Will Dunn Management Method

12.00

Title: Will Dunn Management Method

Author: Kenneth Blanchard

Translator: Mehrab Hassanvand

Publisher: Nik Farjam

Subject: Reinforcement (Psychology)

Age category: Adult

Number of pages: 108

Language: Farsi

Qty:
Comparison
Category:

Description

Will Dunn’s management style is “the power of positive relationships,” according to many experts, Ken Blanchard’s masterpiece, along with three other authors, Tedlasinak (Deputy CEO and Director of Animal Education at Bush Entertainment), Chuck Tampkies (Vice President). The managing director and director of animal education at Lacy World Amusement Park in Orlando, Florida, and Jim Ballard (educator and author) have published a book that is now in its 11th edition.

Introduction to Will Dunn Management Method Book
By reading Will Dunn’s book, we will find that we can achieve very different results by relying on positive things in relationships (in the office or at home). Throughout the story, Wes Kingsley tells us to improve relationships and higher. Going to work efficiency must be reversed in the face of mistakes.

Instead of focusing on what has been done wrong, we should focus our energy on positive results. In other words, combining the method of changing direction and emphasizing the positive can make a big difference in our relationships with those around us.

We are all accustomed in our fasting life to always pay more attention to the negative in our communication process with others, especially in the field of work, even in cases where someone sees and warns the negative faster than others from our point of view. A person is considered to be punctual and meticulous.
We often try to emulate these people and imitate their behavior in our relationships with others in the workplace, because as an outside observer we think of them as capable and authoritative people.

Everyone has an entrance window, even those from whom we do not expect help and cooperation. If we find the entrance window to his ability and enter through it, he can certainly be our helper in work.

The more we pay attention to a behavior, the more that behavior will be repeated, so in our relationships, we must first try to build mutual and strong trust, and most importantly, emphasize the positive things that happen around and in the workplace, and more Let’s pay attention.

“If you do not want to encourage poor behaviors, do not spend too much time on them. Praise progress, this is a moving goal.

Will Dunn Management Method:
Will Dunn’s management style is “the power of positive relationships,” according to many experts, Ken Blanchard’s masterpiece, along with three other authors, Tedlasinak (Deputy CEO and Director of Animal Education at Bush Entertainment), Chuck Tampkies (Vice President). The managing director and director of animal education at Lacy World Amusement Park in Orlando, Florida, and Jim Ballard (educator and author) have published a book that is now in its 11th edition.

“Will Dunn” has many meanings and concepts, but in this book it means the training of whales. An educational method that has shown its effectiveness in relation to humans and animals and as a management system in the business and home environment has a miraculous effect.
Whale trainers at Orlando’s Sea World Amusement Park have a special ability to train whales, the most effective of which is the “change direction” method.

As soon as they encountered the whales’ failed behaviors, they immediately concentrated those energies elsewhere. This simple but powerful strategy allows the trainers to create new situations to get the whales to do whatever they want.

Everyone knows that relying on positive things is the most effective way, but what to do when someone does something that has a negative effect? The answer is

Instead of focusing their energy on what has been done wrong (as most of us do), they shift the energy toward positive results.
In fact, since Mr. Blanchard realized that combining “change direction” and “relying on positive actions” as two effective methods as opposed to the two common methods today, namely “no response” and “negative response” to the behaviors of others (including whales and Staff) is much more appropriate and more productive. It was decided to publish this book in collaboration with the three authors mentioned above. He believes this book could be the most important book he has ever written

Introduction:
According to Ken Blanchard, Will Dunn’s management method is his most important book, and the reprint of the book for the eleventh time confirms it.
When three other people, two of whom are successful CEOs of two entertainment companies and a third of whom are educators and writers, collaborate with Mr. Ken Blanchard on the publication of this book, the reader expects to read something he has never heard before.

Or he expects to encounter difficult and complex concepts that are not easy to understand, but when he finishes reading them even once, he quickly realizes that the contents of this book are very simple.
And its emphasis on concepts is obvious and clear, which may seem trivial in terms of its transparency and simplicity, but without a doubt, the emphasis on these simple and trivial categories is so important and effective that four experienced and educated people In the field of management, he has been encouraged to write this book.

Second, the book is a self-test for all those who work in the field of management. The contents of the book anyway allow managers to compare their actions and behavior with subordinates and become aware of their true place in the organization.
Third, the delivery of content to readers is different from other management writing books. The authors of this book intend to convey the message that if predatory, wild and scary whales have the capacity and ability to easily meet the expectations of their trainers with new, accurate and innovative training methods,

Undoubtedly, human beings equipped with the weapon of higher intelligence, deeper thinking and, most importantly, the power of speech, which is the most powerful means of communication, can meet the expectations of their coaches, bosses and managers much easier and better. And learn the effective and appropriate method, which is clearly explained in the book.

