#closing-problems
#closing-problems
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#communication
Psychology
fromPsychology Today
1 day agoHow "Supercommunicators" Make Conversations Work
There are three conversation types: practical, emotional, and social, with emotional intelligence playing a key role in effective communication.
Psychology
fromSilicon Canals
4 days agoPsychology says people who command the most respect in a room aren't the loudest or most confident - they're the ones who can disagree without making others feel stupid for having believed something different - Silicon Canals
Respectful disagreement fosters genuine influence and encourages open dialogue.
Psychology
fromSilicon Canals
4 days agoPsychology says people who command the most respect in a room aren't the loudest or most confident - they're the ones who can disagree without making others feel stupid for having believed something different - Silicon Canals
Respectful disagreement fosters genuine influence and encourages open dialogue.
#emotional-intelligence
Mindfulness
fromSilicon Canals
3 days agoPsychology suggests people who stay calm during conflict aren't less emotional - they learned early that the person who controls the temperature of the room controls the outcome, and they stopped reacting and started choosing - Silicon Canals
Controlling emotional responses during conflict can significantly influence the outcome of the situation.
Psychology
fromEntrepreneur
2 weeks ago15 Questions That Reveal If You're the Problem at Work
Leadership effectiveness depends on emotional intelligence; when organizational problems arise, leaders must examine their own emotional awareness and interpersonal skills rather than blaming external factors.
Mindfulness
fromSilicon Canals
3 days agoPsychology suggests people who stay calm during conflict aren't less emotional - they learned early that the person who controls the temperature of the room controls the outcome, and they stopped reacting and started choosing - Silicon Canals
Controlling emotional responses during conflict can significantly influence the outcome of the situation.
Psychology
fromEntrepreneur
2 weeks ago15 Questions That Reveal If You're the Problem at Work
Leadership effectiveness depends on emotional intelligence; when organizational problems arise, leaders must examine their own emotional awareness and interpersonal skills rather than blaming external factors.
Productivity
fromFast Company
2 days agoMany productivity programs solve the wrong problem. This is what leaders should do instead
Organizations face work design problems rather than productivity issues, leading to temporary solutions that fail to address underlying conflicts in problem-solving approaches.
Psychology
fromSilicon Canals
2 days agoThe people who say 'I'm fine with whatever you want to do' in every social situation aren't easygoing. They've simply never been in an environment where stating a preference didn't start a negotiation they couldn't afford to lose. - Silicon Canals
People who appear easygoing may actually be practicing conflict avoidance as a survival strategy learned from past experiences.
#leadership
Productivity
fromEntrepreneur
6 days agoHow Senior Leaders Make Fewer, Better Decisions
Senior leaders must make high-impact decisions with less visibility by treating decision-making as a discipline and designing supportive systems.
Psychology
fromEarth's Attractions - travel guides by locals, travel itineraries, travel tips, and more
4 days agoHow Successful People Negotiate Everything From Car Prices to Office Raises by Starting With a Small Yes - And Why It Works So Well (It's Easier Than You Think)
The foot-in-the-door technique increases compliance by starting with a small request before making a larger one.
fromwww.businessinsider.com
4 days agoI was laid off twice from the same company. The second time was a gut punch but taught me not to take cuts personally.
When the CEO held a virtual town hall in 2020 and said there needed to be layoffs, I knew I would be one of the first to go because I served zero purpose at that point.
Marketing
Psychology
fromSilicon Canals
3 days agoI stopped explaining myself when I apologize and the reactions taught me exactly which people in my life had been treating my explanations as retractions. To them, sorry with a reason attached meant sorry didn't really count, and sorry without one meant I was finally admitting fault on their terms. - Silicon Canals
Apologies without explanations reveal who truly listens and who seeks loopholes.
#negotiation
Psychology
fromSilicon Canals
2 weeks agoI used to think I was bad at negotiating until I realized I wasn't negotiating at all. I was performing gratitude for being included, because somewhere early I learned that asking for more was the fastest way to lose what you already had. - Silicon Canals
Negotiation issues often stem from emotional barriers rather than tactical skills, rooted in early life experiences and a scarcity mindset.
#meeting-effectiveness
Productivity
fromFast Company
3 weeks agoI've facilitated 1,000+ meetings. Here's why most of yours are failing-and how to fix them
Most meetings fail because leaders treat them as necessary evils rather than high-stakes collaboration moments; defining clear intended outcomes transforms meeting effectiveness.
Productivity
fromFast Company
3 weeks agoI've facilitated 1,000+ meetings. Here's why most of yours are failing-and how to fix them
Most meetings fail because leaders treat them as necessary evils rather than high-stakes collaboration moments; defining clear intended outcomes transforms meeting effectiveness.
Psychology
fromSilicon Canals
2 weeks agoI'm 44 and the most powerful thing I ever learned about dealing with manipulative people is that silence - actual, sustained, unapologetic silence - makes them unravel in ways that confrontation never does - Silicon Canals
Silence can effectively disrupt manipulative dynamics by refusing to engage in confrontational exchanges.
Psychology
fromSilicon Canals
2 weeks agoNot everyone who avoids conflict is afraid of confrontation. Some people finally realized that the person across from them doesn't want resolution, they want an audience, and refusing to perform is the most confrontational thing you can do. - Silicon Canals
Silence can be a deliberate choice in conflict, not a sign of weakness or fear.
fromFast Company
1 month agoThe real reason your team is frustrated by feedback (and how to fix it)
When expectations are unclear, trust in leadership and collaboration begins to drop. When this happens, the frustration that follows is real. But the deeper cost is often invisible-trust begins to erode. This dynamic is increasingly common. Roles evolve, priorities shift, and teams are asked to move faster with less certainty.
Business
Relationships
fromPsychology Today
3 weeks ago3 Practical Ways to Navigate Difficult Conversations
Avoiding difficult conversations with loved ones creates distance and reduces relationship authenticity, while addressing uncomfortable subjects with safety, self-awareness, and open listening can strengthen intimacy and trust.
fromFast Company
1 week agoMade a mistake at work? Here's how to fix it in three easy steps
To successfully repair after a mistake, you need to acknowledge and name the mistake, validate the other person's feelings and viewpoint, and create a plan for the specific actions you will take to prevent this mistake from occurring again.
Careers
Psychology
fromwww.theguardian.com
2 weeks agoOffice hookworms: how to deal with colleagues who steal all the credit
Office hookworms are colleagues who take credit for others' work and use passive-aggressive commentary to undermine peers; managing them requires changing your own behavior rather than theirs.
Careers
fromPsychology Today
2 weeks agoThe 3 Most Common Types of Difficult Coworkers
Difficult coworkers fall into three categories: those withholding effort, those who are chronically negative, and those displaying inappropriate interpersonal behavior. Direct, honest conversations focused on problem-solving rather than blame can effectively address workplace conflicts.
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