Scholars, specialists, and medical practitioners have engaged in many debates over the last 10 years about social media use among children and young adults. Although they often use research or their own experiences with patients to ground their views, their ideas vary about whether social media has had positive or negative effects on young people. In this article, you’ll find information on both the benefits and perils of social media as it relates to mental health and on options, some professionals have proposed for coexisting with what has become a mainstay in contemporary life.

Social Media Use and Mental Health in Youth

In youth, social media use can be beneficial and may positively affect mental health, but has potential downsides.

Understand yourself and those around you.

psychology

Psychology

personaldevelopment

Personal Development

health

Health

mentalhealth

Mental Health

artsandculture

Society, Arts & Culture

Social Media, Mental Health and Wellness- The Human Condition

<ul>
<li>Team coaching is a discipline distinct from consulting, team building, team leading and other roles. It is more complex, not least because it deals with the systems that influence teams and how those teams interact with them.</li>
<li>Highly effective coaching is both systemic and dialogic.</li>
<li>Line managers face challenges and conflicts of interest in becoming effective team coaches.</li>
</ul>

The Three Big Ideas

It means partnering with an entire team in an ongoing relationship, for the purpose of collectively raising awareness and building better connections in the team’s internal and external systems and enhancing the team’s capability to cope with current and future challenges.

Defining Team Coaching

Systemic coaching is ‘being aware of three worlds and how they interplay to produce outcomes’
<ul>
<li>The Face-to-Face World – interactions with the client, and their face-to-face interactions with other key people.</li>
<li>The Larger External World - client’s organization, their business, their customers, and their marketplace</li>
<li>The Deeper Internal World - how/what client leaders think and feel, their mental models/underlying assumptions, their deeper beliefs.</li>
</ul>

Systemic Coaching

<ul>
<li>Coaching individuals, who happen to belong to the same team</li>
<li>Coaching only part of a team</li>
<li>Team building</li>
<li>One-off interventions such as an off-site workshop</li>
<li>Training and consultancy.</li>
</ul>
Another team coaching definition is: Helping the team improve performance and the processes by which performance is achieved, through reflection and dialogue.

What Team Coaching Is Not

Managers are prone to misattribute the causes of poor performance. They tend to over-emphasize motivation and under-emphasize other factors – in particular, lack of knowledge or skill. Poor performance has a lot more to do with poor management and failure to coach than with unwillingness on the employee’s part.
Team coaching can lead to team improvement. Line Managers seeking to coach their team face challenges.

Line Manager as Team Coach

<ul><li>The tendency for managers and direct reports to fall into ‘parent/child’ roles.</li><li>Hidden agendas. For example, on the manager’s part about their plans to reorganize the team and on the employee’s part about how long they intend to stay with the company.</li><li>The conflict between the employee’s desire for some things to remain confidential and the manager’s accountability for the welfare and performance of the team as a whole</li><li>The conflict between pressure to deliver short-term task objectives and the longer-term development needs of team members.</li></ul>

The Main Barriers

To increase coaching success these conditions must be present:
<ul>
<li>Psychological safety.</li>
<li>Everyone in the team needs to know how to coach and how to be coached (including the line manager)</li>
<li>Everyone in the team takes collective responsibility for performance and for each other’s learning.</li>
</ul>

The Environment: Three Coaching Conditions

<ul><li>They don’t feel the need to control. They trust others because, if mistakes happen, the leader has big enough shoulders to share responsibility.</li><li>They demonstrate that they care – both about the team goals, but also about each of the team members as individuals. They make time for human interaction.</li><li>Instead of trying to manage the team, they support team members in managing themselves.</li><li>These leaders encourage the team to decide what they need to inform the leader about and what to take responsibility for communicating themselves.</li></ul>

Traits Of The Best Line Managers 

<ul>
<li>When there is no compelling rationale for being a team – for example, when members of a group have little interdependence.</li>
<li>When it is too large to be a real team – above eight, it will become harder to gel as a team.</li>
<li>When only the leader wants team coaching to happen.</li>
<li>When the team has no prospect of acquiring the resources it needs to succeed.</li>
<li>When you have close relationships with some members of the team, but not with others.</li>
</ul>

When Is Team Coaching Useless

The most enlightened coaches hold space for the client, while he or she has the conversation they need to have with themselves.Highly effective team coaching is both systemic (seeing the client and their issues within the context of multiple systems) and dialogic (a conversation that creates its own path, developing new insights and new meaning)

