 |
Being generous opens up the possibility of learning and change.
|
96 |
 |
There are big upsides to not having to have the answers all the time… over time people will stop coming to you for answers and learn to think better for themselves.
|
127 |
 |
To clarify effectively, focus on the other person and what they might be learning.
|
141 |
 |
FEELING stands for Facts, Emotions, Encouragement, Learning, Implications, and New Goals.
|
175 |
 |
Feedback is the delicate art of letting people know the score. Feedback gives people information that helps them learn and grow.
|
203 |
 |
Letting people come up with their own insights when things haven’t gone well is more comfortable for everyone, and is more likely to deliver the outcome everyone wants: learning and behavior change for next time.
|
210 |
 |
When it comes to dealing with underperformance, if our commitment is to people’s learning, the more emotional charge there might be, the more essential it is to use a self-directed approach.
|
214 |
 |
A life without negativity is a life devoid of learning and growth.
|
28 |
 |
…Harvard shows that when leaders are inclusive, humble, and encourage their staff to speak up or ask for help, it leads to better learning and performance outcomes.
|
57 |
 |
…it is so important to learn how to identify your own emotions, label your feelings, and express them in a healthy way.
|
165 |
