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1. Overinterpretingdialectical Behavioral Training Certification
2. Overinterpretingdialectical Behavioral Training Pdf
3. Overinterpretingdialectical Behavioral Training Program
4. Dialectical Behavioral Training
5. Overinterpretingdialectical Behavioral Training Programs

Previously I have talked about “Training, What Does It Really Do To The Employee And The Company?”, now I will go into some details about Behavioral Training:

Let me begin with defining behavior:

Behavior or behaviouris the range of actions and mannerisms made by organisms, systems, or artificial entities in conjunction with their environment, which includes the other systems or organisms around as well as the physical environment. It is the response of the system or organism to various stimuli or inputs, whether internal or external, conscious or subconscious, overt or covert, and voluntary or involuntary.

Soft skills is a sociological term relating to a person’s “EQ” (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people. Soft skills complement hard skills which are the occupational requirements of a job and many other activities. Soft skills are personal attributes that enhance an individual’s interactions, job performance and career prospects. Unlike hard skills, which are about a person’s skill set and ability to perform a certain type of task or activity, soft skills relate to a person’s ability to interact effectively with coworkers and customers and are broadly applicable both in and outside the workplace. It has been suggested that in a number of professions, soft skills may be more important over the long-term than occupational skills. The legal profession is one example where the ability to deal with people effectively and politely, more than their mere occupational skills, can determine the professional success of a lawyer. Soft Skills are behavioral competencies. Also known as Interpersonal Skills, or people skills.

According to Wiki.Answers.com; “Soft skills are skills which are difficult to assign an objective numeric measurement to, such as empathy, or “being a people person”. Soft skills are a sociological term which refers to the cluster of personality traits, social graces, ability with language, personal habits, friendliness, and optimism that mark people to varying degrees. Soft skills complement hard skills, which are the technical requirements of a job. ”

Now that we have defined them, let see the difference between them:

In all the frenzy of training corporate specific topics, people might lose the understanding between soft skills and be behavioral skills

• Soft Skills:

A skill is a behavior or ability a person develops through training or experience, and while all personal skills are behaviors, not all behaviors are skills. For example, telling a joke is a skill; laughing at a joke is a behavior. Some suggest that soft skill stands for the soft communication skills, are skills that does involve enhancement of your capacity as an individual on certain aspects of your work.

• Behavioral Skills:

Behavioral skills deal with how you interact within your own organisation/corporation and with other members of the human resource to include external individuals that involves your organisational/corporation work. Others suggest that behavioral skills are a set of training to develop certain behavioral skill in people, such as how to attend to calls/complaints, front office/reception etc. The process is mechanical and is not designed to influence profound changes in people. It is delivered through demonstration/modeling, instructions, role-play/rehearsal, and feedback.

All in all, I think it is safe to assume that they are both two sides of the same coin, and most companies use only one to describe the two.

Behavioral/Soft skills training examples:

Examples include, but not limited to:

• Communication skills.
• Conflict resolution.
• Negotiation skills.
• Creative problem solving.
• Strategic thinking.
• Team building.
• Influencing skills.
• Time-management skills.
• Interpersonal skills.
• Leadership skills.

Overinterpretingdialectical Behavioral Training Certification

Der Gründer und Chairman der Business Performance Academy blickt auf eine mehr als 35-jährige internationale Karriere als Führungskraft zurück.

Overinterpretingdialectical Behavioral Training Pdf

Artikel von Hans M. Verheijke,
Gründer und Chairman der Business Performance Academy

At present, there are 3 forms of training which we can differentiate:

Overinterpretingdialectical Behavioral Training Program

1. Cognitive training: Cognitive training is a training based on knowledge; the goal of this training is it to acquire information and to be able to remember, recite and understand the information learnt (e.g., in the form of a written test) thus gaining new knowledge.
2. Skill training: Skill training is about applying the acquired knowledge in a practical situation. For example: learning how to drive, one of the first things taught is where the pedals are and what purpose they serve. Accordingly, the driver applies this knowledge when practicing in a vehicle, using the pedals whilst driving according to the information obtained, thus acquiring the skill of driving.
3. Behavioral training: Behavioral training teaches you to apply skill and acquired knowledge in all sorts of situations. Let us continue with the example of driving; driving styles can vary between drivers. Even though the skill and knowledge is theoretically the same, there can be a significant difference in driving behavior, i.e. performance. One would have to train the driver’s behavior in order to make everybody’s driving style effective and compatible. Knowledge and skill have little effect on driving style.

