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Name of author Rick Baker, P.Eng.

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The greatest of leaders change themselves. They mould their character to remove the bad habits that impair leadership.

by Rick Baker
On Jul 31, 2018

The Thinking Behind The Tweet

Sometimes they replace combative attitudes with kind attitudes. Sometimes they toughen up their softness. Either way they mould their character to remove the bad habits that prevent leadership.

You can't teach an old dog new tricks...unless, perhaps, you praise him enthusiastically...and feed him the meat he craves.

by Rick Baker
On Jul 19, 2018

The Thinking Behind The Tweet

Sometimes old sayings go too far.

If you can teach yourself some new tricks then you can teach old dogs new tricks.

Tags:

Change: Creating Positive Change | Humour | Thought Tweets

Some people take the same route to work every day...if that route is blocked they don’t get to work.

by Rick Baker
On Jul 1, 2018

The Thinking Behind The Tweet

We are all creatures of habit. While we always face many different routes, sometimes we just cannot look ahead or see them. We become victims of our situations, stalled in the present, stalled in the problem. 

In general, people don't lack the desire to make changes. They lack the skill and habit.

by Rick Baker
On Jun 18, 2018

The Thinking Behind The Tweet

"They lack the skill." When it comes to changeskill is a multi-edged sword

One sharp edge - the person who delivers the change-decision must deliver that decision with skill.

Another sharp edge - the person who receives the change-decision must receive that decision with skill

Another sharp edge - the people who implement the change-decision must perform the decision with skill

That's a lot of skill...that's the skill-work we must commit to if we want to make constructive change.

Tags:

Change: Creating Positive Change | Delegation & Decisions | Thought Tweets

Only when comforable with your communication will Egos help you bring about the changes you desire.

by Rick Baker
On May 11, 2018

The Thinking Behind The Tweet

Egos are nitpickers. 

Egos need to be stroked.

Egos don't like unpleasant surprises.

Egos always bring their baggage.

We are too tolerant of conflict!

by Rick Baker
On May 29, 2017

Are you better off following prescribed step-by-step conflict resolution processes designed by 'the experts' or drawing on your innate talents to resolve conflicts? Perhaps, for some people, there is merit in using someone else's detailed approach. However, how often have you seen that work in real life situations?

We should draw on our innate talents to resolve conflicts.

I have never seen canned processes for conflict resolution work in real life situation. We cannot be someone else so what would cause us to think we could use someone else's approach to conflict resolution? To the extent we find ourselves in situations of conflict we know we are at least partially responsible for our predicament [if not fully responsible]. We didn't follow someone else's steps when we walked our way into the conflict situation...so, we should not expect to be able to follow someone else's logical steps to find our way out of the conflict situation.

Often, we find ourselves in situations of conflict because:

1. we lack self-confidence and, as a result of that, we behave either too timidly or too aggressively and

2. we are too lazy to figure out how to avoid conflict or nip conflict in the bud when we know it has commenced.

We are too tolerant of conflict.

Some people even promote conflict in the workplace because they view it as a good, healthy, and productive way to communicate, make decisions, and delegate tasks.

That's interesting in many negative directions!

The results conflict promoters achieve at their businesses prove it is a high-risk-low-reward strategy. If that strategy ever worked it certainly has fallen out of vogue in recent decades. For example, under our Bill 168, we want people to feel secure at work. I expect Abraham Maslow would have supported this approach.

The reality is, some people – mostly people lacking self-confidence - either enjoy conflict with others or see it as a necessary component of work [and possibly life]. What can we expect from these die-hard conflict consumers and conflict distributors? Certainly, we cannot expect them to buy into following someone else's prescribed steps for conflict resolution. These people cannot follow such steps because they lack the innate talents required to avoid or resolve conflict.

And, if people possess the innate talents required to resolve conflicts then they can and should find their own natural ways to avoid and resolve conflict.

Either way, there is no need for experts to prescribe conflict resolution processes. These prescribed processes do not work because people either cannot follow them or do not need to follow them.

People need to understand themselves, work continuously at building and maintaining their self-confidence levels, educate themselves about innate talents and interpersonal interactions, and exercise self-control. These are the routes that lead to conflict avoidance and conflict resolution.

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