DC Organizational Psychology by Directive Communication International

Organizational Psychology at Home How to raise children to be

GREAT LEADERS

Daily Ritual

How DCI

Express GRATITUDE every morning

CHANGES LIVES

Application Practicing what we preach 1st EDITION 2014

Organisational Psychology

Meilisa Leonata

Message from Editor It gives me great pleasure to welcome you to the first issue of DC Organizational Psychology Magazine. I want to personally thank to the team who worked tirelessly to make this magazine happen. In this first edition, we would like to talk about "application of group dynamics to work and family.” You will get to know our leader of the month, Arthur F. Carmazzi, who is the founder of Directive Communication Psychology methodology. We would like to share with you what we are currently working on in the article “Practicing What We Preach”. The feature "Organizational Psychology at Home: How to Raise Children to be Great Leaders" guides readers to better parenting using practical DC Psychology. More about us including events such as TTT in November and free webinar. A Book Review and a comic strip on how to start your day are included in this edition. I hope you enjoy what we have put together, come and explore!

Organisational

CEO ARTHUR F. CARMAZZI CFO BUDIARTI

carmazzi.net

coloredbrain.com

EDITOR IN CHIEF MEILISA LEONATA ART DIRECTOR MARIO PUTU PUBLISHER ALEKSANDR A NOWACKA VISUAL INFLUENCER LOLORIEN SIWU

agentsofchange.asia

LAYOUT DESIGNER I WAYAN SUDAMA VISUAL STATISTICIAN ALEXANDER FEBYSTIAN

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PROJECT ARTIST KADEK FERI PRAYOGA

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Address: Avalon Villa Resort #1 Jalan Carmazzi Mawang Kelod Ubud, Bali 80571

email : support@directivecommunication.com

Table of

CONTENTS 1

Massage from editor

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ers n o i t c a r P y holog c y s P C D es How Change Liv

Morning Rit

Cover Story DCI: Practicing

Boo

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What We Preac

Pr w e i v k Re

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Organisational Psychology

HOW TO

DC Psychology at Home:

HOW TO RAISE CHILDREN TO BE GREAT LEADERS By Arthur F. Carmazzi

I’d like to share with you today how to help your children to become greater leaders. There are three major points that I would like to focus on: elimination of negative behavior, elimination of blame aspect and focus on the team work.

testing various success formulas. The most common success formula is “Hey, what happens if I whine enough, would I get what I want?” So when they whine and they get what they want, well… guess what? You are showing them that ‘whining gets you what you want’. You are encouraging the negative behavior.

Negative behavior is not supported One of the key factors of raising greater kids and greater Very often our kids are testing us and checking what they leaders is to apply directive communication psychology can get away with. Every single day they are trying to push into managing our children focus. We should make sure our limits. Children are very clever in a way they build they understand that negative their relationships with parents behavior is not supported. By “... when children are and interact with adults. Have you supporting negative behavior like ever noticed how they try to act testing you, they are testing whining and screaming and by giving either right or wrong, to see how various success formulas”. in, you are showing them that this you react? For example when you is the best way to achieving their are in a public place, or when you goals, not just in their young years but also throughout are busy with something important and your child starts their life. Make sure you raise your kids intelligently. screaming for something irrelevant or crying to get your attention. A lot of patience and love is required not to get ‘No Blame Zone’ frustrated and stressed in such a situation. The key is not The concept of NO BLAME is a very important aspect of to give in to whining, yelling and screaming. When you do DC methodology and culture change. I have two sons that, you are potentially setting yourself up for difficulty. and sometimes my older one would blame the younger Why? Because when children are testing you, they are one for something. Or maybe they blame their teacher

or they blame circumstances. By doing so, they are not taking responsibility for their actions. Isn’t it a common thing to say: I couldn’t finish my project because I was waiting for my colleague to deliver the material? Blaming other people is the easiest solution in many daily situations. When you allow your child to blame anybody, you are basically saying: it’s not your fault! If you blame somebody else, you’re just the victim and as the victim ‘aww poor you’. Unfortunately, this strategy does not support solving problems and it does not support your children to be looking at things as they are. I want my boys to be able to say: ‘this is my responsibility and I’m in charge of fixing this problem’. Otherwise I am creating victims, ‘oh, my boss did this, nothing I can do about it’, ‘my boyfriend did this, I’m just the victim’ and setting them up for more heartache and less success. Help your children to create happy and healthy environment by encouraging them to take control of their life. If you set up a “NO Blame zone” at home and don’t accept blame in your environment, you are helping them to take more responsibility. That means they will have the power to solve their own problems in the future. Make sure to make it fun at first. Remember there are just children, so you can’t be too serious about it. Run certain no blame projects with them and think of creative ways to encourage such a behavior. My kids Dante and Alessandro are two very ambitious boys, they do blame each other a lot, hence together with my wife we decided to set up “NO Blame Zone” at home. When they start blaming we ask them “are you blaming?” and then immediately we explain that it is not acceptable and fair. They would often say “but he did this” or “he did that first” and we would reply with “Did you look at solving the problem or are you just blaming?” As parents we consistently say it in a fun and non confrontational way, helping our kids not to blame and focus on the solutions. Teamwork It is important to explain to our children the aspect of togetherness. Make sure to take a little bit of time of your busy schedule and work with the kids consistently to create and explain the concept of teamwork. It’s all about communication and sharing. Whatever the team can or cannot do, it is a team effort. If the team cannot get along, it would not be an individual problem but it would be a team problem.

