Podcasts about Impression management

In this episode of the NEGOTIATEx podcast, Ovul Sezer discusses self-awareness and impression management in social interactions. She describes her self-awareness as “self paranoia,” highlighting the fine line between being aware and overanalyzing. Additionally, she critiques “humble bragging” and notes that awareness of cognitive biases like anchoring doesn't automatically correct them. Advocating for deeper empathy and responsiveness, Ovul stresses the importance of tuning into emotional tones and perspectives beyond words. She highlights this skill's relevance in personal and professional realms, particularly on social media, underscoring the necessity for genuine engagement and effective communication strategies in impression management.  

In this episode of the NEGOTIATEx podcast, we welcome Ovul Sezer, Assistant Professor at Cornell University, who blends her roles as a behavioral scientist and stand-up comedian to investigate "impression mismanagement." Ovul's academic path shifted from mathematics to behavioral science amid the 2008 financial crisis, deeply influenced by behavioral economics. She highlights the synergy between analyzing digital interactions and traditional social science, applying her mathematical skills to decipher large datasets from social platforms. Ovul's research focuses on common errors in impression management and explores how these vary across different cultural and demographic contexts, offering insights into optimizing social interactions.  

We're back and we're kicking off season 3 with the following question: what food from your culture do you feel comfortable bringing to work? What's considered a delicacy, or a yum, might be viewed by others as a yuck. So how do you navigate that, especially at work, if you're the type that likes to bring your lunch to work? We discuss these and a whole lot more!

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Alixandra Barasch is an Associate Professor of Marketing at the University of Colorado. Having earned her Ph.D. in Marketing from The Wharton School, University of Pennsylvania, she was previously an Assistant Professor at New York University and a Visiting Associate Professor at INSEAD. Alix studies how new technologies are fundamentally reshaping consumer behaviour and well-being.SummaryProfessor Barasch discusses why humans engage in social media and the psychological motives behind sharing information online. She explores self-focused motives, such as impression management and emotion regulation, and other-focused motives, such as sharing useful content and finding common ground. The research suggests that authenticity and empathy are crucial in how others perceive pro-social behaviour online.TakeawaysPeople share information on social media for both self-focused and other-focused motives.Self-focused motives include impression management and emotion regulation, while other-focused motives involve sharing useful content and finding common ground.Sharing good deeds on social media can be perceived as authentic pro-social behaviour if it conveys empathy and emotions.The order and context of sharing information on social media can influence how others perceive the motives behind the behaviour.Authenticity and empathy are key factors in shaping the perception of pro-social behaviour online. Impression management plays a significant role in our online presence, and there are trade-offs between authenticity and polish.Photo sharing can enhance enjoyment and immersion in positive experiences, but the goal and context of the photos matter.Phone addiction is a real concern, especially in terms of social interactions and well-being.Key Moments01:47 Exploring the Psychological Motives Behind Social Media Engagement05:15 Understanding the Reasons for Sharing Information Online10:27 Exploring the Motivations for Doing Good Deeds29:12 Impression Management in the Online Space39:45 The Effects of Photo Taking47:19 Addressing Phone Addiction51:22 Considering Others in Technology Use55:15 Nuances and Trade-Offs of TechnologyMusic credit: David Cutter Music / @dcuttermusic Hosted on Acast. See acast.com/privacy for more information.

Subscribe on Patreon and hear this week's full patron-exclusive episode here: https://www.patreon.com/posts/100189248 Beatrice, Artie and Phil discuss Biden's State of the Union address—from the “illegals” moment to Biden's attempt to co-opt “ceasefire”—as well as the many media reactions to the speech, and what it all tells us about how the Biden administration are trying (and failing) to pretend they can't hear their critics. Get Health Communism here: www.versobooks.com/books/4081-health-communism Find Jules' new book here: https://www.versobooks.com/products/3054-a-short-history-of-trans-misogyny Runtime 1:04:57, 11 March 2024

#the act of managing how other people perceive you.

We know trust is essential for both personal and professional relationships. Dr. Peter Kim tells Kevin that risk is part of trust, and we spend more time trying to reduce risk vs. building trust. Dr. Kim shares insights from his research on the science behind how trust works. He discusses common misconceptions about trust, how competence and integrity drive trust judgments differently, the role of trust between leaders and followers, what makes an effective apology, and recommendations for building trust on virtual/hybrid teams. Listen for... 00:00 Introduction: The Power of Trust 01:50 Guest Introduction: Dr. Peter H. Kim 05:13 Dr. Kim's Journey to Trust Research 06:26 Impression Management and Identity Negotiation 10:00 The Role of Trust in Effective Leadership 15:30 Trust-Building Strategies in Organizations 20:45 Challenges of Trust in Remote Work Environments 25:50 Practical Tips for Repairing Broken Trust 30:18 Enhancing Team Trust in a Hybrid Work Setting 33:26 Importance of Clear Communication for Trust 38:19 Conclusion Meet Peter Name: Dr. Peter Kim His Story: 

The brands we wear, the foods we eat, the people we associate with, the way we act in public… These are all ways we consciously (and often subconsciously) control others' perception of us.  But we don't have just one “authentic self” to portray. We are like actors playing many roles, in a constant state of flux depending on our context.  Awareness of this outward expression, or as we like to say, impression management, can help us understand how our public image is tied to our ability to reach desired goals.  On today's episode we'll discuss: The reasons for our curated self-presentation The 6 types we exhibit most and why they work How to refine our current impression management strategies Join Our 1:1 or Group Mentoring Programs here Follow us on social media: Via Instagram: @coach_BrettB & @aocoaching Via Twitter: @coach_BrettB Subscribe to my YouTube channel and my newsletter Learn More About My Courses, Clinics, and Live Events At: ArtofCoaching.com

The post Autistic Masking or Impression Management? appeared first on Affect Autism: We chose play, joy every day.

We want people to be authentic in the workplace, to show up as they are, and to be their best selves.  Not only do we want to be authentic because it helps us build trust and better relationships, but it is easier - it takes less work just to be you. At the same time, we all want to fit it, show off our best bits and look good, so from time to time, we put effort into ensuring that others see us in the way that we want them to. In this podcast, Rob and Paul explore another way we might 'get in our own way', when we start to put some much effort into managing how we are seen, we don't have enough left in the tank to get things done.

Duena Blomstrom is a renowned fintech thought leader who got tired of seeing the same problems in the workplace and decided to go out and try to solve them. Duena took on banking culture with "Emotional Banking" before moving onto wider organisational change with "People Before Tech". We spoke about some of the common problems faced within organisations, how to try to solve them, and some of the reasons why companies resist those solutions. Episode highlights:   1. Santa Claus is not going to come and "puke a generative culture on your enterprise" There are no magic bullets to organisational transformation, but it's also simpler than it sounds. You need to take a number of smaller, measurable steps that move the needle. And teams have a lot more power to affect change than they think - they don't need to await permission. 2. We're not fixing it because we get in our own way We let the status quo persist because we don't challenge ourselves, and think this is just the way business works. There's too much fear in the workplace and it's holding us back. 3. Impression Management is a big problem at work People are afraid of looking incompetent, intrusive or troublesome at work. This is natural, but it limits us in the workplace. Start noticing when you exhibit these behaviours, and they'll start to go away automatically. It's important to speak up. 4. All companies have some level of Human Debt As with tech debt, all companies accrue Human Debt as they grow. Human Debt is the result of all the abandoned initiatives and missed opportunities to affect change. It adds up and the interest repayments can start to cripple you. 5. You don't need to pay all the Human Debt off at once Some bad behaviours will eventually naturally expire. As a society, we've gotten better at standing up for what's right (although there's still plenty of work to do). But, ultimately, you should pay the most burdensome Human Debt off first. Buy "People Before Tech" "Built upon fascinating research and an international array of case studies, People Before Tech is an incisive examination of how organizations through their digital transformations become stranded with unoptimised teams and disenfranchised employees. Duena highlights that it is vital not just to implement technology, but also to integrate it into the existing organizational culture and structure, before providing practical guidance and advice on how business leaders and HR professionals can heighten efficiency and effectiveness of workplace teams through collaborative and innovative initiatives." Check it out on Amazon. Contact Duena You can connect with Duena on LinkedIn or on her website DuenaBlomstrom.com, where you can find links to all her various endeavours!

In this episode, Stephan Wiedner takes us on a profound exploration of impression management - how recognizing and addressing our internal dialogue is pivotal for personal growth and success, as we uncover the flaws, negativity, and self-sabotage often embedded in our formative years. Listen in to learn the detrimental impact of impression management on organizational time and energy, and gain valuable insights into the significance of addressing internal struggles before skill-building. Additional Resources Connect with Rosie on LinkedIn Learn more about Salveo Partners Connect with Stephan on LinkedIn Zarango Website Theravue Website Noomii Website Learn more about PeopleForward Network Follow PeopleForward Network on LinkedIn

As a leader, you are the spine that holds the team. So when you lose yourself, how will you handle others and influence them? Today, Doug C. Brown invites Robert W. Mixon, Jr., A retired U.S. Army Major General, to talk about the 3 Yous and how impression management helps get you to the top 1% of earners. Leading your sales team and your company would need them to have a battle buddy because they will need outside influence. Robert also stresses the importance of impression management to help you bond with people. Robert has more ideas to share, so pick up our pen and paper and tune in to this episode now! In this episode, you will learn:• How can the 3 Yous help get you to the top 1% of earners?• The importance of impression management• What is the Battle Buddy Concept? Click the link for Robert Mixon's short training for you!The Big 6 Leadership Principleshttps://www.levelfiveassociates.comhttps://www.linkedin.com/in/robertmixon/

Welcome to the Academy of Management Review's Origins Series, where we ask, "Where does theory come from?" in order to demystify the theory-building process. In this interview series, authors of forthcoming AMR articles discuss how they got the ideas for their papers and share their process for developing new theory in the field of management. In this episode, Erin Bass, and Mike Pfarrer discuss their AMR article titled "Better to Be Loved by Some? Firm Flaunting as an Impression Management Strategy" co-authored with Ivana Milosevic and Varkey Titus. Article web link: ⁠https://journals.aom.org/doi/abs/10.5465/amr.2020.0015

Do you try to manage how people see you? Do you try to conform to others' expectations in order to gain approval? Most people do it in one way or another. Today's Episode unpacks the Seven Ways we can try to control people's impressions of us. Which of the Seven do you do? #therenewalsession #impressionmanagement #christiantherapy #beyourself

Do you try to manage how people see you? Do you try to conform to others' expectations in order to gain approval? Most people do it in one way or another. Today's Episode unpacks the Seven Ways we can try to control people's impressions of us. Which of the Seven do you do? #therenewalsession #impressionmanagement #christiantherapy #beyourself

