M06 Techlive

00:47:00
https://www.youtube.com/watch?v=1iInt_uyY5o

摘要

TLDRIn this session, the instructor discusses several topics of interest for the students as they wrap up the course. The session emphasizes the importance of communication in organizations — both formal and informal — and how it can affect workplace dynamics and productivity. Students are encouraged to provide course evaluations to help improve future classes. There's a reminder to use the option to skip an assignment per week wisely, and ensure completion of required points for passing. Deadline extensions, called 'incompletes,' are available under extenuating circumstances. Non-verbal communication, such as body language, is also highlighted as a crucial aspect of workplace interactions. Students share thoughts on organizational communication, and the instructor advises on how to manage and improve it in professional settings. The finale includes details about assignment submissions, points needed to pass, and some light conversation about upcoming holiday plans.

心得

  • 🎓 Utilize the ability to skip one assignment per week for better time management.
  • 👍 Staying on track with deadlines is recommended, but some delays are acceptable.
  • 📣 Effective communication involves both providing clear information and recognizing non-verbal cues.
  • 🔄 Timely evaluations from students are essential for course improvements.
  • 💡 Use grapevine communication carefully to control rumors and informal messages.
  • 📅 The importance of planning and deadlines in academic and professional settings is highlighted.
  • ❤️ Communication is a tool for motivation and improving organizational culture.
  • ⏱ Incompletes allow extra time for coursework but should be avoided with new class overlap.
  • 📈 Managers should work on improving clarity, frequency, and timing of communication.
  • 🙌 Students appreciated the supportive environment and instructor's approach.

时间轴

  • 00:00:00 - 00:05:00

    The host begins the session by greeting everyone and checking audio levels. They express disbelief at how quickly the course has progressed to week six. The icebreaker involves reflecting on what advice they would give new students about the course, emphasizing the flexibility of deadlines and the utility of skipping assignments if needed.

  • 00:05:00 - 00:10:00

    Students are encouraged to share feedback on the utility of live sessions and suggest any changes. The host contemplates including information about a resource, Timely Care, earlier in the course, following student reflections that revealed its prior lack of awareness.

  • 00:10:00 - 00:15:00

    Discussion shifts to the course content, covering managerial roles, leadership styles, cultural impacts, and analytical tools like SWAT analysis. Despite some viewing these as outdated, examples are provided of their practical use, including a recent SWAT analysis conducted by a new college president.

  • 00:15:00 - 00:20:00

    The week's focus is on communication, organizational planning, and management. The host shares personal news of a friend's passing, affecting their state of mind. They express the wish for more immediate assistance from resources like Timely Care.

  • 00:20:00 - 00:25:00

    Plans for future courses are discussed, as well as student progress and instructors in upcoming sessions. The host praises one instructor's approachable nature while advising awareness of another's strictness regarding deadlines.

  • 00:25:00 - 00:30:00

    Students are urged to complete course evaluations, important for faculty promotions and course adjustments. The host explains the anonymity of these surveys and encourages students to be candid.

  • 00:30:00 - 00:35:00

    An explanation on the allowance of incomplete grades is given for students who require extra time beyond the course end, advising on the appropriate circumstances for requesting this.

  • 00:35:00 - 00:40:00

    Communication within an organization is addressed, highlighting its importance. Barriers to effective communication, such as cultural differences and personal biases, are identified. The host shares a personal dilemma regarding addressing unknown pronouns in formal emails.

  • 00:40:00 - 00:47:00

    Non-verbal communication's significance is discussed, with examples of body language in meetings. Strategies for gaining support in meetings and dealing with grapevine communication are also shared. The session concludes with a focus on developing effective messaging strategies for leaders.

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思维导图

Mind Map

常见问题

  • What advice would you give new students entering this course?

    Focus on staying on track, but don't stress if you're slightly late. Utilize the option to skip an assignment per week when needed.

  • What aspect of the course should be introduced earlier for better student support?

    Timely Care could be introduced earlier in the course. Students find the resources helpful, so earlier knowledge could be beneficial.

  • When are final assignments due if I'm running late?

    You have until the Wednesday following the last class to submit late assignments, but officially by Sunday is fine.

  • How many points do I need to pass the class?

    591 points are needed to pass the class with a minimum of a D grade.

  • What is an incomplete, and when might it be requested?

    An incomplete allows extra time to finish coursework due to extenuating circumstances. It's advisable to avoid if you are starting a new class.

  • What is grapevine communication?

    Grapevine communication refers to informal communication, such as rumors or gossip within an organization.

  • How can managers improve communication within their organization?

    Managers can improve communication by being more frequent, timely, and clear about their messaging.

  • What is non-verbal communication?

    Non-verbal communication includes body language, such as facial expressions, posture, and gestures.

  • Why is effective communication important for managers?

    Communication is crucial for keeping employees informed and motivated, and it's essential for effective leadership.

  • How can managers limit gossip and rumors in the workplace?

    To reduce gossip, ensure that employees are well-informed and rumors are addressed promptly.

