Comments for Mark Heinlein.com http://markheinlein.com Continuous Learning: The Professional Weblog of Mark Heinlein Sun, 24 Jan 2010 23:33:42 +0000 http://wordpress.com/ hourly 1 Comment on Understanding Organizational Culture by QB http://markheinlein.com/2008/07/25/understanding-organizational-culture/#comment-84 QB Sun, 24 Jan 2010 23:33:42 +0000 http://markheinlein.wordpress.com/?p=21#comment-84 Very interesting! I had a class about this. Very interesting! I had a class about this.

]]> Comment on It isn’t about you by QB http://markheinlein.com/2008/07/24/it-isnt-about-you/#comment-83 QB Sun, 24 Jan 2010 23:29:57 +0000 http://markheinlein.wordpress.com/?p=16#comment-83 Hi, I liked this post a lot. I totally agree with you. I personally think that the reason why people demonstrate this type of behavior in class is due to their insecurity. You always need to remember that you are there to facilitate learning and not to push your point of view to others. I have seen people who are too afraid to interact and to hear other opinions because they won't know what to do with that (it wasn't in the plan). Other people only want to be seeing as STAR trainers/ educators, they want to be in front of others to show off their skills and they forget to customize their programs to suit other people's needs. In the end they are not adding anything to anybody. What do you think? Hi, I liked this post a lot. I totally agree with you. I personally think that the reason why people demonstrate this type of behavior in class is due to their insecurity. You always need to remember that you are there to facilitate learning and not to push your point of view to others. I have seen people who are too afraid to interact and to hear other opinions because they won’t know what to do with that (it wasn’t in the plan). Other people only want to be seeing as STAR trainers/ educators, they want to be in front of others to show off their skills and they forget to customize their programs to suit other people’s needs. In the end they are not adding anything to anybody. What do you think?

]]> Comment on Formal and Informal Power by Yibe http://markheinlein.com/2008/08/16/formal-and-informal-power/#comment-16 Yibe Thu, 15 Jan 2009 17:51:32 +0000 http://markheinlein.wordpress.com/?p=76#comment-16 The article is very explanatory. I love it cos it has helped me understand that formal and informal power can co-exist in an organization. More grease. Wishing you a purposeful 2009 Yibe The article is very explanatory. I love it cos it has helped me understand that formal and informal power can co-exist in an organization.

More grease.
Wishing you a purposeful 2009
Yibe

]]> Comment on About by Eileen Borris http://markheinlein.com/about/#comment-15 Eileen Borris Sat, 20 Dec 2008 15:19:00 +0000 #comment-15 Hi Mark, I have been reading some of your blogs and they look very interesting. It seems like we have some similar interests. Please feel free to check out my website. I think you will enjoy it. www.dreileenborris.com. Hi Mark, I have been reading some of your blogs and they look very interesting. It seems like we have some similar interests. Please feel free to check out my website. I think you will enjoy it. http://www.dreileenborris.com.

]]> Comment on Forgiveness in Conflict by Eileen Borris http://markheinlein.com/2008/12/20/forgiveness-in-conflict/#comment-14 Eileen Borris Sat, 20 Dec 2008 15:04:59 +0000 http://markheinlein.com/?p=178#comment-14 I was very interested in this post. I teach about forgiveness and conflict resolution both in my private practice as a psychologist as well as in corporations and with governments when I give trainings in conflict resolution and peace building in dangerous areas of conflict as a political psychologist. On a very pragmatic level forgiveness is part of a conflict resolution process. We have to heal before we can forgive and sometimes when we begin to understand why we are angry, and what are the underlying issues that caused the conflict we can begin to stop asking the question "why me" and start asking the question "why them?" what brought them to the place that they are which influenced how they behaved. This is not only part of a conflict resolution process, but also the forgiveness process. This allows us to begin to change our perceptions of the situation and begin to look at it with compassion and understanding. This is what forgiveness is about. Dr. Eileen Borris, author of "Finding Forgiveness: A 7 Step Program of Letting Go of Anger and Bitterness. www.dreileenborris.com; blog: www.findingforgiveness.blogspot.com. I was very interested in this post. I teach about forgiveness and conflict resolution both in my private practice as a psychologist as well as in corporations and with governments when I give trainings in conflict resolution and peace building in dangerous areas of conflict as a political psychologist. On a very pragmatic level forgiveness is part of a conflict resolution process. We have to heal before we can forgive and sometimes when we begin to understand why we are angry, and what are the underlying issues that caused the conflict we can begin to stop asking the question “why me” and start asking the question “why them?” what brought them to the place that they are which influenced how they behaved. This is not only part of a conflict resolution process, but also the forgiveness process. This allows us to begin to change our perceptions of the situation and begin to look at it with compassion and understanding. This is what forgiveness is about. Dr. Eileen Borris, author of “Finding Forgiveness: A 7 Step Program of Letting Go of Anger and Bitterness. http://www.dreileenborris.com; blog: http://www.findingforgiveness.blogspot.com.

