Caring costs. It costs to be empathetic to your employees’ emotional needs. It costs to be mindful of the non-verbal messages you’re role modeling. It costs to be engaged all the time in the active act of actively listening. It costs to develop connections that gain you nothing in the Read more…
It appears that the large conflict situations in life are the ones that matter the most. Death Divorce Job loss Personal and professional disappointments But the reality is, the small moments that appear to matter the least, are the ones that create the grit and resilience to survive the crucible Read more…
If connection is the product of the future, the problem is not going to be connecting; human beings connect naturally–and arbitrarily. If connection is the product of the future, the problem is not going to be developing the tools and technology to mediate, facilitate, develop and encourage those connections; human Read more…
…don’t have the courage to confront the ongoing, unresolved cultural conflicts and frictions in your organization. …if the resistance to change at scale from the organization and even individuals is too hard to address. …if your fellow employees who should be your allies, cannot be motivated because of internal, intrinsic Read more…
Teutonic organizations believe that size makes up for persuasion. Small organizations believe that persuasion makes up for size. The problem in both organizations is scale, not properly understood. Because your organization, your team, your personality, or your project is large, that doesn’t mean that persuasion is something to be abandoned. Read more…
The work is rarely the most entertaining or compelling, thing. The result of the work is a lot more compelling—good, bad, ugly, or indifferent. The process is rarely envied. The result of the work—the sausage, such as it were—is delicious on the plate, and worthy of being enjoyed. And sometimes, Read more…
Clearing out the cruft that surrounds your reactions and responses to conflicts in your life, can take at least a lifetime. Clearing out the cruft that surrounds your employee’s reactions and responses to conflicts in your organization can take at least 20 years. Clearing out the cruft that surrounds your Read more…
What are you paid to do? What do you believe you are paid to do? What does your employer tell you that you are paid to do? What does your spouse believe that you are paid to do? What does your family believe that you are paid to do? What Read more…
Leading people through conflict requires an emotional exchange between leaders and followers. The leader gives inspiration, charisma, respect, and provides role modeling of a vision of the future, to her followers. The follower gives encouragement, support, obedience, respect, and provides a feeling of self-worth through the act of deciding to Read more…
Categorization is the way that we make sense as human beings of a chaotic world of choices and options. Case in point: Whenever we walk into a grocery store, the peas and the peanut butter aren’t on the same aisle. Peas are considered a vegetable (or a legume) and peanuts Read more…