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https://www.patreon.com/aworldofdifference (Become a patron of this podcast), and enjoy free merch. Join other patrons of this podcast at https://www.patreon.com/aworldofdifference (Patreon). ********** https://wadetmullen.com/ (Dr. Wade Mullen) is the author ofhttps://amzn.to/3DqPqLm ( Something's Not Right: Decoding the Hidden Tactics of Abuse – and Freeing Yourself From Its Power). Dr. Mullen is a world renowned expert on abuse in the church. He served ten years in pastoral ministry and then five years as a seminary M.Div. program director and assistant professor before transitioning to full-time research and writing, consulting, speaking, and advocacy. Wade earned a Ph.D. in Leadership Studies and completed a dissertation titled “Impression Management Strategies Used by Evangelical Organizations in the Wake of an Image-threatening Event.” You can get that dissertation for free https://drive.google.com/file/d/1rXrd8MYay5Vg5s7JXFx7S91hDTlm1CVX/view (here). He founded Pellucid Consulting in the Fall of 2021 to provide consulting and independent assessment services for institutions. He started a Substack Newsletter called https://wademullen.substack.com/ (Pellucid) in the Fall of 2021 where I write about the ways in which deception is used to abuse and cover up abuse and how leaders and institutions can act with integrity and speak truthfully. The content is free, but there are also paid options for those who want to support my work. He speaks on occasion at events related to the subject of abuse and institutional response and participates as a guest on podcasts. You can listen to the podcasts https://wadetmullen.com/interviews/ (here). He continues to engage in research efforts to better understand abuse within Christian cultures and institutions. I'm currently working on preparing a manuscript for a second book. He has also been serving when needed as an institutional response specialist with https://www.netgrace.org/ (GRACE) since 2020, assisting them primarily with institutional assessments. Wade's work in the local church first introduced him to the needs of abuse victims and the potential for institutional betrayal and trauma when those who are supposed to protect the victim(s) choose to protect the abuser(s). He also learned the challenge of advocating from within and how to confront the system when necessary.  His personal story is told in a profile piece by https://sojo.net/magazine/november-2019/how-we-let-abuse-thrive (Sojourner's Magazine) and in a talk he gave at the https://churchleaders.com/news/379648-wade-mullen-spiritual-abuse.html (Restore conference in Chicago). Resources Dr. Mullen mentioned: https://amzn.to/3h3W9mP (Meeting the Ethical Challenges of Leadership) by Craig E. Johnson https://amzn.to/3WhB5JP (Blind to Betrayal: Why We Fool Ourselves We Aren't Being Fooled) by Jennifer Freyd https://youtu.be/4BU3pwBa0qU (Narcissm and the Systems it Breeds) video of Dr. Diane Langberg's presentation https://amzn.to/3h4NvnV (When Narcissism Comes to Church) by Dr. Chuck DeGroat https://amzn.to/3h2HFUg (A Church Called TOV) by Dr. Scot McKnight and Laura Barringer https://amzn.to/3DrCkxe (Redeeming Power: Understanding Authority and Abuse in the Church) by Dr. Diane Langberg https://amzn.to/3TbMhoB (Suffering and the Heart of God) by Dr. Diane Langberg https://amzn.to/3zAaTA5 (Stalking the Soul: Emotional Abuse and the Erosion of Identity) by Marie-France Hirigoyen https://amzn.to/3TYlxJk (The Verbally Abusive Relationship) by Patricia Evans https://amzn.to/3h5zc2N (Is Nothing Sacred? The Story of a Pastor, the Women He Sexually Abused and the Church He Nearly Destroyed) by Marie M. Fortune https://amzn.to/3sPd6UF (Whispering Truth to Power: Everyday Resistance to Reconciliation in Postgenocide Rwanda) by Susan Thomson The A World of Difference Podcast is brought to you in partnership with https://www.missioalliance.org/ (Missio Alliance)....

Become a patron of this podcast, and enjoy free merch. Join other patrons of this podcast at Patreon. **********Dr. Wade Mullen is the author of Something's Not Right: Decoding the Hidden Tactics of Abuse – and Freeing Yourself From Its Power.Dr. Mullen is a world renowned expert on abuse in the church. He served ten years in pastoral ministry and then five years as a seminary M.Div. program director and assistant professor before transitioning to full-time research and writing, consulting, speaking, and advocacy. Wade earned a Ph.D. in Leadership Studies and completed a dissertation titled “Impression Management Strategies Used by Evangelical Organizations in the Wake of an Image-threatening Event.” You can get that dissertation for free here.He founded Pellucid Consulting in the Fall of 2021 to provide consulting and independent assessment services for institutions.He started a Substack Newsletter called Pellucid in the Fall of 2021 where I write about the ways in which deception is used to abuse and cover up abuse and how leaders and institutions can act with integrity and speak truthfully. The content is free, but there are also paid options for those who want to support my work.He speaks on occasion at events related to the subject of abuse and institutional response and participates as a guest on podcasts. You can listen to the podcasts here.He continues to engage in research efforts to better understand abuse within Christian cultures and institutions. I'm currently working on preparing a manuscript for a second book.He has also been serving when needed as an institutional response specialist with GRACE since 2020, assisting them primarily with institutional assessments.Wade's work in the local church first introduced him to the needs of abuse victims and the potential for institutional betrayal and trauma when those who are supposed to protect the victim(s) choose to protect the abuser(s). He also learned the challenge of advocating from within and how to confront the system when necessary. His personal story is told in a profile piece by Sojourner's Magazine and in a talk he gave at the Restore conference in Chicago.Resources Dr. Mullen mentioned:Meeting the Ethical Challenges of Leadership by Craig E. JohnsonBlind to Betrayal: Why We Fool Ourselves We Aren't Being Fooled by Jennifer FreydNarcissm and the Systems it Breeds video of Dr. Diane Langberg's presentationWhen Narcissism Comes to Church by Dr. Chuck DeGroat

To create learning and improvement, giving feedback is essential. This week, our podcast explores what gets in the way of effective feedback and dives into our top five strategies to give more effective feedback. Katie Owens is our featured speaker for today's episode. She currently serves as HXF Co-Founder and President. Learn more: https://healthcareexperience.org/giving-feedback/ 

Read the full transcript here. What should we do (or not do) to make a good first impression on others? Is "humble-bragging" better or worse than straightforward bragging? Or is completely hiding our successes an even better strategy than humble-bragging or straightforward bragging? When do our attempts to signal something about ourselves actually end up signalling something else that we don't intend? What are some long-term strategies for gaining others' respect?Övül Sezer is a behavioral scientist, stand-up comedian, and Visiting Assistant Professor at Columbia University, Columbia Business School. She received her A.B. in Applied Mathematics and her Ph.D in Organizational Behavior from Harvard University. Follow her on Twitter at @ovulsezer or learn more about her at ovulsezer.com. [Read more]

What should we do (or not do) to make a good first impression on others? Is "humble-bragging" better or worse than straightforward bragging? Or is completely hiding our successes an even better strategy than humble-bragging or straightforward bragging? When do our attempts to signal something about ourselves actually end up signalling something else that we don't intend? What are some long-term strategies for gaining others' respect?Övül Sezer is a behavioral scientist, stand-up comedian, and Visiting Assistant Professor at Columbia University, Columbia Business School. She received her A.B. in Applied Mathematics and her Ph.D in Organizational Behavior from Harvard University. Follow her on Twitter at @ovulsezer or learn more about her at ovulsezer.com.

Read the full transcriptWhat should we do (or not do) to make a good first impression on others? Is "humble-bragging" better or worse than straightforward bragging? Or is completely hiding our successes an even better strategy than humble-bragging or straightforward bragging? When do our attempts to signal something about ourselves actually end up signalling something else that we don't intend? What are some long-term strategies for gaining others' respect?Övül Sezer is a behavioral scientist, stand-up comedian, and Visiting Assistant Professor at Columbia University, Columbia Business School. She received her A.B. in Applied Mathematics and her Ph.D in Organizational Behavior from Harvard University. Follow her on Twitter at @ovulsezer or learn more about her at ovulsezer.com.

Today's episode was filmed in LTM's backyard (nearly). The rain forced us inside at Union Coffee in Dallas for this incredible conversation with Katy Alaniz, enneagram 4, and Justine Guzman, enneagram 1. You'll learn a lot about Katy and Justine in today's episode, and if you want to learn more about Katy visit www.thewakefulstate.com and if you want to learn more about Justine find her on social media @beautifulstackofpancakes. Impression Management (a new favorite term of Suzanne's) Enneagram and Therapy Our relationship with social media Boundaries, too many....not enough...what's the deal Do you know what SOGI stands for? What about several other identifiers that are important to the people in our communities, important to us, important to the people we love? Suzanne asks Justine and Katy for some education for all of us who need it. PLUG TIME It's pretty simple, if you're on a journey right now and need some wisdome and community around: the enneagram, building a more contemplative spiritual life, and/or diving into your Family System and Family Systems Theory with some assistance from the enneagram, then you want to apply for an LTM Cohort in 2023. For more info and to apply visit lifeinthetrinityministry.com/2023cohorts From Intentional To Intuitive is August 4-6. If you are wanting some tools to really bring Enneagram Wisdom into your daily practice in a way that benefits every aspect, relationship, and circumstance in your day to day life, sign up. Show up, ask questions, and meet others either in person in Dallas or the online chat for those joining virtually. Suzanne is going to CRUSH it this weekend. lifeinthetrinityministry.com/store/i2i Todays INTRO: Russ Hudson at the LTM event, Br5aking The Cycle This Is Where I Leave You (2014)

In this episode, we look at how our candidates will manage our impressions during the interview and effective ways of handling this challenge for the best hiring results.

This episode includes mention of guns and a reference to an assault allegation. Please take care when listening. Wade Mullen, impression management expert, joins Amy Fritz to share his observations of a Ramsey Solutions employee meeting. Wade Mullen shares how impression management works and points out some specific tactics that some people or organizations may use when they feel like their image is threatened. [00:02:52] Background [00:06:16] Dave Ramsey meeting audio part 1. [00:13:28] Wade Mullen observations. Appealing to cultural norms and standards. Generational norms. [00:16:04] Dave Ramsey meeting audio part 2. [00:16:20] Language that stigmatizes others. [00:18:35] Dave Ramsey meeting audio part 3. [00:19:10] Legitimizing. Comparisons. Define the situation. [00:24:15] The different categories of people taking in these messages. Condemning the condemner. [00:28:16] Dave Ramsey meeting audio part 4. [00:28:48] The difficulty of giving critical feedback. [00:29:27] Dave Ramsey meeting audio part 5. [00:30:21] Wade Mullen observations. Language of self-promotion. Creating the Us v. Them dichotomy. [00:33:22] Dave Ramsey meeting audio part 6. (Mention of assault allegation) [00:34:08] Dave Ramsey meeting audio part 7. [00:34:25] Condemning the condemner. Exaggeration. Negative events misrepresented. [00:37:02] Dave Ramsey meeting audio part 8. [00:37:51] Got Your Six meeting clip from May 2019. [00:38:51] MUM effect.  [00:40:54] Dave Ramsey meeting audio part 9. [00:41:57] Intimidating messaging. Unhealthy preoccupation with the identity at the top. [00:44:57] Dave Ramsey meeting audio part 10. [00:45:08] Appeal to cultural norms. [00:45:49] Dave Ramsey meeting audio part 11. [00:47:16] Dave Ramsey meeting audio part 12. [00:48:33] What are we called to be loyal to? [00:50:14] Ad break [00:51:19] Dave Ramsey meeting audio part 13. [00:51:43] Self-promotion and organizational promotion. [00:53:30] Dave Ramsey meeting audio part 14. [00:55:47] Prosocial behavior. Distancing. [00:57:02] Dave Ramsey meeting audio part 15. [00:58:24] Dave Ramsey meeting audio part 16. [00:59:38] Stigmatizing. [01:00:27] Dave Ramsey meeting audio part 17. [01:02:23] Belittling legitimate concerns. [01:03:31] Dave Ramsey meeting audio part 18. [01:05:38] Dave Ramsey meeting audio part 19.   [01:06:10] Is there a freedom to express concerns? [01:07:26] Advice for those in this sort of environment. Sensemaking. [01:11:56] Advice for organizations. Resources: Wade Mullen Cubicles of Charm, Crucibles of Condemnation Erving Goffman book. Something's Not Right: Decoding the Hidden Tactics of Abuse--and Freeing Yourself from Its Power Nashville Scene Article Daily Beast Article This podcast is sponsored by Faithful Counseling. For more information and for 10% off your first month, visit Faithful Counseling here. Are you interested in starting a podcast? Our sponsor, Libsyn makes it easy. As a friend of the Untangled Faith podcast, when you sign up with Libsyn, you get your first month of hosting for free. Sign up here and use the code: FRIEND.  This episode is made possible by the support of the Untangled Faith membership community. For more information and to access the bonus audio visit: Untangled Faith Podcast is creating a podcast. | Patreon   Newsletter signup Paypal Donation Twitter: Amy Fritz Untangled Faith Instagram: Amy Fritz Untangled Faith Website: Untangled Faith Host/Creator: Amy Fritz Producer: Michelle Pjanic Related Episodes: Got Your Six Episode, Part 1 Got Your Six Episode, Part 2