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  • 00:00:01
    how is everyone doing this evening I
  • 00:00:03
    hope yall can hear me you can right
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    hopefully perfect
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    okay so I have
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    my my latte with me a glass of water I
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    think I'm good to
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    go this is it like week six right this
  • 00:00:25
    is the last week can you believe it it
  • 00:00:27
    it goes by really fast I told you it did
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    it's just crazy how quickly it
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    goes super fast I agree
  • 00:00:42
    wholeheartedly all right so for
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    Icebreaker I thought we could
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    do oh a couple different
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    things uh you've been through this
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    course with me
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    now and I was wondering what you would
  • 00:00:57
    tell the new students coming in what are
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    the most important things to know um is
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    there anything you do differently or
  • 00:01:05
    what would you do more of the same if
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    you could just let me know that and I
  • 00:01:12
    pretty much think I know but you know
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    students always surprise me with new
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    information so what do you
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    think what are some good pointers for
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    this course
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    I give you all just a minute I see some
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    people typing I know it's a big ask
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    sorry do like the fact that we can skip
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    an assignment per
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    week yeah that definitely comes in handy
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    especially when you get when you get
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    super busy
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    right stay on track even though late
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    work is
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    accepted yeah that's why I like to tell
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    students yeah use them as a pacing guide
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    the deadlines like it's a good idea to
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    kind of follow this but if you're a
  • 00:02:17
    little bit late here and there it
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    won't matter too much but it's when it
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    starts compounding week after week that
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    can become
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    problematic uh take your time don't
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    stress about assignments right yeah for
  • 00:02:33
    sure what about these Tech lives do you
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    find them helpful is there anything I
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    could do differently or should do
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    differently very
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    helpful I appreciate that I try to go
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    off of like I have my notes and I'm
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    always adding to them moving things
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    around like I think I should probably
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    mention timely care a little bit earlier
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    in the course I was thinking that the
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    other day that be nice to know at the
  • 00:03:02
    beginning lots of
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    information yeah so um that's what I was
  • 00:03:10
    hearing in the tech lives too that was m
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    i mean the reflections that was what was
  • 00:03:14
    making me think I should move timely
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    care toward the beginning because there
  • 00:03:17
    was um few students that had said I've
  • 00:03:21
    taken a number of classes here this is
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    the first time I'm hearing about timely
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    care we've had it
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    for what this is
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    November so 15 months we've had
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    it yeah I don't want it to be
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    uh you know something that's on the back
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    end sure
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    sure okay good what about your greatest
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    takeaways like let's think about what
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    we've we've talked about so we've talked
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    about um minb BG's managerial roles we
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    talked about different leadership styles
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    and situational leadership where you
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    have to adapt your style to the
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    situation uh we talked about
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    um oh different
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    um different cultures and how that plays
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    an
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    impact oh leaders versus managers yeah
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    that's that's another good one SWAT
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    analysis pestl was in
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    there uh so yeah a lot of good
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    information oh we talked about remember
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    U some of the names you should probably
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    tuck in your hip pocket like Frederick
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    winsel Taylor taylorism Scientific
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    Management Elton Mayo HRI