Developing Team Coaches

<ul>
<li>Listening. The team coach needs to listen to both the person talking and to everyone else in the room. Being aware of their silent conversations, through observing body language.</li>
<li>Using silence.</li>
<li>Powerful questions. In team coaching, the emphasis is on helping the team find its own powerful questions.</li>
<li>The story. The team coach has to help them accept and integrate each other’s version of the team story into a narrative that helps make coherent and compatible future choices.</li>
<li>Identity. Coaches help individuals articulate and understand their own identities.</li>
</ul>

The Main Skills Of Coaching

In one way or another, pretty much every study of team effectiveness identifies the quality of interpersonal relationships as a critical component. 
There is surprisingly little evidence that people in the team have to like each other, but they do need to respect, trust and be open with each other. In high performing teams, there is high reciprocity of attitudes and behaviours that reinforces these qualities; and an ability to manage conflict in ways that contribute to rather than undermine teamwork.

Building Team Relationships

A good technique to understand the relationships within the team is to observe their dialogue. What does this team discuss?
<ul>
<li>Social - Weekend plans, hobbies, the weather.</li>
<li>Technical - How to do tasks within the team</li>
<li>Tactical - What needs to be done today?</li>
<li>Strategic - What needs to be done in the future?</li>
<li>Self-Insight - How are we performing? Retrospectives, Lessons Learned etc.</li>
<li>Change - What can we do differently?</li>
<li>Integrative - Who do we need to work with?</li>
</ul>

Talking To The Team

What you need to know in order to start building a culture of learning

books

Books

teamwork

Teamwork

leadershipandmanagement

Leadership & Management

career

Career

Creating A Culture Of Learning 

Team coaching can transform teams and improve their outcomes. This book will guide your development and give new insights into how coaching teams work.

'This book is a must for anyone involved in organizational coaching' Adrian Moorhouse, Managing Director, Lane4 & Olympic Gold Medallist Coaching the Team at Work, 4e is the result of research over 20 years with practising team coaches and with major corporations around the world. It recognises that in a complex and constantly evolving business and social environment, teams can only keep up if they adapt frequently. But to adapt, they must have clarity about their internal and external systems and how these contribute to or undermine performance. There are multiple aspects of team function that underpins performance - and each influences and is influenced by the others. This revised edition explores the six most significant aspects: * Purpose and motivation * Systems and processes relating to external stakeholders * Relationships, especially within the team * Systems and processes relating to internal functions (such as quality and decision-making) * Learning (how the team adapts to keep up with the pace of change) * Leadership (how the functions of leadership are exercised within the team) When these aspects are aligned, a team can perform at its best; but when any one or more of the aspects is malfunctioning, the result is underperformance. This book helps team coaches develop their skills to support teams in understanding these complex dynamics and, as a result, in developing more effective ways of working together.

'This book is a must for anyone involved in organizational coaching' Adrian Moorhouse, Managing Director, Lane4 & Olympic Gold Medallist Coaching the Team at Work, 4e is the result of research over 20 years with practising team coaches and with major corporations around the world. It recognises that in a complex and constantly evolving business and social environment, teams can only keep up if they adapt frequently. But to adapt, they must have clarity about their internal and external systems and how these contribute to or undermine performance. There are multiple aspects of team function that underpins performance - and each influences and is influenced by the others. This revised edition explores the six most significant aspects: * Purpose and motivation * Systems and processes relating to external stakeholders * Relationships, especially within the team * Systems and processes relating to internal functions (such as quality and decision-making) * Learning (how the team adapts to keep up with the pace of change) * Leadership (how the functions of leadership are exercised within the team) When these aspects are aligned, a team can perform at its best; but when any one or more of the aspects is malfunctioning, the result is underperformance. This book helps team coaches develop their skills to support teams in understanding these complex dynamics and, as a result, in developing more effective ways of working together.

David Clutterbuck

Coaching the Team at Work 2

Coaching the Team at Work

<ol><li>Indian liberalism has two streams.</li><li>The first stream began with Rammohan Roy.</li><li>He emphasised individual rights, particularly the rights of women.</li></ol>

Indian Liberalism

<ol><li>The second stream included thinkers like K.C. Sen, Justice Ranade and Swami Vivekananda.</li><li>They introduced the spirit of social justice within orthodox Hinduism.</li><li>For Vivekananda, such a reordering of Hindu society could not have been possible without liberal principles.</li></ol>

Liberal Principles

philosophy

Philosophy

In Defence of Liberalism

<ol><li>Focus on one realistic goal at a time</li><li>If you miss out on a day, get back on track as soon as possible</li><li>Keep going and Never Give Up, even if you don't feel like</li><li>Don't self-doubt until you achieve your goal</li><li>Track your improvements</li></ol>Consistency beats Hard work beats Talent

How to be Consistent

Water is a lot weaker than stone, but consistently flowing over, it can cut the stone. This is the power of consistency. These tips will help you become consistent in whatever you and improve.

