|
|
No Hard Feelings:
It’s not breaking news that we hold biases against certain groups that cause unintentional and implicit discrimination.
|
093 |
|
|
No Hard Feelings:
If you don’t standardize the interview process, you can’t objectively compare answers.
|
095 |
|
|
No Hard Feelings:
Work samples tend to be the best predictors of how someone will perform on the job – significantly better than interviews, education level, and even experience…
|
096 |
|
|
No Hard Feelings:
…try this magic line [in salary negotiations]: ‘I don’t want my salary to be a distraction to me while I’m in this role.’
|
098 |
|
|
No Hard Feelings:
Why questions draw us to our limitations; what questions help us see our potential.’ – Tasha Eurich
|
101 |
|
|
No Hard Feelings:
…research shows that our minds work hard to help us stay content with whatever we choose – even when what actually happens is different from what we expected.
|
101 |
|
|
No Hard Feelings:
Online and off, the best teams discuss ideas frequently, do not let one person dominate the conversation, and are sensitive to one another’s feelings.
|
109 |
|
|
No Hard Feelings:
Success depends on psychological safety.
|
109 |
|
|
No Hard Feelings:
Every person on a team knows something that no one else knows. That’s why teams exists: you need more than one person’s set of ideas and skills to solve a problem.
|
111 |
|
|
No Hard Feelings:
Cutthroat offices value bravado and bluster, traits that usually don’t make for great team players.
|
112 |