And finally, the book does not merely recommend, does not suggest, but proves the correctness of the methods firmly and in an undeniable way. Reading this book should not only be recommended to managers, but knowing its contents and concepts should be considered inevitable for them.
What is Will Dan?
As mentioned, Will Dunn is a whale training system whose effectiveness can be disseminated in business management, home environment, and human education.

The theme goes back to the training of three whales, one owl weighing 11,000 pounds and two females weighing 5,000 pounds each, which is a very exciting, astonishing and entertaining show for people who visit the famous Marine Zoological Park from near and far. In Orlando, they come to the show.
The name of the male whale is “Shamo”, which is the most predatory, most dangerous and bloodthirsty marine mammal, and the name of his trainer is “Mr. Diwardley”. He shows motivation, and he does amazing things. It seems that the work of his coach, Mr. Dave, is much more amazing and wonderful.

How does a whale do this?
When Mr. Dave, your trainer, was asked, “How do you train this bloodthirsty and scary animal?” And he gives a strange answer

I do not teach him, but he is the one who teaches me and adds that when you deal with a huge predator that does not speak English, you learn a lot from him.

But “Mr. Demon” in the process of training whales takes into account important points that humans may not pay much attention to these subtleties in training their fellows
– He first realized that it is not acceptable to punish this type of whale! Conversely, he emphasized the positive behavior of whales, not the negative one, that is, when they did something right, he paid close attention to them, and when they did something wrong, his wrongdoing was ignored and his behavior was immediately diverted. Turned

– The person who asked Mr. Dave the above question was a little confused and surprised and for this reason he asked his question in a different way.
– If one of my people does something wrong, I can not ignore it, or if my child does not do his homework or harass his sister, surely my wife and I will not ignore such behavior.
Instead of answering the question, Mr. Dave said softly

You probably tell them you are not happy with their behavior and warn them not to do it again. The questioner asked
Isn’t this what I’s doing as a manager? Isn’t this the responsibility of every parent?
This time the whale trainer’s response was very subtle and interesting, he said

You say it is, but I wonder, is it really the way to create a trustworthy environment in
Is this a workplace or a home? I do not think so. This is more like emphasizing negative things. And continued. “The more you pay attention to a misbehavior, the more it will be repeated.”
We have learned from these whales that when we do not pay much attention to their wrongdoings and instead pay close attention to their righteous deeds, they often do the right thing. This is a human trait that animals think are intellectually limited. How a person thinks about an animal and what he expects from it has a direct effect on whether or not the animal responds. That’s why people generally despise animals

And it was here that the inevitable questioner confessed
* I think people do not treat their fellow human beings with the same respect and understanding that you express.
Ignoring unpleasant behaviors
Ignoring unpleasant and inappropriate behaviors does not mean that nothing should be done, but it means “change of direction” and it is all about energy management. It starts with controlling our senses and attention. There is a simple but powerful rule
If you do not want to encourage poor behaviors, do not spend too much time on them, instead you should change the energy.

What is energy reorientation?
If what the animal is asked to do is part of the show, we will divert its attention (the main task we have asked it to do) and give it another chance to do it right.

In both cases, we try to get the animal to do the right thing, so we rely on what it did right, such as feeding, rubbing the colonels, and petting.
In the case of human beings, motivations are not equally motivating. Sometimes money and material things, sometimes career advancement, sometimes education, growth and development, which depend on the different spirits of people with each other, can be more effective.
Key points: Build trust – Emphasize the positives – Redirect energy when things go wrong.

Analyze key points
A) Build trust
As mentioned, the whale trainer emphasized that whenever a new whale is trained, it does not make any effort to train it for a long time, all it does is make sure it is not hungry and only goes into the water after the time it needs. Perd to play with whales until they are persuaded, persuasive to what?

That whales do nothing for their trainer until they feel trusted and do not go under training until they are convinced of what their trainer intends to do.

If whales are like that, don’t humans have that? The answer is quite clear, humans are more emotional beings, more intelligent and, most importantly, more confident speakers who trust them, so it can be concluded that any manager who has the task of training his subordinates before any action. It must gain the trust of its employees and then fully clarify its purpose for training its employees, and only if the training courses are not held in classes with a high percentage of absentees, and therefore is held as a very purposeful result.

