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* what I have written here is something I have found in my college book and thought it might be of help in the guild. I think everyone should read it and take it to heart(Yes that includes me)*
1.Focus on observable behavior. Don’t jump to conclusions but instead focus on actual observations. Resist saying things like “There goes Mary again” or “Joe looks like he hasn’t read a thing I said for the last half hour.”
2.Avoid stereotyping. One suggestion is to use people’s names even when thinking about them. It’s easy to stereotype people when they’re thought of in terms of “types,” but it’s hard to do so when using an individual’s name. For example, think “What can I expect from Tom?” as opposed to “What can I expect from them.”
3.Evaluate output, not input. Results are what counts. Don’t worry about minor habits and idiosyncrasies, especially when the work is getting done.
4.Don’t make assumptions about nonstandard behavior. Begin with the fact that a nonstandard behavior is different but not necessarily inappropriate. Remember the old saying, “There is more than one way to skin a cat.”
5.Provide feedback based on observations. Let guildies know how you see certain behaviors or events. Often others don’t perceive things the way the supervisor does. Don’t dismiss dysfunctional behavior as either improbable or deliberately manifest. Often the person’s perception is simply different and, in the absence of feedback to the contrary, he or she will continue to think so.
6.Don’t tolerate nonbehavioral assumptions from anyone. Regardless of how unpopular it might be at t he time, confront any form of stereotyping. One approach is to point out that the accuser is really describing behavior that everyone in the workplace engages in to some extent.
7.Test your own behaviors. Ask guildies for feedback to determine what effects your own behaviors have on others and look for what you might do to improve.[/list]
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