<ul><li>It is better to say something rather than nothing and to express empathy instead of sympathy</li><li>Most people enduring the tiring and lonely experience of grief benefit from expressions that are more empathetic than sympathetic</li><li>Generally, people prefer to be understood rather than pitied</li><li>What is needed in these situations is less about what is said and more about being there to help hold space for the grief.</li></ul>

Say something rather than nothing

<ul><li>"I know what you're going through." We can never know exactly.</li><li>"Did the doctors try everything to save him/her?" Some things in life cannot be saved and fixed, no matter how we try. </li><li>Cliched like: "Everything happens for a reason." "God has a plan." "Time will heal." "They’re in a much better place."</li><li> "Let me know if you need anything." This puts the burden on the caregiver or the bereaved person when he or she already is preoccupied with too many things, both big and small. Try instead to offer something very concrete and very specific that you know you can do.</li></ul>

Some things to avoid saying and doing

<ul><li>Don't worry about bringing up this loss unless for some reason the person has already indicated they don't want to talk about it at all. </li><li>Don't be afraid to share a fun or funny memory you have. </li><li>It is best to let the person be the guide as to how much or how little they want to share, answer, vent, switch topics, etc.</li><li>Acknowledge that words seem to fail, that you are aware this really sucks and feels empty, sad, lonely, hard, stressful, etc.</li><li>Offer to simply sit with the person, even in stillness and silence, or to just be in the other room as a familiar presence. </li></ul>

Some things that might be helpful to say and do

Some do's and don'ts for what to say and do.

Stashed ideas

How Do I Comfort A Friend Who Lost a Loved One?

If you want to keep people in your life, you have to tell them and be ready to put in the effort.Whether you've just moved away from your friend or you've been apart for years, long-distance friendships require a reciprocal commitment. That means reaching out, finding time to hang out and showing your friend, you value them.And the reciprocal is true – remember: They value you, too.

Be Explicit and Intentional About Keeping Your Long Distance Friend

The anchor also generates exclusivity, and that's something that builds our friendships when we have memories, experiences inside jokes that we share with one person that we don't have with other people.The key to building on your bond from afar is vulnerability. Your ability to show vulnerability is a big predictor of whether you'll stay close over time. Try being vulnerable about what's going on in your life and asking questions that welcome your friend's vulnerability.

Use Common Interests to Feel Connected – and Get Real

If you feel like your communication is in a rut, your friend probably feels that way too, so don't be afraid to be the first one to reach out. It shows your friend that they don't need to fear rejection.And when phone calls won't cut it, think about a visit. Visiting is one of the most important things we can do to keep a long-distance friendship going. There's no "right" frequency for visits, so talk about what works best for you and your friend.

Don't Hesitate to Reach Out

Separation is hard. Miscommunication happens. And because there's just a limited amount of time you get with your friend, it's easy to let conflicts go unaddressed.Try not to sweep things under the rug. In fact, addressing conflict is one of the ways you can become closer with your friend. But bringing issues up can feel scary.One common issue long-distance friends face is reciprocity. That's when one friend feels like they're putting more into the relationship than the other. The natural reaction is to back away, but, instead, try reaching out first.

Conflicts Are Natural and Healthy – Address Them Openly

Long distance friendships are a common reality of adulthood, as we move around for school, work or family. While they might require some planning and creativity to keep up, there's no reason to let physical distance keep you from staying connected.

4 tips to stay connected when your friends live far away : Life Kit

Carl Gustav Jung coined the terms introversion and extraversion in the 1920s. According to Jung: <ul><li>An extravert wants intensive contact with the outside world.</li><li>An introvert turns the psychic energy inwards.</li></ul>Yet no one is 100% extraert or introvert. Most people tend to one or the other side.However, iff both characteristics are equally present, they have an ambivert personality.

Carl Jung on introverts and extraverts

In the 1960s, Hans Eysenck added to Jung's ideas. He thought the main difference between introverts and extraverts lies in how they recharge their mental energy.  <ul><li>Introverted people have a higher level of brain activity and need to protect themselves from too much external stimuli. They gain mental energy by withdrawing themselves.</li><li>The extravert has less neuronal activity. They overcome this lack by exposing themselves to external stimulation, which charges their inner batteries.</li></ul>

Hans Eysenck's ideas

Introverts may walk away from small talk to recharge, but that doesn't mean that they are shy. They may not be afraid to talk to anyone, but when too many people are around and the conversation becomes superficial, they get tired. One strategy is to withdraw and recharge through silence.

Introverts are not shy

Some experts state that extraverts and introverts use different brain areas to form their ideas. An extravert relies on short term memory and can come to fast associations and ideas. But they often speak before they think. An introvert retrieves information from long-term memory. Their thoughts are more complex and need time to develop. That is why they think first before they speak.

