The Future of Work

Companies winning the war for the best Millennial independent workers understand: MBO Partners recently released five years
Someone may be very upset with you, but you don't have to escalate the conflict. You can take responsibility for the perception you triggered in the other and do your best to maintain equanimity.
My mind was stretched by reading Solis' new book. Solis masterfully shared a narrative around the stunning importance and tangible positive effects on experience when business meets design.
The peaceful, balanced, and kind Suku totally lost it. He got so pissed off that he went into some sort of angry trance. When he woke up there were a lot of casualties around him. Almost anything he could have done would have been better. But in that moment, he was hijacked by his emotions.
You can't be rational if you are too emotional. But you can't be rational if you are not emotional. When you are too emotional, you don't want to do what you know is best. When you are too emotional, you don't want to use the techniques you know will make things better.
From the fourth perspective, you look at the world through the mind; from the fifth perspective, you look at the world through the heart.
From this point of view you can see life as a movie and yourself as a detached spectator. You have no agenda other than discovering the truth -- the truth that will set you free.
Unless you can empathize and sympathize with the other, unless you can feel what it would take for him or her to be happy
Have you ever postponed an argument with your spouse because "the kids might hear us?" If so, you might have taken the third person perspective. That means that you would have put yourself in their shoes and imagined what they would think and feel if they heard your conversation.
Shane's unfiltered thoughts are toxic. They won't improve the work, will harm the relationship and betray his cherished values of respect and compassion.
How often could you productively get together with your colleagues and ask, "How are we working together? Is there anything I could do to make your work better? Or to improve our relationship? Or to help increase your well-being and happiness?"
Speaking in the first person, taking ownership for your experience and opinions are the secret of presenting confronting information in a constructive manner.
To start with criticism, follow with orders and end with threats is not effective. "It's your fault. You broke it, so you better fix it!" is a really bad way to go. We're on the same boat; we float or we sink together.
To improve the performance, the relationship and the well-being of both of you, you must convey information about the impact of your counterpart's behavior on the goal and on you. But to maximize the value of this information you need to share it non-judgmentally.
Tara wants to confront her teammates, but she's worried that bringing up this potentially explosive issue can make things even worse. In the following video, I help Tara prepare to discuss the issue with her teammates and re-establish effectiveness, trust and integrity.
When you complain productively, you seek to restore effectiveness, trust, and integrity. You confront only once, and you follow through to resolution. At best, you end up with a new agreement that closes the matter.
An integrity-preserving apology requires much more than a quick "Sorry." Expressing regret is a good start, but not nearly enough.
Whether we are working together as employers and employees, fellow team members, or husband and wife, our effectiveness depends on the integrity with which we exchange requests and promises that allow us to coordinate our actions.
Your well-formed request demands a clear response. There are only three clear answers you should accept from your counterpart.
Obedience to external rules is a terrible way to work, and an equally terrible way to live. If at all avoidable, it's best to eschew it.