Posts Tagged ‘leadership communication’

Leaders Unleash the Power of “Yes”

11107790 - voting concept: set of green yes signs isolated on white backgroundAs a leader, have you unleashed the power of yes with your team?  In particular, are you offering unequivocal “yeses” as often as possible? Every leader or manager knows that saying “yes” to an idea, proposal, or request can positively impact morale, engagement, and performance. The power of a “yes” is that it encourages more problem-solving, initiative, and proactivity in a team and among team members.  Unfortunately, many leaders are sabotaging or minimizing the impact of a “yes” by using phrases such as:

  • “Yes, this is good and we should also…” 
  • Yes, I like it.  But, could you also…”
  • “Yes and I would suggest that we…”
  • Yes, but first…”

While these forms of “yes” are still positive (and have their place in the language of leadership), they are also a form of yes with diluted or diminished impact.  When a leader adds a term or condition to their “yes” they are saying to the team or team member that the proposal or idea isn’t good enough to be implemented as it is. Or, at least not good enough yet.  Or, that it could be much better. This “qualified yes” can be disheartening and can decrease motivation and commitment.

Of course, there are times when the “qualified yes” is the smart choice.  As long as it is a choice and not a habit. If you constantly, habitually, or unintentionally qualify all of your positive responses, you may be missing out on the power of the “unequivocal yes.”

When I conduct programs for organizations and associations on leadership and communication, I often ask attendees what behaviors do their leaders engage in (or fail to engage in) that enhance employee engagement or decrease employee engagement. One of the consistent “engaging behaviors” is the “unequivocal yes.”  A “yes” with no conditions, no added value, no tweaks or adjustments.  A “yes” that says to the employee or team “I trust you.” These “yeses” sound like:

  • “Yes, go for it!”
  • “I like it.  Make it happen.”
  • “Great idea. Let’s do it.”

Think about it. Wouldn’t you feel great if your leader simply said “yes” to your next idea, proposal, or initiative? As a leader, ask yourself if you are using this simple engagement technique as often as you could.  Or, out of habit, do you qualify most, if not all, of your “yeses?” I encourage you to look for an immediate opportunity to give a “yes” without condition or constraint.  Unleash the power of the “unequivocal yes!”

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

Help Your Team Manage Up

Crucial Conversations: Don’t Start Them This Way

Stop Apologizing…Start Thanking

Bookmark and Share

Leadership Communication Skill: How To Manage a Whiner

Slide1Whiners, chronic complainers, pessimists, and other negative people can be draining to have as peers or colleagues. And, they can be particularly draining if you are their supervisor.  When I conduct training sessions or breakouts for meetings, some of the most common questions I receive from leaders are:

  •  How can I manage a whiner?
  •  Why are they like that?
  • How can I get them to stop being so negative?

While there are various strategies to use with these chronically negative people, including having performance management conversations regarding their behavior*, here is my favorite strategy:

BE RELENTLESSLY POSITIVE!

Respond to their negativity with unfailing and unrelenting positivity.  For example, when a complainer complains try positive comebacks such as:

  • I know this project will be challenging and I am looking forward to how much more efficient the system will be when we are done.
  • While this will take a lot of time, it will be worth it!
  • Yes, this does push us out of our comfort zone. I’m excited to learn new skills.
  • Yes, this is a change. I’m eager to see what the future holds for our team.
  • I agree, this is hard. I’m looking forward to the challenge.

You get the general idea.  Empathize (don’t commiserate) and then be relentlessly positive!

When you respond with relentless positivity, you are modeling the behavior you expect. You are also training your employees or peers that their negativity doesn’t result in commiseration from you. Rather, you have a forward-thinking and positive perspective that you willingly share.  This relentless positivity can make a negative person less likely to whine or moan and groan in your presence.  You also don’t waste your precious time trying to change them or make them positive. Extraordinarily successful people know that you can’t change other people.  However, you can change how you respond to them. Being relentlessly positive takes all the fun out of it (for them) and you no longer will be their preferred recipient of negativity.