Today I'm joined by Dr. Wade Mullen, researcher and author of Something's Not Right: Decoding the Hidden Tactics of Abuse--and Freeing Yourself from Its Power. Our conversation focuses specifically on "Impression Management," a sociology subfield that analyzes how organizations use different mechanisms to influence their public perceptions to cover up abuse scandals. We get into Mullens's different categories for Impression Management like Organizational Promotion, Opinion Conformity, Burrying, and more. Something's Not Right Book: https://www.amazon.com/Somethings-Not-Right-Decoding-Abuse/dp/1496444701 Wade's Substack: https://substack.com/profile/40073732-wade-mullen Wade's Website: https://wadetmullen.com/ Follow Dan on IG: www.instagram.com/dancoke/ Or Twitter: twitter.com/DanKoch Faith deconstruction resources: www.soyouredeconstructing.com/ Edited by Josh Gilbert (joshgilbertmedia@gmail.com -- he is accepting more work!) Join the Patreon for exclusive episodes (and more) every month: patreon.com/dankoch Email about the "sliding scale" for the Patreon: youhavepermissionpodcast@gmail.com YHP Patron-only FB group: tinyurl.com/ycvbbf98 Website: www.dankochwords.com/yhp.html Join Dan's email list: www.dankochwords.com/ Artwork by sprungle.co/

Dr. Wade Mullen joins Amy for the second part of their conversation about impression management in Christian institutions. They talk about the cost of being a bystander who chooses to speak, Mullen's hope for the future, and Mullen does an analysis of the Ramsey Solutions response to a request for comment on an article they were planning to run.You can find the Religion News Service Article here.The Ramsey Solutions response is here.Links:Wade Mullen's website.Mullen's dissertation.Wade on Twitter.Wade's book, Something's Not Right: Decoding the Hidden Tactics of Abuse and Freeing Yourself from its Power.The Presentation of Self in Everyday LifeFind us here:Twitter:Amy FritzUntangled FaithInstagram:Amy FritzUntangled FaithWebsite:Untangled FaithSupport the show (https://buymeacoffee.com/untangledfaith)

Author, speaker, and professor, Dr. Wade Mullen, joins Amy Fritz for a conversation about impression management.In 2018, Mullen earned a PhD in leadership and did his dissertation on how evangelical organizations use impression management strategies in the wake of an image-threatening event. He specifically focused on Mars Hill Church, Sovereign Grace Ministries (now Sovereign Grace Churches), and Bob Jones University for his dissertation. In this episode Mullen shares the red flags of organizations using impression management in an abusive way, why it's so hard for leaders/organizations to apologize, and the role of a bystander.Links:Wade Mullen's website.Mullen's dissertation.Wade on Twitter.Wade's book, Something's Not Right: Decoding the Hidden Tactics of Abuse and Freeing Yourself from its Power.The Presentation of Self in Everyday LifeFind us here:Twitter:Amy FritzUntangled FaithInstagram:Amy FritzUntangled FaithWebsite:Untangled FaithSupport the show (https://buymeacoffee.com/untangledfaith)

In this episode we'll learn signs we're engaging in impression management and the consequences of this behavior. Next, we'll explore if Christians are exempt from it. Finally, we'll discuss some ideas and reasons to change these behaviors and a practice to help impression management awareness. Links: Insecure? Remember Whose You Are a devotion by Rick Warren https://pastorrick.com/insecure-remember-whose-you-are/ Impression Management: Considering Cultural, Social, and Spiritual Factors By Ashley R. Norris http://www.inquiriesjournal.com/amp/553/impression-management-considering-cultural-social-and-spiritual-factors#header1page1 Abundant Simplicity: Discovering the unhurried rhythms of graceby Jan Johnson InterVarsity Press, 2011 The Dangerous Art of Impression Management by Ronald E. Riggio, Ph.D. PsychologyToday.com Bible verses: John 8:12 “I am the light of the world. Whoever follows me will never walk in darkness, but will have the light of life.” Proverbs 19:5 “A false witness will not go unpunished, and he who speaks lies will not escape.” Proverbs 12:3 “It is honorable for a man to stop striving, since any fool can start a quarrel.” Mindful listening hints – because it's in conversation when we do the most impression management work · When listening – Make it your single point of focus · No multi-tasking o Don't consider your responses. Just listen · Listen openly – Non-judgmentally o Practice deep listening o Perspective taking – theirs · Speak with awareness o Pause before speaking o Monitor your thoughts o Consider the effects of your words o Allow the other time to respond

In this episode we chat with Dr Richard Claydon, Chief Cognitive Officer at EQ Lab. Richard introduces the concept of impression management as a workplace psychosocial hazard. Richard describes how the increasing complexity of work combined with more regular work from home creates a constant drive for impression management, which can lead to burn out, depression, anxiety, and a range of other adverse health outcomes. Richard then goes on to describe different strategies and approaches that organisations and individuals can implement to reduce the drivers for impression management, improve productivity, and develop leaders who are effective rather than leaders who are "performers" (in the theatrical sense of the word).

Now that you have mastered your emotions and are aware of the image you are portraying to those you influence the next step is indeed become an excellent observer on how others and yourself communicate.  It will heighten your senses and intuition and then provide you with renewed confidence.  The Art of Impression Management - how clever!Today we are discussing the Law of Role-Playing from Robert Greene’s book, the Laws of Human Nature which he discusses how to see through people’s masks.   Diane discusses Why you need to be a keen observerHow we are all born actorsHow to become more confident  You will learnHow to related to people in a deeper wayHow to uncover someone else’s maskHow to develop you own acting skills to bring our your true character Quotes in this Episode:“ People tend to wear the mask that shows them off in the best possible light - humble, confident, diligent. They say the right things, smile, and seem interested in our ideas.  They learn to conceal their insecurities and envy. If we take this appearance for reality, we never really know their true feelings, and on occasion we are blindsided by their sudden resistance, hostility, and manipulative actions." Robert Greene Shakespeare “All the worlds a stage and all the men and women merely players.” “People are like the moon, they show you only one of their sides.”  Arthur Schopenhauer. Episodes mentioned:  018 - The Trouble with BulliesHow do you start to be aware of the different types of people in your life and how they are acting?  Make a decision to pick and choose what is the most important. What I mean by that is if somebody saying something with conviction and it's actually a little glimmer of a lie. If it’s not going to change your life - go with the flow and save your energy for when the stakes are much high.  When bullies don't have someone feeding their fire then eventually the fire gets washed out.Live an Inspired Life! Buy Robert Greene's Book:  #Confidence #Robert Greene #FlourishMom CONNECT:WebsiteTwitterFacebookInstagramPinterest    Watch on YouTube  

The Joy Revolution & Marc Cordon present The Golden Mic Podcast Ep. 64 The Genocide of the Modern Healer https://play.goldenmicpodcast.com/0064_starlight Tamara Arnold knew there was something wrong with her son, Ethan. The dead give away? His pupils would dilate, and any coloration of his eyes turned black. She turned towards psychology to ameliorate his condition. What parent wouldn't want to see their child remedied of dark thoughts and functioning restored? What Tamara didn't know is how much of her own self was in a dormant state. And as she awakened to her psychic gifts, she realized that the Westernized approach to mental health was fractured and inadequate. It dawned on Tamara that her son Ethan took on dark energy. He took on dark energy to protect his mother. And as a result, he was possessed for several years as she continued to "remember" who she truly was.  If you heard the last podcast with Tomas Garza Episode 63, you'll hear him talking about "remembering." Or if you've heard my Speakers Who Dare talk on panarchy, this idea of remembering and revolting is present in everything. And in remembering Tamara realized the ancestral trauma that had been forced to be suppressed. And in stuffing down the genealogical grief, anger, and sadness, Tamara realized that much of society has forgotten who they actually are. And as a result, we've become fractured, numbed out, and living a monotone experience of keeping our sh*t together or as Abby Havermann calls it, Impression Management in Ep 55. For Tamara, she remembers her lineage of the healer and the witch - ancestors who experienced the genocide of the healer. This is why she helps spiritual entrepreneurs bust through the energy blocks in their chakras so they can make a bigger impact in the world with their epic missions.  And in diving even deeper, Tamara meditated in the Colorado mountains when Spirit spoke to her.  As she claimed her birthright... As she realized that modern society doesn't have the capacity to honor empaths, healers, witches... Spirit told Tamara her true name. Alas, Avalon! And this is only part 1. Don't let the levity fool you this is an awesome episode that ties an amazing narrative with other previous narratives. On Remembering with Tomas Garza https://goldenmicpodcast.com/063_Garza On Impression Management with Abby Havermann https://goldenmicpodcast.com/055_Havermann On Panarchy (Remembering & Revolting) with Marc Cordon at Speakers Who Dare https://www.youtube.com/watch?v=UUtBkWGidh8&t Avalon's First Book: My Kid is Driving Me Crazy: A Mom's Survival Guide for Living with a Child with Mental Illness https://amzn.to/3cVHVjS ====== We love your feedback, so if you've enjoyed this show, please rate us and leave us a review. And don't forget to subscribe, so you don't miss another episode again ____ For a free podcasting mini-course on how this podcast was created, click here: tips on how to create a podcast like this one, click here.

Sarah an d Brody finish talking about self identity and get personal about their own struggles. Sarah blows Brody's mind when asking him to review a photo from his Instagram account, and also offers some fun and deep games and resources to help you figure out who you are or what you want in life! Below are the resources and games discussed in the episode:Personality Quiz: https://www.16personalities.com/free-personality-testProust Questionnaire to find out your "true Nature or Identity": https://janelfline.com/wp/wp-content/uploads/2018/01/Reference-Proust-Questionaire-r.pdfIdentity Games: 1. Create a bucket list.Having a bucket list will help you identify your personal and professional goals. When the daily routines of your life begin to set in, you are likely to let the days pass by without thinking too much about your long-term goals and desires.Use a bucket list to keep yourself focused, and make an effort every day to accomplish at least one small task that will lead you towards crossing things off of your bucket list.2. Write a regret letter. (Or just a  letter to your younger self)Write a letter to your younger self. This is a surprisingly cathartic exercise that is more than simply listing what you wish you'd known. Tell your younger self about the regrets you've had in your life so far, and apologize for any mistakes that you may have made and opportunities that you let pass by.Aside from gaining a feeling of empowerment from accepting your vulnerable younger self, your words can also help others who are in similar situations as you faced in the past. Your newfound wisdom can let readers know that they are not alone in their struggles, and provide them with advice on how to move forward.3. FUNERAL TESTWrite your own eulogy and answer questions such as:How do I want people to speak of me at my funeral?What should they remember me for?Which kind of person will people think I was when I'm gone?*This exercise was made popular by Stephen Covey in his book, The 7 Habits of Highly Effective People.4.  Instagram ActivityPick a photo from your instagram feed that is one of your favorites. What is it of? Why did you want to share it? What did you hope people would like about it? Get out of it? Did people respond the way you'd like/expect? 

Sarah is in the hot seat as both the host AND guest this episode! Sarah talks with Brody all things identity: How we learn about who we are, what makes up "us" and much more. In part one we discuss WHY humans communicate, HOW we become familiar with our inner "Self", how media, environmental factors such as natural disasters, wars, pandemics, generational differences, culture and more affects our identity. A huge focus is on what is  culture in the first place and how the hell does it shape who we are!!?Please join us for two episodes this week on how humans understand our identities. Next episode will feature ways to get more connected to your identity if you are having a bit of an identity crisis...I mean who isn't in this pandemic?!?

