This was shared by the International Association of Facilitators (IAF) on social media. Gratitude to IAF for the opportunity to run facilitation sessions for Mumbai hub, IAF conference at Delhi and IAF Asia conference at Hyderabad.
Heartfelt thanks to the senior facilitators who spent time giving me feedback on how to improve my session design, particularly, Sekhar Chandrasekhar, Yateen Gharat, Ajit Kamath, Shyam Iyer,Varsha Chitnis.
Here's the link to the post.
Here's an interesting article on how to resolve arguments and conflicts:
Disagreement and reconciliation sit at the heart of democracy and are fundamental features of our social and professional lives. For relationships to flourish and organizational endeavors to succeed people must reconcile diametrically opposing beliefs.
Polarization has become an inescapable aspect of today’s political debate, fueled by issues such as abortion rights, migration, and foreign policy. This can be intergenerational, it is said to be driven by social media, and is arguably worse today than ever—though participants in the revolutions of past centuries might disagree. Failure to thoughtfully engage with opposing views in order to reach compromise can severely hamper any human activity. In the workplace, where teamwork and collaboration are essential, it can stymie progress at many levels.
An intriguing study, from Harvard Business School, Harvard Kennedy School of Government, and the University of British Columbia, looks for an antidote to polarization in debate. It considers how the linguistic behavior that people exhibit in discussion can powerfully affect their co-conversationalists’ perceptions, engagement, and willingness to cooperate with them. Developing the construct ‘conversational receptiveness,’ the researchers show how this can lead to more effective communication between people who disagree with each other.
Using a machine-learning algorithm to identify the linguistic profile of receptiveness, the study found that those surveyed who were rated as more receptive by the algorithm and their co-conversationalists—though not themselves—were considered better teammates, advisors, and workplace representatives. The researchers established that conversational receptiveness at the beginning of a conversation forestalls conflict escalation at the end, and has positive relational consequences. Conversational receptiveness can be reliably measured and crucially can be consciously improved.
Encountering opposing viewpoints is part of life, but despite this people do not seem to handle disagreement well, their contradictory opinions giving rise to avoidance, biased information processing, conflict spirals, and damaged relationships. On the other hand, argument and debate are the way ideas, plans, and innovations are developed into effective considered action. The concept of ‘integrated thinking’—a key to creativity—that combines opposing viewpoints to achieve a third way forward, only works if opposite views are aired and heard respectfully.
Here's a super read on something #managers and #leaders tend to take for granted viz. #delegation
It lays emphasis on the how and what to communicate in clear terms, which tends to get missed out due to the fast pace of the corporate world.
From the article: "the “ask” is a conversation where both parties co-create agreements on follow-up, milestones, key metrics, and so forth. This should be a conversation, but it should be a conversation where you, the leader, have gained clarity in your mind about what you are asking others to do."
Ethics and leadership are regularly discussed together, especially over the past decade or so. Corporate scams that have led to C-suite leaders facing jail time are in the news often.
One often wonders what if any ethics were considered and why ethics were not followed by those leaders.
Here's a superb and practical article on how to develop #ethicalleadership.
I love the questions for self-inquiry provided in it.
From the article: "It’s important to remember that whatever we think, say or do has consequences on ourselves and others – however small our actions are."
From the article on #hiring for #emotionalintelligence - "The problem is that we struggle to assess EI when hiring (even when we spend a fortune on personality tests and search firms) and we’re never taught how".
To know how to hire for this and other competencies / behaviours, please connect with me to know about my customized #bei workshop #SelectionDiscussion that covers EI and more.
You can read about it here- https://ryanbarretto.blogspot.com/p/recruiting-right-fit.html
Recruitment has taken on a slightly different dimension over the past year or so. While it was never easy, it seemed as if we knew who to focus our hiring efforts on.
Here's a detailed article on the changing characteristics of the #talentpool of #candidates given the post pandemic environment, and what organizations could possibly do to hire people.
From the article: " if the economic picture worsens, many companies are likely to find that job openings will persist in crucial positions, a problem they can’t fix by simply reshuffling their current workforces."
Read the rest of the article here.
#hiringstrategy #employeevalueproposition #selectiondiscussion #culturematters #organizationculture #strengthsdecoder #strengthscoaching #performancecoach #performancecoaching #talentacquisition #talentattraction #employeeengagement