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    faol Cynthia like
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    SWAT sw's a fun exercise it really
  • 00:04:53
    is I thought it was interesting because
  • 00:04:55
    we had somebody new come into the
  • 00:04:57
    College of Business a few years ago I
  • 00:04:59
    think it was like maybe the year before
  • 00:05:02
    President inof came here and this person
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    was like appalled that we were teaching
  • 00:05:07
    SWAT like that's an old you know that's
  • 00:05:09
    a thing of the past and lo and behold
  • 00:05:12
    president inof comes in and what does he
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    do conducts a SWAT analysis I was like
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    there you go like yeah companies still
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    use it quite a bit right yeah SWAT swats
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    a pretty good pretty good thing to know
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    this week we have
  • 00:05:30
    um we're light on the chapters this week
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    too so we have three 16 17 18 mainly I
  • 00:05:36
    like to tuck in communication this
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    week um but there's some organizational
  • 00:05:42
    planning controlling so like what
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    metrics should you measure there's a
  • 00:05:48
    little bit on management of training and
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    Technology um oh thanks cynthy I
  • 00:05:54
    appreciate that so yeah this week's a
  • 00:05:57
    light week um believe it or not or I
  • 00:06:01
    should probably say sadly I got a little
  • 00:06:03
    bit of bad news about 45 minutes ago a
  • 00:06:06
    good friend of ours has passed away so
  • 00:06:09
    my head's a little scrambled tonight and
  • 00:06:12
    of course you know this is contract work
  • 00:06:14
    so it's not anything I can just phone in
  • 00:06:16
    and say hey we're not doing this um but
  • 00:06:20
    yeah just definitely my my head's a
  • 00:06:22
    little bit messy right now so I it might
  • 00:06:25
    be a short a short session just like
  • 00:06:28
    this is the night I was like dang I wish
  • 00:06:30
    all three were together tonight because
  • 00:06:32
    then I could just knock it out and just
  • 00:06:35
    decompress right
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    so um yeah it's thank you Kimberly it's
  • 00:06:41
    it's just you know it really puts it
  • 00:06:44
    into perspective life is so short you're
  • 00:06:47
    just here one minute and then you're not
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    so it's just it's mindboggling it really
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    is thanks you guys I appreciate
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    it
  • 00:06:58
    um what about about next session so
  • 00:07:02
    we're in Three we're going into
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    four are you guys taking classes in four
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    are you taking some time off has anybody
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    finished
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    up like what are you what are you doing
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    from here are you going right into
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    another
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    course oh you guys are so kind thank you
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    thank you for
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    that and these are also the times I wish
  • 00:07:29
    I had timely care right I was like man
  • 00:07:31
    if I could just get into timely care it'
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    be nice um all right so Michelle going
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    right into another
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    course anybody finished is this like the
  • 00:07:42
    end for anybody for like um the
  • 00:07:47
    certificates really has marketing who do
  • 00:07:50
    you who do you have next who who's your
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    next instructor do you know
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    I might be able to give you some
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    pointers oh yeah I'm not teaching in
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    four I had every expectation that I was
  • 00:08:12
    going to be going out to Hawaii for for
  • 00:08:15
    the holiday season but I don't think
  • 00:08:17
    that's going to happen either so I'll be
  • 00:08:19
    I'll be here in the
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    cold oh Greg Bo is so good I've known
  • 00:08:28
    Greg for a long time I mean a long time
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    since
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    probably 2012 but I believe he's been
  • 00:08:36
    here before that I didn't even hire him
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    if that tells you anything he's been
  • 00:08:40
    here a long time so he knows the the
  • 00:08:43
    back roads yeah he's he's he's a really
  • 00:08:46
    really good
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    instructor easy to get along with um
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    really feel free to ask him anything
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    he's very approachable just a really
  • 00:08:56
    super nice guy interestingly his I think
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    his background is engineering so he's a
  • 00:09:02
    really big math guy but he's also good
  • 00:09:05
    on the business end of things too so
  • 00:09:08
    yeah you'll be
  • 00:09:10
    happy be real happy with
  • 00:09:12
    him see I got a Dr Michelle Hagen
  • 00:09:17
    short oh okay so Michelle is part-time
  • 00:09:22
    with us because she's full-time at Ivy
  • 00:09:25
    Tech um so she's very familiar
  • 00:09:29
    with our demographic of student which is
  • 00:09:32
    good so the adult learner and and
  • 00:09:34
    whatnot I usually hear pretty good
  • 00:09:36
    things about
  • 00:09:37
    her um Michelle
  • 00:09:41
    Clemens she can be strict with the
  • 00:09:45
    deadlines from what I hear so unless
  • 00:09:48
    she's changed that's what I've heard is
  • 00:09:50
    that she could be pretty strict with the
  • 00:09:52
    deadline so just watch out for that and
  • 00:09:55
    I think some of which course is it that
  • 00:09:58
    she's teaching is it the HR
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    course is yeah okay so you should you
  • 00:10:08
    should be okay with the HR course but
  • 00:10:09
    she is a little bit strict on deadlines
  • 00:10:12
    Stacy kry Brink is
  • 00:10:15
    full-time
  • 00:10:17
    faculty I don't know much about her but
  • 00:10:21
    my working relationship with her is she
  • 00:10:24
    is very much by the book
  • 00:10:30
    let me see if there's any other names I
  • 00:10:32
    see in
  • 00:10:34
    here all right none so far but yeah if
  • 00:10:37
