Tag Archives: Promoter

Increase Accountability. Be a Closer.

Posted on February 21, 2012 by Process Man

Increase Accountability. Be a Closer. In my blog titled “Taking People at Face Value,” I urged you to respond to what was right in front of you as a way to ensure the best possible communication.  Now, I’m taking it … Continue reading →

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Taking People at Face Value

Posted on February 14, 2012 by Process Man

Taking People at Face Value It’s so cool to anticipate what someone is going to do next!  You’d be a soothsayer if you could predict how someone will respond in a certain situation.  We could make millions by finding that … Continue reading →

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Do I Really?

Posted on January 6, 2012 by Process Man

“My boss is a persister base and I do not see him very often.  I have a supervisor that I do see frequently and we have a great working relationship.  My supervisor knows me, and I know him and all … Continue reading →

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Conditional vs. Positional – It’s a Matter of Degree

Posted on December 16, 2011 by Process Man

What is the difference between first and second degree distress? First degree is  conditional, second degree is Positional. In first degree (doorway) distress, we begin to believe that our worthiness or others’ worthiness is conditional. We move from an “I’m … Continue reading →

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Driving Performance for Different Personality Types

Posted on June 8, 2011 by Process Man

  Driving Maximum Performance for Different Personality Types Daniel Pink, in his book Drive: The Surprising Truth About What Motivates Us, describes three core drivers of human performance. Autonomy: The freedom to determine how I go about negotiating my tasks, … Continue reading →

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PCM is Not an Entitlement Program

Posted on May 26, 2011 by Process Man

PCM is Not an Entitlement Program The Process Communication Model (PCM) is not a crutch, it’s not a curse, and it’s not a “get out of jail free” card. Learning about your own and others’ personalities can be a wonderful … Continue reading →

Posted in PCM and Drama, PCM and Other Models, PCM Entitlement, PCM Terms and Concepts | Tagged , , , | 1 Comment

Generation Y – Transcend and Include

Posted on May 12, 2011 by Process Man

Generation Y – Transcend and Include This is the last installment in our series, “If a generation had a personality, what would it be?” This month – Generation Y – Born between 1981-2000. Connected and Homeless Also known as Millenials, … Continue reading →

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Generation X – The Emergence of External Motivation

Posted on April 12, 2011 by Process Man

This is our third installment in a series inspired by the question, “If a generation had a personality, what would it be?” Here we introduce Generation X – born between 1961-1980. For other white papers in this series, check the … Continue reading →

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PCM Analysis of Gallup’s Q12 Index

Posted on April 5, 2011 by Process Man

PCM Analysis of Gallup’s Q12 Engagement Survey In in our eternal quest to end personality discrimination in the workplace, we offer a PCM analysis of the Gallup Q12 Index, perhaps the most widely used survey to measure employee engagement in … Continue reading →

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Where could PCM have the most impact on patient care?

Posted on April 5, 2011 by Process Man

This question was last month’s poll winner, with 80% of the votes. Answer: Although we’ve seen PCM have significant impact at all levels of healthcare, we’d like to focus on admissions and increasing treatment adherence. (click here for videos by … Continue reading →

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