Caught between learning and performance mindsets, Huffman et al. reveal that residents “front stage” a performance based mindset based on perceptions of formal assessment and their relationship with supervisors.   Read the accompanying article to this podcast: Resident impression management within feedback conversations: A qualitative study.

The Golden Mic Podcast w/ The Joy Revolution & Marc Cordon Ep. 55 Impression Management w/ Abby Havermann https://play.goldenmicpodcast.com/0055_havermann It was during one long night on a hard plastic cot on the floor of a jail cell that Abby came to terms with the life she had created, and the toxic voice inside her head which led her to do so. After all she reasoned on the eve of her arrest, she had married an unsocial, ambition-less, older man with whom she'd had almost nothing in common. But that was only how it began. The real fun started when her ex who had been in recovery for nearly twenty years, relapsed. How did she get to this level of denial, this level of covering someone else's ass, succumb to this amount of mortification? How did this become so much of a theatre of the absurd that at a classy get-together, her ex-husband, who was so hopped up on painkilers, caught on fire from a candle and had to be tackled by to the ground by another guest ruining the hosts fluffy white rug all while jazz music crooned in the background? How did it get so bad that when tying his shoes - mind you, he was tying his shoes with no pants on - Abby would get shoved and slap him back, only for her to get cuffed and sent to jail? Now, sitting on the cold floor of the jail cell she asked herself: "What would drive me to marry someone I knew was all wrong for me?"  Another voice answered, "Well who else would marry you?" That response was a gift. Now she could identify the voice inside her that required releasing for her to live a new life. And that's the story of how Abby, a couple's therapist at the time, would get a divorce from her relapsing husband who, wait for it… was an addictions counselor.  This episode was the first time Abby, a psychotherapist turned coach, and I actually spoke outside of our Gateless Writing group.  Not only do we talk about her story, but we go deep into generational unworthiness, saving face, trauma, and so much more. This is yet another instant classic, and I invite you to hear her tell her story for yourself. You'll be glad you did. To get in touch with Abby: Website: www.abbyhavermann.com LinkedIn: https://www.linkedin.com/in/abby-havermann123/ Facebook: https://www.facebook.com/abby.havermann === We love your feedback, so if you've enjoyed this show, please rate us and leave us a review. And don't forget to subscribe, so you don't miss another episode again ____ For a free podcasting mini-course on how this podcast was created, click here: tips on how to create a podcast like this one, click here. #TheJoyRevolution #GoldenMicPodcast 

Today on the show we are talking to Wade Mullen. Wade writes and advocates to help those trapped in the confusion and captivity that mark abusive situations. Wade is a professor at Lancaster Bible College and the author of the book 'Something's Not Right: Decoding The Hidden Tactics Of Abuse And Freeing Yourself From Its Power.' To learn more about Wade, click here to visit his website. You can follow Wade on Twitter @wademullen Thanks so much for listening! We would love to connect with you on Facebook, Instagram, or Twitter. If you want to watch today's interview, you can find it on our YouTube channel. Have you left us a rating and review? That helps more people find the podcast. Also, subscribing to the podcast is the best way to make sure you never miss an episode. Next Tuesday we are talking to Graham Joseph Hill about his book, 'Holding Up Half The Sky: A Biblical Case For Women Leading And Teaching In The Church.'

Impression management is extremely important as it is conducive to your growth. Listen to know its imperative need --- Send in a voice message: https://anchor.fm/bikram-lamba/message

Menschen geben sich Mühe, bei anderen einen möglichst guten Eindruck zu hinterlassen. Strategien, die dazu eingesetzt werden, werden unter dem Begriff "Impression Management" zusammengefasst. "Theater spielen" ist weitverbreitet, und "hinter die Kulissen schauen" wird negativ bewertet. Wer besonders gern Theater spielt, bei welchen Gelegenheiten und welche Strategien zum Impression Management eingesetzt werden, erläutert Prof. Erb im Interview mit Judith Balzukat, B. Sc. Hier der Link zum YouTube-Video: https://www.youtube.com/watch?v=3zP6u3xn5Sg

First impressions, in some research studies, are measured in milliseconds. Let that sink in. In fractions of a second, we make judgments about each other. In fractions of a second, people make judgments about us. In this episode, we explore impression management. Specifically, we discuss:  What is impression management How do we shape impressions and can we change them Implications for people, leaders, organizations We may or may not also discuss Greek yogurt.  Links and Other Information Bar, M., Neta, M., & Linz, H. (2006). Very first impressions. Emotion, 6(2), 269. Click here  Bolino, M. C. (1999). Citizenship and impression management: Good soldiers or good actors?. Academy of Management Review, 24(1), 82-98. Click here  Leary, M. R., & Kowalski, R. M. (1990). Impression management: A literature review and two-component model. Psychological Bulletin, 107(1), 34. Click here  Mann, T. C., & Ferguson, M. J. (2015). Can we undo our first impressions? The role of reinterpretation in reversing implicit evaluations. Journal of Personality and Social Psychology, 108(6), 823. Click here  Wayne, S. J., & Liden, R. C. (1995). Effects of impression management on performance ratings: A longitudinal study. Academy of Management Journal, 38(1), 232-260. Click here  Willis, J., & Todorov, A. (2006). First impressions: Making up your mind after a 100-ms exposure to a face. Psychological Science, 17(7), 592-598. Click here 

Sarah and Fergus discuss impression management. Are you overly concerned with how you appear to others? Together they talk about how to deal with this challenge. They also touch on the importance of listening and understanding your own values. Tune in for this week's tips and coaching challenge!

The brands we wear, the foods we eat, the people we associate with, the way we act in public… These are all ways we consciously (and often subconsciously) control others' perception of us. But we don't have just one “authentic self” to portray. We are like actors playing many roles, in a constant state of flux depending on our context. Awareness of this outward expression, or as we like to say, impression management, can help us understand how our public image is tied to our ability to reach desired goals. On today's episode we'll discuss: The reasons for our curated self-presentation The 6 types we exhibit most and why they work How to refine our current impression management strategies If you made it to the end of the show you know that we have some EXCITING NEWS! We are now offering virtual communication coaching. From free 30-minute discovery calls to custom coaching plans, we have just what you need to take your communication practices to the next level. So... if you enjoyed this episode and want to go further down the rabbit hole of impression management or want to enhance your communication skills in any way, head to artofcoaching.com/communication for more information! You can also check out our other offerings below: Join Our Coalition Mentoring Program here Follow me on social media: Via Instagram: @coach_BrettB Via Twitter: @coach_BrettB Subscribe to my YouTube channel here Learn More About My Courses, Clinics, and Live Events At: www.ArtofCoaching.com  

In einem Augenblick ist es geschehen: Wir haben uns verliebt, können jemand nicht ausstehen, ... der so genannte erste Eindruck ist, in der Psychologie wie in der Populärkultur, heiß diskutiert. Schon nach 100 Millisekunden -- das ist weniger Zeit als der sprichwörtliche Wimpernschlag benötigt -- können wir aus dem Gesicht unseres Gegenübers sehr viel herauslesen; zum Beispiel Attraktivität und Vertrauenswürdigkeit. Und das erstaunlich gut. Aber der erste Eindruck ist nicht alles. In den vielen Minuten, Stunden, Tagen, ... nach diesem ersten Augenblick kann noch sehr viel passieren. Beispielsweise können wir uns in jemanden verlieben, den wir zuerst so richtig doof fanden. Wir sollten uns also immer klarmachen, das der erste Eindruck genau das ist: eine erste, grobe, Einschätzung. Sonst kann es passieren, dass daraus eine selbsterfüllte Prophezeiung wird und unser Gegenüber sich irgendwann tatsächlich so verhält, wie wir es ihm oder ihr unterstellen. Darüber diskutieren in dieser Folge Claus, Niklas und Marius.

Mark Yarnell, a legend among network marketers. Bringing back my 2014 interview with him. He built six and seven figure empires in Network Marketing 3 different times.  Pay attention to what he shares about "Impression Management" and worrying too much about Other People's Opinions.  I used to listen to Mark Yarnell’s training CDS on my portable CD player at the gym. I am dating us both here, and I am sure they were on cassette before that.   I have learned a lot from him about Network Marketing over the years and because I have listened to him so intently in my ear buds, I really felt like I know him.   Join me on Facebook in our private group - http://StreetSmartWealthSchool.com   And, grab my social selling guide - http://StreetSmartWealth.me  

Kalau baca bukunya Erving Goffman yang judulnya The Presentation of Self in Everyday Life, kita bakal menemukan istilah Impression Management - Manajemen Kesan. Goffman sendiri mengartikan bahwa impression management adalah tindakan seseorang dalam mengatur pesan verbal dan nonverbal saat berkomunikasi dengan orang lain, agar tertanam kesan tertentu. Apa saja strategi impression management yang bisa diterapkan di social media?

This episode of Words and Actions starts with Veronika mentioning that the chief adviser to the UK government, Dominic Cummings, used his blog to ask “weirdos and misfits with odd skills” and “true wild cards” to apply for a position as his personal assistant. We also made the point that how much time recruiters spend on filtering CVs is a matter of seconds. These two studies provide evidence for this claim and suggest that the initial time screening a CV has actually gone down from 30 seconds to 6 seconds:   Barnum, C. M. (1987). Writing résumés that sell. Management World, 16, 10-13. Wallwork, A. (2019). English for Academic CVs, Resumes, and Online Profiles. Springer, Cham.   As promised, here is the list of studies on unconscious bias in recruitment decisions:  https://users.ugent.be/~sbaert/research_register.htm    We focused on biased decisions with regard to ethnic background, including that indicated by names. A recent study is    Derous, E., & Ryan, A. M. (2019). When your resume is (not) turning you down: Modelling ethnic bias in resume screening. Human Resource Management Journal, 29(2), 113-130   while the following article looks at whether anonymous CVs could be a solution (spoiler: possibly, but for high-status jobs, ethnicity tends to matter less to begin with):  Lacroux, A., & Martin‐Lacroux, C. (2020). Anonymous résumés: An effective preselection method? International Journal of Selection and Assessment 28(1), 98-111.  We then talked a bit about cross-cultural differences in content, layout and language use in CVs. One study, summarised by Veronika, compares German and Italian CVs: Hepp, M. (2006). The text type "curriculum vitae" in an intercultural perspective. indications for a linguistically based german as a second language instruction at university. Studi Linguistici e Filologici Online, 4(1), 109-129. http://www.humnet.unipi.it/slifo/ [in German]   Bernard then mentioned the DISCO tool, short for European Dictionary of Skills and Competences): http://disco-tools.eu/disco2_portal/ Moving on to digital footprints and digital shadows, Bernard referred to the relevant work of his colleague Stijn Baert (who also compiled the list of studies on unconscious bias):  Baert, S. (2018). Facebook profile picture appearance affects recruiters’ first hiring decisions.  new media & society, 20(3), 1220-1239. To find out more about the consultancy business of our interview guest, Anna Marie Trester, go to https://careerlinguist.com/. Her latest book is  Trester. A. M. (2017). Bringing Linguistics to Work. Lulu Publishing.  During the interview, Anna Marie mentions Erving Goffman (1922-1982), a Canadian sociologist whose work became very influential for conversation analysis and interactional sociolinguistics.   Finally, for the analysis part of this episode, we did an audit of each other’s internet presence. Here are some of our profiles we scrutinise:  https://research.flw.ugent.be/en/bernard.declerck  https://www.linkedin.com/in/erika-darics-35610448/?originalSubdomain=uk https://www.researchgate.net/profile/Veronika_Koller    Do come and say hi to us on any of the social media platforms! See you again for episode 12!

Learn how to control and cultivate the image you project onto others. Using our guidelines, you'll be able to manage the impression you have on friends, family, coworkers...and social media contacts. We talk about how you can control both your online and offline image so that you can put your best foot forward.