    you just want to shoot it to me I could
  • 00:10:38
    probably give you some some pointers
  • 00:10:40
    about what I
  • 00:10:41
    know certain instructors are you know
  • 00:10:44
    just a little more rigid than others and
  • 00:10:47
    I can usually I usually hear it from
  • 00:10:49
    students um because you know what I get
  • 00:10:52
    to read the evaluations the course
  • 00:10:54
    evaluations so that's how I know a lot
  • 00:10:56
    about these
  • 00:10:58
    instructors so so with that being said
  • 00:11:00
    did you receive an email about the
  • 00:11:03
    course
  • 00:11:06
    evaluations hopefully you did good
  • 00:11:09
    because I got one so I'm pretty sure you
  • 00:11:11
    guys have it
  • 00:11:14
    too
  • 00:11:15
    and it should be unlocked in the course
  • 00:11:18
    I believe it's in like week five and
  • 00:11:21
    week six it should the link should be in
  • 00:11:23
    there so there's like multiple ways to
  • 00:11:25
    be able to get to them and we definitely
  • 00:11:28
    want you to take moment to get out there
  • 00:11:32
    and complete the evaluation because it's
  • 00:11:34
    real helpful for us it's helpful for me
  • 00:11:36
    in my position as assistant Dean because
  • 00:11:39
    then I know what's going on in the
  • 00:11:40
    courses and I can get in after the fact
  • 00:11:44
    and and make some corrections
  • 00:11:46
    adjustments um sometimes we find that
  • 00:11:49
    certain instructors aren't good in
  • 00:11:51
    certain courses so we have to do a
  • 00:11:53
    little bit of Shifting around with that
  • 00:11:55
    um sometimes it's the course itself that
  • 00:11:58
    needs to be adjusted Ed so we really um
  • 00:12:02
    we really look at these evaluations and
  • 00:12:04
    even when you guys say everything is
  • 00:12:06
    great then we know not to Tinker with it
  • 00:12:09
    so it's it's it's incredibly important
  • 00:12:12
    for people like myself and
  • 00:12:17
    um and Stacy like the full-time faculty
  • 00:12:21
    um higher ed is a really weird area to
  • 00:12:25
    work like coming from corporate into
  • 00:12:26
    this it's just a strange environment
  • 00:12:29
    work environment so um you have where
  • 00:12:34
    you there's like stepping stones you
  • 00:12:36
    have what they call rank so I'm
  • 00:12:39
    Professor but there's assistant
  • 00:12:41
    professor associate professor professor
  • 00:12:43
    and there's one higher than me and I I
  • 00:12:45
    can't even tell you what it is because
  • 00:12:47
    nobody has it let me just tell you
  • 00:12:48
    nobody's Advanced to that point but
  • 00:12:51
    usually you have to put in some time so
  • 00:12:53
    it's a little bit like the military
  • 00:12:54
    where you have to put in a little bit of
  • 00:12:56
    time and you have to keep this dosier of
  • 00:12:58
    basic everything you've done right if
  • 00:13:01
    you walk into the room without stubbing
  • 00:13:03
    your toe you put it on your dosier like
  • 00:13:05
    everything goes on this dosier and it's
  • 00:13:07
    like 100 pages long actually they cap it
  • 00:13:10
    at 100 Pages because it can be that long
  • 00:13:13
    and youve basically tell them everything
  • 00:13:16
    you've done for the University so
  • 00:13:18
    service to the University Service to the
  • 00:13:20
    college service to students service to
  • 00:13:23
    the community all of this gets wrapped
  • 00:13:25
    in but they also want your evaluations
  • 00:13:27
    so you end up sending them the course
  • 00:13:29
    evaluation so you guys make a difference
  • 00:13:31
    in our lives as far as whether or not we
  • 00:13:34
    get considered for promotion so it's
  • 00:13:38
    incredibly important in a lot of
  • 00:13:39
    different ways that you take the few
  • 00:13:42
    minutes it shouldn't take you more than
  • 00:13:44
    I would think five minutes to complete
  • 00:13:46
    it but definitely take the time we don't
  • 00:13:48
    know honest to God we do not know who
  • 00:13:51
    you are filling it out I have admin
  • 00:13:54
    admin privileges to the eval system so I
  • 00:13:56
    can get into anybody's evaluations
  • 00:13:59
    and I can't I don't know it doesn't
  • 00:14:02
    allow me the ability to be able to look
  • 00:14:05
    and see who's completed these so think
  • 00:14:07
    of it this way I was in this field
  • 00:14:09
    before I came full-time to Indiana Tech
  • 00:14:12
    I was in the field where I worked for I
  • 00:14:14
    think I told you I worked for prescy and
  • 00:14:16
    it's a survey company in healthcare
  • 00:14:18
    industry so I would go out and deliver
  • 00:14:22
    the results of the I did the employee
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    side not the patient side the employee
  • 00:14:27
    side of things side of the house and I
  • 00:14:28
    would deliver the results and as
  • 00:14:31
    somebody
  • 00:14:32
    who healthc care facilities paid us to
  • 00:14:35
    administer the survey we would never
  • 00:14:38
    jeopardize our name and reputation bying
  • 00:14:42
    information so just know that's the same
  • 00:14:45
    thing here like we contract with Smarty
  • 00:14:47
    vals And it wouldn't be in their best
  • 00:14:51
    interest to ever release that
  • 00:14:52
    information the only way I would ever
  • 00:14:54
    know so you know how you have the three
  • 00:14:56
    questions that are open-ended open-ended
  • 00:14:58
    means that you you can type in your
  • 00:15:00
    response so it's not a like or scale
  • 00:15:03
    scale where you're selecting like
  • 00:15:04
    satisfying dissatisfying very
  • 00:15:06
    dissatisfying so you know when you type
  • 00:15:09
    in if you type your name and you say hi
  • 00:15:12
    this is Lisa Kindred I just wanted to
  • 00:15:13
    let you know blah blah blah blah then I
  • 00:15:15
    would know who you are and I've only
  • 00:15:17
    seen it one time I saw one student do
  • 00:15:20
    that put their name in the open-ended
  • 00:15:22
    comment but if you don't do that then I
  • 00:15:24
    would never know so yeah absolutely fill
  • 00:15:28
    the out it is it is anonymous to the
  • 00:15:31
    point that you don't put your name in
  • 00:15:33
    right it's very very important uh no
  • 00:15:36
    problem Katherine for being late glad
  • 00:15:37
    you are able to join
  • 00:15:39
    us other thing is with this being week
  • 00:15:42
    six you've got to turn in your
  • 00:15:44
    assignments right so here's what
  • 00:15:47
    typically you'll find all right so
  • 00:15:50
    tonight's Wednesday the 20th our
  • 00:15:53
    official last day of class is Sunday the
  • 00:15:56
    24th if you're going on to a session
  • 00:15:59
    four you're starting at the 25th right
  • 00:16:01
    these roll into one another except for
  • 00:16:03
    like three maybe maybe three break weeks
  • 00:16:06
    we have a year um so you're about to
  • 00:16:08
    roll into another
  • 00:16:10
    session I am supposed to have my grades
  • 00:16:14
    in by Wednesday the 27th so one week
  • 00:16:17
    from tonight I have to have my final
  • 00:16:19
    grades in the class so what I'm telling
  • 00:16:22
    you is if you're behind and you need
  • 00:16:24
    some time to catch up I will give you
  • 00:16:27
    until this time next week I I'll put my
  • 00:16:30
    grades in let's say how about we say 6:
  • 00:16:34