My friend laughs at me whenever we walk into a restaurant because the waiter will walk over, smile, and ask, “Same same?” My productivity is predicated on consistency. If I break out of my routine…

productivity

Productivity

habits

Habits

timemanagement

Time Management

How to Be Outrageously Consistent | 7 Tips to Be Consistently Consistent

Typically, failure is something people avoid. It can be painful, career-limiting, and disheartening. But failure can also deliver significant advantages—and contrary to common belief, you may reach your goals (or resolutions for the new year) more effectively when you find ways to embrace failure.Failure has plenty of benefits—from stoking learning and new relationships to developing motivation and confidence. And there are some specific ways you can lean into an experience—ways to practice failure in order to achieve success.

Avoiding Failure

Failure is part of success; and if you never fail, you are likely not trying hard enough or you may be deceiving yourself. To fail means you have reached for a new goal, and you can hone your approach for your next shot at it. To fail means you’ve had the opportunity to learn about the skills or capabilities you need to develop. And to fail means you have demonstrated commitment to something that matters to you.

Why Failure Is Essential To Success

It’s useful to embrace failure because you’ll stay motivated and increase your chances of reaching your aspirations—but your goal should still be to succeed. There’s a subtle but important difference in how you think about what you’re pursuing. Particularly in a competition, it’s better to set a goal to win, rather than setting a goal to sidestep failure.

Begin with Clear Goals

<ul><li>Let go of a sense of fear. Validate that your failure means you’re trying for something that matters to you.</li><li>Focus on learning. If you never fail, you don’t have the opportunity to learn as deeply because you’ve succeeded, patted yourself on the back, and kept moving. </li><li>Feel the pain. Rather than avoiding the sting of a negative performance evaluation or ignoring the pain of losing your job, reflect on how it feels and how you can learn and improve for the next time.</li><li>Be positive. You can also use failure to an advantage by managing your own thought processes. </li></ul>

Make Friends With Failure 

Avoiding rejections protects our ego, but it also means we cheat ourselves out of growth.


motivationandinspiration

Motivation & Inspiration

education

Learning & Education

You must stop protecting yourself from professional failure

The skills , knowledge and drive within you are what will make you great.<ul><li>It is up to you what you achieve in your selling career!</li><li>You’re your greatest asset !</li><li>Some of us believe the myth that there are natural-born sales wonder ! THERE AREN’T!! It let’s us avoid taking full responsibility for our own performance!</li></ul>Advantages of Selling:<ol><li>Freedom of Expression</li><li>Freedom to become as successful as you want to be!</li><li>Daily challenges</li><li>Offers high potential returns from a low capital investments </li><li>It’s fun!!</li><li>It’s satisfying!!</li><li>It stimulates your personal growth!</li></ol>

Chapter 1: What the Profession of Selling Really is

<ol><li class="ql-align-justify">Prospecting </li><li class="ql-align-justify">Making original contact the professional way -> Use the situation when you meet new people even in non-sales business settings! Refine your skills during this initial contacts to become memorable and to remember as much about them as possible to impress them even more on the second meeting!</li><li class="ql-align-justify">Qualification -> Invest your time with the right people who can make yes decisions!</li><li class="ql-align-justify">Presentation -> You must present the product in such a way that your prospects see it’s just what they had in mind all along!</li><li class="ql-align-justify">Objection Handling </li><li class="ql-align-justify">Closing the Sale</li><li class="ql-align-justify">Referrals </li></ol>

The seven basics that’ll make you as great as you want!

