Comments on: About Guy Harris http://principledriven.com/blog Wed, 27 Jan 2010 02:33:24 -0600 http://wordpress.org/?v=2.8.5 hourly 1 By: Mike Sherry http://principledriven.com/blog/about/comment-page-1/#comment-404 Mike Sherry Thu, 05 Mar 2009 11:10:53 +0000 #comment-404 Guy, I've stumbled (no pun intended) across your blog and enjoyed a quick gallop through various posts. I've enjoyed the read and reflection, particularly reading of your quest for more 'practical' stuff.<br><br>Good luck with it, I'll follow your progress. <br><br>Regards<br>Mike Sherry <br>Business & Workplace Coach<br>Woodend, Victoria, Australia Guy, I've stumbled (no pun intended) across your blog and enjoyed a quick gallop through various posts. I've enjoyed the read and reflection, particularly reading of your quest for more 'practical' stuff.

Good luck with it, I'll follow your progress.

Regards
Mike Sherry
Business & Workplace Coach
Woodend, Victoria, Australia

]]> By: Ron Kraybill http://principledriven.com/blog/about/comment-page-1/#comment-133 Ron Kraybill Sun, 26 Oct 2008 18:29:39 +0000 #comment-133 Hello Guy: I’m wondering if your readers might have interest in a free review copy of a recently upgraded conflict style inventory? If it fits your topics, below is a standard press release you can use if you want something quick and easy. Or if you want to download it yourself and offer your personal commentary, that’s even better! We can send a nice JPEG image if you want for the blog. All the best, Ron Kraybill, PhD Riverhouse ePress ------------------------------------- Free Review Copy of culturally sensitive conflict style inventory Riverhouse ePress is releasing free, PDF-file review copies of its newly-upgraded "Style Matters: The Kraybill Conflict Style Inventory." Similar to the Thomas Kilmann instrument in its five-styles-of-conflict framework, the Kraybill inventory is also culturally sensitive and provides differing instructions for users from individualist and collectivist cultural backgrounds. The 24 page 2008 version incorporates user feedback from trainers and features colorful new graphics and simplified instructions for interpretation. The "Hot Tips" for each style and discussion questions have been expanded, notes on cultural dimensions of conflict have been added, and the accompanying free Trainers Guide updated. Interested trainers, educators, mediators, and consultants can send an email to: StyleMattersOffer@RiverhouseEpress.com and receive a download link by automated reply. For more information, email Center@RiverhouseEpress.com or go to www.RiverhouseEpress.com Hello Guy:

I’m wondering if your readers might have interest in a free review copy of a recently upgraded conflict style inventory?

If it fits your topics, below is a standard press release you can use if you want something quick and easy. Or if you want to download it yourself and offer your personal commentary, that’s even better!

We can send a nice JPEG image if you want for the blog.

All the best,

Ron Kraybill, PhD
Riverhouse ePress

————————————-

Free Review Copy of culturally sensitive conflict style inventory

Riverhouse ePress is releasing free, PDF-file review copies of its newly-upgraded “Style Matters: The Kraybill Conflict Style Inventory.” Similar to the Thomas Kilmann instrument in its five-styles-of-conflict framework, the Kraybill inventory is also culturally sensitive and provides differing instructions for users from individualist and collectivist cultural backgrounds.

The 24 page 2008 version incorporates user feedback from trainers and features colorful new graphics and simplified instructions for interpretation. The “Hot Tips” for each style and discussion questions have been expanded, notes on cultural dimensions of conflict have been added, and the accompanying free Trainers Guide updated.

Interested trainers, educators, mediators, and consultants can send an email to: StyleMattersOffer@RiverhouseEpress.com and receive a download link by automated reply. For more information, email Center@RiverhouseEpress.com or go to http://www.RiverhouseEpress.com

]]> By: Mediation Channel » Resolving Conflict in Teams: new blog latest addition to ADRblogs.com http://principledriven.com/blog/about/comment-page-1/#comment-5 Mediation Channel » Resolving Conflict in Teams: new blog latest addition to ADRblogs.com Wed, 02 Jul 2008 17:56:57 +0000 #comment-5 [...] resolution specialist Guy Harris, who describes himself as a “recovering engineer”. Guy explains: I completed both a BS and MS in Chemical Engineering, and I served as a Nuclear trained submarine [...] [...] resolution specialist Guy Harris, who describes himself as a “recovering engineer”. Guy explains: I completed both a BS and MS in Chemical Engineering, and I served as a Nuclear trained submarine [...]

]]> By: Venugopal http://principledriven.com/blog/about/comment-page-1/#comment-3 Venugopal Mon, 30 Jun 2008 13:14:36 +0000 #comment-3 OK.. so now I get it.. Very similar...as I started as an engineer, and after 12 years... I realized, its about people... And most powerfully - this last year, I realized that much of the people problems in my teams was because of my own self-deception ( thanks to Arbinger ). Its so powerful - completely changed the team dynamics between team and myself. Infact from driving everybody nuts by micromanaging, or being critical, I began to have more faith, and trust in others abilities. When I quit this March ( 2008), about 20 of my team members gave me a touching farewell, with tears in their eyes... It was deeply satisfying to know that I was able to make a positive difference in their lives. Guy, if you are not already there... would welcome you to take part in the online community that Arbinger has - http://arbingercommunity.ning.com cheers venu OK.. so now I get it.. Very similar…as I started as an engineer, and after 12 years… I realized, its about people…

And most powerfully – this last year, I realized that much of the people problems in my teams was because of my own self-deception ( thanks to Arbinger ).

Its so powerful – completely changed the team dynamics between team and myself. Infact from driving everybody nuts by micromanaging, or being critical, I began to have more faith, and trust in others abilities.

When I quit this March ( 2008), about 20 of my team members gave me a touching farewell, with tears in their eyes… It was deeply satisfying to know that I was able to make a positive difference in their lives.

Guy, if you are not already there… would welcome you to take part in the online community that Arbinger has – http://arbingercommunity.ning.com

cheers
venu

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