“It is very important that our actions do not reinforce the negative behavior; but are done out of love and never out of anger”. In my family if one is not sharing, it becomes a team problem. We challenge our boys by asking them “are you being a team?” They would probably find another excuse to get away with it, like “... but Dante is not sharing” that we would reply to something like “okay, is it Dante’s fault? Are we going to blame Dante and tell Dante he should share?” That does not support team work, encourages the blame and very often the authority, which is the parent, will step in to solve the argument. That leaves kids out of responsibility. Instead, the moment that somebody starts blaming another sibling, we decided to ask them “are you acting as a team? Are you solving your problem?” A toy fight is a great example. You know how they don’t play with the toy until one person plays with it and suddenly the other sibling wants to play with it too and they end up fighting for it. You’d probably experienced that, right? If that toy is the result of no teamwork and can’t be shared, we - parents - are going to take it away. The moment we communicate to boys we are going to do that they will very likely start working together again. I would often motivate them by saying “Okay, show me how you’re working together” and then they simply start to figure things out and solve their own problems. Creating great leaders starts with parents, starts with people like you and me. If you are reading this article, you have kids, and your kids have the potential to be world leaders, leaders of industry, they have the potential to make a difference. It starts with us the parents. It is very important that our actions do not reinforce the negative behavior, but are done out of love and never out of anger. Speak to your kids intelligently and lovingly; and while they may whine and protest at first, after it’s all over and after they accept it, make sure you give them a hug or show them you love them.(ml/an/ls)

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HOW

DC Psychology Practitioners

Change Lives

While working on our new polished logo and company branding, we thought it would be fun to ask couple of our trainers how they feel about DCI. We encouraged them to define what it means to be a DC’ian and how they apply DC methodology to help them improve their lives and careers. We also wanted to find out how they influence their trainees and share the qualities with clients to make a significant changes in other people's lives. For me its the way of living my life, being cognizant about my environment has helped me increase my tolerance levels towards every situation in my life. Its been 4 years, that i have been a member of this family. Every time I think about my journey in these four years, I understand the strength comes from DC concepts. I have grown as a professional and my personal life has improved tremendously. One of the concept that I live, practice and preach is "one who overcomes big problem is a big hero". Hence you always have a choice of who you can be. I will spend my entire life contributing towards the society with my understanding of Directive Communication Psychology, through trainings or keynote speaking or one-on-one. I sincerely thank Arthur F Carmazzi for enlightening my life. Through whichever way possible, contribution with no expectation is the mantra that I carry. A trainer with deeper understanding of training content & human behaviors linked to competencies & business. Yogesh Pawar Directive Communication is an effective method that clearly outlines the underlying communication problem in an organization and serves to rectify it. To me, DC means developing understanding and communication channels in ourselves ,and among others in order to achieve a fluid, motivating, and productive work environment, DC believes that every person has their strengths and weaknesses. How one reacts to the environment is more important than what faults they may have. As DC'ians, we continuously improve ourselves, support and nurture those around us, and assist our clients to overcome preconceived beliefs to rise to success. Carol Chen I have found the application of many Directive Communication concepts to be very powerful in my own life, and also in the training programs I have conducted upon learning these concepts. What is particularly dynamic are the psychological aspects of DC concepts which results in a greater self awareness underlying the communication problem: the way we think, the things we assume and expect, the way we unconsciously allocate blame and “need suck” from others, the postures we use – all of which collectively impacts on the rapport and relationship we develop with people around us. Over time, I have realized that on taking on these concepts seriously, it allows one to be more tolerant of others, whilst at the same time, take greater ownership of their actions and not to simply react. It has also helped some participants to redirect their focus to get into a more positive mind frame for themselves; and at work, to create a more enriching and productive work environment. One of the best things about DC concepts of course, is that they are applicable at work and at home alike. As a DC’ian, I am so pleased to be able to share these concepts during my training and with people around me. I am very happy to be a part of the DC family, and believe that together, we can make a difference in the lives of others, even if it is just a little, one step at a time. Celina Alejandro-Ancela

Take a deep breath

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s l a itu

Iâ&#x20AC;&#x2122;m grateful...