A quick reminder to those of you with formal leadership positions. There is a difference between a chronic complainer and an employee who has a legitimate concern or challenge.  With those team members, asking them how they would solve a problem or what they think ought to be done is often enough to shift them into problem-solving mode and out of their negative mood.  However, if they are being negative to simply gain attention or because they like whining, being relentlessly positive is an effective tool.

With whom will you be relentlessly positive today?

*If you struggle with performance management conversations or you want to brush up on your skills, download Pamela’s on-demand webinar “A Leader’s Toolkit for Difficult and Disciplinary Conversations” here.

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

Snipers, Steamrollers, and Chronic Complainers

Is Confirmation Bias Hurting Your Leadership?

Trigger Understanding – Not Defensiveness

Bookmark and Share

Business Communications Tip: This Question Isn’t as Polite as You Think

by Pamela Jett, CSP

Communication tip Pamela JettYou may not realize you are decreasing your own credibility, employee engagement, and influence by asking one simple question – will you do me a favor?  

Even though us business professionals aim to be polite and gracious, we often are sending a message that is less than powerful and confident.  When we ask someone to “do us a favor” we are making the professional… personal.  When we ask a colleague to “do us a favor” we run the very real risk that they will not take our request as seriously as we would like them to.  Even worse, if we are in a leadership position and we ask those we lead to “do us a favor,” they may not feel very respected, appreciated and engaged.  You run the risk that your team members or employees might believe you only ask them to work on things that are small, trivial, and not very important.  They won’t feel as if you trust them with serious business issues.

Here are a few options for you to choose from instead:

  • I’d like to partner with you on this project.  Are you open to that?  This is a very direct request and can reinforce your ability to be a team player.
  • I could use your expertise (insight, perspective).  Would you be willing to work with me on this?   (Note:  “work with,” not “help me”)  With this option you are asking someone to partner with you which can help them feel valued, respected, and will enhance engagement.
  • If you ____ (insert former “favor” here), I will ______ (insert what you will do for them here).  With this option you are negotiating, a powerful tool, and it is a great option to use with peers.

What are some phrases you could add to this list or “tweak” or adjust the language to fit your particular situation and your personal communication style? When leaders eliminate “will you do me a favor?” from their professional communication and replace it with a more powerful, confident, and respectful option they increase the likelihood that others will assist them and that they will be engaged in the process.

If you could benefit from learning more communication skills like these to be a better leader, team member, and top performer, join us for a webinar on Best Kept Communication Secrets August 18th.

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

Stop Undermining Your Credibility with This One Word

Is Confirmation Bias Hurting Your Leadership?

“I Hate Brussel Sprouts” and Other Poor Choices Even Good Leaders Make

Photo source

Bookmark and Share

Help Your Team “Manage Up”

Slide1We’ve all heard the phrase “manage up.”  It’s an easy way of referring to how professionals communicate and interact with their leader for maximum effectiveness.  When I conduct leadership training sessions or workshops, one of the most popular discussions often revolves around how to more effectively “manage up.” For example, leaders are eager to discover ways to deliver information to their leaders that increase the chance of a favorable response.  Professionals are constantly seeking guidance on how to more effectively gain their leader’s support and confidence.

There is a great opportunity here for us, as leaders, to help our team members “manage up” or to more effectively communicate with us.  When was the last time you shared with your team members how you would like them to manage you? When was the last time you shared with them how you like information to be conveyed to you? Have you taken the time to evaluate how you want people to approach you and have you shared that insight with your team members? Are you aware of your idiosyncrasies or pet peeves and have you made your team members aware of those?

