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How to handle conflicts
How to identify and regulate emotions
How to develop self-awareness
And do it before people actually bring them up. You do not want to have to wait until after you talk for people to say, "Well, you didn't cover this or you didn't cover that," or "How are we supposed to do this?" You need to preemptively handle any objections.
Put yourself into the shoes of the people you're trying to convince. Why did they think it is impossible for them to change? Why did they think it isn't a good idea for them to change? Cover that and deal with those objections first.
The more you can preemptively address the objection, the less strong the objection becomes.ย
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If you're trying to get people on board, you cannot drag them. You need to say, "I need your help," and ask at the end, because it is an ask.
You cannot make anyone do anything, that is not what persuasion is. It is getting them to want to do things, to take ownership o...
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Introduce the problem that you have in your organization and associate pain to the status quo.ย
When people don't want to change, the first step is not to tell them how wonderful it will be when they change or start to do anything else. The first step is to get them moving ...
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You do not want to be convincing people that they need to make massive changes, because people naturally resist change.
You need to make people feel like it is part of their identity to change. And the way that you do this is not by preaching at them, showi...
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Detail (explicit detail), what it would look like if things went well with your new plan, so that you don't just have people running away from a status quo of pain, but you have them running towards something that is really exciting.
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CURATED FROM
"If you want to build a ship, donโt drum up the men to gather wood, divide the work and give orders. Instead, teach them to yearn for the vast and endless sea." - The little Prince
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If you do not address a problem in 0.25 seconds after a mistake is made, then you probably wonโt do anything about it. Youโll shrug your shoulders and keep going. This is really bad for learning.ย If you simply address your problems on the spot, correct them, and learn better ways,
Organizations donโt change.ย People change.ย Many companies move to change systems and structures and create new policies and processes but fail to addressย the underlying mind-sets and capabilities of the people who will execute it.
A new s...
Most people want more contact. Employees often feel out of the loop.
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