    PM this time next week if you could have
  • 00:16:37
    everything into me I'll get in there
  • 00:16:39
    I'll do the final grading whatever's
  • 00:16:41
    left I'll do the grading and then submit
  • 00:16:43
    your final grade so you can have one
  • 00:16:45
    more week to get the work turned in do
  • 00:16:48
    you remember how many points you need to
  • 00:16:51
    pass this
  • 00:16:54
    class testing your memory
  • 00:16:57
    here how many points to
  • 00:17:06
    pass go ahead Wayne how
  • 00:17:09
    many at least
  • 00:17:11
    600 you're close to 591 Miriam has it
  • 00:17:15
    591 points that is the absolute minimum
  • 00:17:18
    minimum minimum that will get you a d
  • 00:17:20
    but it'll pass right you'll pass the
  • 00:17:22
    class so if you're really struggling go
  • 00:17:25
    after those 100 Point assignments the
  • 00:17:27
    best thing to do
  • 00:17:29
    is the tech life right to take take
  • 00:17:31
    advantage of the incentive because then
  • 00:17:33
    you'll get 110 Points each week so get
  • 00:17:37
    your 591 points and be done with this
  • 00:17:40
    class like it bothers me that some
  • 00:17:42
    students don't pass this class you
  • 00:17:43
    really should pass this you know just
  • 00:17:46
    kind of get it get it over with right so
  • 00:17:50
    yeah get your assignments in get them in
  • 00:17:51
    by the
  • 00:17:53
    27th have you guys heard of what's
  • 00:17:56
    called an incomplete
  • 00:17:59
    you know what that
  • 00:18:02
    is new students may not may not know
  • 00:18:05
    what it
  • 00:18:09
    is all right so what it
  • 00:18:12
    is every school has it it's not just
  • 00:18:14
    Indiana Tech every every college has
  • 00:18:16
    this it is when you've had some kind of
  • 00:18:20
    extenda circumstance and you need
  • 00:18:22
    additional time six weeks just isn't
  • 00:18:25
    isn't enough you need additional time to
  • 00:18:27
    complete the course you can request an
  • 00:18:30
    incomplete so if you think you need more
  • 00:18:34
    than until you know the 27th more than a
  • 00:18:37
    week then let me know and we could talk
  • 00:18:40
    about the
  • 00:18:41
    incomplete it's supposed to be an
  • 00:18:43
    extenda circumstance like major major
  • 00:18:47
    thing but you know we've we've done it
  • 00:18:50
    for various reasons gotten very busy at
  • 00:18:53
    work um I got an incomplete one time
  • 00:18:56
    because I was in a wedding of all things
  • 00:19:00
    and I had to travel out of state and
  • 00:19:01
    that kind of derailed me a little bit
  • 00:19:04
    but you know you can you can request the
  • 00:19:07
    incomplete so if you need that extra
  • 00:19:09
    time I just wouldn't advise it if you're
  • 00:19:11
    going on to another class because now
  • 00:19:13
    you're going to juggle two classes and
  • 00:19:15
    that's hard to do but if you're if
  • 00:19:17
    you're close to getting that passing
  • 00:19:19
    grade then and you need it then we'll go
  • 00:19:21
    ahead and talk about
  • 00:19:23
    that and that's with any class any class
  • 00:19:25
    in Indiana that is a that is a
  • 00:19:27
    university policy you can ask for an
  • 00:19:30
    incomplete if you need additional time
  • 00:19:36
    okay all right any questions how we how
  • 00:19:38
    we doing you guys
  • 00:19:41
    good
  • 00:19:46
    hopefully um is this my last
  • 00:19:51
    class um it is for the remainder of this
  • 00:19:55
    semester so I am taking session four off
  • 00:19:59
    and I may even take session five off so
  • 00:20:02
    I'll probably teach again in six and I'm
  • 00:20:05
    G to be teaching 2010 again in six and
  • 00:20:09
    seven I think so no other different
  • 00:20:11
    classes for me in the spring semester so
  • 00:20:16
    um yeah so I'm GNA turn in grades a week
  • 00:20:20
    from tonight and then I will be off
  • 00:20:22
    until probably and I say off off from
  • 00:20:25
    teaching I still have my My Day stuff
  • 00:20:27
    going on right um so I will not be
  • 00:20:30
    teaching again until the start of
  • 00:20:32
    session six which I can't even tell you
  • 00:20:33
    when that is I'm gonna guess it's like
  • 00:20:36
    March maybe but yeah that's that's when
  • 00:20:38
    I'll be teaching again but you guys hang
  • 00:20:40
    on to my contact information my email a
  • 00:20:44
    lot of my previous students will ask me
  • 00:20:46
    questions reach out to me I just had
  • 00:20:48
    somebody do it two days ago I had a
  • 00:20:50
    student reach out to me so um don't
  • 00:20:53
    hesitate to ask me any questions after
  • 00:20:55
    the fact all right
  • 00:20:59
    all right sounds good so I told you
  • 00:21:02
    tonight we talk
  • 00:21:04
    about communication that's really what I
  • 00:21:06
    like to focus on here you think your
  • 00:21:08
    organization is good at
  • 00:21:12
    communication would you say they are
  • 00:21:14
    would you give them a thumbs up or a
  • 00:21:15
    thumbs
  • 00:21:20
    down my current organization I give a
  • 00:21:23
    thumbs up my previous organization be a
  • 00:21:26
    thumbs down
  • 00:21:29
    all
  • 00:21:31
    right um room for improvement thumbs
  • 00:21:35
    down we're kind of in the middle I
  • 00:21:37
    wanton to give us an in the middle we're
  • 00:21:39
    much better than we
  • 00:21:41
    were for
  • 00:21:47
    improvement this is so I told you that I
  • 00:21:49
    I did surveying employee satisfaction
  • 00:21:53
    and engagement surveying for prescan and
  • 00:21:55
    this was one of the things communication
  • 00:21:57
    usually hit our list of top 10 areas
  • 00:22:00
    where the organization can make
  • 00:22:05
    improvements so don't don't feel bad
  • 00:22:08
    this is this is a a hot issue that
  • 00:22:11
    usually comes up with
  • 00:22:15
    employees I got a couple more people
  • 00:22:18
    typing so we'll just give it a second
  • 00:22:19
    see what we
  • 00:22:24
    have what would you suggest that they
  • 00:22:27
    can do different
  • 00:22:32
    how can they do it
  • 00:22:40
    better ah so jealous
  • 00:22:43
    Cynthia Cynthia says she can't comment
  • 00:22:46
    because she's
  • 00:22:51
    retired what can they do better what can
  • 00:22:53
    they do
  • 00:22:55
    differently how can they you say they
  • 00:22:57
    have room for improvement how could they
  • 00:22:58
    improve what suggestions would you
  • 00:23:07
    give but a company can be more upfront
  • 00:23:11
    when it comes to communicating different
  • 00:23:14
    events
  • 00:23:16
    or or business
  • 00:23:20
    strategies that they would like to
  • 00:23:24
    achieve so what do you mean by more
  • 00:23:26
    upfront do you think that
  • 00:23:29
    maybe they forget sometimes to tell you
  • 00:23:31
    things or do you think they're not
  • 00:23:34
    truthful
  • 00:23:37
    both good
  • 00:23:44
    point all right so we have communicate
  • 00:23:46
    to their employees about changes in
  • 00:23:48
    their schedule other
  • 00:23:54
    matters so I absolutely adore or Carl
  • 00:23:59
    Ein off our
  • 00:24:02
    president but sometimes I feel
  • 00:24:05
    like he can really put on the rosecolor
  • 00:24:08
    glasses and he has he's so optimistic
  • 00:24:11
    and he has such a positive
  • 00:24:14
    outlook and I'm not going to say that I
  • 00:24:17
    feel he's not
