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Area One
New Skills in Organizations
Organizational Development
Training in Organizations
Area Two
Effective Helping Relationships
Realationship Skills Training
Staffing Resources
Interactive Contact
Statement of Purpose
Glossary of Terms
 














































































 














































































 

























































































































































































































































   

Organizational Development

Some words or phrases used in GET materials may be new or have a meaning that differs from a traditional definition. This glossary does not attempt to include complete definitions. It is intended to point out some words that have a specialized meaning or usage.

Consider the word 'respect', for example. One familiar definition of 'respect' is treating someone with honor, homage or deference because of something they did for you or because of a high status they have achieved. When GET uses the word 'respect' it has an additional and somewhat different definition. As GET uses the word 'respect', it means having honor, esteem and regard for a person simply because they are a human being. GET always appreciates feedback and that is particularly true of this new glossary.

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A
ability - able to be or do; the physical or mental power or skill needed to do something.
account ability - the ability to account is created when 1.) A job or task is delegated and expected results or outcomes are specified. 2.) The employee agrees to perform the task and to achieve the expected results. 3.) The employee also agrees to have his or her performance assessed and appraised.
accountability, two-way - in a traditional accountability system, one person/team agrees to be responsible for doing a delegated job. In GET's two-way accountability system, the person delegating the task negotiates with the person(s) being delegated to and shares responsibility. Both parties must find mutually agreed upon goals and outcomes. The resources needed to produce the desired results must be mutually agreed upon. The parties are accountable to each other.
achievement - something valued and difficult that has been accomplished.
ambition - a strong desire for success, achievement, power, or wealth.
appreciate - understanding how some thing, action, or idea serves someone's purpose.
appropriate - suitable, or the right thing, for a particular situation or occasion.
artfully - clever and skilful, a very high level of performance usually resulting from much practice.
assumptions - something that you accept as true without question or proof.
authority - the moral or legal right or ability to control or manage others and delegate.
autonomous - feeling empowered to act independently; self-starter; willing and able to be responsible.

B
behavior - a person's actions or way of being.


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C
cautious - looking for ways to prevent, avoid or minimize risk of pain.
Center for Studies of the Person (CSP) - a Non-Profit 501c California Corporation founded in 1969 by Dr. Carl R. Rogers and his associates for the purpose of education and research.
clarity - to understand what is important for you in order to feel fulfilled or successful. The ability to think clearly, in the present, about achieving your goals in the future.
client support - discovering your client's or customer's needs and giving help and encouragement in satisfying those needs.
common goals - goals shared by two or more people or departments. Something done for the benefit or good of all involved.
commonality - certain feelings, values, ideas, or goals shared by two or more people.
communication skills - a knowledge of and ability to use effectively various means of connecting with others and having influence.
confidence, build - learning to feel good about who you are and your ability to perform at a level acceptable to you. Trusting your self more and more and doubting your self less.
conflict - an active or inactive disagreement between people with opposing opinions, principles, beliefs, needs, facts, or understanding.
conflict resolution - to solve or end a problem or difficulty.
congruence - genuineness; being congruent is being transparent, not hiding thoughts or feelings; not being fake. It is one of the three core conditions of the Person-centered approach. GET trainees learn how to chose to be congruent and learn when being congruent can be useful.
constructive criticism - advice, criticism or feedback that is useful and intended to help or improve something or someone.
cooperate, cooperative - two or more people operating, working together to achieve a goal that has some benefit for each of them.
cost-effective - If an activity is cost-effective, its good value for the amount of money paid.
creative, creatively - using one's imagination and original and unusual ideas and resources to produce results. Having unique ideas.
cross-cultural - intercultural; two or more ethnic cultures interacting, being, or working together.
CSP - see Center for Studies of the Person, above.
cultural - the way of life, especially the general customs, values, and beliefs, of a particular group of people; - relating to the habits, traditions and beliefs of a society or organization.


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D
delegate - to give a particular job, duty, right, or authority to some one so that they can perform in your place.
delegate authority - handing down the legal or organizational right or ability to control others in the way that they perform a particular job or duty.
discovery, self-discovery - or re-discovery - learning about yourself, your beliefs, and what is important in your life for you to feel good and successful. Also learning about ways in which your attitudes, beliefs, and actions get in the way of your achieving your goals.
diversified - varied or different; for example, a workplace with more than one culture would be a culturally diversified workplace.
doctor/patient relationship - having to do with the quality or degree of caring, respect, and empathic understanding that is present in the personal relationship a doctor or other healer has with his or her patient(s).
dynamic - having a lot of ideas and enthusiasm; energetic and forceful.
dynamics, human - the ways people have of behaving and relating to each other.

