I recently had to utilize critical thinking in a situation where an employee needed corrective action. I used the elements of gathering information before making a final decision. Staying focused on critical thinking, I could have withheld the assumption that the employee at hand was well aware that his workplace infractions would land him an untimely departure with the organization. He was in totally awe when he was terminated and thought he had been doing a good job. Unfortunately, my on going coaching did not help his workplace behaviors.

I was recently faced with a communication challenge when a co-worker tried to ask me to enter my notes earlier. Being that my work does not directly impact his role, I let him know that my notes were in. He went further to say his reasoning is because a partner called to get interview feedback from a referral. I like to deal with facts, so I asked my co-worker what was the name of the referral and also the referral partner. He never produced the names because he was not telling the truth in the first place and was on a ruffling feathers spree. I even followed back up with him that I needed the names so that I could follow up. I think that I handled it pretty well by sticking to the information and facts and not the communication itself. I would always advise a peer to always effectively communicate with  others by dealing with data and facts as opposed to feelings and emotions, even when you know the other person's ill intent. I ended up becoming this coworker's supervisor and coached him on workplace best practices, accountability, and focusing on his job roles and responsibilities so as not to interfere with the productivity of other's.

I recently had to utilize critical thinking in a situation where an employee needed corrective action. I used the elements of gathering information before making a final decision. Staying focused on critical thinking, I could have withheld the assumption that the employee at hand was well aware that his workplace infractions would land him an untimely departure with the organization. He was in totally awe when he was terminated and thought he had been doing a good job. Unfortunately, my on going coaching did not help his workplace behaviors.

I was recently faced with a communication challenge when a co-worker tried to ask me to enter my notes earlier. Being that my work does not directly impact his role, I let him know that my notes were in. He went further to say his reasoning is because a partner called to get interview feedback from a referral. I like to deal with facts, so I asked my co-worker what was the name of the referral and also the referral partner. He never produced the names because he was not telling the truth in the first place and was on a ruffling feathers spree. I even followed back up with him that I needed the names so that I could follow up. I think that I handled it pretty well by sticking to the information and facts and not the communication itself. I would always advise a peer to always effectively communicate with  others by dealing with data and facts as opposed to feelings and emotions, even when you know the other person's ill intent. I ended up becoming this coworker's supervisor and coached him on workplace best practices, accountability, and focusing on his job roles and responsibilities so as not to interfere with the productivity of other's.

I recently had to utilize critical thinking in a situation where an employee needed corrective action. I used the elements of gathering information before making a final decision. Staying focused on critical thinking, I could have withheld the assumption that the employee at hand was well aware that his workplace infractions would land him an untimely departure with the organization. He was in totally awe when he was terminated and thought he had been doing a good job. Unfortunately, my on going coaching did not help his workplace behaviors.