  • 00:24:20
    truthful or not honest but I just wonder
  • 00:24:24
    if he sometimes sugarcoats things like I
  • 00:24:28
    told you guys we're getting into this
  • 00:24:30
    enrollment Cliff where there's you know
  • 00:24:33
    the enrollment starting to fall a little
  • 00:24:35
    bit and you know so a company like this
  • 00:24:39
    where we're not high profit right we're
  • 00:24:42
    not a for-profit we're we just make
  • 00:24:45
    enough to cover our costs and so we're
  • 00:24:47
    always on that edge of you know if we
  • 00:24:50
    don't have enough Revenue to support our
  • 00:24:54
    expenses right you don't ever want to be
  • 00:24:56
    in that in the red so you want to be
  • 00:24:59
    able to pay your bills so it makes me a
  • 00:25:00
    little bit nervous
  • 00:25:02
    and you might have picked this up when
  • 00:25:04
    we talked about last week with change
  • 00:25:06
    management and cotter and like having
  • 00:25:09
    that urgency is one of the key sometimes
  • 00:25:11
    with with making changes and like I said
  • 00:25:14
    I just feel like he's always so
  • 00:25:16
    optimistic and positive where I'm like
  • 00:25:19
    in a panic and maybe that's the point
  • 00:25:21
    maybe the point is to not have people
  • 00:25:25
    panic like we'll get through this we'll
  • 00:25:26
    be fine um
  • 00:25:29
    I don't know what do you think about
  • 00:25:30
    that do you think
  • 00:25:33
    that there should be an urgency and
  • 00:25:35
    there should
  • 00:25:36
    be you know when when there's something
  • 00:25:39
    kind of not going think about what okay
  • 00:25:41
    we talked about the external environment
  • 00:25:44
    things that are going on that could be
  • 00:25:45
    impacting us you know should we
  • 00:25:48
    truthfully communicate that and be like
  • 00:25:51
    brutally honest or do you think a leader
  • 00:25:53
    should really just be so positive and
  • 00:26:03
    optimistic because I feel like if we're
  • 00:26:05
    going to have to cut costs that should
  • 00:26:07
    be something that is urgent like this is
  • 00:26:11
    not maybe not so much that it's a crisis
  • 00:26:14
    but it's a concern
  • 00:26:17
    right I think there should be but not to
  • 00:26:20
    be used as a scare factor I agree I
  • 00:26:22
    agree like you don't want your entire
  • 00:26:24
    Workforce to quit like oh this company's
  • 00:26:26
    in trouble I'm leaving
  • 00:26:29
    and Katherine says urgency for sure I
  • 00:26:31
    feel like there should be full
  • 00:26:34
    transparency yeah but it also present a
  • 00:26:37
    plan I like that too I like that too
  • 00:26:40
    here's what we're going to do
  • 00:26:44
    differently yeah anybody's company's
  • 00:26:48
    doing really well so Wayne you said your
  • 00:26:50
    company does does really well with
  • 00:26:52
    communicating what does that look like
  • 00:26:54
    when it when you do it
  • 00:26:56
    well what what is happening
  • 00:27:02
    happen they getting the timing right are
  • 00:27:05
    they the message is just right it's in
  • 00:27:08
    the the best um modality could be
  • 00:27:12
    in how does that get how does that how
  • 00:27:15
    was it done
  • 00:27:17
    well like we had meetings in the
  • 00:27:20
    beginning of our
  • 00:27:21
    shift to to know where we are for each
  • 00:27:25
    day and what our objectives are for that
  • 00:27:27
    day
  • 00:27:31
    and then of course we also have means if
  • 00:27:34
    we're not doing so
  • 00:27:36
    well and and try to figure out what we
  • 00:27:39
    need to do in order
  • 00:27:41
    to you know be doing
  • 00:27:46
    well okay so the frequency is there and
  • 00:27:50
    of course
  • 00:27:51
    like different messages that
  • 00:27:54
    that like promotions or whatever they
  • 00:27:57
    put up on the board
  • 00:27:59
    they don't just put it up two days
  • 00:28:02
    before they trying to hire somebody they
  • 00:28:03
    have it up for months to so people get a
  • 00:28:07
    chance to you know sign up
  • 00:28:11
    or you know apply for the
  • 00:28:19
    opportunity so I'm taking notes what
  • 00:28:21
    you're telling telling me so I'm hearing
  • 00:28:23
    like the
  • 00:28:25
    frequency is spot on the appropriateness
  • 00:28:28
    of the
  • 00:28:30
    message timing their timing is is pretty
  • 00:28:33
    pretty good that's
  • 00:28:37
    good and it sounds like
  • 00:28:41
    they're targeting really well too so
  • 00:28:43
    they're they're getting the message to
  • 00:28:46
    the people that need to have it
  • 00:28:59
    Strangely I see a lot of people that
  • 00:29:00
    just went offline so I don't know what's
  • 00:29:02
    going on if it's my internet or can
  • 00:29:05
    everybody still hear
  • 00:29:07
    me yes good okay yeah just like four
  • 00:29:12
    people just went offline strangely
  • 00:29:17
    okay all right what are some of the
  • 00:29:20
    barriers to effective
  • 00:29:22
    communication How does it go wrong what
  • 00:29:25
    what what's happening what's the road
  • 00:29:28
    block when it's not doing
  • 00:29:33
    well sometimes it could be a cultural
  • 00:29:38
    barrier
  • 00:29:45
    yeah or a lack of social or
  • 00:29:48
    interpersonal
  • 00:29:50
    skills
  • 00:29:56
    sure like Katherine says like lack of
  • 00:29:58
    leadership personal
  • 00:30:02
    bias definitely bias can get in
  • 00:30:12
    way I'll tell you something that just
  • 00:30:14
    happened to
  • 00:30:16
    me it's been a while since I've had
  • 00:30:20
    to type a
  • 00:30:22
    formal letter like a formal
  • 00:30:26
    email because part of my new role does
  • 00:30:28
    not involve hiring so they made me Point
  • 00:30:31
    person on hiring a particular position
  • 00:30:34
    here so I had to we've we've narrowed it
  • 00:30:38
    down we have two candidates selected I
  • 00:30:41
    needed to contact references to do a
  • 00:30:44
    reference check and I prefer to do a
  • 00:30:48
    reference check by email I've I've had
  • 00:30:52
    them both ways I've I've called I have
  • 00:30:56
    emailed I've had people call me to do
  • 00:30:58
    reference checks but I've also had
  • 00:31:00
    people email me as well I prefer email
  • 00:31:03
    because it gives the person time to
  • 00:31:05
    reflect and think about the information
  • 00:31:07
    that I need and um timing is you know
  • 00:31:12
    sometimes critical just what however
  • 00:31:14
    they need to work around their schedule
  • 00:31:16
    to get me the information and then I
  • 00:31:18
    like to have a written record of it so I
  • 00:31:21
    was typing up the emails I have the
  • 00:31:24
    names and the contact information of the
  • 00:31:27
    individuals the candidates
  • 00:31:29
    gave
  • 00:31:31
    and I got thinking in terms
  • 00:31:35
    of of how do you address if you don't
  • 00:31:38
    know somebody's
  • 00:31:40
    pronoun how do you address what's the
  • 00:31:43
    greeting look like in in these formal
  • 00:31:46
    letters now so I was like hm not sure so
  • 00:31:49
    I go to to Ai and I said if you don't
  • 00:31:52
    know somebody's pronoun what does a
  • 00:31:54
    greeting look like in a professional
  • 00:31:56
    formal
  • 00:31:58
    letter and it said hello first name last
  • 00:32:02
    name so I typed this out I'm looking at
  • 00:32:05