Knowing how to learn fast is the key to rapid personal growth and quick sales success!<ol><li> Impact ->the more you’re interested in a topic the more easily you remember details about it!</li><li>Repetition -> Repeating anything often enough and it will start to become you!!</li><li>Utilisation -> Use them or loose them!</li><li>Internalisation -> Don’t stop! Reinforce your learning , preserve your hard-won skills, enhance your knowledge!! </li></ol>

(Money) Study + Optimise Your Learning 

Selling Champions have….<ol><li>a memorable appearance!</li><li>They’re proud, not only of what they do for a living - helping others - but also of their companies, their products, and the service they provide!</li><li>They practise being more and more confident so that people are moved by their belief!</li><li>Top people close warmly!</li><li>Champions believe in themselves and act with assurance!</li><li>Champions want to get rich!</li><li>They have a burning desire to achieve!</li><li>They learn why they fear!</li><li>Champions are exited about life! They have a superior performance regardless the situation! They bring their own sunshine!</li></ol>

Chapter 2: The Twelve Sources Of Sensational Success 

10.Champions really care about their clients!11.Champions don’t take rejection personally.12.They all believe in continuing education! They study technique and learn new skills!

The Twelve Sources Of Sensational Success 

<ol><li> You can accept the level of prosperity that you have or you exerting extra effort to get more!</li><li>Focus on the specific things that you want. Make agreement with yourself: If I do this, I get that.</li><li>Take it in steps. The essential element is faith in yourself!</li></ol>

How To Develop Desire

<ul><li>Humans can receive a stimulus, pause to consider what their best response will be, and then respond.</li><li>In selling, the pause is essential! If you respond to quickly clients may get the feeling that you’ve answered this questions many times</li><li>As anything you choice to do, you’ll be as good as the practise, drill, and rehearsal you go through before you actually perform the action!</li><li>Champions like to make money. So they don’t wing it — they prepare. Intensively!</li><li>They enjoy finding new objections anytime — except they’re with customers </li><li>Champions find new objections and develop their best responses to them</li></ul>

STIMULUS-PAUSE-RESPONSE PT.1

<ul><li>The function of the professional salesperson is to know what a prospect might ask or object to, what information and responses will best meet the expected question and objections!</li><li>You learned exactly what they would say and what you should say!</li><li>Prepare professionally and you’ll earn a professional’s income!</li></ul>

S-P-R PT.2

A revised and updated edition of How to master the art of selling, which educates on how to succeed in sales, including new information on using the latest research techniques and using e-mail and online resources to generate deals more quickly and efficiently

marketingandsales

Marketing & Sales

business

Business

After he learned the world's best sales techniques, Tom Hopkins applied his new skills and earned more than one million dollars in just three years. Now, in this fully updated and revised edition of the million copy seller, Hopkins shows how you can succeed in the profession of selling. Learn: <ul><li>How to create the perfect selling climate</li><li>Specific questions and tie-downs</li><li>Referral and non referral prospecting</li><li>How to "sell" the most important people you know</li><li>Effective phone techniques</li><li>How to finesse the first meeting</li><li>How to handle objections and what to do when you hear the word "no"</li><li>How to test different closes and master sixteen powerful closes</li><li>How to plan for greatest selling impact</li><li>And he shows you how his great selling techniques can be yours!</li></ul>

Tom Hopkins

How to Master the Art of Selling

If you love what you do, it’s all too easy for it to consume your identity—especially if your career is demanding and fast-paced. You find yourself checking email after hours, and thinking about work all the time.For many people work—and overwork—is comfortable. What isn’t comfortable is what resides outside the office walls. Because inside there are clear-cut steps, structures, systems, and goals, while other areas of life don’t adhere to a rulebook.

Our identity outside of work

If you can’t find anything they’re interested in outside of work, explore your city without any agenda. The only rule is to pay attention to what piques your interest. Because that’ll likely point you in the right direction.After you’ve gathered some data on what you might be curious about, give yourself several months to explore these interests.Don’t be surprised if you feel some discomfort. You might be used to being in charge and being seasoned at work. Try to embrace the unfamiliar, and focus on the process.

Wander your city

<ul><li>Many people don’t have strict boundaries between work and home. In other words, our home is no longer the place we exclusively relax and leave work behind.</li><li>Boundaries are critical when you’re just starting your career, too. You might be tempted to work long hours and be available to your clients all the time. However, it’s best to set boundaries right away. </li><li>Other examples of boundaries include: not responding to work-related matters on weekends, and requesting another team member if you’re feeling overworked or overburdened.</li></ul>

Set boundaries

<ul><li>Reflect on the activities and hobbies that you loved as a child, teen, or young adult. Then carve out time to practice them. </li><li>When someone’s work-life takes precedence, their personal relationships often start to suffer. This is why is recommended to refocus on your relationships with a partner, kids, friends, and family. Spend quality time with them. Have real conversations without interruption.</li></ul>

Revisit old hobbies and relationships

We have to intentionally create space for our true selves to emerge, which means holding time for ourselves to just be. This is also a helpful way to practice tolerating discomfort.You might spend 20 minutes in the morning drinking your coffee or tea, without any digital devices, or spend Sunday afternoons by yourself. Notice what thoughts and feelings arise. Where does your mind go when there’s no task or structure?