Here are a few areas where giving your team members insight into how to manage you can be helpful:

  • Do you prefer electronic or face-to-face communication?
  • Is that preference the same across all types of situations or do you prefer urgent issues to be managed differently?
  • Do you want a high-level overview of a topic first or do you prefer people to dive into the details right away?
  • Do you typically need time to ponder things or are you quick to come to a decision?
  • How do you like people to take initiative? Do you want them to act and then review with you or come up with a plan you can preview?
  • How do you like to handle questions/interruptions?  Do you want them one at a time or have people “batch” things for a longer conversation?
  • Do you need a few minutes when you arrive every morning to get settled or can you dive right in?
  • Do you want people to schedule time with you or try to catch you on the fly?
  • When a problem happens, how do you want to be informed?
  • How much information do you need when you ask someone to “keep you in the loop?”

This is a “starter” list of issues to consider.  I am confident you will come up with many others.

Help your team members succeed with you by helping them learn what you prefer. Don’t make them guess or have to discover the answer by trial and error. Practice assertive communication and let them know how to effectively manage you.

How else can you help your team manage you? If you have any other areas where insight would be helpful, share them in the comments section.

 

If you could benefit from learning more communication skills like these to be a better leader, team member, and top performer, join us for a webinar on Best Kept Communication Secrets August 18th.

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

5 Signs You’re a High Caliber Communicator

Is Confirmation Bias Hurting Your Leadership?

Trigger Understanding – Not Defensiveness

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Bookmark and Share

“I Hate Brussel Sprouts” and Other Poor Choices Even Good Leaders Make

thumbs downIf you are a regular reader of this blog, my social media posts, or have heard me as a keynote speaker, you know I believe the following to be fundamental truths regarding communication and leadership:

  • Words matter. The words you choose to use and the words you choose to lose as a leader and professional can make all the difference in terms of your success as well as the success of your team.
  • High caliber leaders use communication that is positive as opposed to negative. They strive not only to communicate in the positive, but they strive to be positive and to set a positive example.
  • High-hanging fruit matters.  Successful leaders are willing to do the things that others may not be willing to do. They are willing to pay attention to things others might deem either too difficult or too much of stretch. They are willing to reach for the high-hanging fruit.

With these concepts in mind, I’ve been noticing how often even good leaders and stellar professionals may inadvertently be coming across as negative or setting a negative tone.

  • I hate brussel sprouts.
  • I hate it when meetings start late.
  • I hate filing expense reports.
  • I hate conducting performance appraisals.
  • I hate conference calls on speaker phone (I’m guilty of saying this one).
  • I hate it when people act like deadlines don’t matter.

What do each of these statements have in common?  It’s obvious. It’s the “I hate.”  Hate is a VERY strong word and many leaders use it far too cavalierly, far too frequently, and, often inaccurately or unnecessarily. Do you really HATE a food item?  Or, would it be more accurate to say “I don’t like the taste?” Do you really HATE when meetings start late or is it more accurate to say, “I feel disrespected” or, “I feel annoyed when meetings start late?” I believe the word hate ought to be used sparingly and only for those things worthy of one of our strongest negative emotions.

Ask yourself, do I ever casually use the phrase “I hate?” If so, you might be sending a far more negative message than you intend. You may be sending a signal to others that it is ok to be negative. You might be sabotaging your success as a leader.

Take a moment and reach for some high-hanging fruit as a leader. Make a conscious effort to minimize your use of the phrase “I hate.”  Our world is full of far too much of it already.

If you could benefit from learning more communication skills like these to be a better leader, team member, and top performer, join us for a webinar on Best Kept Communication Secrets August 18th.

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

Stop Undermining Your Credibility with This One Word

Is Confirmation Bias Hurting Your Leadership?

Trigger Understanding – Not Defensiveness

Bookmark and Share

Stop “I’m Sorry”…Start Thanking

medfr17018
For decades I have been advocating professionals to stop saying “I’m sorry” and replace it with “I apologize.”  This small change can make a big difference because:

  • We often say “I’m sorry” out of habit and wind up apologizing for things for which we have no business apologizing.
  • When we say “I’m sorry” all the time it loses it’s impact and we aren’t taken as seriously.
  • Overuse of “I’m sorry” can make us look weak or less than confident.

