====== Management & Leadership ======

===== Knowledge =====

==== Personality Models ====

  * Personality models are a way to think less intuitive and more structured about members of a team to determine their strength, weaknesses and therefore tasks and work environment they may be good or bad at/in.
  * None of these models can be used as absolute truth, at most treat it as priority 
    * "Person X" seems introvert, maybe he should not be the first person I ask about presenting the company at a conference

=== Big Five ===
//
  * B5 is a widely accepted, scientific model in social sciences
  * Each of the five traits typically follow a gauss distribution, the average person falls somewhere in the middle
    * -> It is useful to know if a specific person is near one of the edges
    * "science tells us" that a routine person is not just "bad" at "imaginative tasks", he would need to change his personality before becoming good at them 
  * There is no claim that the model can predict anything for an individual person, e.g. 
    * Out of a Million persons the one who are high in conscientiousness are generally more successful 
    * That does not mean a specific disorganized person is (or will be) unsuccessful
//

  * Conscientiousness
    * Disorganized -> Disciplined
  * Agreeableness
    * Uncooperative -> Trusting
  * Neuroticism
    * Confident -> Anxious
  * Openness (to experience)
    * Routine -> Imaginative
  * Extraversion
    * Reserved -> Sociable


=== MBTI ===
//
  * Imo MBTI just sucks
  * It is a "popular science" model without grounding in actual science
  * MBTI does not acknowledge that the traits are a scale and instead sorts people onto boxes of EITJ, ISTP and so on
//

| Extraversion |Introversion |
| Sensing | Intuition |
| Thinking | Feeling |
| Judging | Perceiving |

=== DISC ===
//
  * DISC is also "popular science" model without grounding in actual science
  * Imo DISC sucks less than MBTI since is has fewer boxes and less extreme claims - that makes it far more usable in practice//

| Dominant (Red) \\ direct, decisive | Influence (yellow)\\ outgoing, action oriented |
| Cautious, Conscientious (blue)\\ work oriented, shy, calculating  | Steadiness (green) |


==== Communication ====

=== 4 Ears / v.Thun ===
  * Self-Revelation
  * Factual
  * Relationship
  * Appeal

=== Communication Iceberg ===

| Conscious | Figures, Facts, Guidelines, laws |
| Unconscious | Desires, Needs, Emotions (anger, disappointment) |
| Totally unconscious | Basis needs (growth, security, recognition) |



//The Iceberg Model (also Parento Principle or 80/20) divides communication into a conscious/visible part (20%) and an uncounscious/hidden (80%) part. 
  * As a generic rule if a persons desires or need are affected conscious facts and figures will have a hard time being registered at all.
  * If a persons physical needs (security, place in society) are affected the effect will be even more pronounced. (this of course goes for nearly all aspects of life, not just communication) 
//

==== Question Techniques ====

  * Closed
  * Open
  * Follow up
  * Alternative
  * Circular - //image you are in the position XY//
  * Hypothetical - //imagine we did XY//
  * Scaling

//
* Close questions are generally considered bad because they limit the amount of information that can be gained.
* Open questions are considered "good" 
* Follow up questions are a chance to keep a conversation alive to hopefully good outcomes and show interest
* Alternative, circular, hypothetical or scaling questions have specific used, but for basic use they can be applied to mix things up and promote new ways of thinking about a problem

//

===== Tools =====


==== Active Listening ====
  * Body language and genuine interest
  * Remarks and follow up questions

==== Feedback ====

  * Perception -> Effect -> Wish

// I saw you being late 5 times in a row, that makes you/me/us look bad, please come in on time //

=== Feedback rules ===

  * No generalization
  * Clear wording
  * Close to observed behavior



==== Conflict Discussion ====

  * Good preparation (invitation, preparation, room)
  * Allow preparation time for invitees (preferably not the weekend)
  * A short warm-up (//how are you//)
    * Thank for willingness to communicate, create positive atmosphere
    * No further small talk
  * Clarify topics, goals and time frame
  * Present all viewpoints
    * Facts, Perception, Background, Feelings, Interests
    * If applicable: apologize
  * Examine possible solutions based on common interests
  * Discuss specific ideas
  * Make agreements, summary & positive ending
  * Create Follow up meeting
  * Reflect on conversation and outcome