpose for the communication.

Assumption that the listener receives the message.

Ignored emotions or sensitivities.

Failure to get on the listener’s level of understanding.

Intimidation by either party.

Let’s understand each of these three ego states in detail:

Ques3.How can you motivate people? Give example. (DISTINCTION)

Take charge and act maturely

Take your interpersonal skills to the next level:

The Skills You Need Guide to Interpersonal Skills

The Skills You Need Guide to Interpersonal Skills eBooks.

A Categorisation of Barriers to Communication

Language and linguistic ability may act as a barrier to communication.

Find out more in this article and infographic.