Tag: Emotions at Work

Marcus Buckingham On How To Take Your Performance To The Next Level

by Bright Osadiaye, posted in Health & Well-Being, Leadership, Management, Motivational Quotes, Personal Development, Workplace Learning
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‘So ally yourself with a couple of carefully chosen experts in your field.’

‘Discipline yourself to connect someone to something every day.’

‘If you’ve been impressed by a product, find the inventor and call him or her.’

‘Look for evidence that contradicts what you’ve come to believe.’

‘Learn to separate the small things you do spread goodwill- the gifts, the remembered birthdays, the special favors- from your actual request.’

‘So practice your stories, in particular, the stories in which you make fun of yourself.’

‘Work out a formula that captures your natural instincts for how to handle uncertainty.’

‘Find examples of how team members supported one another and then share these examples with the team.’

‘Volunteer for situations where your success depends on turning around an angry or obstinate person.’

‘Establish a routine where you are, with predictable frequency, gauging people’s reactions.’

‘Always stay in touch with those whom you have helped to learn and grow.’

Source

Marcus Buckingham (2015). StandOut 2.0: Assess Your Strengths. Find Your Edge. Win at Work

‘How Leaders Turn Difficult Conversations Into Breakthroughs’

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
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‘When they trust your intentions, your direct observations and questions will have the desired impact.’

‘Your openness, caring, and curiosity make it possible for a different truth, belief, or understanding to emerge.’

‘Presence allows you to have an awareness of what is occuring in yourself, in the person you are with, and in the space between you.’

‘If you are truly there to help a person think, you must let her thoughts have a mind of their own. Remain open and curious to what will unfold.’

‘When the person’s view of reality makes a distinct shift, have the person articulate what he or she now believes to be true.’

‘Try to keep your head, heart, and gut open and balanced while you listen. When you feel uncomfortable, however, speak and listen more deeply from your gut. When you feel impatient or begin to judge the person, focus on reopening your heart.’

‘Honor a person’s silence with your own. The mind is at work.’

‘Formulate your questions based on what the other person tells you, what you sense he or she is leaving out, and what you sense is triggering his emotions and driving his behavior.’

‘Remember, you aren’t there to fix her, convince her, or make her wrong. Do not slip into evaluating what should be true and real.’

‘To put a closure on the conversation, end by asking if he needs further support and how he would like to follow up with you.’

Source

Marcia Reynolds (2014). The Discomfort Zone: How Leaders Turn Difficult Conversations Into Breakthroughs