E
effective - knowing how to produce or achieve the results you want in a variety of settings including profession, learning, family, social, and at play.
emotions - feelings or experiences within ourselves that often change, come and go, increase and decrease in intensity. Fear, joy, sad, love, anger, shy, embarrassed, and bored are some examples of emotions.
empathic understanding - the ability to share or understand someone else's feelings, emotions, ideas, goals, needs, or experiences by imagining what it would be like to be in their situation or place in life. It is one of the three core conditions in the Person-centered approach. It is useful in establishing effective relationships, having personal influence and helping people move or change in a direction that is positive for them.
empowered - strong, confident, and usually effective; self-starter; willing and able to be responsible.
enhance - to improve the quality, amount, or strength of something.
essential - an action, thing or idea that is necessary in order for something else to happen. The most important characteristic(s) of something.
expectations - to think or believe something will happen. Expecting a particular outcome influences what happens and often increases the chances of that outcome happening.
experience - an understanding, feeling, or perception of what is happening or has happened.
expertise - a high level of knowledge or skill.
extraordinary - very unusual, special, unique, or unexpected; not ordinary.



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F
facilitator - someone who enables and makes it possible or easier for other people to do what it is they want to do - and in the way they want to do it.
feedback - information from another person(s) concerning the way they perceive or feel about someone's behavior, work or other actions. Feedback can be positive or negative; helpful or unhelpful.
feelings - emotions or experiences within ourselves that often change, come and go, increase and decrease in intensity. Fear, joy, sad, love, anger, shy, embarrassed, and bored are some examples of feelings.
fulfilled - feeling good about what you have accomplished.

G
gender - the physical and/or social condition of being male or female.
genuine(ness) - being honest, sincere, and not hiding feelings or thoughts behind a mask.
goals - an aim, purpose or achievement that people and organizations work toward.
group process, natural, small - a series of changes that happen naturally within a small group of people resulting from the human dynamics of relating to each other.
group-learning - the process of individuals learning about something(s) while being with others. Or, something learned by a group of people.

H
hands-on learning - the experience of learning about something by doing it or using it rather than just a mental understanding.
harmony - when people are comfortable and respectful with each other, or when things seem right or suitable for working with others toward a common goal.
honest - truthful or being able to report to ourselves and to others what our true experience is without hiding anything. There are degrees of honesty: fairly honest, very honest, etc.
honor - respect or high regard for someone that isn't necessarily earned by, or obligated to, that person.
human resources department - the department of an organization that deals with finding new employees, keeping records about all employees, providing training, and helping employees deal with problems.
human resources - the people within an organization.



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I
identify - to recognize a problem, a need, a fact, etc., and to show that it exists.
influence - the power or skill to affect or change how someone or something develops, behaves, acts, thinks, feels, or believes.
information overload - too much information received at one time. Not able to process it all or think about it all in a clear way.
insight - a clear, deep, and sometimes sudden understanding of a complicated problem or situation; a personal mini-paradigm shift.
inspire confidence - to help someone to feel less afraid and to believe that they can do something that they want to do.
integrate - combining or mixing different ideas, customs, or people within a society, organization, or group of people.
integrity - personal confidence to be honest about who he is and to not pretend to believe or do or be something else because of personal fear.
intercultural - cross-cultural; two or more ethnic cultures interacting, being, or working together.
interpersonal - a personal relationship between two people.

J
judgment - an opinion about a thing or person. Usually based on the likes/dislikes, or the fears/attractions, one person has for another person, idea, or thing
judgment, setting aside - to temporarily stop having an opinion or judgment, especially a negative opinion or judgment, about another person, idea, or thing.

K
key(s) - a skill, tool, or strategy used to move through an obstacle or solve a problem.



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L
language skills - the ability to use a system of communication consisting of sounds, written symbols, words and grammar.
leadership skills - the learned behaviors that help a leader influence group members to achieve organizational goals.
listening skills - ability to give attention to someone in order to hear them and understand their message fully and on more than one level.

M
media - television, radio, newspapers, etc., that provide us with stimulation and information.
mentor - often an older person, but always someone with more experience in a particular area who gives another person help and advice over a period of time; often teaches them how to improve their performance skills.
misunderstanding - to think you have understood someone or something when you have not.
mutually agree - two or more people or groups having the same opinion about a person, thing, purpose or idea.

