Our bookmarks on this topic are also at pinboard.in/u:unison/t:personal-growth/
From Andrew Sobel: You don’t have to become good friends with clients or colleagues. But you do need to get to know them as people. That means understanding their background, family situation, likes and dislikes, preferred means of communications, how they make decisions, their risk tolerance, and so on.
From Andrew Sobel: Studies on marriage show that when couples change their traditional environments (i.e., go to new restaurants, places, events, etc.) their feelings of intimacy increase. The same is true of client relationships. When you get outside the office, and interact over a meal, at an arts performance, or during an offsite meeting, you connect in ways you never will in a formal conference room. You talk about different, more personal things. You open up more.
From TEDxPugetSound: Internationally acclaimed poet David Whyte is an Associate Fellow at Templeton College and Said Business School at the University of Oxford, David works with many European, American and international companies, using poetry and thoughtful commentary to illustrate how we can foster qualities of courage and engagement. In his talk, David encourages us to remain open to know the dialogue with our surroundings inform and inspire our ideas. · Watch video →
From ALIA Institute: The best-known program in high tech for promoting wisdom practices is Google’s Search Inside Yourself, which was spearheaded by Chade-Meng Tan. Meng, as he is known, is already a veteran spokesperson for the Wisdom 2.0 movement. His core belief is that if you can reach people at their workplace, you can change how they are, and ultimately change the world. It’s becoming a kind of article of faith for the Wisdom 2.0 crowd. For Kevin Rose, it includes things as simple as providing people at work with high quality loose tea, so they have to “at least interrupt their momentum long enough to properly make a good cup of tea,” which they may then take the time to enjoy rather than simply gulp down.
From Sam Alibrando: One of my first goals when facilitating a workshop on the topic of “Managing Difficult People” is to dispute the very myth of the “difficult person.” The difficulty with the concept of a difficult person is establishing exactly who the difficult person is. We almost always experience the “other person” as difficult.