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Problem Solving 6-stage - Gordon Thomas Gordon

Through its book - "Educating without punishment: children learn autodiscipiline" - Thomas Gordon stands by its method of problem solving, but also the fact that we can help and guide anyone to adopt it, keeping the schematic memory and associating it with "active listening .

This method is recommended for those, who face a problem to them: "it is staff (what I really want in life? ) , family (what rules we should follow to watch TV?) or parent-child conflict (your son wants to buy a motorcycle, but you object strongly because of the dangers that entails) "

For yourself or as a group, consciously or unconsciously, the process of problem solving is frequently 6 steps :
Step : Identify and define the problem (adopting the "I-message" or active listening)
Step : List of possible solutions
Step: Evaluate solutions
Step Four: Select a solution
Step Five: Apply the solution
Step Six : To evaluate the results

Note .. . as stresses rightly Thomas Gordon in his book "all problems are not resolved in a manner as ordered. Often a person has a solution so awesome the second stage it overshadows all others and shortens significantly the evaluation stage. Sometimes people can not agree on a solution must return to the second step to devise new , or to the first to redefine the problem. "

Who is Thomas Gordon? http://fr.wikipedia.org/wiki/Thomas_Gordon
Gordon Training International : http://www.gordontraining.com
The method Gordon : http://www .communicationorale.com / gordon.htmhttp: / / fr.wikipedia.org / wiki / Thomas_Gordon

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Problem Solving 6-stage - Gordon Thomas Gordon

Through its book - "Educating without punishment: children learn autodiscipiline" - Thomas Gordon stands by its method of problem solving, but also the fact that we can help and guide anyone to adopt it, keeping the schematic memory and associating it with "active listening .

This method is recommended for those, who face a problem to them: "it is staff (what I really want in life? ) , family (what rules we should follow to watch TV?) or parent-child conflict (your son wants to buy a motorcycle, but you object strongly because of the dangers that entails) "

For yourself or as a group, consciously or unconsciously, the process of problem solving is frequently 6 steps :
Step : Identify and define the problem (adopting the "I-message" or active listening)
Step : List of possible solutions
Step: Evaluate solutions
Step Four: Select a solution
Step Five: Apply the solution
Step Six : To evaluate the results

Note .. . as stresses rightly Thomas Gordon in his book "all problems are not resolved in a manner as ordered. Often a person has a solution so awesome the second stage it overshadows all others and shortens significantly the evaluation stage. Sometimes people can not agree on a solution must return to the second step to devise new , or to the first to redefine the problem. "

Who is Thomas Gordon? http://fr.wikipedia.org/wiki/Thomas_Gordon
Gordon Training International : http://www.gordontraining.com
The method Gordon : http://www .communicationorale.com / gordon.htmhttp: / / fr.wikipedia.org / wiki / Thomas_Gordon

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Method

The method Gordon is very well explained through this site: http://www.communicationorale.com/gordon.htm

Here are the contents, it below ...

"Developed by Dr. Thomas Gordon, the United States in the 1950s, this approach is reflected in the approach of the so-called non-violent communication (NVC), and may reference to the needs of Maslow.

abstract concept

The method is based on a simple premise: that of "mutual satisfaction of needs." Indeed, if I have a problem I can not express, or the other to a non-expressed problem, or I do not listen, we can not have true communication.

The principle will be
To initiate the confrontation needs. Needs can be factual or emotional.
Avoid "messages at risk" who are twelve types: order, threat, moral sermons, advice, criticism, flattery and appeasement, analysis, trial, question and irony.

Tools method

1 / The "I-message"

This to assume things and do more to bring to the other the sole responsibility of a problem.

We an unfortunate tendency to use the "message" You "or" message "You." These formulations can be felt very bad and worsening the situation. Eg "You should not do like that! "" You should know that ... "etc..

The effective message is one that says "I", which describes our feelings to each other. Process: to share the facts, then tell me how this is a problem. Ex: "The report was not delivered on time, I'm angry. "Rather than" You have not done so decidedly you annoy me! "

2 / Active listening

The concept is that it's best to put the conflict in the needs that person level. That approach "win-win" or "win-win.

Practise listening "active" is to hear and recognize the feelings and needs of others, and reformulate it.

Ex: "I see that you are anger. "Rather than" Stop your nerves. .

It is accepting the other and recognize it in its entirety. "

Stage Inter and Intra firm : http://www.communicationorale.com/stage.htm
Pygmalion Communication: an original program : http://www.pygmalioncommunication.com
Blog Pygmalion Communication : http://www.blogpygmalion.com/communication-orale/

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Method

The method Gordon is very well explained through this site: http://www.communicationorale.com/gordon.htm

Here are the contents, it below ...

"Developed by Dr. Thomas Gordon, the United States in the 1950s, this approach is reflected in the approach of the so-called non-violent communication (NVC), and may reference to the needs of Maslow.

abstract concept

The method is based on a simple premise: that of "mutual satisfaction of needs." Indeed, if I have a problem I can not express, or the other to a non-expressed problem, or I do not listen, we can not have true communication.

The principle will be
To initiate the confrontation needs. Needs can be factual or emotional.
Avoid "messages at risk" who are twelve types: order, threat, moral sermons, advice, criticism, flattery and appeasement, analysis, trial, question and irony.

Tools method

1 / The "I-message"

This to assume things and do more to bring to the other the sole responsibility of a problem.

We an unfortunate tendency to use the "message" You "or" message "You." These formulations can be felt very bad and worsening the situation. Eg "You should not do like that! "" You should know that ... "etc..

The effective message is one that says "I", which describes our feelings to each other. Process: to share the facts, then tell me how this is a problem. Ex: "The report was not delivered on time, I'm angry. "Rather than" You have not done so decidedly you annoy me! "

2 / Active listening

The concept is that it's best to put the conflict in the needs that person level. That approach "win-win" or "win-win.

Practise listening "active" is to hear and recognize the feelings and needs of others, and reformulate it.

Ex: "I see that you are anger. "Rather than" Stop your nerves. .

It is accepting the other and recognize it in its entirety. "

Stage Inter and Intra firm : http://www.communicationorale.com/stage.htm
Pygmalion Communication: an original program : http://www.pygmalioncommunication.com
Blog Pygmalion Communication : http://www.blogpygmalion.com/communication-orale/

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If conflicts value ... Evidence

One option is to accept the fact that the person who you talk to or explain your views - and your value - was also own these values ... surely different from yours and you do not change it!

''The courage to change what I can change.

The serenity to accept what I can not change.

And the wisdom to know the difference.''

(Educating without punishing: learn autodiscipiline children - Dr. Thomas Gordon)

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If conflicts value ... Evidence

One option is to accept the fact that the person who you talk to or explain your views - and your value - was also own these values ... surely different from yours and you do not change it!

''The courage to change what I can change.

The serenity to accept what I can not change.

And the wisdom to know the difference.''

(Educating without punishing: learn autodiscipiline children - Dr. Thomas Gordon)