When you believe you’re seeing someone’s potential, what are you really seeing? Are you seeing them as they see themselves, or are you looking at their situation as if it were you? Is what you want for others what’s truly best for them, or is it simply a reflection of what you want for yourself?
Listen in or read on for real-life examples of how positioning yourself as the expert on someone else’s life can cause tension and conflict – at work and at home.
The more I engage and do consulting work with organizations, the more I see that the core thing causing us to get into conflicts, waste time, create drama and chaos, and have a strong negative impact on productivity is that people are less and less skillful in the emotional literacy realm.
Listen in or read on for a definition of emotional literacy plus a story that showcases low emotional literacy skills and how they can affect an organization’s bottom line.
Have you ever made a new hire – or been a part of the team that made a new hire – and after a few weeks, you begin to get that sinking feeling of “Oh no, we made a mistake…”?
If so, you are not alone. Bringing on new talent is one of the most challenging tasks that anyone has to deal with. There are so many complex variables in making a good hire, but only seven ways we make a bad one.
Read on or listen in for how to remedy seven bad hire habits, from ambiguous goals to hidden expectations.
A key learning from Navigating Challenging Dialogue® is issues like staff burnout, drama, conflict, high turnover, and low morale are symptoms signaling a deeper issue.
What’s underneath hopelessness is the basic human desire to feel our efforts are trending toward a positive outcome. Yet the important work of wrangling with long-term societal problems can feel overwhelmingly negative.
Read on (or listen in) for two radically different approaches to helping individuals and the collective in your organization find a path to hope…