I’ve been speaking about this in my communication workshops, keynote speeches, and writing about it since the beginning of my career. So, imagine my surprise when I recently found myself repeatedly saying “I’m sorry” despite knowing better.

I was working out with my new personal trainer.  She is learning how to modify a workout to accommodate my shoulder injuries and I am trying to discover where my physical limitations are due to the injuries.  We often try exercises that I am physically unable to do due to (extreme) pain in my shoulders.  A few days ago I found myself saying “I’m sorry” multiple times after attem
pting and failing one exercise modification after another.  I was frustrated.  I was embarrassed.  I was i pain.  And, I was grateful to her for her patience and willingness to keep looking for modifications.

However, instead of expressing my gratitude, I was saying, “I’m sorry.  I can’t do that one either.”  Atone point, she corrected me and said, “Stop saying you’re sorry – we will figure it out.”  Wow.  Talk about a learning moment for me. I knew better and I was saying “I’m sorry” anyway! I’ve been thinking about that interaction for the past few days and I’ve come to realize that I ought to have been saying something like:

  • I can’t do that one.  It hurts.  Thanks for being patient with me.
  • That one hurts, too.  I appreciate your flexibility in trying other options.
  • I’m grateful you are willing to keep finding new options.

Any of those responses would have not only been more accurate expressions of my true inner state – I genuinely am grateful – they would also have been a significant deposit in her emotional bank account.  Expressions of gratitude would have been a positive expression as opposed to the negative “I’m sorry.”

When can you offer gratitude instead of apologies?  Perhaps the next time someone helps you with a project you can thank them instead of apologizing for taking their time? Or, maybe the next time someone stays late at your request, you can thank them instead of apologizing for keeping them late?

What opportunities do you see to express gratitude instead of an apology?Replace sorry

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

How to Write a Thank You Note

Stop Undermining Your Credibility with This One Word

Trigger Understanding – Not Defensiveness

 

Bookmark and Share

Want to be a Better Communicator? Remember This.

listening earAs leaders and professionals it is all too easy to forget that communication is a dynamic process that is more than simply the transmission of data or information from sender to receiver. We get caught up in task completion. Our bias for action kicks into over-drive and we issue a series of commands. We let our “talking points” or our agenda drive the conversation instead of having a true exchange of ideas.

If you genuinely want to be a better leader and communicator, remember that listening is just as important as speaking.  In fact, it is often more important. The more formal leadership responsibility you have, the more important listening is to your success. And yet, so many people will say they wish their leader was a better listener. I often share in leadership communication workshops I conduct that most of us don’t really have a listening problem. We have an ego problem.

We let our egos get in the way of using the good listening skills we already possess. We think we already know the answer or that we don’t have time for a long, drawn out discussion of the obvious. We assume that we “got it the first time” and that there is no way WE misunderstood.  These are all ego driven challenges to good listening. You might suffer from ego driven poor listening if:

  • You often find yourself interrupting others because you already know what you want to say.
  • You complete other’s sentences because you think you know what they are trying to say (and they aren’t spitting it out fast enough for you.)
  • You “zone out” or start thinking about other things when someone is talking to you.
  •  You fail to ask questions (particularly open-ended questions) to gather more information because you (think) you know everything you need to know already.
  • You “rush” people along with too many head nods or even a hand gesture or two, thinking to yourself “get to the point.”
  • You fail to use reflective listening or perception checking to confirm your understanding of what someone has said.

If you see yourself in any of the above indicators, it’s time to check your ego. It’s time to remember that we may not know it all (difficult, I know.) And, it’s time to remember that people have a need to feel heard, even if what they are conveying isn’t ground breaking news to us.

We all know how to be good listeners.  Let’s put that knowledge into practice.

For more powerful communication resources, visit Pamela’s success store.