]]> Comment on Formal and Informal Power by Mark Heinlein http://markheinlein.com/2008/08/16/formal-and-informal-power/#comment-13 Mark Heinlein Tue, 16 Dec 2008 19:06:08 +0000 http://markheinlein.wordpress.com/?p=76#comment-13 Justin, Thanks for the nice comment about the article. Ravens-Steelers games are always hard fought battles...but in the end, the right team won :) Have a great holiday season and New Year. All the best, Mark Justin,

Thanks for the nice comment about the article. Ravens-Steelers games are always hard fought battles…but in the end, the right team won :)

Have a great holiday season and New Year.

All the best,
Mark

]]> Comment on Formal and Informal Power by Justin http://markheinlein.com/2008/08/16/formal-and-informal-power/#comment-12 Justin Tue, 16 Dec 2008 18:02:50 +0000 http://markheinlein.wordpress.com/?p=76#comment-12 Mark, Nice article. It really helped me understand formal and informal power. It would have maybe helped more if you used a team like the Ravens and may be Ray Lewis. LOL. I'm a big Ravens fan. Tough game the other night. We will get you next time. Cheers. Thanks again Mark,

Nice article. It really helped me understand formal and informal power. It would have maybe helped more if you used a team like the Ravens and may be Ray Lewis. LOL. I’m a big Ravens fan. Tough game the other night. We will get you next time. Cheers. Thanks again

]]> Comment on Understanding the Role of Data in Conflict Management by Peter Quinn http://markheinlein.com/2008/11/30/understanding-the-role-of-data-in-conflict-management/#comment-9 Peter Quinn Sun, 30 Nov 2008 16:59:04 +0000 http://markheinlein.wordpress.com/?p=171#comment-9 Hi. I am a long time reader. I wanted to say that I like your blog and the layout. Peter Quinn Hi. I am a long time reader. I wanted to say that I like your blog and the layout.

Peter Quinn

]]> Comment on Uncertainty Avoidance by Mark Heinlein http://markheinlein.com/2008/07/29/uncertainty-avoidance/#comment-4 Mark Heinlein Mon, 04 Aug 2008 23:35:49 +0000 http://markheinlein.wordpress.com/?p=46#comment-4 Kelly, Your bring up a great point about leadership through periods of uncertainty being a critical competency. As we look back in history many of our greatest leaders were those who could lead the nation through periods of crisis and uncertainty. Kennedy, Truman, Roosevelt and Washington are great representatives of leaders who rose above the uncertainties of their times and guided the nation. Thanks for the comment, Mark Kelly,

Your bring up a great point about leadership through periods of uncertainty being a critical competency. As we look back in history many of our greatest leaders were those who could lead the nation through periods of crisis and uncertainty. Kennedy, Truman, Roosevelt and Washington are great representatives of leaders who rose above the uncertainties of their times and guided the nation.

Thanks for the comment,
Mark

]]> Comment on Uncertainty Avoidance by Kelly Snyder http://markheinlein.com/2008/07/29/uncertainty-avoidance/#comment-3 Kelly Snyder Mon, 04 Aug 2008 14:47:23 +0000 http://markheinlein.wordpress.com/?p=46#comment-3 You bring up a very intriguing topic. Uncertainlty can sometimes be an anxious place, but in most cultures, it not only unavaidable, but useful. Leadership through uncertain times is so important, too. I haven't considered the topic as much on a business front as I have considered it in my personal life. You bring up a very intriguing topic. Uncertainlty can sometimes be an anxious place, but in most cultures, it not only unavaidable, but useful. Leadership through uncertain times is so important, too. I haven’t considered the topic as much on a business front as I have considered it in my personal life.

]]>