Lisa and Andrea are joined by Dr. Joyce Knudsen, Ph.D to talk about how self-esteem affects our health. As the Founder of The ImageMaker, Inc.® Communication Group in 1985, many subsidiaries have been formed, such as the Certification Division, Fashion Division, Consulting Division, Self-Esteem & Personal Development Division, Soft Skill Division & Social Site Division. Dr Joyce had the honor of becoming a celebrated and distinguished image professional from AICI (The Association of Image Consultants, International) & has conquered the field of image to include appearance, behavior and communication. How exciting it was to receive the title of Certified Image Master (AICI CIM) in 2000 from this Premier Image Association.Having innovated a distance learning program, The ImageMaker, Inc ® became recognized as a Distance Learning Training Program in l999 from Notre Dame University. She was the pioneer of Distance Learning in the Image Industry.Having written 10 books earning Best Seller: From Head to Soul for Women and From Head to Soul for Men (both in their 4th edition) about Fashion & Style, Dr. Joyce has received tremendous feedback from readers to add to her existing knowledge in the image field.After 10 years of producing Inspirational Talk Radio, she decided to produce a Podcast. Dr. Joyce produced the 12 Minute Inspiration with Gab Radio Network and has been heard on many radio outlets, including iHeart. She also has been the Executive Director of The ImageMaker Presents Cable Television Network in Detroit Michigan for three years before re-locating to the Nashville area.The ImageMaker, Inc ® Communications Group offers the most up-to- date courses in Image Management approved by AICI. She prides herself on updating all the course information often and researching the latest research in the field of Image and Impression Management. Realizing the great need for soft skills, she incorporated these into a much-needed course for people interested in becoming a Soft Skills Trainer. (People Skills)Her approach to her practice is creating a Strategy for clients for Image (Impression) Management and then helps clients with marketing (the one thing other programs leave out!).

------------------Support the channel------------ Patreon: https://www.patreon.com/thedissenter SubscribeStar: https://www.subscribestar.com/the-dissenter PayPal: paypal.me/thedissenter PayPal Subscription 1 Dollar: https://tinyurl.com/yb3acuuy PayPal Subscription 3 Dollars: https://tinyurl.com/ybn6bg9l PayPal Subscription 5 Dollars: https://tinyurl.com/ycmr9gpz PayPal Subscription 10 Dollars: https://tinyurl.com/y9r3fc9m PayPal Subscription 20 Dollars: https://tinyurl.com/y95uvkao ------------------Follow me on--------------------- Facebook: https://www.facebook.com/thedissenteryt/ Twitter: https://twitter.com/TheDissenterYT Anchor (podcast): https://anchor.fm/thedissenter Dr. Reinout E. de Vries is Associate Professor at the VU University Amsterdam and Full Professor at the University of Twente. Together with researchers like Michael Ashton and Kibeom Lee, he has worked on the HEXACO model of personality, showing that it provides a more optimal description of personality than the Big Five model and showing that it is, through its addition of Honesty-Humility, better able to predict a number of counterproductive behaviors than the Big Five model. His main research interests are in the areas of personality, communication styles, and leadership. Recent work has focused on the construction of a six-dimensional Communication Styles Inventory (CSI), a Brief HEXACO personality Inventory (BHI), the relation between Impression Management and Overclaiming and HEXACO personality, and on the relation between self- and other-rated HEXACO personality on the one hand and leadership, proactivity, impression management, and overclaiming on the other. He is currently working on lexical studies on sport personality and leadership and followership styles. In this episode, we talk about personality inventories, with particular focus on the HEXACO and its applications. We also talk about communication styles and the CSI, and the communication styles and personality traits that work the best in the workplace and for leaders. -- Follow Dr. de Vries' work: Faculty page (VU Amsterdam): http://bit.ly/2MYjl4C Faculty page (Twente): http://bit.ly/2nyankb ResearchGate profile: http://bit.ly/2MNWVTT Google Scholar: http://bit.ly/2n0mqGr -- A HUGE THANK YOU TO MY PATRONS/SUPPORTERS: KARIN LIETZCKE, ANN BLANCHETTE, SCIMED, PER HELGE HAAKSTD LARSEN, LAU GUERREIRO, RUI BELEZA, ANTÓNIO CUNHA, CHANTEL GELINAS, JERRY MULLER, FRANCIS FORDE, HANS FREDRIK SUNDE, BRIAN RIVERA, ADRIANO ANDRADE, YEVHEN BODRENKO, SERGIU CODREANU, ADAM BJERRE, ŁUKASZ STAFINIAK, AIRES ALMEIDA, BERNARDO SEIXAS, HERBERT GINTIS, RUTGER VOS, RICARDO VLADIMIRO, BO WINEGARD, JOHN CONNORS, VEGA GIDEY, CRAIG HEALY, OLAF ALEX, PHILIP KURIAN, JONATHAN VISSER, AND DAVID DIAS! A SPECIAL THANKS TO MY PRODUCERS, YZAR WEHBE, ROSEY, AND JIM FRANK!

Helen Perry is an Image Consultant who works alongside companies and individuals on Impression Management and all areas of presentation/branding.Named Houston’s 50 Most Influential Women in 2018, Helen has spent her career working with corporate executives but with youngsters too: in her Eticool School, she teaches fun manners classes to thousands of children. Learn all about how Helen became an image consultant in today’s fashion flavors of the month mentality.

This is a tough one but it is one that I believe holds a lot of power. It is more than likely a sub-conscience effort on your part. Make it conscience and own it!

Andie Kramer is a partner at international legal firm McDermott Will & Emery LLP, where she serves as the head of the Financial Products, Trading and Derivatives Group. She is also the founding chair and current co-chair of the firm’s Gender Diversity Committee. She has previously served on the Management Committee and Compensation Committee at McDermott Will & Emery. Outside of her practice, Andie is a nationally recognized advocate for the advancement of women, having helped countless women navigate obvious and subtle gender biases in their careers. Al Harris was a founding partner of the law firm Ungaretti & Harris, which later merged into the national law firm of Nixon Peabody LLP. All served as managing partner and as a member of the firm’s Executive and Compensation Committees. Al recognizes the barriers that women often are forced to navigate in male-dominated settings. Together with Andie, Al co-authored “Taking Control: Women, Gender Stereotypes, and Impression Management”. Together, Andie and Al feel strongly that the visible and invisible gender biases in today’s workplace culture can be overcome, and they believe that education and mentorship are the key to doing so. Especially in today’s #MeToo environment, it is more important than ever that organizations be prepared to reflect on their company cultures and bring gender equity to their workplaces. — It is a fact that our modern society is more aware of the prevalence of gender bias and workplace discrimination than ever before. But are we, as leaders, doing all we can to tear down gender barriers and recognize our own biases, whether external or internalized? Andie Kramer and Al Harris are subject-matter experts with two very different perspectives on gender bias, but they share the same conclusions and beliefs on how to make workplaces be more fair, open, and equitable. Both are legal professionals, but while Andie has had to personally experience gender bias in her career journey, Al has recognized the problem as an outsider looking in. Despite their different viewpoints, they are both dedicated to raising awareness and educating organizations on how to handle these challenging issues. In this episode, Andie and Al share their own points of view on gender bias and its detrimental effects on workplace health, culture and morale. From obvious and blatant discriminatory statements to more subtle microaggressions, from pay inequities to gender differences in mentorship opportunities, our “enlightened” modern society still struggles with the specter of workplace discrimination. The ripple effect of leadership is a powerful tool, and Andie and Al believe it can be used to bridge the gender gap in the workplace. But gender bias is a systemic habit that has a way of embedding itself deeply into organizations, and the true challenge comes from doing the necessary self-reflection to break out of the cycle of bias. Listen to the episode, and learn how to recognize and respond to gender bias in the most effective way possible. Ways to contact Andie Kramer and Al Harris: Website: www.andieandal.com 10-Question Assessment: www.andieandal.com//the-assessment

What can prisoners teach us about performance ratings? And how can we better measure performance and support development as leaders? Check out the research and some ideas that will help improve the way you lead.   Transcript Welcome to episode 17 of the Leadership Today podcast - let’s dive straight in. There’s a great piece of research out of England that involved people who had been jailed on violence and robbery offences rating themselves on a range of traits. Initially they were asked to rate themselves against the ‘average prisoner’. As we see in many studies of this sort, the prisoners rated themselves more positively than their peers - they saw themselves, for example, as more kind, dependable, honest and law abiding that the average prisoner. They were then asked to rate themselves on the same traits when compared to the average member of the public - and it’s here that the results become even more interesting. The prisoners saw themselves as more moral than the average person. They also saw themselves as more kind, more self-controlled, more compassionate, more generous, more dependable, more trustworthy and even more honest than the average person in the community. The only trait they didn’t rate themselves so high on was how law abiding they were, which makes sense given they were imprisoned for breaking the law. However, even then they rated themselves as on par with the average person on the street. This over-rating isn’t just limited to prisoners - people in a work setting are also notoriously poor at rating their own performance. Of the hundreds of people I’ve surveyed in my own research, the same pattern comes up again and again - 85% of people think their performance is above average, with 15% of people seeing themselves as just average. Not a single person I’ve surveyed has ever rated their performance as below average. This creates a range of challenges for leaders. If the vast majority of people over-rate their performance when compared to others, how do we manage their performance? Do you want to be the leader that runs around shattering these self-delusions that are so common? Probably not. Let’s take another angle. I want you to think back over your own career, and identify some points when would you have rated yourself most positively. For me, I have been most positive about my own performance when I wasn’t being stretched or challenged. I felt confident and on top of things. I felt like I was really delivering for the business. Interestingly, that probably also lines up with the times when I wasn’t as engaged in my work - now it’s not like I didn’t like my work, but it was just easy. I felt like I was contributing and doing my part, but didn’t need to try too hard. In contrast, as I think about the times when I stretched and challenged myself, my views on my performance dropped. It was in those moments that I doubted whether I could deliver what was being asked of me - did I have what it would take to perform? It was in these moments that I needed support and encouragement, because development feels hard. Having a leader that challenges you, but also supports and encourages you, is a great way to take your performance to the next level. But it’s not just individuals that have trouble accurately rating their own performance. Other research shows that leaders aren’t that great at rating people on performance either. Researchers found two factors led supervisors to rate individuals more positively - one factor was if they thought the person was similar to them, and the second factor was when they liked them. So as a leader I’m likely to rate you more positively if you are like me, and if I like you. And there’s an associated risk of under rating people that we feel aren’t like us, or that we don’t like.  Here are some ideas to help with these challenges around providing feedback on performance: Get out of the habit of rating your own and others’ performance relative to others - instead focus on the requirements of the job, the objectives and the progress the individual is making. This will help maintain that challenge to keep progressing and improving, rather than getting caught up in comparisons. As a leader, make sure you are combining challenge with support - work with your team to set challenging goals that keep people moving forward in their performance. But also recognise that when people are learning something new or challenging, their confidence is likely to drop. It’s in those moments that they need extra support and encouragement. Invite and provide feedback - having a culture where feedback is encouraged will help people to more accurately evaluate and refine their performance. Thanks for listening and for supporting the podcast. It has been great to hear how the content has been helpful.If you do want to keep in contact, go to the connect page at our website, leadership.today. There you can join our email list, and connect via LinkedIn and Facebook. I look forward to speaking with you next week.   Research Sedikides C, Meek R, Alicke MD, and Taylor S (2014). Behind bars but above the bar: Prisoners consider themselves more prosocial than non-prisoners. The British journal of social psychology / the British Psychological Society Sandy J. Wayne and Robert C. Liden (1995) Effects of Impression Management on Performance Ratings: A Longitudinal Study. The Academy of Management Journal Vol. 38, No. 1 (Feb., 1995), pp. 232-260

Helen Perry, Impression Management Consultant

Die Welt ist Bühne – die Couch auch? In unserer Seele spielen sich so manche Szenen, manchmal sogar richtige Dramen ab. Im Alltag schlüpfen wir in die unterschiedlichsten Rollen, die beiden Protagonisten, die sich Patient und Therapeut nennen, sind davon nicht ausgeschlossen. Wie sich unser Unbewußtes in diesen Rollen im therapeutischen Raum in Szene setzt und wie Psychoanalytiker diese Situationen verstehen, darum geht es in dieser Folge.

