WE LIVE IN A CULTURE OF BLAME.

This seems to be the rule and no longer the exception.

When did we become so afraid of accepting responsibility? I know for me personally, I used to hate making mistakes. And worse than that, I was getting in trouble for my mistakes. I’m not sure why…. because the consequences were never as bad as I imagined in my head. Nobody has ever expected perfection or loved me less because I make mistakes.

It’s not just about focusing on the final score. It’s about looking at the small results that lead us to the overall win. It’s a progress tracker that keeps us in the game and helps us define our next action step. There is a very different play call on 3rd down and short than on 3rd down and ten yards. Each successful “down” leads us to the opportunity to put points on the board.

If we are having fun in what we are doing, we are going to be more motivated to complete the task, be more engaged, and relieve stress.

Workplace / office safety requires:

1. Presence

2. The ability to be present with each other

You start with learning how to listen. The first step is to understand that we are typically listening to the conversation we are having in our head about what the other person is saying.

We all have opinions, desires, and ideas. We will unconsciously look for similar beliefs and common preferences in every conversation and interaction we have with others. If we don’t have that alignment, it’s automatic to form some judgment about what the person is saying.

Acknowledgment and appreciation are free and effective. Let people know they are on track consistently and you will find an increase in productivity and response. Acknowledge them for the job you hired them to do and let them know what you appreciate about the value and qualities they possess.

We tend to measure a person’s character through their integrity and intention. We can measure a person’s competence through their capabilities and results produced. This gives us a formula for how we look for trust in others.It includes both subjective and objective considerations. If we identify that one or more of these Cores of Credibility are missing, we have specific information that helps us know where to start restoring trust with that person.

I often tell prospective clients that one of my roles as an executive coach is to be an accountability partner. I have firsthand experience in knowing how important that partnership can be as I look for it personally and professionally myself. It’s much more fun to include others in our goals, successes, and even the failures.

Service produces gratitude and appreciation from both the giver and receiver.  This is the unexpected outcome that has me want to give more.  I also feel it’s humbling to remember we are all connected and at some point in our lives, everyone needs a helping hand.I just saw a saying today that says something like “there’s a difference between talking to someone when you have the time and making the time to talk to someone”.