Create space to just be

Check out local meet-up groups, spiritual centers, or adult sports teams. Think about other places around potential passions, such as book clubs, art clubs, and non-profit organizations. Experiment with new experiences. Even if you end up not enjoying an experience, that’s still important information.

Meet like-minded people

If you love what you do, it’s all-too easy for it to consume your identity—especially if your career is de

How to Figure Out Who You Are Outside of Work

In psychoanalytic theory, ego defenses are unconscious processes that we deploy to diffuse the fear and anxiety that arise when who we think we are or who we think we should be (our conscious ‘superego’) comes into conflict with who we really are (our unconscious ‘id’).There are a great number of ego defenses, and the combinations and circumstances in which one uses them reflect on one's personality. One could go so far as to argue that the self is nothing but the sum of its ego defenses. While people cannot entirely escape from ego defenses, they can gain some insight into how they use them.

Self Deception Or, Ego Defences

The basic form of dissociation is called isolation of affect. This involves a dissociation of thoughts and feelings, with the feelings (the affect) then removed from conscious <a href="https://www.psychologytoday.com/us/basics/attention">attention </a>to leave only the thoughts.

Dissociation’s Basic Form: Isolation Of Feelings

Isolation of affect is probably most apparent when someone refers to an emotionally loaded event or situation in a casual, matter-of-fact, or otherwise dispassionate way. This can be called for in certain circumstances, for example, in providing the distance and objectivity that a physician needs to make the right or best decisions about the care of her patients. On the other hand, too much detachment does not make for a good physician, and, like most psychological processes, detachment is best if it can be conscious and pragmatic rather than rigid and defensive.

Isolation Of Affect: A Useful Self-Defence But Only If…

Isolation of affect is very common. Other forms of dissociation, while much more dramatic, are correspondingly less common. They are usually precipitated by an intensely <a href="https://www.psychologytoday.com/us/basics/trauma">traumatic </a>event, leading to a disruption in the normally integrated functions of consciousness, <a href="https://www.psychologytoday.com/us/basics/memory">memory</a>, <a href="https://www.psychologytoday.com/us/basics/identity">identity</a>, and perception. These dissociative disorders, as they are called in modern classifications of mental disorders, may involve overlapping phenomena such as amnesia, possession trance, and stupor.

Dissociation’s Other, Less Common, But More Dramatic, Forms

In dissociative amnesia, the person suffers a loss of memory, most commonly for the period surrounding the traumatic event. Such a condition has long been recognized. Already in the first century, the naturalist Pliny the Elder remarked that, ‘Nothing whatever, in man, is of so frail a nature as the memory; for it is affected by disease, by injuries, and even by fright; being sometimes partially lost, and at other times entirely so.’

Dissociative Disorder: Amnesia

In possession trance, the person reacts to the traumatic event by entering a dissociative state in which her identity is replaced by that of another person, animal, or inanimate object, or, more commonly, by a ghost, spirit, or deity. In many cultures, certain forms of trance are recognized, accepted, and even exalted as expressions of religious fervor or manifestations of the divine. Possession trance, therefore, should only be considered problematic, or potentially problematic, if it is not sanctioned by the person’s culture or sub-culture.

Dissociative Disorder: Possession Trance

In dissociative stupor, the person reacts to the traumatic event by becoming immobile and mute, failing to respond to stimuli such as the human voice, bright lights, or extremes of hot and cold. Dissociative stupor—that is, stupor as a reaction to a traumatic event—is but one form of stupor, and it is important for the medical team to rule out other causes of stupor such as severe <a href="https://www.psychologytoday.com/us/basics/depression">depression</a>, schizophrenia, and organic brain disease.

Dissociative Disorder: Dissociative Stupor

A fourth kind of dissociative disorder is dissociative fugue, in which the person embarks on an unexpected journey that may last for up to several months. During this journey, there is memory loss and confusion about personal identity or even assumption of another, entirely different identity. And once the fugue ends, the memory of the journey is lost.