N
negative message or feedback - a personal message or communication that is usually not welcomed because it feels uncomfortable, but which may contain a great deal of valuable information that can be used to increase effectiveness.
New-Skills - the name GET uses to describe a unique set of performance and personal effectiveness skills.

O
on the job - in the workplace doing your job.
option - one thing, which can be chosen from a set of possibilities, or the freedom to make a choice.
organizational - having to do with a group of people who work together in a structured way for a shared purpose, such as a business, temple, club, department, etc.


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P
pain, painful - hurt, an unpleasant sensation or effect resulting from something having happened.
paradigm shift - a very broad change in the way people see, 'perceive,' or understand the world, or situations, issues and ideas. It is something like a change in one's point of view or a very new understanding. Assumptions and the meanings associated with familiar ideas and concepts are altered, changed, or shifted.
peer coaching - people on a similar social or professional level meeting as a small group or as a pair to help each other learn about something they share a common interest in.
perception - one's sensing, seeing, feeling, hearing and understanding of what is going on.
performance - how a person, group, or organization goes about accomplishing its tasks and moves towards meeting its goals and objectives. How a person operates and does work.
performance assessment - appraisal, evaluation and judgment of performance based on stated standards and expectations. GET teaches ways to assess job performance that will improve the quality of work and help expectations and outcomes correspond. GET teaches effective ways to set or negotiate standards and communicate expectations between both parties as an essential part of delegating, assigning, and accepting jobs or tasks.
personal - some thing, idea, or feeling that is about one's self. It is sometimes revealed to others in personal conversation or personal writing. Carl Rogers taught that "That which is most personal is most general" meaning that everyone shares, more or less, the same personal feelings on a deep level. Everyone deals with feelings of loneliness, as one example, although it is seldom spoken about.
personal coaching - helping an individual to perform more effectively, with greater self-confidence, and personal satisfaction.
personal satisfaction (at work) - the feeling of pleasure and fulfillment experienced that has to do with a job or work having value, or when a personal goal has been reached.
personal values - the beliefs people have about what is right and wrong and what is most important in their life. Values control or at least influence behavior and attitudes. Traditional values are learned from culture, religion, and family. In today's world the media seems to play a large role in shaping our personal values.
personal change or growth - a change of heart, self-perception, behavior, actions, or attitudes; almost always thought of as self-improvement by the individual experiencing the growth or change.
personal influence - GET uses this term to mean: being able to use integrity and respect to enlist the support of others to work toward goals.
Person-Centered Approach (PCA) - an approach to facilitating people's growth or movement in the direction of achieving their personal potential based on set of principles developed by the world-renowned psychologist and Nobel Peace Prize Nominee, Dr. Carl R. Rogers (1901-1987). Dr. Rogers demonstrated that when three certain conditions exist in a relationship, extra-ordinary and highly positive outcomes will follow. Stated simply, those conditions are honesty and genuineness, an empathic understanding of the other person, and a setting aside (for the moment) of judgments of that person. Those seemingly simple principles are at the core of the New-Skills and tool-set that GET uses to generate personal and professional effectiveness.
positive - something that feels good and gives cause for hope and confidence.
practical - able to provide effective solutions to problems.
practice - to do something regularly or repeatedly in order to become skilled at it.
principles - a basic idea or rule that explains or controls how something happens or works.
prioritize - to decide which of a group of things are the most important so that those things can be dealt with first and the less important things can be dealt with later, if at all.
pro-active - anticipating a situation or being ready to perform a particular problem solving activity with out waiting for the problem to present itself.
productive - (productivity) - the rate at which a company, organization or person moves towards meeting set goals; usually judged in connection with the number of people, and the amount of resources, including time, necessary to produce an amount of product or achieve a desired outcome.
psychotherapy - a way, facilitated by a psychotherapists, to discover how to have better relationships and a more rewarding life, generally. Psychotherapists can work with one client at a time or with a small group of clients.

Q
quality- a judgment about how good or bad something is.