Extraverts and introverts use different brain areas

Good teachers are aware of the differences between extraverts and introverts and try to develop their strengths. They help extraverts to learn to formalise their thoughts before they speak and introverts to get more talking time to practice their public speaking. Group projects can support both temperaments. Extraverts can learn how to develop more complex thoughts while introverts can learn to think and speak more flexibly.

Developing the strengths of extraverts and introverts

Introversion and extroversion (or extraversion) are terms first coined by psychiatrist Carl Gustav Jung in Switzerland of the 1920s. According to Jung, an extrovert seeks intensive contact with the outside world. An introvert instead turns the psychic energy inwards. Jung believed that no one is 100% extravert or 100% introvert instead we carry both traits. However, most minds tend to lean either on one side or the other. If both characteristics are equally present, we can speak of someone who has an ambivert personality. Never miss a new video with our newsletter: http://eepurl.com/dNU4BQ Join and support us! www.patreon.com/sprouts www.sproutsschools.com Special thanks to our Patrons: Cedric Wang, Eva Marie Koblin, Mike, Julien Dumesnil, Orc Oran, Mathis, and the others. You are amazing !!! Join our supporters and help us reach students and teachers worldwide with friendly videos that explain difficult things simply: www.patreon.com/sprouts Full Script: https://docs.google.com/document/d/1YCiXRT8h26R-eYBKPYG6i_C0x1bYrpdRRn6Kjxqja0Y/edit?usp=sharing

Carl Jung’s Theory on Introverts, Extraverts, and Ambiverts

Effective leaders don’t buy into or try to suppress their inner experiences. Instead, they approach them in a mindful, values-driven, and productive way—developing what we call emotional agility. 
In our complex, fast-changing knowledge economy, this ability to manage one’s thoughts and feelings is essential to business success.

Emotional agility

The first step in developing emotional agility is to notice when you’ve been hooked by your thoughts and feelings. That’s hard to do, but there are certain telltale signs. One is that your thinking becomes rigid and repetitive. Leaders stumble when they are paying too much attention to their internal chatter and allowing it to sap important cognitive resources that could be put to better use.

Recognize your patterns

When you’re hooked, the attention you give your thoughts and feelings crowds your mind; there’s no room to examine them. One strategy that may help you consider your situation more objectively is the simple act of labeling.
Labeling allows you to see your thoughts and feelings for what they are: transient sources of data that may or may not prove helpful.

Label your thoughts and emotions

The opposite of control is acceptance—not acting on every thought or resigning yourself to negativity but responding to your ideas and emotions with an open attitude, paying attention to them, and letting yourself experience them. Take 10 deep breaths and notice what’s happening in the moment. This can bring relief, but it won’t necessarily make you feel good. In fact, you may realize just how upset you really are. The important thing is to show yourself (and others) some compassion and examine the reality of the situation.

Accept your thoughts and emotions

When you unhook yourself from your difficult thoughts and emotions, you expand your choices. You can decide to act in a way that aligns with your values.
Is your response going to serve you and your organization in the long term as well as the short term? Will it help you steer others in a direction that furthers your collective purpose? Are you taking a step toward being the leader you most want to be and living the life you most want to live?
The mind’s thought stream flows endlessly, and emotions change like the weather, but values can be called on at any time, in any situation.

Act on your values

Emotional Agility

If you work in sales you need to be a team player in order to get results through the individuals you're managing. While most sales managers are trained in, sales they're not always trained in sales management; they likely came into a sales manager role after proving themselves as a good salesperson, but that isn't always enough to succeed at the managerial level.

Being a Sales Manager Is a Team Activity

It's not enough for you just to focus on results, you have to build a team that's results-oriented too. To do that, be clear with your team about what their goals and end results should be,  explain what you're trying to achieve and why it's important. Make yourself available for any questions or clarifications to ensure everybody is on the same page.

Be results-oriented

This can be done in a three-part process: <ul><li>Identify the key skills the salesperson will need to help them make their quota. These skills should be things that are highly relevant to your product or service.</li><li>Teach your new recruits these key skills (attend calls with them and watch them perform, give them audio programs to listen to, send them to sell seminars, or conduct your own.)</li><li>Continue checking in with your salespeople over time to reinforce what you've taught.</li></ul>

Provide your team with excellent sales training

There's always room for improvement in growth even if you're at a manager level. Be humble enough to realize that you still have space to learn.Identifying your weaknesses will also help you improve you can make even more progress by working on your weakest area or skillset.

