Don't feed the trolls

This document discusses several key concepts in social perception: 1. Nonverbal communication plays an important role in social perception. Facial expressions, eye contact, body language, posture, and touching can all reveal emotional and mental states. Basic emotions are often expressed through specific facial movements. 2. Attribution refers to how people seek to understand the behaviors of others by inferring underlying traits or motives. Correspondent inference theory holds that behaviors perceived as freely chosen and distinctive are more likely to be attributed to internal traits. Kelley's theory examines how attribution is influenced by consensus, consistency, and distinctiveness. 3. Impression formation is the process by which people combine diverse information to form unified impressions of others. Initial

Attribution theory proposes that people make causal explanations for behaviors and events, classifying them as either internal/dispositional (due to traits and abilities) or external/situational (due to outside factors). However, people are subject to attribution biases like the fundamental attribution error of overemphasizing internal causes for others' behaviors. Kelley's covariation model examines consensus, distinctiveness, and consistency of behaviors to determine whether to attribute them internally or externally. People also differ in attributional style, with optimists explaining negatives externally and positives internally versus pessimists.

This document discusses attribution theory and its specific applications in organizations. Attribution theory seeks to explain how people make causal attributions about behaviors and events. There are three main types of attributions: internal vs. external, stable vs. unstable, and controllable vs. uncontrollable. Common attribution errors include the fundamental attribution error and self-serving bias. Shortcuts like stereotyping and halo effects are also used to form impressions. Attribution theory applies to areas like employment interviews, performance evaluations, and ethnic profiling in organizations.

This document discusses the concept of self-concept. It provides a brief history, noting that William James in 1890 distinguished between the subjective sense of self ("I") and objective sense ("me"). Self-concept is then defined as the totality of an individual's thoughts and feelings about themselves. The cognitive, affective, and behavioral components of self-concept are introduced. Eastern and Western cultural perspectives on the self are contrasted. The document also discusses how the looking-glass self and cognitive dissonance theory relate to threats to self-concept.

There are three components that make up self-concept: self-image, self-esteem, and ideal self. Self-image is influenced by parental influences, friends, and media, and can be investigated using tests like the Twenty Statements Test. Self-esteem involves self-evaluation and can be either positive or negative. An ideal self may not match a person's actual experiences, creating incongruence. Understanding all three components provides insight into a person.

This document provides an overview of conflict and conflict resolution. It defines conflict as differences in opinions, interests, or perceptions between two or more parties. It discusses traditional, human relations, and interactionist views of conflict. Conflict can be functional and promote performance or dysfunctional and hinder performance. The document outlines the stages of conflict (latent, perceived, felt, manifest) and levels (individual, group, organizational). It discusses strategies for resolving intra-group and inter-group conflict such as problem-solving, organization redesign, and appealing to superordinate goals. The document emphasizes the importance of managing conflict to achieve optimal organizational performance.

After years of speaking with our small business customers to address the challenges and highlight successes of social media, patterns are beginning to form. We wanted to highlight the overlapping and individual social media goals of businesses industry-wide—not only to recognize their successes, but also to inspire others through examples. After all, 78% of consumers say that social messages from businesses influence their purchases. Here’s a presentation that showcases 12 small businesses who found success on social media.

The document discusses designing teams and processes to adapt to changing needs. It recommends structuring teams so members can work within their competencies and across projects fluidly with clear roles and expectations. The design process should support the team and their work, and be flexible enough to change with team, organization, and project needs. An effective team culture builds an environment where members feel free to be themselves, voice opinions, and feel supported.

An immersive workshop at General Assembly, SF. I typically teach this workshop at General Assembly, San Francisco. To see a list of my upcoming classes, visit https://generalassemb.ly/instructors/seth-familian/4813 I also teach this workshop as a private lunch-and-learn or half-day immersive session for corporate clients. To learn more about pricing and availability, please contact me at http://familian1.com

Thinking about your sales team's goals for 2017? Drift's VP of Sales shares 3 things you can do to improve conversion rates and drive more revenue. Read the full story on the Drift blog here: http://blog.drift.com/sales-team-tips

Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.

You are *not* an idiot ~ or maybe we're all idiots. Keynote at NorthSec 2021. Talking about school, failure, success, diploma, impostor syndrom, manipulators, burn out, suicide, and how to deal with them. The talk delivery was more personal, the slides are kept generic. The recording is available @ https://youtu.be/Iu70J49bPlE?t=20869 (starts at 5:47:49)

This document provides tips for building sustainable open source communities. It emphasizes the importance of community over code, embracing change, tackling language barriers by promoting local communities, communicating openly, cultivating a transparent culture, and recruiting diverse participants with a variety of skills beyond just development. Regular in-person meetings like strategic sprints are highlighted as important for fostering collaboration, trust, and an inclusive culture in open source projects.

No matter if you are at work or at home, you are tempted to react when tensions get high. This slide show has some nuggets for why it's important to view conflict as the search for truth, why we avoid conflict, and practical tips for conflict resolution skills.