Think and say one thing that you are grateful for

Drink one glass of water

Good Morning! Smile and greet at least one person

Arthur Carmazzi the Global Top 10 most influential Leadership Gurus

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Jakarta & Medan, Indonesia!! "Discovering Your Own Identity for Enduring Personal Leadership and Organizational Greatness"

COVER STORY

DCI: Practicing What We Preach

Directive Communication™ Psychology (DC) is recognized for its unique ability to provide immediately visible results in Leadership Training and Organizational Culture Enrichment. We apply DC Psychology of group dynamics to enhance the performance of diverse individuals in various roles to competently and enthusiastically work together towards common objectives. DC Management and Leadership Training are designed with Organizational Culture Change in mind. Great Leaders Don’t Create Followers, They Create More Leaders Arthur F. Carmazzi, Founder of the Directive Communication™ Methodology and Global Top 10 Leadership Guru. Ranked as one of the Global Top 10 most influential Leadership Gurus by Gurus International, Arthur F. Carmazzi has 21 years experience specializing in psychological approaches to leadership and corporate culture transformation. He is a renowned motivational leadership keynote speaker and trainer in the Asian Region and has developed advanced Corporate Training with innovative techniques and tools that have been acknowledged by some of the world’s greatest organizations.

He is a bestselling author with book titles like: “The 6 Dimensions of Top Achievers”, “The Colored Brain Communication Field Manual”, “Identity Intelligence”, “Lessons from the Monkey King” and “The Psychology of Selecting the RIGHT Employee”. Arthur is the developer of the CBCI (Colored Brain Communication Inventory) and HDMA Emotional profiling tools used for “Psycho-Productivity” management as well as the CCEE (Corporate Culture Evolution Evaluation). These tools have been implemented across a variety of HR and Leadership disciplines by numerous multinationals to generate greater efficiency of human capital. The unique “linked implementation” structure of Arthur’s training tools and methods have earned him and the Directive Communication methodology accreditation from the prestigious American Institute of Business Psychology. Arthur’s leadership approach inspires others to learn from the own actions. He always highlights and focuses on growth and progress, whether it’s a success or failure, it doesn’t matter as long as we learn something from it and as long as nobody is blaming anybody. He encourages to take responsibility of your own actions and mistakes and to work as a team. Motivational Reward We, at Directive Communication International, really try hard to make the experience fun and joyful all the time. Our graphic team created a fun info-graphic to illustrate our common objectives in the company. This method

will renew the team’s energy, get everyone involved and clearly visualize everyone’s goal. Commission-based reward is applied not only to the sales and marketing department but also to the entire team, including graphic designers, project managers and administrative support. We decided that we want to travel to Cambodia or Kuala Lumpur. This is our way of rewarding the team for achieving objectives. The goal and achievements for each department may very, but whichever or however small the outcome is, there will still be a reward, even if it’s just lunch in the city. This approach will definitely motivate everyone across all departments, and strengthen the teamwork. The reward can be modified as wishes and according to the budget. According to Colored Brain At the start of employment, every worker at DCI office takes two types of Colored Brain tests. The colors identify the fundamental patterns in the way our brain genetically processes the world around us, we overcome misunderstanding, conflict, and wastage of individual and group potential. The first test is the colored brain communication inventory questionaire, to determine the brain color. Another test is the Colored Brain Cards, where new employees are asked to pick 5 cards and explain why they pick those cards. The cards help determine their personality and understand more of the emotional drives that motivate or unmotivate them. The result of the test is explained to all staff to help understand the group dynamics based on everyone’s brain color and emotional drives. For example, the green brain is in chaos, nothing is connected and therefore can come up with new concepts without a foundation, they get clarity through action. The red brain connects things through analysis, it’s structured process must have clarity and logic before action is taken. For the blue brain everything is connected, time, space, people, emotions and values. Blues make decisions intuitively because they have an extra sensitivity that connects the subconscious with the world around them and take action if it ‘feels right’. Everything is also connected for the purple brain, but throuh data and information, which makes a purple brain very detailed and systematic. They will take action only after getting ALL the required information. The Colored Brain Communication (CBC) cards were designed to bring out the power of the subconscious mind and identify how to bring out the best in each individual, but as managers, facilitators and trainers began to use them. They discovered NEW ways to improve learning retention and to identify work processing and motivational fit. They discovered interview strategies that helped to select better candidates. They uncovered coaching strategies that improved personal effectiveness in others, and the found games they could play with their children to develop and bond with them in powerful ways.

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