Chris Rock shared what he realized men are reduced to: seen only for what they provide. This objectified role is given to men through patriarchy. Let’s redefine roles to respect each gender’s inherent humanity! pic.twitter.com/tPidGGcLyi
Case Study of a Man Who Needed a Plan linkedin.com/pulse/case-stu…
Distinctions: rushing vs a sense of urgency - hoping crops grow faster than they do and focus on what you can do right now
A masterful coach helps leaders get into a resourceful state, so they lead from there. When leaders slip into unresourceful habits, the coach helps them shift right back into what works better. It's a process; it's ongoing until leaders learn to stay resourceful on their own.
This goes to show how insightful kids are before they're fully conditioned...upworthy.com/a-kid-s-wrong-…
When we don't talk about it, we act it out. - Joseph Grenny
Relationships -- at home or work -- become "broken" by silence. The longer the lag time between identifying and dealing with a problem, the more "broken" the relationships. What are your relationships like at work?
Try this in 2018: turn any self-bullying or harsh self-judgment into neutral observations. You'll feel a lot better & your results will also improve. ☀️
The opposite of addiction is connection - Johann Hari
Leaders who initiate change tend to receive pushback. People push back toward something until they understand or consider it "safe" or "better" than what they currently have. Leaders who cultivate inner power stay calm amidst pushback & are more likely to influence change.
Disapprove of actions/behaviour, not people. Embrace people in their humanity, request new behavior
Boundaries are great, but they're all permeable. What do you do when your boundary doesn't help you feel respect or safe? How do you design that respect and safety within?
If the problems you face are not an issue of IQ, what are they issues of?
What if you looked at an "illness" you have as a calibration to today's constant change? In other words, it could be that you're not sick, you're merely calibrating to what's happening in the world for the sake of adaption.
From a Ryan Holiday blog: "In The Black Swan, Taleb ... said that only an idiot walks into someone’s library and says “Have you really read all these books?” A good library is filled with unread books– an “antilibrary.” I finally feel understood!
In the context of the legacy industrial model, many of us need and seek external validation. In the context of human-centric leading, we assume validation and focus on exciting challenges at hand.
Are you a tree or a feather? Trees can withstand high winds when they’re deeply rooted. Feathers are moved around in any wind. How do you react when words are blown your way such as: You’re fired Nobody on the team likes you You’re average
To proliferate problems at work & retard progress: hide the pain To solve problems as they arise & progress smoothly: discuss/face the pain asap
You can stop taking this personally with one question: "If it's not me, what it is?"
Try this: when you have a problem with someone at work, see him/her as a human vs his/her title, role, what s/he "should" do, generation, culture, gender, etc. It's amazing how fast you'll solve the problem
When you feel overwhelmed, focus on the present moment, where peace exists & then chose your one, next action.
The shadow side of bullying is described in this video. The light side of bullying in healing fear & powerlessness. youtube.com/watch?v=kz1xzB…
Doctors ask for respect, too zdoggmd.com/doc-vader-cell…
1/2 Self-confience = you feel good whatever happens, even with small dips of feeling badly & then recovering
2/2 Egoism = when you feel good by diminishing someone else
The future is for everyone, yet the people who hear it have a hand in designing it... twitter.com/JenniferSodini…
Distinction: what's the difference between growth and development? Consider what you could do if you developed your staff/clients vs grow your team/client base.
Avoidable team problems include conflict, bullying, low engagement, top talent turnover. You can remove those SOLEY by respecting people's inherent value vs treating them like replaceable cogs in a wheel.
Evolution's solution to uncertainty = play
If you didn't blame someone for a result, what would you do instead?
Only the people who don't know how to read emotions think emotions are unpredictable. Those who speak the language can see the predictability and patterns and use them as data to solve problems.
British psychologist Winnicott reminded us that childhood is affected by things that should have happened but didn't & things that shouldn't have happened but did. We then grapple with these in adulthood - certainly at work.
Be a person, not your role - Melis Senova
See people w inherent value & unlimited potential. It makes you an influential leader. Can you do that w someone you fear/hate/disrespect?
Life changes at any moment; enjoy the one you're in pic.twitter.com/ugSiNyeOrT
Go on a blame diet: Stop all blame toward self & others & see what emotions & insight emerge.
Is this a good thing that some of us are "battle born"? pic.twitter.com/kET5jbQ0Qq
Jeff Bezos transformed. Might this be the result of a "winner takes all" mentality? pic.twitter.com/i1xJmoNeFN
If this is fashion where our our faces are "erased," let's be unfashionable. pic.twitter.com/Qa7x8Mw2yg
@Desruk Yes. In fact, there is not "free speech" if the context infuses fear for some people and not others. Apologies for the delay in response!
Make your inner life the most important part of your leadership. Starting today.
What labels do you carry around from childhood and how do they affect you as a leader? Winner? Pushy? Bossy? Geek? Rebel? Introvert? Lazy?
It's better to discuss issues, even if they are potentially inflammatory vs suppress them, risking they erupt without notice, later
Google execs lost an opportunity to discuss issues that are key to psychological safety such as sharing differing opinions.