Dr. Joyce Knudsen is the founder of The ImageMaker, Inc ® Communications Group, which offers the most up-to-date courses in Image Management approved by AICI and DETC.  She prides herself on updating all the course information every six months and researching the latest research in the field of Image and Impression Management. She works side-by-side of every client to clarify what students are seeking in their careers, so they can focus on becoming the success they deserve to achieve.  Dr. Joyce  produces the 12 Minute Inspiration & is heard on many radio outlets, including iHeart Radio. She is also the author of ten books and since 2009, her social site status became at the top 1% of users worldwide–with over 24,000 connections on LinkedIn, 6,000 on Instagram and 1.12 Million Followers on Twitter. Website: www.drjoyceknudsen.com  Twitter: @drjoyce_knudsen

Impression Management: how to properly shake hands and what a ‘dead fish’ can mean to the person receiving your handshake.

This is a long episode.  Mainly because this is a complex and complicated area.  Also though, Dawn and I are research colleagues and friends too.  In this episode we get into a whole host of interesting and linked topics: Impression Management - how we work (non)strategically to manage how others see us Self Presentation - how we will work to present our 'best possible self' according to context Face and facework - the lines we negotiate, others give us or let us take in interaction and how they shape our identity(ies) Dark side of EI - how emotional intelligence can be used to change behaviour of others Principles of Influence - linking to Cialdini's 6 principles (Authority, Liking, Social Proof, Scarcity, Commitment and Consistency and Reciprocity) This was a joy to record and I hope that you enjoy listening to it.  Yes, it is a) long b) geeky c) academic at times d) practical at times  It is also a whole lot of fun and you, dear listener, are getting a deep insight into human interaction.  ENJOY!!!! References: EI (including the “dark side”) Kilduff, M., D.S. Chiaburu and J.I. Menges (2010). ‘Strategic use of emotional intelligence in organizational settings: Exploring the dark side’. Research in Organizational Behavior 30: 129-152.   Mayer, J.D. and P. Salovey (1997). ‘What is emotional intelligence?’ In: P. Salovey and D.J. Sluyter (eds.). Emotional development and emotional intelligence, pp.3-31. New York: Basic Books. Credibility/image restoration Benoit, W.L. (1997). “Image Repair Discourse and Crisis Communication”, Public Relations Review, 23(2), pp. 177-186. Benoit, W.L. & Drew, S. (1997). “Appropriateness and effectiveness of image repair strategies”, Communication Reports, 10, pp. 153-163. Benoit, W.L. and Stratham, A. (2004). “Source Credibility and the Elaboration Likelihood Model”. In: J.S. Seiter and R.H. Gass, Perspectives on Persuasion, Social Influence, and Compliance Gaining. London: Pearson Education, Inc. Facework  Goffman, E. (1967). Interaction Ritual: Essays on Face-to-Face Behavior. Garden City, N.Y.: Anchor Books. Impression management DuBrin, A. (2010). Impression Management in the Workplace: Research, Theory, Practice. London: Routledge. Goffman, Erving 1959. The Presentation of Self in Everyday Life. Garden City, NY: Anchor/  Doubleday. Self-presentation / self-disclosure Dindia, K.(2000). ‘Self-disclosure, identity and relationship development’.   In: K. Dindia and S. Duck (eds.). Communication and Personal Relationships. Chichester: Wiley. McKay, R., M. Davis and P. Fanning (2009). Messages: The Communication Skills Book. Oakland, C.A.: New Harbinger.  Schlenker, B. (2003) ‘Self-presentation’, in M. Leary and J. Price (eds) Handbook of Self and Identity. New York, NY: Guilford Press. 492-518. Influence Gass, R.H. and J.S. Seiter 2015. Persuasion: Social Influence and Compliance Gaining. Fifth Edition. London and New York: Routledge. https://www.amazon.co.uk/Influence-Psychology-Robert-PhD-Cialdini/dp/006124189X https://www.amazon.co.uk/Pre-Suasion-Revolutionary-Way-Influence-Persuade/dp/1847941435/ref=pd_lpo_sbs_14_t_1/262-4045715-2874451?_encoding=UTF8&psc=1&refRID=X5VV0EYGE3YJ626MVS34

