/2020“Most people do not listen with the intent to understand, th - PDF document

/2020“Most people do not listen wit
/2020“Most people do not listen with the intent to understand, they listen with the intent to reply.” Steven CoveyCurrent events are offering us an opportunity to not only hear one another, but to truly listen. Active listening is a skill we can practice and improve upon; features include remaining neutral to learn more about active listening, then join aConversation with Colleagues call to practice your listening skillsConversations with Colleagues click attachments to add to calendarThese conversations are meant to create a space for employees to support each other, share their thoughts, listen, Callin Number:5243 or 617Passcode: 0357274##Can’t join Recording from 7/8:https://usfs.adobeconnect.com/po799vv81nhe/ Keep theConversationGoing: Be a Host!Rebecca Wallacefor a facilitator’s guide that provides tools for holding respectful conversations on challenging topics.The Conflict Management Prevention Center also haslist of facilitators available to assistor contact Brandy BillieMoore, Amy Padilla, Lois Lawson, or Rick Balolong in the Civil Rights office. Work Environment Employee Resource GuideWEPO’sWork Environment Employee Resource Guideoutlinesthe tools and resources available to all employees who are seeking guidance with a work environment challenge. The guide provides descriptions of resources and relevant contact information. Visit theWEPO homepage download andprinta copy for your records.Resilience & Personal EffectivenessThe Resilience & Personal Effectiveness program has several upcoming offerings and many recorded webinarsintended to helpchange our response to stressors, cope with anxietyand build resilience through medical and sciencebased techniques. MindfulnessBased Stress Reduction (MBSR)We will offer another MBSR series starting Sep

tember 29, 2020. Please contact ichelle
tember 29, 2020. Please contact ichelle Reugebrinkto sign up before September 24, 2020.Dates: Tuesdays September 29November 17, 2020 (2 to 2.5 hrs. each Tuesday for 8 weeks) Time7:00 a.m. Alaska / 8:00 a.m. Pacific / 9:00 a.m. Mountain / 10:00 a.m. Central / 11:00 a.m. Eastern & Atlantic StandardType of Session:Conference Call (More information will be provided at signup)Hosted By:Michelle Reugebrink, Work Environment & Performance OfficeUpcoming Work Environment Webinars and CoursesUnconscious Bias TrainingThis presentation, “Eliminating Barriers in Recruitment and Hiring,” will address equity initiatives, accountability, and awareness about holding unconscious beliefs regarding social stereotypes. Opening remarks will be led by Dr. Karlease Kelly, Chief Learning Officer in USDA’s Office of Human Resources Management, to be followed by a panel presentation with leaders in government and private industry. Register through AgLearn, links to view the event will be sent separatelyDate:Monday, July 20, 2020Duration:1 hour 30 minutesTime:6:00 a.m. Alaska / 7:00 a.m. Pacific / 8:00 a.m. Mountain / 9:00 a.m. Central / 10:00 a.m. Eastern & Atlantic StandardHow to JoinRegister through AgLearn Recorded WebinarsNoticing Our Response to Our Stressors & Anxiety: Foundation for a Healthy and Productive Response (Part 3 of 5) *Can be attended as a 5part series or individually.At times like these, it can be difficult to remain calm and focused. It's easy to get caught up in fearful or worried thinking about what might happen. Stress and anxiety are a part of life, especially during these times of uncertaintyhowever they don't need to control your day. Playback linkhttps://usfs.adobeconnect.com/pcd9k41g0cug/ Duration:1 hourAdditional Tools and ResourcesEmployee Assistant Program (EAP)Visiis sharep

oint sitefor more information on theEmp
oint sitefor more information on theEmployee Assistant ProgramOne Way to Practice Vulnerable AccountabilityRecognize blame for what it is. Professor and author Brené Brown offerstwo important insights on this toxic behavior. Blame releases discomfort and pain: We often try to fault others for our mistakes because it makes us feel like we’re still in control. “I’d rather it be my fault than no one’s fault,” says Brown. But leaning into the discomfort of mistakes is how we can learn from them. “Here’s what we know from the research,” says Brown, “blame is simply the discharging of discomfort and pain. It has an inverse relationship with accountability. Blaming is a way that we discharge anger.”Blame is faster than accountability: Accountability is a vulnerable process that takes courageand time. “It means me calling you and saying, hey my feelings were really hurt about this, and talking,” says Brown. “People who blame a lot seldom have the tenacity and grit needed to hold people accountable. Blamers spend all of our energy raging for 15 seconds and figuring out whose fault something is,” adds Brown. It’s difficult to maintain relationships when you’re a blamer, because when something goes wrong, we’re too busy making connections as quickly as we can about whose fault it is, instead of slowing down, listening, and leaving enough space for empathy to arise.(Source: https://www.mindful.org/twolessonsblamefrombrenebrown/) Consider this…Let yourself feel shame. We defuse the power of difficult emotions when we explore them with mindful compassion. Get curious about the bodily sensations that arise as you lean into those emotions. And when shame rears its head, we can learn to stay with the difficult feelings and survive th