    it I'm like oh that just seems so
  • 00:32:06
    computer generated I don't I'm not in
  • 00:32:08
    love with it so I asked started phoning
  • 00:32:11
    a friend right like what do you do like
  • 00:32:13
    how how do I do this oh I think it's
  • 00:32:15
    just okay to say hello Allan or hello
  • 00:32:18
    Karen or hello so I said is that okay if
  • 00:32:21
    I don't if I don't personally know
  • 00:32:23
    somebody am I okay to use their first
  • 00:32:26
    name um so was just like gosh I'm not
  • 00:32:29
    sure so then I called somebody who is
  • 00:32:32
    really big in Dei and I said let let me
  • 00:32:36
    ask the expert and that person also
  • 00:32:39
    said just use the first
  • 00:32:41
    name well how do you how do you feel
  • 00:32:43
    about that do you use the first name
  • 00:32:46
    because you know used to the big
  • 00:32:47
    controversy what in the early 80s was
  • 00:32:52
    the shift from like you know male was
  • 00:32:56
    Mister feale female was either misss or
  • 00:32:59
    Miss but then there were the the
  • 00:33:01
    divorces were coming in the 80s so it's
  • 00:33:03
    like okay they're not a misses and
  • 00:33:04
    they're not a miss so they're a Miz so
  • 00:33:06
    then we went to Ms and that was like the
  • 00:33:09
    big change so now I'm just like oh my
  • 00:33:11
    gosh I don't know what to do um all
  • 00:33:14
    right so I I see first name is fine you
  • 00:33:17
    think it's fine if you don't if if I've
  • 00:33:19
    never met you it's okay to use your
  • 00:33:21
    first name it just doesn't feel formal
  • 00:33:24
    enough for
  • 00:33:26
    me did guys think okay all right all
  • 00:33:29
    right just United States is an informal
  • 00:33:32
    country and we are
  • 00:33:36
    individual yeah you're right you're
  • 00:33:40
    right you're
  • 00:33:44
    right I you say we don't Place high on
  • 00:33:47
    that
  • 00:33:49
    um what was it the dominant chart or
  • 00:33:55
    the I forgot
  • 00:33:58
    I know I know they're so hard to
  • 00:33:59
    remember aren't they um but you're right
  • 00:34:02
    the United States tends to be less swal
  • 00:34:05
    than other countries um and then of
  • 00:34:08
    course another one of my friends said
  • 00:34:10
    well are they a doctor I'm like they're
  • 00:34:11
    not that would be so much easier if I
  • 00:34:14
    could just say you know Dr s and cell
  • 00:34:16
    was like but no they don't have terminal
  • 00:34:18
    degrees at least I don't know if they do
  • 00:34:20
    it wasn't it wasn't put down you know at
  • 00:34:23
    in in the contact information that was
  • 00:34:26
    shared but I was I was just like you
  • 00:34:30
    know and this is part of communication I
  • 00:34:32
    just I don't want to come across as not
  • 00:34:35
    formal enough or professional enough so
  • 00:34:38
    I was like I don't know I don't know how
  • 00:34:39
    people are going to take it so I did I
  • 00:34:40
    did use first names I just want to let
  • 00:34:42
    you know and
  • 00:34:44
    um hopefully people feel welcome to also
  • 00:34:47
    use my and I always signed my with my
  • 00:34:49
    first name so yeah hopefully but I mean
  • 00:34:53
    this is the stuff that I wrestle with
  • 00:34:55
    anymore so Kimberly says I know a lot of
  • 00:34:58
    people have different pronouns and
  • 00:35:00
    that's what they would prefer I
  • 00:35:01
    appreciate that thank you so
  • 00:35:04
    much why is it important why is this
  • 00:35:06
    stuff important why is it important for
  • 00:35:08
    a manager to be effective to Be an
  • 00:35:10
    Effective
  • 00:35:17
    Communicator why is this
  • 00:35:21
    important communication is how you get
  • 00:35:23
    your workers to
  • 00:35:26
    work yeah
  • 00:35:31
    it Taps into coming from my background
  • 00:35:34
    right it Taps into into satisfaction
  • 00:35:37
    employee
  • 00:35:40
    satisfaction they want to know
  • 00:35:42
    information people need
  • 00:35:50
    information can a manager be
  • 00:35:54
    effective if they're not a good
  • 00:35:56
    communicator
  • 00:36:02
    hands on the
  • 00:36:05
    field so I'm getting some nose dep penss
  • 00:36:08
    not
  • 00:36:09
    likely let's talk about Effectiveness
  • 00:36:12
    how do you measure Effectiveness how do
  • 00:36:13
    you know when a manager is effective we
  • 00:36:15
    talked about
  • 00:36:17
    this if the business
  • 00:36:20
    is successful or heading in the right
  • 00:36:24
    direction yeah it's usually
  • 00:36:31
    so do you think there's a connection
  • 00:36:33
    between good communication and positive
  • 00:36:38
    performance
  • 00:36:40
    yes there likely is
  • 00:36:44
    yeah positive work environment team
  • 00:36:48
    performance motivation I like that
  • 00:36:51
    Dominique so connecting into employee
  • 00:36:55
    motivation yeah
  • 00:36:59
    what about non-verbal communication have
  • 00:37:02
    you heard of
  • 00:37:04
    this yes what do we what do we mean
  • 00:37:06
    Wayne by
  • 00:37:08
    non-verbal body
  • 00:37:11
    language
  • 00:37:13
    yeah yeah you can certainly learn a lot
  • 00:37:17
    by by the way people move and sit and
  • 00:37:21
    stand
  • 00:37:22
    and even their facial
  • 00:37:25
    expressions facial expressions for sure
  • 00:37:28
    what have you guys seen in the workplace
  • 00:37:30
    what what kinds of body
  • 00:37:33
    language have you seen I have seen
  • 00:37:38
    colleagues roll their eyes in
  • 00:37:41
    meetings that sends a signal
  • 00:37:45
    right it does
  • 00:37:52
    gr oh folding on your arms or crossing
  • 00:37:56
    on your legs
  • 00:38:00
    yeah sighing or yawning and yeah looking
  • 00:38:05
    at their watch have you seen that I've
  • 00:38:08
    seen that quite a bit
  • 00:38:10
    too
  • 00:38:14
    yeah yeah I've seen them click their
  • 00:38:20
    pens ta their
  • 00:38:26
    foot or even tap the table just
  • 00:38:29
    visioning in
  • 00:38:33
    general I remember this wasn't too long
  • 00:38:36
    ago I had a message in our team meeting
  • 00:38:40
    that I knew wasn't going to be well
  • 00:38:42
    received by one of my
  • 00:38:44
    colleagues and I was dialed in so I
  • 00:38:48
    we're remote right so I get to see
  • 00:38:49
    everybody on screen and I'm just dialed
  • 00:38:52
    into her picture on the screen as soon
  • 00:38:54
    as I said it I just watched her facial
  • 00:38:56
    expression and it just you had to see
  • 00:38:59
    her facial expression it looked like she
  • 00:39:01
    had just sucked on a lemon I was like oh
  • 00:39:04
    boy this was worse than I thought it was
  • 00:39:06
    going to be and even some of my other
  • 00:39:08
    colleagues that were on the call were
  • 00:39:10
    like oh my gosh did you see her face
  • 00:39:12
    when you said that I was like I knew it
  • 00:39:14
    I knew it was not going to be well
  • 00:39:16
    received so knowing the people that you
  • 00:39:19
    work for and when you have a message
  • 00:39:23
    that may not be well received at least
  • 00:39:26
    you can have your your you know your
  • 00:39:29
    backup message for like how am I going
  • 00:39:32
    to work around what are they likely to
  • 00:39:33
    say how are they likely to react what am
  • 00:39:35
    I gonna say so it's like a game of
  • 00:39:37
    chests in your mind you have to kind of
  • 00:39:40