In this episode, I interviewed Andie Kramer. Partner with McDermott Will and Emery and author of "Breaking Through Bias: Communication Techniques for Women to Succeed at Work,"  Andie talks about how to combat biases and stereotypes that can hold women back in the workplace. Topics covered: The issues and challenges of women in the workplace The importance of impression management and self monitoring Suggestions for handling interruptions in the workplace The concept of idea theft and how to circumvent it   Questions? Comments? Email Jeena! hello@jeenacho.com. You can also connect with Jeena on Twitter: @Jeena_Cho For more information, visit: jeenacho.com Order The Anxious Lawyer book — Available in hardcover, Kindle and Audible Find Your Ease: Retreat for Lawyers I'm creating a retreat that will provide a perfect gift of relaxation and rejuvenation with an intimate group of lawyers. Interested? Please complete this form: https://jeena3.typeform.com/to/VXfIXq MINDFUL PAUSE: Bite-Sized Practices for Cultivating More Joy and Focus 5-week program. Spend just 6 minutes everyday to practice mindfulness and meditation. Decrease stress/anxiety, increase focus and concentration. Interested? Please complete this form: https://jeena3.typeform.com/to/gLlo7b Sponsor: Spotlight Branding provides internet marketing services exclusively for solo & small law firms. Unlike most internet marketing firms, they do NOT focus on SEO. Instead, they specialize in branding their clients as trusted, credible experts, increasing referrals, and ultimately driving growth. For our listeners, Spotlight Branding is offering a complimentary website review. Go to: SpotlightBranding.com/trl Check out this episode! Transcript: Intro: Welcome to the Resilient Lawyer Podcast, brought to you by Start Here HQ -- a consulting company that works with lawyers to create a purpose driven and sustainable legal career. In this podcast, we have meaningful, in-depth conversations with lawyers, entrepreneurs, and change agents. We offer tools and strategies for creating a more joyful and satisfying life. Now your host, Jeena Cho. Jeena: On today's show I have Andie Kramer. She is a partner with McDermott, Will & Emery. Andie, welcome to the show. Andie: Thank you very much. I'm very glad to be here. Jeena: Andie, could we start by having you introduce yourself? Andie: Well, I am happy to introduce myself. I am the author of the new book, Breaking Through Bias: Communication Techniques for Women to Succeed at Work which I wrote with my husband. We have been focusing on and worried about how women can succeed at work for quite some time now. This is basically been the culmination of many years of research, and speaking, and trying to see if we can change the dynamic of women at work. Jeena: How did you and your husband become interested in this topic? Andie: Well, I've been interested in it for most of my career with more than 30 years in the trenches as a lawyer. Certainly seen the thought originally that if you put your head down and you just do a good job then, miraculously, everything is going to be fairly reflected. What I learned was that's just not the case. One of the key things that holds women back in the workplaces, the stereotypes and biases that people have about women and men and leaders. These stereotypes and the biases that flow from them hold women back because women are either too kind, too sweet, too nice, too soft -- which we would refer to as being too communal -- or to assert as aggressive, ambitious which is too agentic which is the word that the social scientist use to describe characteristics that are predominantly attributed to man. And so what we have is a goldilocks dilemma where women are too sweet, too nice, too kind, or perceived as too tough, too hard. Women have this narrow tight rope that men don't have in advancing in their careers. Jeena: In your book you talk about the importance of impression management. Can you talk about that? Andie: One of the things that is almost second nature to men that women tend to have more of a problem with is what is referred to as Impression Management and whether you want to call it emotional intelligence or political savvy, there's all sorts of different pieces of this elephant of impression management. But one of the things is that if we want to be certain that somebody is actually hearing us so that we're communicating and effectively being heard, we need to both understand ourselves meaning what do we want to accomplish in this conversation? It could be a written and oral or a non-verbal one, frankly. And so what we need to do is we need to be able to understand how the other person is hearing us. If they're not reacting the way that we want to then we dig into our characteristics of ourselves and we can modify slightly the way that we're communicating what it is that we have to say. Impression management is really something that men grow up doing since they're 5, 6 years old when they want to get on the tee-ball team with the captain who they don't like and, girls, we don't really tend to be socialized that way. Impression management is something that we need to think about as women and understand that it is an effective tool that we can use in our careers. Jeena: In your book you talk a lot about self-monitoring. What is self-monitoring and how is that related to impression management? Andie: Well, I think that that's the way that we are able to understand what it is that we want and how we're communicating. For example, when you wake up in the morning and you go to your closet and you're going to figure out what you're going to wear today, if you're going to a formal business meeting, you're going to dress very differently than you would if you were going to the beach, or if you were going to a casual event, you would dress differently from the way that you go to a formal. Self-monitoring and impression management are really pieces of the same thing which is that what we need to do is we need to understand sort of the context of the environment that we're in. And by understanding that context, we're going to be able to communicate in the most effective ways using our own capacities, our own skills, our own characteristics and traits. It's a way of understanding ourselves basically. Jeena: You talk about the difference between the different communications now as agentic and communal. To me it sounded like what you are suggesting in the book is to try to figure out when to sort of reach into toolbox and which tool to pull out. Sometimes it's more appropriate to use more a communal communication style and more… Sometimes it may be appropriate to use a more agentic communication. So for women who may not necessarily be exposed or are not used to using more of an agentic communication style, how do you go about learning it? Is it your practice or… You may sort of, intuitively, know that you have to use a more assertive style of communication in certain circumstances but that may not be intuitive for a lot of women. Andie: Well, that's really why we decided to write our book because what we found was that we all have these characteristics, every one of us -- male and female -- are going to have communal characteristics and are going to have agentic characteristics. It's just figuring out when one style or the other is going to be more effective that we need to do. You raised a very important point which is you said that most women are going to behave in a communal way because we're socialized to do that. But the way that leaders advance is by being more agentic. Women who succeed very often are going to have adapted or have already grown up with a more agentic style. What they have to do is sometimes they have to reign it in a little because people could misunderstand or because of their stereotypes and the biases that they have may find us unpleasant or unlikeable. Some women need to dial it up and some women like to dial it down. Some days it may be a dial up for one type of style or a dial down for the other. What we've done in our book is we've provided some real life situations and make suggestions and takeaways about ways you could practice; things that you can do to appear more trustworthy, or sincere, or confident. Women have, again, unlike men, women, we have to balance being nice so people like us so that we're not too far on the too agentic side. But we also need to be certain that if we're really nice and sweet that we're not then taken advantage of and believed to be nice and okay to have around but not somebody that we're going to want to have on important projects. So that's the goldilocks problem that we try to deal with. Jeena: And you mentioned some of these tools that are important for increasing sort of self-monitoring and self-knowledge. There's three that you talk about: grit, humor, and mind priming. Maybe we can start with grit. Can you talk a little bit about that? Andie: Absolutely. These are all concepts that have become very popular in recent years. In fact, there are some fabulous books out about grit and positive mindset and mind priming. What it is I would also add one more to that though. I would also add having a coping sense of humor because grit is really when we are prepared to go at it, to make it work. If we hit the ground, we stand up, dust ourself off and we keep going. Grit is, in fact, something that there are workshops and tool kits to try to help men and women develop grittier ways of dealing with the world. The positive mindset, or growth mindset, is also very important because what we have there is that if we keep hitting the floor and dusting ourselves off, we may not be able to advance unless we also have the capacity to step back and say “What am I doing wrong? What can I do differently? How can I grow from this?” And so people who have growth mindsets, positive mindsets, are very likely to keep trying to try new things, to approach new problems, to raise their hand. And people who have fixed mindsets and who don't have positive mindsets are more likely to be afraid of failing and so they're less willing to take a chance. And so when we put grit and positive mindset together, what we've got is we've got attitudes that can really help us advance. If we then factor in mind priming, which is very interesting, because what happens is that there's been recent studies would show that if we think about and write about sometime when we felt like we were rock stars, when we had a great day, when we were really happy, it turns out then, in other settings, interacting with other people, we can actually come across as being the leader. It gives us a way of sort of… whether it's placebo effect or not, I wouldn't know but what I do know is that it definitely works. We layer that on top of this and then the last piece, having a coping sense of humor, is that when… It's not going our way, when we're dealing with people who are small-minded or whatever, that we can either not become a standup comic but we can either laugh at the situation or get a wry sense of, well, this person really doesn't understand where the world's at. That helps us be stronger and move forward in adverse situations. Jeena: Are there deliberate practices that you can engage in to increase your grit or, I guess, to become more grittier? Andie: There are. There are. One of the things that I would suggest is that we start thinking about and approaching the world in a way that allows us to give ourselves permission to fail basically. Allow ourselves, give ourselves permission to take constructive criticism. There's grit tests that you can take online. We have links to that in our book, like takeaways for the attitude chapter. We can think about how we could stick with it for purposes of a growth mindset. There's also a mindset test that we can take. The ABA has a grit project and training tools for developing grit. Basically, there are techniques that can be done and the one important thing about all four of these is that it's not what you're born with, it's all trainable. We can all learn and expand our grit and our positive mindsets and our coping sense of humor. It's not “Well, I don't have it and so I'll never get it.” It's something that we can actually learn and grow with. Jeena: Yeah, and I think it's important to know that all of these practices that you're talking about, increasing self-knowledge, you're just becoming more aware; are all practices that we can actually practice. I think that's really the interesting thing about a lot of the research coming out of social psychology now is even things like happiness which researchers, for a very long time, thought was sort of fixed, we're finding that it isn't and you can actually engage and deliver practices like keeping a gratitude journal and actually boost that sense of happiness. Andie: Absolutely, and smiling. Just smiling helps. Jeena: Just smiling, yeah. Yeah. Andie: It does help even if you don't feel like it. Miraculously, all of a sudden, you'll feel like it. Jeena: I'm just reading a study that was published fairly recently in the last couple of months and they looked at all the Supreme Court hearings for the last couple of decades. Not surprisingly, the researchers found that the women justices were interrupted, I think, it was like two-and-a-half times the rate that the male justices were interrupted and I thought “Oh my goodness!” Even at the Supreme Court level this happens. Interruption is one of the topics that you talk fairly at length about in your book. For women lawyers out there, what are your suggestions for handling interruptions? Andie: Well, you've pointed to a very important issue, a problem that women face, because we're perceived to be less valuable, again, by virtue of the stereotypes that somehow we're going to be communal and nice and helpful but not the one who's going to make a decision. We're very often passed over whether it's in a meeting or in a conversation so that men will interrupt women. The statistics are something like seven times more frequently than they interrupt men as a general rule. So the Supreme Court justices are lucky if it's only two-and-a-half times more that they get interrupted. What happens is they don't even know that they're interrupting us. They don't even hear us. On our website we have a blog about with interruption tip sheet as to how you can avoid interruptions. But, for example, you're in a meeting and no one seems to be paying attention to you -- common situation complaint for women. One technique is to stand up. Go get a glass of water, get a cup of coffee, and then start talking. When you walk back to your chair you don't sit down. It's much harder for people to interrupt you if you're standing and they're sitting. That's one technique. Another technique is men can very easily say “I'm not finished yet” in a very harsh voice and people back off. If a woman does that then their hair catch fire and they don't have a clue what to do. So women need to be able to do that in a more -- even if it's offensive, in a more pleasant sort of “Fred, I'm not quite finish yet. You can have the floor when I'm done.” But one thing is that there's studies that say that senior men in board meetings -- and this is out of the UK -- that they complain that women let people interrupt them and that the women are much more willing to not defend their positions. That's something that we, as women, need to think about is when we have something to say, we need to kind of screw up our courage so that we will, in fact, say it and make sure that we're heard. Jeena: Yeah. I think when we're in conversation with other women, we sort of naturally interrupt. But the interruption isn't to change the subject or to disagree with you. It's almost like, “Oh, I'm affirming what you're saying. It's just how we sort of relate to one another.” I find that that actually has a very different tone when you're in a mixed gender sort of an office type of environment when a manager of this because he's just done with whatever it is you're saying and he wants to change the topic and want to sort of move on to something different. Do you have tips for saying it in a way that is it the tone? Is it the body language? This is almost silly to say but he doesn't feel like his ego is bruised by you saying “Hey Fred, you're interrupting me. I'm not finished.” Andie: Well, you've touched on a few different points that are all very important in the context of interruptions because what happens is there's basically two -- there's many but you could divide interruptions into two buckets. One is the “I'm agreeing with you.” “Yeah, you're right. Keep talking,” kind of interruption. Women tend to do that a lot more than men do. But the other type of interruption is to try to grab the floor from you. So you have to be understanding which type of interruption it is. And if it is trying to grab the floor from you, then you have to hold your ground. You may need to say, at some point, “Fred, that's enough. I'm not finished.” Sometimes what women can do is they can talk louder, they can talk faster. If you don't look at the person who's trying to interrupt you, it turns out that it's much harder for him to actually be successful with it. Depending on how senior he is can determine how you respond to him. If he's your boss, you should be always sticking to the “Fred, let me just finish” as oppose to “Fred, I'm not done yet.” Tone and whatnot plays a key part in it. But just talking faster or louder is not going to be enough. You have to confront the person if they're persistent in trying to take the floor away from you. Jeena: It's a difficult thing to do. I think we should just acknowledge that saying to someone “Hey, you're interrupting me. Can you not do that?” or in some variations, right? It's kind of hard. Do you have suggestions on practicing it or kind of becoming more skilled at it because I think this is definitely a learned art. Andie: It is and there are ways to do it. If you feel uncomfortable holding your ground and you know that then what you could do is you could ask a friend to have a conversation with you where they intentionally try to take the floor from you. You could practice a speech or a presentation that you have in mind, something that you could then try to make a point. It's not that hard to get a rhythm going if your understanding what it is your objective is. The objective is to be heard. Your objective is to be making a point or your objective is to be certain that if you're making a contribution you get credit for it. It's very important if you remember that, and that goes back to the self-monitoring and the impression management part of everything. That's really why we started our book there which is that you have to understand what your objective is. If your objective is to hold the floor, then you need to be certain that you hold it. If your objective is to make sure that Fred's feelings aren't hurt then you may be approaching the response in a very different way. Jeena: I also love the suggestion in your book about sort of standing up for other women when she's interrupted and say “Let her finish.” I thought that was such a great advice that we, as women, can support one another just by saying “Hey, let her finish.” Andie: Exactly. It turns out… We refer to that as sort of men will very often pile on. So when a man says something great, that will pile on. But when a woman says something great, it's as if nobody hears her. Then 5 minutes later when Fred says the same thing that all of a sudden they get out the golden chariot and they start carrying Fred around for coming up with this great idea. The other side of that same issue is that when a woman gets interrupted, it's very hard if she's the only woman or one of the few women in the room. It's very hard for her to really keep the floor and that it pushes her into that uncomfortable zone. It's not hard for somebody else to say “Oh, wait a minute. You're saying something really interesting. Let her finish. She's not finished” or “I thought that Jessica said that a few minutes ago” or “Gina said that a few minutes ago. Why don't we go back and hear what she has to say?” A really good leader of a meeting would be doing that for the whole group but, unfortunately, there are very few leaders that pay attention and have that much focus as to who actually made the statement first. Women, we can help each other. Other men can help us. We could go into a meeting where we say to a friend of ours, “Listen, I'll watch your back if you watch mine. Keep an eye out and we can help each other.” Overtime, miraculously, if it's pointed out even just once or twice, the people in the room get it because they're not trying to be pigs. They just don't understand what it is that's going on. They don't understand that they're buying into their own biases. Jeena: Right. I think it's also hard to kind of empathize and know what it's like to constantly be interrupted, to have your ideas stolen from you. Yeah, I think these are sort of really great tools. I think you've sort of alluded to the idea of idea theft. Can you talk a little bit about that? Andie: Well, that happens, unfortunately, on a regular basis in many of the workshops and speeches that my husband and I will do about women in communication. If we ask the question, have you ever been in a meeting where you said something brilliant and nobody pays any attention and then 5 minutes later Fred says the same thing and he's carried around in that golden chariot? Almost every woman in the room is going to raise her hand. The men in the room look at the women like they're crazy. They have absolutely no sense of it. If you say something and your idea is stolen, you have to think first “Did I communicate it in a powerful way? Or did I possibly say what I had to say with ‘Oh, this may be a dumb idea but…' or ‘I'm not an expert on this but…'” because women, very often… because we don't want to be perceived as too agentic, we'll dial it down to the point where we're pouring cold water on our own ideas. So the first thing we need to do is say “Did I articulate this and communicate it in the most powerful way that I could?” If the answer to that is no then we know that next time we're going to practice and try harder. But if the answer to that is yes then we need to be certain that we own our own ideas. So we have to then say “Fred, that's a very good recitation or repeat of what I said a few minutes ago.” Of course, you do it with a smile on your face not a wagging finger in Fred's face. You can bring the conversation back to make it clear that you thought and made this comment first. Unfortunately, women, we don't do it as much as we should and we walk out of those meetings angry. The last thing we want to do is walk out of the meeting angry because then we're going to be just stewing about it and stewing about it and it's going to affect our all well-being as well as our standing in our organization. Jeena: Yeah, so true. Talk about self-promotion. How do women and men promote differently and what are some ground rules or advice for doing self-promotion for women? Andie: Well, one of the problems that women have is that one of the big stereotypes about us is that we're supposed to be modest. If we're modest then how could we possibly be self-promoting? You had asked at the beginning of our conversation, how did we get involved in this topic in the first place. For me where one of the sort of aha moments was when I was on my law firm's compensation committee, I started to read the self-evaluations of my colleagues and the self-evaluations of the women were all about “I was on the X, Y, Z team and I enlist the 20 teammates. We did a fabulous result for the client. We want to applaud the following 12 people.” A man who was working on that same project is not talking about the team or we, he's talking about how he single-handedly scaled the Empire State Building and rescued damsels in distress on the way down. What I started to do was I put together a self-evaluation do's and don'ts to try to help our women be certain that they were approaching their self-evaluations the same way that the men do. It was an eye opener both for me to see that but also for the women to know that they had permission, if you will, to talk about themselves in that way. Not being too in-your-face that it triggers the goldilocks dilemma but you have to be certain to understand that if it's a self-evaluation, you need to be talking about yourself. If you're asked to talk about your team then you talk about your team. If it's a promotion conversation, what happens is men can go into a promotion discussion and say “I deserve it. It's my turn.” Women cannot do that. Instead, what we need to do is we have to build the case for why promoting us is in the best interest of our organization. So it's not fair that we have to be balancing on this tight rope. It's not fair that we have to do this but in today's gender bias workplaces, this is a way that we can assure that we're going to be treated fairly. Jeena: That kind of brings me to another question about, you know, all the topics that we discuss so far really kind of giving advice to women about how they can shape their behavior so that they're heard, that they're compensated fairly, so on and so forth. As an organization, especially like a law firm for example, how do we start to have this conversation and actually involve the men so that they become more sensitize? I mean are these type of trainings on gender bias effective? Are there sort of programs out there that you've seen? Because to me it seems like we can't just tell the women “It's up to you to fix this,” right? We really need both genders involved. Andie: Absolutely. This is a problem that you have to fix for yourself. By talking about what women can do that is not, in any way, intended to let men and organizations off the hook. So it's a perfect point to say that men, first of all, need to understand how the stereotypes and biases work. They have to really should read our book as well because we wrote it addressed to women but Al's participation and his objective really was to be sure that men were thinking about and focusing on the problems and why it is so much harder for women to get ahead than it is for men. Men can be fabulous allies for women but they don't see it and they need to understand why it is that women have these problems. We believe that it's because of the stereotypes that hold women back. Organizations need to make certain that their policies and procedures are fair and that their policies and procedures do not feed into these stereotypes and biases. One of the things that we've done at my law firm, for example, is we've tried to move away from the subjective sorts of senior evaluations so that reviews of younger lawyers don't have open-ended questions that would allow somebody to say “She doesn't really fit in” or “She just doesn't have what it takes.” It's all based on core competencies and this is where law firms are moving to now. So that it's harder for somebody to criticize somebody because they don't like them, because they're too nice, or because they're too aggressive. They're too communal or too agentic. It forces them to evaluate the work product. That's only one way but, also, holding people responsible for their evaluations. There's a lot of work about how we all react quickly and when we react quickly, it ends up this… The gut reaction, very often, is based on stereotypes and the biases that we have since we grow up with those since we're 3, 4 years old. We've adopted stereotypes about women and men, about young and old people, and about people whose skin color is different from ours. What we're doing is we have habits that are hard to break and that's what this is all about. What an organization can do is it can make certain that it doesn't allow one person to evaluate who should be brought into the firm or the company for recruitment, for compensation, for promotion. That those processes need to have more objective standards imposed. What happens is, miraculously, when people think slower or when they know somebody else is evaluating what the decision that they're going to make, they tend to be much more fair and more gender neutral, more racially ethnically more neutral. And so for women today, what can we do to help ourselves? That's really why we started with and focus on what women can do. But men and organizations need to get on the program and need to do their fair share. So don't think I'm giving them a free pass because I'm not. Jeena: There's just a lot of things that you talked about -- starting to recognize your own stereotypes and implicit bias and kind of adding that pause between the stimulus. So you see someone that looks different from you, we have those sort of automatic responses. . I think one of the more interesting research testings coming up recently is about how mindfulness just being more present to what's happening in the moment and really kind of allows people to see their own implicit bias and that, actually going through mindfulness programs has been shown to reduce the implicit bias and that sort of like automatic reaction. I think it's important to kind of say like we all have implicit bias and just because you have them doesn't make you sort of a bad person. Like I have these conversations all the time where I start to talk about all of these sort of implicit biases and, I think, sort of if you're the old white guy in the room there can be the sense like somehow we're saying you're a bad person or that is can kind of sort of come across as being a personal attack. What are your thoughts on that about how do sort of make them feel like they're part of the solution and not the problem? Andie: One of the tricks is that if you make them part of the solution as oppose to part of the problem. One of the things that Al and I have been doing in some of the workshops and the training that we've been doing is we're providing scenarios and role playing -- depending on how much time we have -- and create set up the problem and allow the women and the men “How would you handle this?” and discuss it as a group. By being part of the solution, it can be a very effective way of making the points. We've had people walk out of these workshops saying “I can't believe that I really thought I didn't have any biases and I now see that I do and I now see that there are things that I can do to prevent this going forward. Jeena: I love that and I love kind of making people feel like they're allies and that they can be part of the solution. As we kind of wrap things up, do you have sort of final advice? I Guess I'm more actually interested in advice that you might have for the guy listeners on the podcast. I feel like we gave lots of advice to the women that are listening. Andie: Well, I think, the first thing that men need to do is they need to understand why it is that women are not succeeding in the same pace that men are. They need to understand that it's not that women are more interested in baking cookies for the party or being the party planner. They need to encourage the women. They need to bring them onto their teams. They need to take the women out to lunch and talk to them and mentor them the same way that they mentor the men. They need to not follow the Mike Pence rule of “I'm never having a meal with somebody who's a woman.” They need to understand that they need to be champions for women as well as for men. That's really the starting point. From there, I think, the whole world would open up. Jeena: I think just to sort of recognize that, you know, sometimes it may not be comfortable. So a lot of these suggestions that you have might not come naturally. You might actually have to look at why is it that these suggestions make you feel uncomfortable and kind of doing it anyway. Andie: Exactly. Exactly. And that we're all educable because, probably, 80% of the people that we interact with wants to do the right thing. Maybe there's 10% that are going to need more work at it and then there's maybe 10% that just don't care. But 80% of the people that we deal with want to do the right thing. So, to the men out there who are listening, they have an opportunity to be a change agent and they can help make sure that women do succeed at work. Jeena: Perfect. I think that's the perfect last comment. But before I let you go, I have one additional question. The name of this podcast is called the Resilient Lawyer. What does it mean to be a resilient lawyer to you? Andie: Resilient lawyer to me is a lawyer who is going to adopt the grit, mindset, mind priming, and coping sense of humor that is what's going to allow you to pick yourself up, dust yourself off, and figure out that if you keep hitting the wall, maybe if you step 2 feet to the left, you could actually go through a door. That's what it all is. If we apply, if we put these pieces together, we can't just keep doing the same thing. But being resilient is learning from our mistakes and raising our hands so that men and women need to raise their hands to get on the projects that are going to give us the strength to do more and more important work going forward. Jeena: Andie, thank you so much for your time. I really appreciate it. Andie: Well, thank you so much for allowing me to share my thoughts and resilient lawyers going forward. Go team, go. Jeena: Thanks.   Closing Thanks for joining us on the Resilient Lawyer Podcast. If you'd like to build a more profitable and purpose driven law practice, learn more about us at startherehq.com. If you've enjoyed the show, please tell a friend. It's really the best way to grow the show. To leave us a review on iTunes, search for the Resilient Lawyer and give us your honest feedback. It goes a long way to help with our visibility when you do that so we really appreciate it. As always, we'd love to hear from you and you can drop us an email anytime at hi@startherehq.com. Thanks and look forward to seeing you next week.