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R

reinforce - to repeat or add to in order to make something (a learning, for example) stronger or more durable.
relate to - PEOPLE: to have a connection or some interest in someone and be able to communicate with them personally.
THINGS and IDEAS: to find or show the connection between two or more things.
relationship - the way in which two or more people feel, communicate, act, and behave with each other.
reliable - something or someone that can be trusted or believed because they have worked or performed as you expected in the past.
repetitive learning - going over the same learning several times, in new contexts and in new ways, to be sure the learning is fully understood and can be used whenever it is needed.
resolve, resolution - to solve or end a problem or difficulty.
resources - that which is necessary to be productive including supplies, support, materials, equipment, time, leadership, and training.
resources, human - the people within an organization.
respect (full) - accepting people that are different than you are. He or she might look and dress differently, or be from a different culture and have customs that are different from your own. Being able to see past those differences and to recognize and value the human qualities of the individual. Being willing to make genuine and meaningful inter-personal contact with someone.
response - a reaction to something or someone.
responsible, being - able and willing to respond fully to personal perceptions of a situation or person; there are levels or different kinds of responsibility. For example, a hungry person with enough money is able to respond to the hunger and willing to go find food to take care of that need.
       On the other hand, being responsible in a situation involving other people or, for example, performance issues is not as simple because feelings or emotions come into play. If someone feels empowered, confident, and has resources, then they are willing be able to respond to the situation in way that benefits them. If someone in the same situation feels uncertain, lacks confidence, and is unsure of what to contribute, then they may not feel able or be willing to respond to the situation in a way that most benefits them. Sometimes being responsible is risky and takes courage.
responsibility, having - having a duty that was delegated or chosen.
result - something that happens or exists because something else has happened.
risk taking, risky - doing something that has an uncertain outcome. The outcome could result in pain or result in benefits. Learning new ways to communicate often feels risky because it is new and there is the possibility of being misunderstood, just as learning to swim feels risky because there is a chance of being scared or hurt.
Rogers, Carl R., (1901 1987) - world-renowned American psychologist and Nobel Peace Prize Nominee. He developed the Person-Centered Approach upon which much of GET's communication and effectiveness training is based. The Los Angles Times identified Rogers' 1961 classic, On Becoming a Person, as one of the 100 most influential books of the twentieth century. The American Psychological Association presented Rogers with its two most prestigious scientific and professional awards and identified him as the most influential psychotherapist of the twentieth century.
role plays - pretending to be someone else and acting out a role in a situation in order to practice a skill before using it in the real world. A part of the GET process for learning a new skill in a training course.
root causes - something or someone that has caused a series of results.


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S
satisfied - feeling good about having fulfilled a personal goal or need.
sharing an experience - two or more people having a similar experience and telling one another about feelings, ideas, thoughts, etc., associated with that experience.
share resources - allowing others to use part or all of your resources to achieve their objectives.
simulation games - an activity involving people engaging in a situation that pretends to be a real life situation in order to learn about one's self and effectiveness. Similar to role-play but usually more complex, with longer time frames, and involving strategies.
skills- an ability or key to being effective and doing an activity or job well, especially when you have learned about it and practiced doing it over a period of time.
strategic choices - several strategies or plans from which to choose to help you be successful in achieving a goal.
strategies - detailed plans for achieving success in a variety of settings such as athletic competition, business, career, or personal life.
strategy exercises - using simulation games and role-play to practice planning strategies.
status, status levels - amount of personal power or respect given or determined by a system (social, vocational, educational, economic, etc.) outside of one's self.
styles - a particular way of doing something, especially one that is typical of a particular person, group of people, organization, culture, or place.
successful - full of success; a good performance that achieves a goal and feels good.
succeed, success - achieving something that you have been aiming for or obtaining the desired results.
synergy - the combined power of a group of people who, when they are working well together, have a power which is greater than the total power achieved by each person working separately. Synergy is one of the desired out comes of using GET's New-Skills in the workplace.
system theory - a formal statement of the rules on which a subject of study is based. Or, a set of ideas that might explain a fact or event.


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T
tool-set - a collection of tools and keys used in the practice or performance of a job or skill.
trust - to have belief or confidence in the honesty, goodness, skill, or reliability of a person, organization, idea, or thing.

U
unconditional positive regard - one of the three core conditions of the person-centered approach. It has to do with temporarily setting aside personal opinions and judgments about someone in order to have a neutral or positive feeling or regard for that person. When one has unconditional positive regard, then empathic understanding of others, another core condition of PCA, seems easier.
understanding one another/each other - two or more people knowing what the other means and wants on a deep level.
unique - being unusual or special in some way; one of a kind, usually positive.
useful - the ability of a person, tool, skill, or idea to work for the purpose of achieving a desired result.

V
values - the beliefs people have about what is right and wrong and what is most and least important in life. Values control or at least influence behavior.

W
who we are as individuals - (learning about) one's unique and personal qualities, desires, needs and beliefs.
win/win-(win-win) - describes a situation, plan, or strategy, in which all participants or competitors win or have positive outcomes. A course of action in which all parties involved gain benefits.


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