Spending my morning in lockdown with @AdamMGrant @growthfaculty on learning to rethink. Think like a scientist - surround yourself with those who challenge our thought processes and continue to examine your hypotheses based on evidence. Follow this 🧵 for some key learnings!
Create a #challengenetwork of disagreeable givers - tough love that leads us to question ourselves and think again. It’s not enough to ask people for criticism. We need to create #psychologicalsafety for others to challenge you by showing you are open to feedback.
Encourage people to raise problems even if they don’t know solutions. Praise the canary in the coal mine. “Kill the company” or “problem box” exercise needs to be built into the workplace culture. It overcomes our solution aversion.
HIPPO effect - highest paid persons opinion. When diversity of thought ➡️ group think. Overcome this through brain writing. Everyone shares their thoughts independently and then as a group.
Two questions to ask yourself when working out how to determine how to manage remote work vs return to office: 1) what culture do you want in ur team? 2) is ur collab an individual sport (independent work), relay race (interacting 1-1) or team sport (requiring group synchrony)?
Reframe an argument as a debate, or a ‘dance’. In a dance there is no winner or loser, & one person doesn’t always lead. Dancing is a sign of intellectual chemistry - respect someone’s opinion enough to discuss their thoughts.
It’s hard to change someone’s mind when they r overconfident. Tips: 1) compliment their strength in an area that isn’t what u want to change their mind on (avoid the compliment sandwich) & 2) ask them to explain their thinking - let them identify their knowledge gaps.
Imposter syndrome is something many academics are familiar with. But it can be beneficial in some ways. It’s integral to seperate your thoughts and your identity. Find the sweet spot of intellectual humility when you are confident in yourself but uncertain about your tools.
Learn to love being proven wrong. The earlier you are proven wrong ➡️ the sooner you are to being right. Welcome constructive criticism so that you can grow faster.
Languishing is the lack of well-being. Sitting between depression and flourishing. Many people are experiencing this through the pandemic. Tips? Engage in ‘flow’ (immerse yourself in a meaningful task), make small goals, be creative, connect with loved ones.
How do we be assertive without coming across as aggressive? Approach situation as a “giver” - ensure you are raising an issue for the benefit of others, use the power of the collective, & allow creativity by asking others their thoughts.
How to strike a balance between rethinking and confidence in decisions? Focus on good decision procedures and reward this, not just the positive outcomes (which might have been luck!).
Compassion fatigue in health is common. But it is more empathic distress - people coming to you with their problems isn’t fatiguing, it’s wanting to help but not being able to. The role in helping team members needs to be dedicated, rather than an add-on.
Exit interviews can improve work places but r @ the worst time! Try stay interviews 2 give staff an opp 2 share what they think should stop, sustain & start. Hire disagreeable givers (those who provide the most feedback) by asking how they would change the interview process.
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