    work through the
  • 00:39:41
    dialogue um another thing that I've
  • 00:39:44
    gotten really good at I don't have to do
  • 00:39:46
    it so much anymore but back when I was
  • 00:39:49
    associate Dean so if you're ever in this
  • 00:39:52
    position um with employees where maybe
  • 00:39:56
    you're gonna you want buyin right so
  • 00:40:00
    it's really good to go to the people
  • 00:40:03
    that might be your grenade throwers and
  • 00:40:05
    talk this out with them first before you
  • 00:40:07
    bring something up in a general
  • 00:40:10
    meeting um there was always one person
  • 00:40:13
    in particular I would go to and and talk
  • 00:40:16
    offline about some of this stuff and
  • 00:40:19
    like hey what do you think and that
  • 00:40:21
    person would flat out tell me I'm going
  • 00:40:23
    to be the jerk in a meeting that's going
  • 00:40:25
    to say X Y and Z that's good because now
  • 00:40:27
    I know the ammunition and I can have my
  • 00:40:30
    backup plan in place so there's a lot of
  • 00:40:33
    planning that goes on with messages and
  • 00:40:35
    meetings as well just trying to work
  • 00:40:37
    through the politics of it all um and
  • 00:40:41
    it's good though it's good that we
  • 00:40:43
    have you know we we talked about this
  • 00:40:47
    with um you know having that Devil's
  • 00:40:49
    Advocate like you want to
  • 00:40:51
    hear the opposing view but you also want
  • 00:40:54
    to be ready for it as well
  • 00:40:58
    oh Katherine I'm so glad that you
  • 00:41:01
    brought up grape vine
  • 00:41:02
    communication
  • 00:41:04
    so what do we know about that what do
  • 00:41:08
    how would you define it how would you
  • 00:41:09
    define great fine
  • 00:41:11
    communication I'm always amazed at how
  • 00:41:13
    many students haven't heard of it well
  • 00:41:15
    they probably it's like it could be
  • 00:41:17
    water cooler talk it's it's you know
  • 00:41:22
    rumors could be rumors could be it's
  • 00:41:25
    informal informal communication
  • 00:41:29
    okay so Wayne says rumors Dominic gossip
  • 00:41:31
    or gossip
  • 00:41:34
    yeah he said she said
  • 00:41:39
    right do you ever find it beneficial or
  • 00:41:45
    helpful depends on the
  • 00:41:48
    situation yeah I've gotten Advanced
  • 00:41:51
    messages that I was very thankful that I
  • 00:41:54
    had Dominique says not helpful in her
  • 00:41:56
    situ
  • 00:41:57
    situation
  • 00:41:59
    [Music]
  • 00:42:05
    depends how do you think managers can
  • 00:42:09
    limit the gossip and the
  • 00:42:16
    rumors how do you get ahead of
  • 00:42:24
    that when somebody tries to start the
  • 00:42:27
    water cooler talk you shut it
  • 00:42:30
    down you think most managers hear about
  • 00:42:33
    it or do they not know what people are
  • 00:42:39
    saying I mean most managers hear about
  • 00:42:41
    it is whether or not they actually
  • 00:42:43
    engage in it or or
  • 00:42:50
    not I like that Dominique keep employees
  • 00:42:53
    well informed CES circles back around
  • 00:42:56
    good communication
  • 00:43:02
    right
  • 00:43:04
    yeah probably the last thing I'd want to
  • 00:43:06
    say on this is I looked really hard for
  • 00:43:10
    this study too like I said I had some
  • 00:43:12
    bad news right before this so it was in
  • 00:43:14
    the middle of me prepping for this
  • 00:43:15
    session is is when I received the call
  • 00:43:19
    but I was trying to
  • 00:43:21
    find I
  • 00:43:23
    remember reading an article about
  • 00:43:28
    a researcher that was looking at
  • 00:43:31
    messages so it was past
  • 00:43:35
    presidents
  • 00:43:37
    CEOs and there was a pattern to how
  • 00:43:41
    these individuals
  • 00:43:43
    communicate and I thought it was pretty
  • 00:43:45
    interesting if I happen to stumble on it
  • 00:43:47
    I'll go ahead and put it out into our
  • 00:43:49
    announcements but um it was really neat
  • 00:43:52
    to see that it's usually when they talk
  • 00:43:56
    they'll say
  • 00:43:58
    this is where we are now this is where
  • 00:44:01
    we want to be and how we're going to get
  • 00:44:04
    there and that's usually like the
  • 00:44:07
    message like they frame the here's
  • 00:44:11
    here's kind of the the status quo but we
  • 00:44:14
    really have this Vision to do good
  • 00:44:16
    things think about the release of I know
  • 00:44:19
    Steve Jobs in the release or the
  • 00:44:21
    announcement of the iPhone was one of
  • 00:44:24
    them it's like you know wouldn't you
  • 00:44:26
    want to have a computer in the palm of
  • 00:44:29
    your
  • 00:44:31
    hand and you know here's where we're at
  • 00:44:33
    now but here's where we're going so I
  • 00:44:36
    always thought that's that's really good
  • 00:44:38
    too is to kind of frame your messages
  • 00:44:40
    and it's it's pretty strategic when you
  • 00:44:44
    are trying to communicate and do it well
  • 00:44:46
    there are some people that do it really
  • 00:44:48
    well some people that don't communicate
  • 00:44:51
    really well and I I think our great um
  • 00:44:54
    presidents have presidents in general
  • 00:44:56
    like they're typically good
  • 00:44:58
    communicators right so
  • 00:45:01
    um there's a lot to be learned there was
  • 00:45:05
    somebody I saw present oh was at that
  • 00:45:07
    conference I was at that conference last
  • 00:45:09
    week and I remember somebody's
  • 00:45:11
    presenting and I nudged the my coworker
  • 00:45:14
    that went with me and I said that is a
  • 00:45:16
    dynamite fantastic presenter and I was
  • 00:45:19
    like I agree so when you see it and you
  • 00:45:22
    see it done
  • 00:45:23
    well yeah it's we can definitely learn
  • 00:45:27
    from
  • 00:45:27
    observation for
  • 00:45:31
    sure all right any last words before we
  • 00:45:35
    wrap up these six weeks and move you
  • 00:45:38
    guys along to your next
  • 00:45:44
    class oh yeah Thanksgiving is coming up
  • 00:45:47
    right any the other holidays so yes
  • 00:45:49
    absolutely happy holidays to everyone
  • 00:45:52
    hope you all have a good
  • 00:45:55
    Thanksgiving Co word
  • 00:45:57
    turkey oh that's a good one I like that
  • 00:46:01
    yeah let's do that let's do the code
  • 00:46:03
    word is
  • 00:46:06
    turkey all right I'll type it in the
  • 00:46:08
    chat code word
  • 00:46:11
    turkey
  • 00:46:13
    Perfect all right well I'm not going
  • 00:46:16
    anywhere I'll be around so if you guys
  • 00:46:18
    have any questions or need me for
  • 00:46:20
    anything just please feel free to reach
  • 00:46:22
    out you know email text look at your
  • 00:46:25
    grades please look at your grades make
  • 00:46:27
    sure I'm keeping up with everything if
  • 00:46:29
    you're missing something email me
  • 00:46:32
    definitely email me and I'll get it
  • 00:46:34
    corrected for
  • 00:46:37
    you all right sounds good have a good
  • 00:46:39
    night you guys I appreciate you all and
  • 00:46:42
    thanks for hanging in there these six
  • 00:46:46
    weeks all right bye
  • 00:46:48
    bye
  • 00:46:52
    bye my
  • 00:46:55
    condolences thank you
标签
  • communication
  • course management
  • non-verbal cues
  • Timely Care
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  • grapevine
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