Following on from Chris’ advice on how to be a better negotiator – it starts with being a better listener. Which means listening, not fixing.. Which is somewhat aligned to last week’s post on listening too…
Beyond those definitions though, I think the most helpful way to articulate values is in a hierarchy. In what order do the values fall? Let’s say an employee has to make a decision to either provide great customer service or save the company money at all costs. These values can (and usually are) in conflict. So which one does the employee choose?
It’s a simple enough question, with an answer that we can probably all relate to. You know how it feels when someone is rude to you, whether that is in the workplace or more broadly in life.
Cultural fit (or lack thereof) is one of the key reasons that employees don’t work out. So it makes sense that when you’re recruiting you’re conscious of this.
Every single successful person I have ever spoken to cites learning more from failure than from easy success. But perfection, by its very nature doesn’t allow for those bumps or squiggles.
Have you ever drawn a conclusion from someone else’s behaviour or actions that is just completely incorrect? Put 2 and 2 together and got 5?
If you can look at it not for how you perceive that it reflects on your own competence, but rather, what it means that your team can deliver for the organisation.
Perhaps, what Downey and Dr Dweck are suggesting is that the competitive edge has been there all along, we just haven’t been looking for it.
There seems to be something in the air at the moment. People are frustrated about so many things. Tempers are flaring; not helped, of course,
Does Trust Cost You Money? Stephen Covey is a big fan of trust — he’s written the famous book “The Speed of Trust” and believes that far
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