• 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
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  • group facilitation
  • handle disruptive participants
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  • highly technical topics
  • hiring interview
  • hiring steps
  • hope
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  • 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
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  • 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
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  • trainer credibility
  • trainer mistakes
  • trainer preparation
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  • trainer respect
  • trainer's primary mission
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  • training evaluation
  • Training in Nigeria
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  • training mistakes
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  • training participants
  • training preparation
  • training reinforcement
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  • 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 #313: Nonviolent Communication #4: Observation Without Evaluation


    “When we combine observation with evaluation, people are apt to hear criticism.”
    Marshall B. Rosenberg, Ph.D.

    According to Dr. Marshall Rosenberg in

    Nonviolent Communication: A Language of Life

    , the first component of Nonviolent Communication requires that we learn how to observe behavior that affects our sense of well being without evaluating it at the same time.

    This does not mean that we must remain completely objective at all times. It just means that we need to keep our observations separate from our evaluations. If we do not keep them separate, our communication will be heard as criticism.

    Unfortunately, “for most of us, it is difficult to make observations, especially of people and their behavior, that are free of judgment, criticism, or other forms of analysis.”

    For example, we mix evaluation into our observation when we say, “You are too self-critical.” If we want to communicate this observation without evaluation, we might say instead, “When I see you worry about every mistake, I think you are being too self-critical.

    The difference between the first and the second statement is the fact that the speaker takes responsibility for the evaluation in the second statement.

    If we say, “Doug procrastinates,” we are using a verb that has an evaluative connotation. We can communicate the same thought without evaluation if we say,
    ”Doug saves all of his Christmas shopping until Christmas Eve.”

    The generalization, “Old people are slow drivers,” is highly evaluative. A more specific observation would be, “No matter what road he is on, my elderly uncle always drives 10 miles below the speed limit.”

    We tend to combine evaluation with our observations when we state broad generalizations rather than specific facts and when we offer these statements as if they are the truth rather than simply our opinion.

    For example, “If you don’t floss after brushing, you will get gum disease” is an evaluation, while “If you don’t floss after brushing, I worry that you will end up with gum disease” is an observation for which I take ownership because it is just my concern, not an absolute fact.

    “Jim is a poor dancer” is an evaluation, while “Jim has stepped on my feet during every dance” is an observation of a specific situation.

    “Sue is pretty” is an evaluation while “I like Sue’s looks” is an observation for which I take ownership, since it is just my opinion and not an absolute fact.

    By the way, the words: always, never, ever, whenever, at least, etc. can be used to express an observation. For example: “I cannot recall your ever thanking me for my help,” and “I have noticed that whenever Sally eats while watching television, she takes at least an hour to finish her meal” are specific observations.

    However, if these same words are used as exaggerations, they combine evaluation with observation and generate defensiveness rather than compassion. For example, the statements: “You are never home” and “He is always unavailable when the real work needs to be done” are both critically evaluative.

    Words like frequently and seldom can also contribute to confusing observation with evaluation, because although they sound specific, they really are not. For example, “You seldom agree with me” is an evaluation, while “The last three times I said something, you said the exact opposite” is a more specific observation. “He frequently forgets to call me” is an evaluation, while “He said that he would call me every night last week, but he forgot” is another more specific observation.

    In summary, if we want to separate observation from evaluation, we need to make observations that are specific in terms of their time and context.

    Let’s test your ability to distinguish observation from evaluation. Which of the following statements do you think is an observation only?

    1. Julie left our meeting in a huff for no reason.
    2. Last night Linda knitted a sweater while watching her daughter’s karate lesson.
    3. Tori did not listen to my advice at lunch.
    4. My mother is a wonderful artist.
    5. Michell argues too much.
    6. Zelda is very assertive when faced with conflict.
    7. Billy was the last one out the door every day last week.
    8. My granddaughter often forgets to wash her hands before a meal.
    9. Anna told me that red isn’t my color.
    10. My friend complains when we get together.

    If you email your answers to me at dlaurel@laurelandassociates.com with NVC Answers in the subject heading, I will send you a list of NVC Resources.

    Next week’s Tip will discuss the second component in Nonviolent Communication, which is to express how we are feeling.

    May your learning be sweet.