Seek out opportunities for growth

Being a sales manager is a team activity. Develop these three simple skills to become a truly effective sales manager and lead your team to success! https://bit.ly/3wt1EPG If you need more help improving your sales strategy, here's a FREE video training series to help level up as a salesperson and leader. Click the link above! Give me a follow on Clubhouse! @briantracy — see you there! #salesmanager #sales ___________________ Timestamps: 00:00 - Intro 00:57 - Be Results Oriented 01:53 - Provide Your Team with Training 03:04 - Seek Out Opportunities for Growth ___________________ Learn more: Subscribe to my channel for free offers, tips and more! YouTube: http://ow.ly/ScHSb Facebook: http://www.facebook.com/BrianTracyPage Twitter: http://www.twitter.com/BrianTracy Google+: +BrianTracyOfficialPage Pinterest: http://www.pinterest.com/BrianTracy Instagram: @TheBrianTracy Blog: http://bit.ly/1rc4hlg sales, sales leadership, sales career, sales manager, sales growth, sales management, how to be a sales manager

How to Become an Effective Sales Manager in 3 Simple Steps | Brian Tracy

<ul><li>As managers go up the corporate ladder, it seems they lose their basic human skill of communicating clearly.</li><li>They know they have nothing substantial to say, so they make up long sentences of nothingness, using obscure and long words, buzzwords and jargon.</li><li>As the nature of the economy is shifting rapidly, managers are doing things that are difficult to talk about or explain to others, resulting in them being intentionally vague and unclear.</li></ul>

Corporate Gobbledygook

Corporate jargon is neither pretty-sounding nor is it making things efficient in an organization.&nbsp; Apart from sounding knowledgeable or causing deliberate confusion, managers also use jargon to establish credentials. By speaking the ‘manager code’ they establish their superiority and justify their salary. The newly hired junior staff does not question this nonlanguage of middle and senior management, as they fear losing their jobs or not getting promoted on time.

Garbage Language

<ul><li>To get things done, one has to be clearly understood.</li><li>It is good business to be precise, accurate, and easy to understand.</li><li>Corporate gobbledygook works well when the goal is to cover up stuff.</li><li>Details that are not easily understood will lead to wasted efforts and useless meetings.</li></ul>

Jargon: Bad For Business

The reasons behind management gobbledygook | Business

Why businesses use so much jargon

<ol><li>We can fix culture: Culture is agile and continually changing. It is not a static problem that needs to be solved.</li><li>Virtual or remote work erodes culture: Before lockdowns and WFH, there were many cultural problems but no one paid attention.</li><li>There is a perfect design of an organization: The reality is that everything changes and leaders have to let go of static thinking.</li></ol>

Culture Myths That Leaders Need To Wake Up To

<ol><li>Leaders need to overlook and control employees: This old practice of control is evil and results in bad performance.</li><li>Delaying surveys and feedback forms is a good idea: Leaders always want to manage stuff without fixing anything substantial. This won’t work now.</li></ol>

More Cultural Myths In Organizations

Instead of binary solutions that won’t work anymore, leaders need to:<ol><li>Experiment and brainstorm, testing different configurations of work, like a hybrid model, while taking regular feedback.</li><li>Instead of talking about the obstacles, one can focus on possible solutions that are fair and balanced.</li><li>Have fewer meetings.</li><li>Bond with the employees in the real world, not just online.</li></ol>

What Leaders Need To Do

A new path for leadership is growing out of the decision to work hybrid or in the office. The CEO of Eber Leadership Group says this oversimplification misses the opportunity to evolve company culture.

Myths culture leaders need to break to move forward

The urge to be liked is a powerful force in this world: It can force you to rethink behavior, appearances, even relationships. 
But despite even the very best efforts, no one has a say in how much other people like them.

Who we like is a deeply subjective thing

Likeability is a moving target — an invisible scorecard that we internalize but that those around us fill out for us.
The stakes of that scorecard are even higher in the workplace. And it's particularly pronounced for women because across cultures we socialize women and girls to think of themselves in relation to others.

Likeability in the workspace

Likeability can be used as a catchall for other biases as well. 
When someone says, "I don't like you," very often what they are saying is, "You did not meet my expectation of how a person like you is supposed to show up in the world."

Likeability and hidden biases

"Likeability" is a loaded word. And try as we might, none of us has full control over who likes us. Journalist and podcaster Alicia Menendez, author of The Likeability Trap, says who we like is shaped by who we are — and often, likeability is a way of shielding biases in the workplace.

Career

What 'Likeability' Really Means In The Workplace : Life Kit

We are drawn to personality tests because we like to find out what makes us who we are, and where we fit in the world.
Hippocrates first suggested personality consisted of four main temperaments.
<ul>
<li>Sanguine - social and optimistic</li>
<li>Choleric - short-tempered</li>
<li>Melancholic - analytical and quiet</li>
<li>Phlegmatic - relaxed or apathetic</li>
</ul>
Psychologists don't agree on one unifying theory that explains personality, but it might still be worthwhile to explore personality if you regularly interact with people.