You are never perceived in a neutral way. You are always making an impression to yourself or to others on your ability to influence others. When meeting someone for the first time your appearance and demeanor have said it all. The questions to ask yourself are – do I have an accurate understanding of these impressions and are they really what I want to convey? And if I don't like what I learn about how others perceive me, what can I do to change it and manage it to get the results I want? In this episode, we talk with an impressment management guru about what to focus on and how to improve the way you are perceived at work, as well as the link between impressions, business relationships, and performance at work.

You are never perceived in a neutral way. You are always making an impression to yourself or to others on your ability to influence others. When meeting someone for the first time your appearance and demeanor have said it all. The questions to ask yourself are – do I have an accurate understanding of these impressions and are they really what I want to convey? And if I don't like what I learn about how others perceive me, what can I do to change it and manage it to get the results I want? In this episode, we talk with an impressment management guru about what to focus on and how to improve the way you are perceived at work, as well as the link between impressions, business relationships, and performance at work.

You are never perceived in a neutral way. You are always making an impression to yourself or to others on your ability to influence others. When meeting someone for the first time your appearance and demeanor have said it all. The questions to ask yourself are – do I have an accurate understanding of these impressions and are they really what I want to convey? And if I don't like what I learn about how others perceive me, what can I do to change it and manage it to get the results I want? In this episode, we talk with an impressment management guru about what to focus on and how to improve the way you are perceived at work, as well as the link between impressions, business relationships, and performance at work.

When we change jobs, ingratiation plays a significant roles on how we create relationships with our new colleagues. How can you build new relationships as a new employee? David Long is conducting new research on impression management at work – he’s a professor at William & Mary’s Mason School of Business. Long teaches organizational behavior and conducted a series of studies on this subject and how it affects leaders as well. Listen in to learn about new employees, making an impression, and how it affects the rest of the team. Learn how the William and Mary Center for Corporate Education can help you and your organization develop your top talent through customized executive education and professional development programs. Visit us at www.wmleadership.com. Thank you for listening.

Does it matter what others think about you? Do you want to find out what God thinks about you? Join us as we discover what it means to live without fear as a child of God.

Does it matter what others think about you? Do you want to find out what God thinks about you? Join us as we discover what it means to live without fear as a child of God.

  Your Listening to the Street Smart Wealth Podcast, show 143.   I was so sad to hear of Network Marketing Legend Mark Yarnell's passing on March 4th, 2015. He touched my life and helped develop my skills and knowledge of how to be successful in Network Marketing. His phrase - Impression Management - which is handling how you feel about what others may say and think about your involvement in Network Marketing stands out strong for me. I had the honor of interviewing him last year, and wanted to re-broadcast that show in case you missed it. Access the full transcript here. Welcome to the Street Smart Wealth Podcast, show #143.  SPONSOR Are you looking for coaching to be successful in your Network Marketing business? Want to also learn how to generate your own leads online? My Inner Circle Coaching Program may be just what you need. Learn more at - JackieUlmer.com/coach   Do YOU want a shout out? Do you have people on your team who you want taking action, refer them to the podcast!   And, make sure your name is entered in the drawing for a free month of Social Media Backstage Pass Coaching coaching by completing your review! Go to http://JackieUlmer.com/itunes Mark Yarnell Tribute Mark Yarnell, Network Marketing professional and legend passed away March 4, leaving a huge legacy and deep void in network marketing. Here is my interview of him from last year, full of fun and nuggets of wisdom as only Mark Yarnell can deliver.   What other's are saying - Stacy Todd Clark, on Facebook - Mark was one of the most generous people I knew. He taught to me to never judge a person asking for money. He would say if they are a "fake" that was between them and their maker. That I should give what my heart felt and to never second guess it. One day we were walking in downtown Reno and a man who was definitely tipsy asked Mark for money, he reached in his pocket and gave the man a $20 bill. I was surprised and said Mark he is just going to spend it on booze. Mark smiled that beautiful smile of his and said even a drunk deserves a Chivas Regal now and then. Mark Walmsley, on Facebook - Mark Yarnell, the author of "Your First Year In Network Marketing" passed yesterday. He was a true legend of the industry and his book is an absolute must read for everyone in this amazing profession. I appreciate his phone call when he had read my book, his words of support and encouragement meant a lot to me. Thoughts and Prayers to his family and friends. And, there are hundreds of others. Listen in to hear some of Mark's great insights into our profession of Network Marketing.  Thank you, Mark, for the gifts you gave to all of us. You will be greatly missed.   Learn more about building an effective Network Marketing business both online and offline in my Direct Sales Online Coaching Program!     JackieUlmer.com/connect - Details on my new business launch with my daughter.   iTunes reviews shout out!   You’ve been entered into a drawing for a free month of my inner circle coaching program.   I LOVE and appreciate reviews!   Go to JackieUlmer.com/itunes or JackieUlmer.com/stitcher to leave your review and be entered into a drawing for a free month of coaching. Show notes http://JackieUlmer.com/143 I really do want to hear from you. This world and business needs more connection! Do you have a question or comment for me? Feedback for the show? Tweet me - @jackieulmer let me know what's on your mind. I'll respond! and if you have a question for the show, add the hashtag #JackieUlmer or, ask them at JackieUlmer.com/question and include a link to your blog for a link back! Has this been helpful? I would REALLY appreciate it if you would rate the podcast on iTunes or Stitcher, or wherever you listen. Just go to  JackieUlmer.com/iTunes - click to view in iTunes and you’ll see the link to reviews And, share the link with friends and team partners! On Stitcher - JackieUlmer.com/stitcher Until next time - remember this - Hesitation Never Cashed a Check!    

In response to a listener suggestion, Karel devotes this episode to various ways of improving your personal impression management using the techniques and approaches from product marketing.