• abuse
  • accelerated learning
  • active verbs
  • adapt activities to the available time
  • adapt learning activities for large groups
  • adapt participatory activities for large groups
  • administrative organization
  • admit mistakes
  • adult learning principle
  • advanced leadership institute
  • affinity diagram
  • agenda process wall map
  • ampliication options for facilitating small groups
  • answer interview questions
  • anticipation
  • attitude
  • audience size
  • audiovisuals
  • avoid trainer mistakes
  • binders
  • blaming messages
  • blocked compassion
  • Bloom's Taxonomy
  • brain research
  • brainstorming
  • build in extra time
  • burnout
  • business growth
  • candles
  • case study
  • celebration circle
  • change
  • change initiative
  • change management
  • check AV equipment
  • check marking pens
  • children
  • choosing learning activities
  • class audits
  • classroom management
  • classroom training
  • clear action-oriented requests
  • close training session
  • code of conduct
  • cognitive load
  • comic strips in av
  • common ground questions
  • communication
  • community college
  • compassionate communication
  • conflict management
  • constructive criticism
  • constructive dialogue
  • content mistakes
  • courage
  • craft organization
  • critical conversation
  • critical evaluation
  • Croatia
  • crossword puzzle
  • curriculum design
  • customer service
  • customer-centered
  • debriefing activities
  • decisions
  • delegation
  • demonstration
  • design mistakes
  • difficult participants
  • dignify jobs
  • do the best you can
  • Dr. Deming
  • dry topics
  • effective trainers
  • effective training
  • Elderhostel
  • emotional liberation
  • emotional slavery
  • empathy
  • employee emotional needs during change
  • employee productivity
  • employee turnover
  • encore career
  • energizers
  • engage learners
  • enrich learning situations
  • entrapment
  • entrepreneur
  • evaluation mistakes
  • evidence-based
  • examples
  • Exploritas
  • express feelings
  • facilitate
  • facilitate large groups
  • facilitation mistakes
  • facilitators
  • fading
  • fatigue
  • flip charts
  • fourth level education
  • free tuition for seniors
  • frequent breaks
  • gender subversion
  • generosity
  • George Soros
  • Golden Circle
  • good business
  • good impression
  • grace
  • group facilitation
  • handle disruptive participants
  • hands on activities
  • help participants be more focused
  • highly technical topics
  • hiring interview
  • hiring steps
  • hope
  • humor
  • humor in training
  • incompetence
  • independent training consultant
  • interpersonal communication skills training
  • interpreting other's actions
  • interview strategy
  • isolation
  • job interview
  • Jordan
  • just-in-time training
  • keep lights on during AV
  • key learning
  • kinesthetic objects
  • leadership training
  • learner competence
  • learner confidence
  • learner participation
  • learner-centered training
  • learning
  • learning activities
  • learning contract
  • learning environment
  • learning institute
  • learning objectives
  • learning process
  • learning styles
  • lesson plan
  • level of learning
  • life management
  • lifelong learning
  • limited training time
  • long-term memory
  • luggage snafu
  • make a difference
  • make boring topic interesting
  • make good impression during interview
  • make participants more alert
  • make participants more comfortable
  • making requests
  • making requests instead of demands
  • management issues
  • manager's role
  • mark up
  • materials checklist
  • mature learner
  • measure learning
  • mistakes when timing activities
  • misuse of training
  • monitor performance
  • moralistic judgment
  • more beginnings and endings
  • multi-day training
  • naysayers
  • negative attitude to training
  • negative participants
  • nightmare
  • nonviolent communication
  • number pages
  • NVC
  • observation without evaluation
  • off-the-shelf training
  • oral relay
  • organizational success
  • overcome adversity
  • overextension
  • pair share
  • paraphrasing
  • participant buy-in
  • participant materials
  • participant resistance
  • participatory activities
  • participatory learning
  • peace
  • performance feedback
  • performance impact
  • performance management
  • planning
  • political
  • poor health
  • pop ups
  • positive difference
  • powerlessness
  • PowerPoint
  • practice
  • preparation
  • presentation
  • prime learners to participate
  • priming employees to learn
  • printing training materials
  • problem-solving
  • problem-solving conversation
  • productivity
  • program feedback
  • promotional organization
  • prompt return from breaks
  • proper use of Power Point
  • quality service
  • questionnaire
  • reading AV
  • receiving empathetically
  • redirect negative attitudes
  • relay race
  • responding to questions
  • role-play
  • room arrangement for large groups
  • satisfy participants
  • self-discovery activity
  • Simon Sinek
  • social networking
  • solo practitioner
  • song
  • specific learning objectives
  • spirit
  • start with "why"
  • steps during change process
  • stop waiting for life to start
  • stress
  • success
  • successful training
  • supervisory involvement in training
  • supervisory training
  • supplementing lecture with AV
  • survive business challenge
  • system barriers
  • table of contents
  • take digital photos of flip charts
  • take responsibility for feelings
  • teachers
  • team mission
  • team operating principles
  • team training
  • teamwork
  • TED
  • three decisions trainers make
  • time limitations
  • timing learning activities
  • timing mistakes when scheduling activiites
  • title pages
  • too much information in training program
  • trainer assumptions
  • trainer characteristics
  • trainer credibility
  • trainer mistakes
  • trainer preparation
  • trainer preparation materials
  • trainer respect
  • trainer's primary mission
  • training activities
  • training benefits
  • training design and delivery
  • training design questions
  • training evaluation
  • Training in Nigeria
  • training logistics
  • training mistakes
  • training needs assessment
  • training participants
  • training preparation
  • training reinforcement
  • training scheduling
  • training travel
  • turn AV off
  • UCLA Mastery Teaching Model
  • Uncategorized
  • understanding
  • use a pointer with AV
  • use of audiovisuals
  • validate concerns
  • value of training
  • vicious cycle
  • walkabout
  • why and change
  • win/win communication
  • worked examples
  • working memory
  • worry
  • wrong participants
  • wrong training focus
  • Tip #316: Nonviolent Communication #7: Three Stages to Emotional Liberation

