* Coming Up: API's US oil supply report due at 2130 GMT * Goldman, Morgan see oil continuing to strengthen * OPEC oil output falls in Nov to lowest since May - survey crude stocks likely fell 3.4 mln bbls last week - poll I’d love to hear your thoughts and ideas on this (please share them with me at jane at ).* U.S. Maybe, one of the first things we need to do is to help each understand the diversity within ourselves, accept it, and then amplify it. This makes growing a culture of “add” vs. I’ve often observed that commonalities stimulate comfort and differences trigger discomfort. Naturally, as the CEO of Perked!, this got me thinking about company culture and the importance of diversity and inclusion. So she stopped looking for that 100 percent commonality with the people around her and started to realize that it was her differences that created the strongest link with the people around her. When you’re looking to connect with another person, do you find yourself focusing on your commonalities or your differences?įor Rebeca Hwang, a woman with multiple nationalities (Korean, Argentinian, American), educational and experiential backgrounds – fitting into “one box” was difficult, if not impossible. Amplifying the power of diversity within yourself It’s not easy, but we’re learning to be better managers, leaders and people.ĥ. We take a topic that matters to our team, start with a shared reality (shared goal/vision) and pre-commit to the possibility of being wrong by asking each other “What would it take to change your mind and why?”. Result? At Perked!, we now build a 10 minute “structured debate” into our weekly team meeting. How? Ask yourself “ What would it take to change your mind and why?” You can practice this skill by approaching disagreements or conflicts with the pre-commitment to the possibility of being wrong. This is a skill that can be learned and scientists call it “intellectual humility”. Simultaneously, it’s just as important for the other side of the debate to open our minds to the possibility that we are wrong. They identify the thing that we can all agree on and go from there.” Psychologists call this “shared reality” and it gives a platform for both sides to start talking about the conflict and to start listening to each other. “ People who disagree the most productively start by finding common ground, no matter how narrow it is. I’m wrong.Ĭhampion debater and business strategist, Julia Dhar, shares how the opposite is actually true.
I always thought that successful debaters are individuals who are skilled at persuading us that their stance is right – no matter how polarizing or extreme. Solving conflicts productively: Invite people into a “shared reality” + Pre-commit to the possibility of being wrong.
What is one thing we’ve changed about our weekly team meetings at Perked! to build greater trust? No cell phones allowed.Ģ. She also offers ready-made actions you can apply to your daily life to stabilize these wobbles. How can you build or rebuild greater trust tomorrow than you do today? Harvard Business School professor, Frances Fei, walks through the three parts of the Trust Triangle (empathy, authenticity and logic) and the “wobbles” that lead to breaks in trust. Trust is the foundation of building strong relationships with our colleagues, customers and family members. What is your “Trust Wobble” and how can you overcome it? They’ve opened my mind to novel ways of resolving conflicts, building relationships at work and in life – and being a better person.
Jane chung another tomorrow free#
In my free time, I watch (and rewatch) TED Talks and always find some nuggets of wisdom that can be shared, or better yet, debated at our next team meeting or family dinner.Īs 2018 draws to a close, here are the lessons I’ve learnt from the top 5 TED Talks of 2018.
Jane chung another tomorrow professional#
TED Talks have a unique way of bringing diverse perspectives to personal, professional and global issues.
0 kommentar(er)
