Know the Person
Getting to know the human being sitting in that meeting with you has a lot of value. When we see the other meeting attendees as people with real experiences, emotions and values, we are more likely to trust their intentions, to be more flexible in trying to understand their point of view, for example. If they really aren’t that different from us in their experiences, they probably aren’t that much different than us in their goals and desires. Given this view that the other person is more like us we are more likely to go into difficult places, to have tough conversations, to have healthy conflict. Having a personal relationship with the person makes having the professional one much easier.
Managers should know about the big life decisions that employees are contemplating so they can support both work and life of their employees.
A 3-step process to help you and your employees create lasting behavioral change.
We are trapped between the organizational mission statement on collaboration and the real culture of an organization that rewards individual behavior.
How do you avoid annoying your email recipients? Especially when 8 of the phrases are used when you’re “just following up…”.
You’re biased. I’m biased. Now what?
Think of any agenda topic as a conversation in which you are either expanding your ideas and options, or you are converging ideas in order to make a decision and take action.
Empowering your team allows you to exert less effort while increasing the force they have to achieve their goals.
Position yourself always as the fastest and most persistent ‘improver’ and you’ll stand a chance whatever you’re doing.