This document discusses conflict and strategies for resolving it constructively. It begins with quotes about the nature of conflict and how fears can undermine our abilities to address it. It then provides reasons people avoid conflict and strategies to help ensure crucial confrontations go well, such as staying calm, understanding other perspectives, agreeing where possible, and focusing on the problem not the person. The document offers approaches for resolving conflict, techniques for effective complaints, and tips for constructive discussions to manage issues and preserve relationships.

Presented to youth participants during the (CYLS 2014) Cebuano Young Leaders Summit by AYLA Bai at brgy Taptap CREMDEC, Cebu City, Philippines

Gossip in the workplace is common and can serve purposes such as providing entertainment and helping people bond over sharing information. However, gossip often aims to discredit others by spreading rumors or private information and can destroy reputations. Malicious gossip stems from jealousy or envy and is used to harm others. While gossip may seem harmless, revealing private facts or spreading misinformation can have serious negative consequences for individuals and teams.

Presented at LinuxCon Europe in Edinburgh. Communities are one of the defining attributes that shape every open source project, not unlike how Asimov'€™s 3 laws of robotics shape the behavior of robots and provide the checks and balances that help make sure that robots and community members continue to play nicely with others. When looking at open source communities from the outside, they may seem small and well-defined until you realize that they seem much larger and complex on the inside, and they may even have a mind of their own, not unlike the TARDIS from Doctor Who. We can even learn how we should not behave in our communities by learning more about the Rules of Acquisition and doing the opposite of what a good Ferengi would do. My favorite rules to avoid include, "Greed is eternal"€, â€"You can always buy back a lost reputation€" and "€œWhen in doubt, lie"€. This session focuses on tips told through science fiction.

This document summarizes Adam Keys' OSCON 2007 talk on "People Hacks". It discusses how People Hacks are about advocacy, persuasion and improving interpersonal skills rather than manipulation. It provides tips for interacting with others in open source projects, including giving criticism constructively, avoiding negativity, understanding other perspectives before advocating change, and moving minds gradually rather than pushing maximalist positions. The document emphasizes the importance of collaboration and interpersonal skills in software development.

45 minute session at Premier Digital Conference at The Brewery in London, Saturday November 12th: "Can you see me? Who or what do people see through what you create online? How open and vulnerable should we be when creating in the digital space?" http://www.premierdigital.org.uk/Premier-Digital-Conference

Presented at LinuxCon NA in New Orleans. Communities are one of the defining attributes that shape every open source project, not unlike how Asimov'€™s 3 laws of robotics shape the behavior of robots and provide the checks and balances that help make sure that robots and community members continue to play nicely with others. When looking at open source communities from the outside, they may seem small and well-defined until you realize that they seem much larger and complex on the inside, and they may even have a mind of their own, not unlike the TARDIS from Doctor Who. We can even learn how we should not behave in our communities by learning more about the Rules of Acquisition and doing the opposite of what a good Ferengi would do. My favorite rules to avoid include, "Greed is eternal"€, â€"You can always buy back a lost reputation€" and "€œWhen in doubt, lie"€. This session focuses on tips told through science fiction.

The document discusses the seven types of literary conflict: internal conflict (man vs. self), and six types of external conflict - man vs. man, man vs. nature, man vs. society, man vs. supernatural, man vs. fate, and man vs. tools. It provides examples and explanations of each type of conflict. The document is a homework assignment where the student learned about literary conflicts and completed activities to apply and connect the concepts to their own life experiences.

Looking at the reasons for conflict, how to avoid conflict, and some examples of the conflict resolution process.

This document discusses the negative behavior of some individuals involved in historical reenactment groups, referred to as "stitch Nazis". These people thrive on criticizing others' uniforms and performances in order to feel superior. They often wait until after events to harshly criticize others instead of providing respectful feedback that could improve the event. Their goal seems to be asserting control and punishing others through a two-step process of catching mistakes and then doling out punishments. The document warns about these types of toxic individuals and encourages leaders to promote positive behavior instead.

The document discusses several topics around mindfulness and human nature. It notes that teaching through fear can have lifelong negative impacts and that brainwashing is possible this way. It also mentions that "nice people" who stay silent can enable problems like those during Hitler's time. Finally, it emphasizes the importance of loving oneself in order to truly love others, and calls for moving from mindfulness to heartfulness.

This is a keynote presentation I gave to the 2019 Making Connections Post-Graduate Research Conference for the Faculty of Science, Agriculture and Engineering at Newcastle University. I was asked to talk about "what I do, how I got here and my career journey with any hints and tips for successful career outside academia." FWIW - I was very proud to share this with my old University and Faculty. It got good feedback in the room and afterwards from the students. NB. I haven't put credit slide for some of the images i took from the web - apologies to those sources - i know who you are so thanks.

The document discusses wikis and their uses and limitations. It notes that wikis are best suited for big, collaborative projects that require letting go of the idea of individual work and embracing collaboration. However, wikis may not be well-suited for personal projects that impact one's digital identity or private matters meant for only one person. The document also presents differing views about whether technology enhances or hinders community, with one viewpoint arguing it revolutionizes community and the other concerned it may replace human interaction.