    In last week’s Tip, we posed a test of your ability to identify statements in which the speaker acknowledges responsibility for his or her feelings. The statements in bold print connect the speaker’s feelings to the speaker’s needs. The remaining statements tend to imply that the other person’s behavior is solely responsible for the speaker’s feelings. They don’t indicate the needs or thoughts that are the basis for the speaker’s feelings.

    1. “You insult me when you do not introduce me to your friends.”
    2. “I am jealous when you choose to spend time with her instead of me, because I need to feel important in your life.”
    3. “I feel delighted when you bring me flowers.”
    4. “I’m horrified that you feel that way because I was hoping that we would be able to reach an agreement.”
    5. “I feel despondent because you never fulfill your promises.”
    6. “I’m worried because I thought we would make good time on the road.”
    7. “Certain words make me very uncomfortable.”
    8. “I feel relieved that you weren’t hurt.”
    9. “I feel exhilarated when they shout out my name.”
    10. “I am hurt that you did not invite me to your party, because I thought that we were friends.”

    Tip #316: Nonviolent Communication #7: Three Stages to Emotional Liberation

    “You must take personal responsibility. You cannot change the circumstances, the seasons, or the wind, but you can change yourself. That is something you have charge of.” Jim Rohn

    We all share basic human needs for autonomy, celebration, integrity, interdependence, play, spiritual communion and physical nurturance. According to Dr. Marshall Rosenberg in Nonviolent Communication: A Language of Life, “It has been my experience over and over again that from the moment people begin talking about what they need rather than what’s wrong with one another, the possibility of finding ways to meet everybody’s needs is greatly increased.”

    There are three stages we must experience before we can learn how to take responsibility for our feelings.

    Stage 1 is “emotional slavery,” in which we believe that we are responsible for other people’s feelings.

    In this stage, we think it is our job to keep everyone else happy. We are likely to say, “My partner is so needy and dependent, it’s really stressing out our relationship.” However, the reality is that we are really stressed out by our own sense of obligation in the relationship.

    This can be devastating to intimate relationships, because it equates love with the denial of our own needs.

    Stage 2 is “the obnoxious stage,” in which we feel angry and no longer want to be responsible for others’ feelings.

    In this stage, we are tired of taking care of everyone else and tend to go to the other extreme, saying, “That’s your problem! I’m not responsible for your feelings!”

    We know what we are not responsible for, but do not know how to be responsible to others in a way that is not emotionally enslaving. We need to learn that emotional liberation involves more than simply asserting our own needs.

    Stage 3 is “emotional liberation,” in which we take full responsibility for our intentions and actions.

    In this stage, we respond to the needs of others out of compassion rather than fear, guilt or shame.

    “Emotional liberation involves stating clearly what we need in a way that communicates we are equally concerned that the needs of others be fulfilled.”

    In the next Tip, we will begin to discuss the fourth component of NVC, which addresses what we would like to request of others.

    May your learning be sweet.