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

How to Be an “I-Don’t-Know-It-All”

3 Keys to High Caliber Communication – Are You Using Them?

Trigger Understanding – Not Defensiveness

Bookmark and Share

Want to Be a Better Leader? Stop Solving Problems.

team problem solvingDo you want to be a better leader? Would you like to be the kind of leader that others like to work with and for? Do you want to lead a team that is engaged and collaborative? Are you looking to enhance buy-in and commitment to projects? If so, here is a rather counterintuitive recommendation.

Stop thinking of yourself as a problem solver and start being a problem giver.

Great leaders know that people are more committed to solutions and plans when they have an active role in creating them. Great leaders know that people like their own ideas the most and strive to let team members participate in problem solving as much as possible. There is wisdom in sharing with your team the problem as you perceive it and turning them loose to come up with creative and insightful solutions.

Obviously, this approach requires trust in your team. The good news is that when you turn problems over to your team, they will feel that trust and often rise to the occasion.  This approach also requires that you are able to instill critical thinking skills within your team so that the solutions they present are realistic and take into account constraints such as budgets, time, policies, etc….

Turning a problem over to your team doesn’t mean that you abandon your leadership role. Your role will be to guide. Ask open-ended questions such as, “How will you handle x?” or, “What’s the timeline look like?”  Asking smart questions of your team members and allowing them to answer, instead of answering those questions for them, allows your team members to develop their critical thinking skills. This will help them grow and develop as professionals.

When you stop thinking of yourself as a problem solver and start being a problem giver you also increase your return on talent investment. Each team member has unique strengths, talents, insights, experiences that they can put to good use in your organization if given a chance.  They will come up with powerful solutions that may never have crossed your mind. And, they will be more committed to implementing those solutions.

What problem are you currently facing that you could turn over to your team or a team member? Start small if this is a new approach for you.  Build trust as you build skills.  Give your team members a chance to be the problem solvers and experience greater buy-in, commitment and employee engagement.

For more powerful communication resources, visit Pamela’s success store.

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

A Powerful Assertiveness Secret

3 Keys to High Caliber Communication – Are You Using Them?

“You Don’t Understand” – Words to Choose and Words to Lose

Bookmark and Share

Live Emotional Intelligence Webinar!

GotEQ10BB_Cvrs.inddIt’s no secret, emotionally intelligent people typically make the best leaders and team members. The great news is that emotional intelligence (EQ) can be developed and enhanced. Move beyond the theory of EQ and into the tools needed to build EQ and take communication and leadership to greater levels of success and productivity.

Got EQ? How to Communicate with Emotional Intelligence

Live Webinar Thursday, May 19, 2016

REGISTER HERE

Can’t make the live event? A downloadable version comes with your registration.

EQ – What it is, why it matters and how to leverage it for success.

  • Learn the 4 keys to strategically enhancing EQ and access simple ways to implement them.
  • Discover your own EQ communication quotient and identify personal areas of focus for improvement.
  • Build your emotional vocabulary for better EQ instantly.

 Decrease conflict and stress by communicating with EQ.

  • Discover little known secrets of self-talk to minimize conflict, confrontation, and destructive communication.
  • Communicate with more confidence in difficult situations with powerful and emotionally intelligent language patterns and templates.
  • Stop reacting to difficult people and stressful situations and start responding in powerful and constructive ways.

 Increase self-awareness for better relationships, leadership, and productivity.

  • Become the master of your emotions and stop letting emotions be the master of you.
  • Master the art of re-framing to boost problem-solving, decrease conflict, and increase empathy and understanding.
  • Uncover bad habits that are stunting your EQ and stop sabotaging your leadership success and credibility.