Advice to managers and supervisors of management method
Please stop reading this section of the article when you arrive, close your eyes and focus strongly, then ask yourself these questions and answer them honestly:

– How about training my subordinates, which is one of my most important and basic tasks, many times so far
Have I studied and marked the appropriate training courses for my staff, and held meetings with my staff about them?
– Can you do the most important steps you have taken to gain the trust of your subordinates in one or more?
Write a sentence?
How do you make sure your employees are convinced of your purpose in training them?
– Are you fully aware of the details of the training courses that your staff has attended?
– Can you explain the titles of the courses, and their details about each of your employees?
– If the answer to the above questions is completely positive, it shows that you have paid as much attention to the education of your subordinates as the whales! And if the answer is no, judge for yourself how much you value the education of your subordinates.
Management method
B) Emphasis on positive cases
The auditorium of the Hilton City Hotel in Atlanta is full of people eager to hear the speech of Anne-Marie Butler, one of the leading managers and experienced and well-known business consultants. His talk is about building positive relationships with others and increasing their positive energy and motivating others to improve their job performance.

After giving introductory remarks, he asks the audience to stand up and greet those around them for about a minute to show that they are not important to them and to look for someone more important to talk to.

Everyone shakes hands quickly and most of them do it slowly and without looking at each other, then Ms. Butler announces:
Very good, enough, and then he asks them this time: Now greet those around you as if they are your good friends, and for a long time you were unaware of them. They clapped, clasped each other’s hands eagerly, and the greeting was so happy for the audience that even after Ms. Butler announced that it was enough, the audience continued to greet each other warmly or warmly. Finally, after the hall was silent, he says

“I believe that in order to motivate people and create a constituency or organization on a global scale, you have to
Learn how to manage your employees’ energy. Which of the two shows I asked you to do produced more energy? Everyone answered: The second. “What Ms. Butler did was actually change the negative energy (in the first case) to positive energy (in the second case).
He shifted the focus of the audience from what they were focusing on. A process that educators and managers need to be well aware of. The same thing that whale trainers did when whales failed to do what they were asked to do. “This method, which has been effective in training whales, is definitely better for employees in organizations because humans are able to talk to each other and communicate more easily.”

Ms. Butel
He continues his speech
Management method

Today I want to teach you a method I call performance management.
F = means activator (what activates the function
R = means behavior (performance that occurs)
P = means outcome (your response to performance
An activator is something that motivates behavior or action. Whale trainers show what they expect the whales to do with hand gestures, slapping water or whistling. In the case of humans, the activator can be a set of instructions, or an educational experience, but the most common activators are goals.

Usually when employees and managers are asked about goals, and the answers are compared, there is a big difference between them, so people are criticized for not doing things they did not know were intended to be done. Therefore, this is not an effective way to manage.
All good practices start with clear goals. “If managers do not talk to their employees about practical and smart goals that are clear to both parties, people will be left without any goals and without knowing what is expected of them or even what good performance is.”

Then, after the intended action has been determined by setting clear and practical goals, the resulting behavior should be considered. And for on-site employees, the job is to communicate effectively with customers, achieve sales share, or prepare a timely report.
“Managers usually do not pay attention to post-performance behavior, and when the goal setting and the necessary training are completed, most managers disappear. Therefore, when the desired behaviors occur, they no longer have the chance to use the benefits of the third and most important stage of performance management, ie outcome.

Ms. Butler’s important question from the audience
Ms. Butler asks questions of those present.
What response do you usually get when you do the right thing at work? Everyone thought, then smiles and loud laughter began. Someone in the audience said loudly, “Nothing is happening and ‘no one is saying anything.’

“You are absolutely right,” said Anne-Marie. “The most common response people get to their performance is no response.” No one pays attention or comments, but until when?
Everyone knew the answer: “Unless something goes wrong.”
When people around the world are asked how you know you are doing the right thing, the common answer will be the majority.

“I will not be blamed by the boss for what happened after the job was done!”

This means that the usual response to our good performance is that no one will listen to us, which means that they will not hear anything from their bosses unless they do something wrong. Here, negative response replaces non-response, which can take the form of angry glances, critical remarks, or even some sort of fine.

Correct method: change of direction and positive answer:
A change of direction is something that can be learned from whale trainers. If the whales do something unacceptable and wrong, their trainers will divert their energy and attention to the previous steps, to what they were supposed to do or to other things.

In fact, they do not pay attention to weak behaviors, instead they quickly change their attention to something else. Then they pay close attention to their performance. So they can force them to do what is right.

Important point of management method
If the negative method is not used to pay attention to people’s performance, it will also maintain respect and trust. In addition to the three reactions of no response, negative response and change of direction, which people can receive towards their performance, the last reaction is positive It can be praising, providing training opportunities, or even promoting employees.

It is important to respond positively to good performance immediately. If you wait for a positive and flawless response after performing an action or behavior, they may wait forever.

Related books

1- Introducing the book  on YouTube

2- Introducing the book  in Aparat

Reviews

There are no reviews yet.

Show only reviews in English (0)

Be the first to review “Will Dunn Management Method”

Your email address will not be published.