How Personality Tests Are Useful

MBTI is based on psychologist Carl G. Jung's theory of psychological types that consists of 16 personality types.
MTBI measures the following:
<ul>
<li>Where people get their energy (extraversion vs introversion)</li>
<li>How they handle information (sensing vs intuition)</li>
<li>How they make decisions (thinking vs feeling)</li>
<li>How they structure the outside world (judging vs perceiving).</li>
</ul>

Myers-Briggs Type Indicator (MBTI)

Five major dimensions of personality traits are:
<ul>
<li>Openness to experience</li>
<li>Conscientiousness</li>
<li>Extroversion</li>
<li>Agreeableness</li>
<li>Neuroticism</li>
</ul>
The Big Five is a system that maps which traits go together in people's descriptions of one another. This model is useful in describing personality differences. For example, people who have high agreeableness are more likely to cooperate with group decisions, and those who are low in this trait are more competitive.

Big Five Personality Traits

The DiSC personality and behavioral assessment focuses on four different traits:
<ul>
<li>Dominance</li>
<li>Influence</li>
<li>Steadiness</li>
<li>Conscientiousness</li>
</ul>
Generally, a person will have one trait that is stronger than the other three. These assessments help you to understand your own style and how you react to different traits.

DiSC

The Keirsey Temperament Sorter is based on the Keirsey Temperament Theory. It suggests there are four basic temperament groups:
<ul>
<li>Artisans</li>
<li>Guardians</li>
<li>Rationals</li>
<li>Idealists</li>
</ul>
Each group contains four subgroups. The report includes information on how people communicate with each temperament, how they rebel, what makes them proud, and preferred leadership styles.

Keirsey Temperament Sorter

This assessment was created in the 1950s and is based on perception. It consists of four main perspectives:
<ul>
<li>Motivation</li>
<li>Self-perception</li>
<li>Social perception</li>
<li>Mindset</li>
</ul>
By knowing how these perspectives influence one another, a person can better understand their emotions and actions, and gain insight into how to work with others.

The Birkman Method

<ul>
<li>Make it part of onboarding. Personality assessments can help new hires learn their own work style and how to work well with other styles.</li>
<li>Use tools to find personality types, such as Crystal Knows, Good&Co, or WealthDynamics.</li>
<li>Strive for a range of personalities within each team as they have a balancing effect during projects.</li>
<li>Rotate roles based on project stages. Certain personality traits will lead better during specific phases.</li>
<li>Know your own style to increase collaboration and communication.</li>
</ul>

Using Personality Data For Successful Teams

How to use personality tests to build a productive team

Having a debate with your boss or your colleague is normal or a disagreement. However, fighting is not.
There are several forms of conflict that may manifest as:
<ul>
<li>People who pretend that there is no problem when clearly there is;</li>
<li>People who are outright aggressive and competitive; and</li>
<li>People who are knee-deep passively-aggressive.</li>
</ul>

Conflict At Work

<ol>
<li>Personal insecurity. We work with a diverse group of people and many of their characteristics may leave us feeling insecure. When insecurity gets triggered we behave in ways that we are not proud of.</li>
<li>The desire for more power and control. People who have this goal want to position themselves above others and don't really share goals or credit.</li>
<li>Habitual victimhood. These people often place themselves in a position where they can be the victims so that they won't be held accountable.</li>
</ol>

Sources of Work Conflict

<ol>
<li>Admit that conflict at work is real and can get pervasive. There's no use denying this because denial never makes the problem go away.</li>
<li>Cultivate empathy and compassion for others. Try to understand their drive, their passion, or the reason behind why they're acting in such a way. Don't let your biases get in the way.</li>
<li>Attend first to yourself, your feelings or emotions, and deal with the conflict with self-awareness. Know that what they do to you is a reflection of the way they treat themselves.</li>
</ol>

Bite-sized knowledge
to upgrade
your career

Cayden X.
@cay_xx

How Do I Comfort A Friend Who Lost a Loved One?

4 tips to stay connected when your friends live far away : Life Kit

Carl Jung’s Theory on Introverts, Extraverts, and Ambiverts

Emotional Agility

How to Become an Effective Sales Manager in 3 Simple Steps | Brian Tracy

Bite-sized knowledgeto upgradeyour career

Cayden X.@cay_xx

How Do I Comfort A Friend Who Lost a Loved One?

4 tips to stay connected when your friends live far away : Life Kit

Carl Jung’s Theory on Introverts, Extraverts, and Ambiverts

Emotional Agility

How to Become an Effective Sales Manager in 3 Simple Steps | Brian Tracy

Bite-sized knowledge
to upgrade
your career

Cayden X.
@cay_xx