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Archive for the ‘Be a better team member’ Category

06
Dec

I have settled into a tradition of making a November advent calendar, of sorts. I call it NO-vember. For each of the month’s 30 days, I take to LinkedIn with a video about something you can say “no” to if you want to be happier, healthier, and more productive. Here’s the round-up with links to the videos and a short blurb to give you the highlights of each idea if you prefer to read. I cover both what to say “no” to and what that allows you to say “yes” to. Could you do me a favor? Let me know if you like video content like this and tell me what else I could provide that would be valuable for you?

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29
Nov

When introducing change to your team, it’s completely normal that you’ll face some unpredictable reactions. Heck, it’s completely normal that you’ll HAVE some unpredictable reactions. Volatility in the face of change makes a whole lot of sense when you think about how our brains are built. We’re wired to be suspicious of situations and behaviors […]

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25
Oct

There is a good way to apologize and there are many, many bad ways. This week, I provide the formula for a good apology, one that increases trust and confidence. And for fun, I share a laundry list of bad apologies, some of which you might have heard from your own colleagues over the years.

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18
Oct

There is some new research that helps us understand the conflict behaviors that are associated with improved performance. I went through it and translated the findings into practical techniques you can use to contribute to high performance on your team (and added a bonus list of things not to do).

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11
Oct

Are you smart, logical, armed with compelling evidence to support your case? Yeah, I thought so. Sadly, that’s not likely to do any good if you find yourself in a real argument with your colleagues. While facts are great for problem-solving, they’re of little use in conflict resolution. Read on to learn why facts don’t solve fights.

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04
Oct

I had an epiphany last week about the source of so much frustration and resentment on teams. I’ve labeled the problem, “unseen work.” In this post, I describe what unseen work is and provide a quick exercise you can do to identify and address any problems with unseen work before they trigger resentment on your team.

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