Dissociative Disorder: Dissociative Fugue

It should be borne in mind that, just like dissociative fugue, revenge and fame can also be construed as ego defenses. Agatha Christie, the world’s most famous mystery writer, pulled a, now, famous vanishing act. On a cold December night in 1926, she went out in her beloved Morris Cowley roadster and didn’t return home for 11 days.Her mother, to whom she had been very close, had died some months earlier, and her husband was having an affair which he made little effort to disguise.

Dissociative Fugue, Revenge, Fame And… Agatha Christie?

Agatha never discussed this perplexing episode and also excluded it from her biography. Perhaps she contrived it as an act of revenge, maybe even as a publicity stunt, but a dissociative fugue is an equally likely explanation and also the one upheld by her then doctors. In Agatha’s (telling?) own words, ‘Most successes are unhappy people. That’s why they are successes—they have to reassure themselves about themselves by achieving something that the world will notice… The happy people are failures because they are on such good terms with themselves that they don’t give a damn.’

Dissociative Fugue: A Result Of Trauma. And Of Fame And Success.

<a href="https://www.psychologytoday.com/us/basics/denial">Denial </a>is, of course, an important component of any dissociative disorder. Although commonly described as a ‘<a href="https://www.psychologytoday.com/us/basics/compartmentalization">compartmentalization </a>of experience’, dissociative disorders are, perhaps, nothing more than an extreme form of denial.As our journey into self-deception has begun to reveal, ego defenses do not, for the most part, exist in splendid isolation, but involve a great deal of overlap between mutually reinforcing ego defenses.

Denial And Dissociation - The Overlap Between Ego Defences

We deceive ourselves to protect ourselves, but the fact remains: we deceive ourselves; and, so, we harm ourselves. We can’t do a lot about it, but maybe we can do a little, if we know what it is that we do. A 10-part series.

The third installment in a new 10-part series on ego defenses.

scienceandnature

Science & Nature

The Psychology of Self-Deception - Ego Defence 3 of 10: Dissociation

For the health of the economy, we compromise the health of human beings. It is time we let consciousness guide our lives.

Youth have enormous potential. If we can inspire them to become more conscious, the impact on the world will be tremendous.

This is the time of the year to get rid of all the unnecessary things – in your home, your body, mind, emotions – and start life afresh.

Sankranti or Pongal is a celebration of all that makes our life – the soil, animals, air, water, and people. Rejoice!

You can use everything that happens in your life as a process of empowerment, or to entangle yourself.

If you maintain exuberance of energy, freshness of mind, and a loving heart, every day will be a new adventure.

religionandspirituality

Religion & Spirituality

writing

Reading & Writing

Mystic quote Collection from Sadhguru : 6 Thoughtful Quotes

In the book, the author talks about how we rarely re-think our decisions and beliefs, and the disadvantage of doing so. Adam Grant has three parts in this book. The first part talks about how re-thinking is good for an individual. The second part talk about how influencers can get others to rethink and change their minds. The third part is about how a society rethinks collectively.

Introduction

According to Adam Grant, there are three modes of thought that hinders rethinking. He calls them preaching our own beliefs, prosecuting others' thoughts, and politicking for acceptance and validation. He says, when we lack the knowledge and skill to achieve excellence, we sometimes lack the skill and knowledge to judge excellence. We become blind to what we do not know. I think this is where we fallback onto herd mentality and find solace in group thinking.

What Hinders Rethinking

The solution to this is to have confident humility. You should have confidence that you will achieve your goals but have humility to question whether you have the right tools at the present. That is the sweet spot of confidence between the two extremes of arrogrance and self-doubt.

Confident Humility

The author says, we are entiteled to have our opinion. Yes, as long as they are inside our head. But if we decide to express it outside, then it is our responsibility to ground them in logic and facts, and change our minds when better evidence turns up.

Expression

So what happens when we express our thoughts and find them to be different from others? The author says that task conflicts are good. That is how we grow. However, relation conflicts are not. We should keep emotions out of our feedback or reaction. We should argue like scientists instead of resorting to name calling. We should concentrate on how something should work rather than why it should.

Conflicts

I am not a fan of audio books in general. Think Again by Adam Grant is an exception because I think it has been narrated well by the author himself. I listened the Audible audio book for a few minutes everyday. It captured my attention till the end.

I am not a fan of audio books in general. Think Again by Adam Grant is an exception because I think it has been narrated well by the author himself. I listened…

problemsolving

Problem Solving

communication

Communication

Think Again - Adam Grant

Find  Self Improvement Tips - Curated from popular Books like Atomic Habits, 48 Rules of Power, Deep Work, Rich Dad Poor Dad and way more!