What does developing behavioral competence mean?

Mr. Jones is not an entrepreneur and does not deal with customers very often. This may be because he is shy or an introvert; nevertheless he is given yet another course about customer orientation, by means of a PowerPoint presentation from which he doesn’t receive much guidance. To successfully develop the trainee Mr. Jones, one must relate with his ambition, motivation, and personality.
Organizations are gradually realizing that behavioral competence is highly important in order to realize and venture towards set goals. Ultimately, it is about how a manager uses with his or her knowledge and experience; where does the connection lie with his ambition, motivation, and personality? All of these points are of essential importance. A desired leadership style is never guaranteed or determined through one’s knowledge and experience.
Training one’s behavior is rather difficult due to the fact that 90% of our behavior is instinctive and unconscious. However, we are still primarily judged upon our (visual) behavior.

Dialectical Behavioral Training

How do you successfully participate in a behavior training course?
Humanity has a natural tendency to evolve. The Stone Age didn’t end due to a lack of stone; it was mankind that chose to develop. During the development, one should be more careful to not think of exaggerated scenarios (e.g., to become the best of the best, world famous, etc.). It is the self development which is most essential. This leads us to the core of the behavior training.
Knowledge and skills are entities that one has adjusted for one self, in other words: to personalize. Behavior and how one gives leadership and guidance has to correspond with the person and his or her personality; giving leadership as someone you’re not will lead to exhaustion after each day of work.
The natural tendency of the Twentieth Century is to further develop, consistent with the requirements of a modern organization. Modern organizations are very dynamic and the market is constantly changing. The pro-active attitude of managers is what to anticipate for.

Overinterpretingdialectical Behavioral Training Programs

Participating in training
Behavior can be changed through behavior. This means that in a behavioral training one has to have an active (communicative) attitude. This is essential for the development and the feedback for the trainer and trainee. For example, a trainee cannot be given feedback if the course consists of an observational exercise, such as watching a movie. Participation is the key to working on behavior.
The didactics of the Business Performance Academy training courses are positively provocative. This means that the trainer will challenge each participant to explore his or her best qualities and to improve upon his or her weaker qualities. Working on improving your own behavior is tricky (this is because mankind has a tendency to think that one’s own way is most efficient) so it is of utmost importance to motivate yourself and keep staying dynamic.
One of the main principles to remember when managing others is to be able to manage yourself effectively. When having a leading function it is crucial to have a good self-image. The neurosis of a manager will translate into his or her manner of working and therefore an organization may easily transform into a neurotic one.
A BPAcademy training courses consist of many questions, short exercises, and presentations. One’s leading style and communication skills are particularly defined through the presentations. Someone who has a very grandstanding style of presenting may have difficulty recognizing other people’s talents, not to mention developing them. The sooner one acknowledges his or her own competence; the sooner one learns to optimize his or her own competence ideally.
Behavioral training is focused on the individual’s performance.
Research shows that leaders who combine masculine proficiency (goal focused) with feminine characteristics (social & emotional) are more successful.
A summary would be: Tough on the content, gentle with the relationships. Needing less to say, the function’s content should be based on leadership; however the relationships between the co-worker and colleague is a determining factor for success. Throughout a training course the trainer will focus on the managerial relationships and unsuitable or needless behavior. Feedback will be given to each individual participant.
At the end of a training course each participant will receive a summary of recommendations in order to become even more successful in the future.

Implementing Competency
A misunderstanding about learning is that the learning process of an adult (behavior wise) is very different to that of a child. For example, teaching a child the essentials of balance is not going to help him ride a bicycle. The child has to get on a bicycle and develop its own skills, learning from each mistake first hand. When we want to learn something new, especially when it concerns behavior, the golden rule to achieve results is through the means of repetition and willpower to keep trying.
The same principle counts for our leadership style. It’s important to implement what you learn into a real practical situation as soon as possible. Creating habits may initially feel forced, but once you have accepted and obtained these habits, they will quickly be transferred to your unconscious.
Once new behavior has been personalized, the change will give you motivation to continue. The most satisfying thing is once you realize that your new behavior has been positively adapted through the means of critics from others and yourself. Learning is a progressive challenge, but when you succeed, you will have achieved more then you have invested. Sadly there are managers who already die in their forties and get buried at age sixty-two.
So, how old do you feel today?