By David DeSteno
In the midst of an intense negotiation, it’s hard to know what’s motivating the person across the table — is he willing to cooperate with you to meet both your interests or does he only want to serve his? You need to build trust with your counterpart so you can align your interests and increase the likelihood that he will honor his commitments.
A powerful way to establish trust is to employ one of the mind’s most basic mechanisms for determining loyalty: the perception of similarity. If you can make someone feel a link with you, his empathy for and willingness to cooperate with you will increase. Click below to read further....
Brilliant TED Talk on how to:
CREATE LASTING POSITIVE CHANGE
It has been proven that if you take these actions daily you change your mindset. You will feel more positive and with a more positive mindset it is easier to see solutions, direct your attention to optimistic thoughts. With this you will feel more encouraged and motivated.
No harm in trying these steps out for one month. How about for December?
By Zander Lurie, CEO Survey Monkey
If you want to stay competitive as an employer of choice and provide growth opportunities for all your teams, be curious. If you want your organization to be more customer-centric and take market share, be curious. This singular trait, curiosity, will determine which firms will thrive and which ones will stumble.
We believe in the coming years, curiosity will become the next big topic for businesses and individuals around the world. There’s already a discussion of the fact that as Artificial Intelligence gets smarter and replaces more and more jobs, curiosity will become the key to landing (and succeeding in) a job, optimizing performance, and winning in the marketplace. It's unlikely we humans are going to outwork the robots. Our heartless friends will make fewer errors and take fewer vacation days. Being curious is our best defense. After all, we program the machines that do the work. Click below to continue reading...
By Davide Costella
REWARD. Just by reading this word, your memory can be stimulated to recall those experiences you have had linked to REWARD and a given thought or behavior can be triggered. This process is totally unconscious. The aim of this article is to raise your awareness about how you process rewards.
I recently went through a stimulating and successful period in my life where I achieved a number of milestones, one after the other. I enjoyed successes that were both private and business-related, some quite impactful, others slightly less.
During this time, there was one situation that had a strong emotional impact on me and triggered a totally different way of thinking about rewards. This particular project was a long and cumbersome one -- one of those projects where you give 150%, where personal reward is the real drive, not bonus or promotions.
My epiphany moment occurred when the project finally went live. Due to geographical distance, I was unable to celebrate with the rest of the team. Although I received some compliments, I did not feel completely rewarded. An emotional thunderstorm hit me and triggered various questions and some lessons learned about how we reward ourselves. See the points below. Before you read these points, remember that the actual definition of reward is: Something of value given in return for an act. ... Click 'Read More'...
LLH / Penna
Widely acknowledged as a powerful development tool, coaching is used by an increasing number of organisations to develop the talent they need to meet their business strategy. Yet whilst phrases like coaching culture and leader as coach have entered common business language and the awareness of the benefits coaching can bring to business performance has grown, so too have the myths surrounding it.
Here we debunk five of the most common coaching myths we come across.
Myth 1: Coaching only suits, and is given to, very senior executives.
The reality: In a survey by Sherpa, just 30% of organisations reported they used coaching only for senior executives. Coaching can help with a number of business challenges; developing high potentials, supporting individuals who have been promoted into bigger roles, helping managers lead their team through change effectively, developing resiliency, accelerating the pace at which maternity leave returners get back up to speed, equipping first time managers with the skills to be effective leaders. As none of these business challenges are experienced only by those at the C-suite level, reserving coaching only for a select senior group is somewhat limiting. While the content may be different, all levels of employee, certainly all managers and leaders in an organisation, can benefit from a coaching approach to management. ...click 'Read More'
Self-Help Book / Personal Development