REGISTER HERE

Pamela Jett is an internationally recognized presenter and author on developing leadership skills and improving workplace relationships. Her programs take participants beyond theory to hands-on application for immediate results. Her background includes:

* Working with clientele ranging from the high-tech sector and manufacturing to women’s groups and government agencies

* Serving clients such as Lockheed Martin, Allstate Insurance, Sony, The United Way, NASA, Waste Management plus many other notable organizations

* Developing several books and learning programs including “Communicate to Keep ‘Em: Enhancing Employee Engagement Through Remarkable Communication”

Additional Materials:

  • Participant note-taking guide for use during the event and for reference post event
  • Access to regular communication tools and techniques via Pamela’s Words Matter blog
  • The complete download of the event
  • Access to free assessments to enhance communication and leadership

Who Should Attend:

  • Leaders, Managers, and Supervisors
  • Project Managers
  • Team Leads
  • Administrative Assistants
  • Support Staff
  • Anyone who works in a team environment

REGISTER HERE

FAST – Get right down to business with no time wasted. This is a content-rich experience without fluff or filler.

CONVENIENT – Learn right at your desk. No expensive travel, no time out of the office, and no time wasted. All you need is a computer and it’s super easy. You will be sent all the log-in information. Can’t make the live event? Play the download (included with every registration) when the time is right for you.

APPLICABLE IMMEDIATELY – This experience will provide time and money saving tools to use the moment you hang up the phone.

AFFORDABLE – Priced at just $89 for individual registration, this is a fraction of the cost of other high-priced events or seminars. Plus, there is no additional travel expense. Ideal for multiple listeners too! Group pricing is only $147.

 

Bookmark and Share

Got EQ? How to Communicate with Emotional Intelligence

woman with lightbulbIt is well established that emotional intelligence, often known as EQ, is one of the fastest growing job skills.  Leaders and professionals with high EQ are typically:

  • Better listeners
  • Better problem solvers
  • More emotionally stable
  • More open-minded
  • More flexible
  • More empathetic
  • Better conflict managers
  • Better crisis managers
  • Better team players
  • More open to feedback
  • More open to change
  • Less sensitive to imagined slights
  • Less prone to vindictiveness
  • Less ego maniacal

And, the list goes on and on. It’s no wonder that high EQ is associated with promotability and other career opportunities.

So, what are you doing to boost yours?  There are several steps to increasing your EQ.

Step #1 Realize that EQ is something that can be improved.  Emotional intelligence is not a fixed trait. It is something that can be developed with effort and intention.

Step #2 Be humble (which means teachable) and realize that no matter how strong you believe your EQ is, it can always get better. Be willing to look at yourself and ask if you want the benefits above enough to put in some effort.

Step #3 Know where to focus your improvement efforts.  Emotional Intelligence is a multi-faceted ability. It is the ability to identify, understand, manage, and  use emotions in a positive and constructive way. There are opportunities to improve in many areas.  For example, you can become more adept at identifying your emotions and in the process be building your EQ.

If you are looking for a simple way to know where to focus your efforts and energies, you can take this quick EQ Assessment.

Step #4 Access the resources and tools you need.  Take the time to access and learn new EQ skills.  Make developing this skill a top priority. Make it part of your personal professional development plan. That may mean attending webinars, reading books, watching videos, or attending workshops.  This expenditure of time and resources is sure to pay off.  Especially if you put the tools and skills you access into practice.

Whether you are a leader or looking to move into a formal leadership position, or you are hoping to get the attention, authority, and respect you deserve at work, building your EQ can be your ticket to success!

If you or your colleagues could benefit from learning more tips to communicate with emotional intelligence, please tune into our live webinar May 19, 2016. You will learn what “EQ” is, why it matters, and how to leverage it to decrease conflict, eliminate stress, improve relationships and your leadership skills. Register here. 

Pamela Jett is a communication skills and leadership expert who knows that words matter! In her keynote presentations, workshops, books and online learning programs, she moves beyond communication theory into practical strategies that can be implemented immediately to create the kind of leadership, teamwork, and employee engagement results her clients want.

You might also enjoy:

Emotional Intelligence: Your Leadership Superpower

3 Things Emotionally Intelligent People DON’T Do

Trigger Cooperation – Not Defensiveness

Bookmark and Share