Jason Treu's Blog, page 29
March 13, 2018
Every Day You Work is a Performance Review
“Every day you work is a performance review. Treat it like that and you’ll see much better results.”
Performance reviews aren’t a once a year, once a quarter or once a month activity. It’s made up of what you do every single day.
Yes, you will have good and bad days. Setbacks and failures. But you’ll increase your engagement and look at each day differently if you treat it as important and meaningful.
The post Every Day You Work is a Performance Review appeared first on Jason Treu Executive Coaching.
Why Leadership Training Doesn’t Work
Leadership is at the worst level in history. Training isn’t working although spending reached $50B. Only 14% of executives say they have the talent to execute their business strategies. 4 out of 10 technology executives have NEVER done a performance review. Poor leadership is killing all your metrics and money. Help is NOT on the way. Training is broken because it’s not attacking the root cause -poor self-awareness. I explain why this is.
The Global Leadership Forecast 2018 report by DDI, EY and Conference Board interviewed 25000 executives and 2500 HR leaders and notes the crisis in leadership.
The issue alone isn’t training. The challenge is more on the self-awareness side. Your level of self-awareness is never greater than your social-awareness. Most leaders are self-awareness is very poor. In fact, I’d say that number in the 90th percentile. It’s because their blind spots and poor habits derail their organizational success.
Change comes down to pattern recognition and then typically making small changes, 1-2% to get you massive lift and ROI. It’s pretty rare you have to do some major modifications.
I go into why this is and why if you don’t focus on self-awareness (first) all training either fails or gives you incremental change at best.
I give you an example of a CEO I recently worked with and how I dealt with his poor listening skills affecting the bottom line.
Hope you enjoyed, “Why Leadership Training Isn’t Working.”
Sorry, the video cut off at the end (technology!).
Cheers,
Jason Treu
Executive Coach
http://www.jasontreu.com
Author of the Best Seller, Social Wealth and creator of the free breakthrough team building game, Cards Against Mundanity.
The post Why Leadership Training Doesn’t Work appeared first on Jason Treu Executive Coaching.
March 12, 2018
Steve Jobs Quote on Vision
“If you are working on something exciting that you really care about, you don’t have to be pushed. The vision pulls you.” — Steve Jobs
Find things both professionally and personally that get you jazzed and excited.
if you don’t know what that is…you’ve got to experiment. You have try a lot of new things.
Trial and error is the engine for growth, fulfillment, and success.
No one can tell you what will “move you.” You can only do that.
So get curious and trying experimenting this week!
The post Steve Jobs Quote on Vision appeared first on Jason Treu Executive Coaching.
Social Wealth Has Sold 50,000 Copies
It’s always nice to see great feedback on your work. Social Wealth is a how-to-guide on building extraordinary business relationships. There isn’t any fluff just actionable strategies and tactics that anyone can do (including extroverts).
More than 50,000 have used the book to build great business relationships. You can get at Amazon: https://www.amazon.com/Social-Wealth-...
The post Social Wealth Has Sold 50,000 Copies appeared first on Jason Treu Executive Coaching.
How to Build the Highest Performing Team
Here is my 2017 TEDxWilmington speech, “How to Get CoWorkers to Like Each Other.” I discuss how to build a high performing team quickly, along with data and research I collected over the last two years. I share my free team building game, Cards Against Mundanity, that you can use to increase performance, creativity and collaboration in 45 minutes or less.
I included the transcript below.
You may not realize it, but some of you are sitting on the secret to “showing up at work.”
Now, you might say, “Hey! I show up to work every day!”
But that’s not what I mean. I mean being heard, seen, even cared for at work.
And why would that matter? It’s the #1 challenge facing companies today. Almost 70% of US workers are disengaged.
And it’s costing businesses $550 billion in lost productivity.
Listen…I know I am not telling you anything that’s not shocking here.
Whether we’re an employee or the CEO, we see the benefits that companies like Google and Zappos have created in their culture, and we want those for ourselves.
We want to be more connected with our colleagues, feel fulfilled, and have an opportunity to make a real impact.
One study found that organizations with engaged employees experienced a 19 percent increase in operating income over a 12-month period.
How can we get it?
It’s one thing to give people a nice desk, maybe some perks, but how do you get them to like one another? Even become friends?
In 1997, psychologist Arthur Aron conducted a famous experiment that gives us a hint.
Over the the course of 45 minutes, participants asked each other 36 questions.
The questions started simply: “Given the choice of anyone in the world, whom would you want as a dinner guest?”
But they soon became much more revealing: “If you were to die this evening with no opportunity to communicate with anyone, what would you most regret not having told someone? Why haven’t you told them yet?”
Aron wanted to explore whether strangers could quickly bond and form deep, close friendships by asking each other questions.
So what do you think? Could something as simple as asking questions really be the basis of lasting relationships?
Yes.
30% of the participants rated the relationships they had just created as “closer than the closest relationships in their lives.” 57% of participants got together after the study (on their own).
One of the pairs got engaged and invited everyone to the wedding!
Imagine if you could feel that way about the people you spend 8, 10, 12 hours a day with.
So why don’t we? Because we’re not showing up at work. Not really.
Let me explain.
I worked with a guy named “Jim.” Jim is a very successful CEO in a large organization. Outside of work, he’s laid-back, caring, and helps others.
Jim coaches his son’s little league team, and serves on a board of a charity organization.
But at work he’s bossy and can be a real jerk. He harshly criticizes his key leaders publicly. His leaders are constantly anxious because they never know what mood Jim will be in.
His stand-offish style alienates him from employees. When he walks around the office, people feel like they can’t approach him…even though he believes the exact opposite.
Jim’s missing out on new ideas and feedback. That’s hurting the company performance.
Here’s the thing: there isn’t one “Jim.” There are thousands of him. And her.
I’ve worked with hundreds of CEOs and executives over the last two two decades. I see it all the time: the way we connect and engage with people outside of work is completely different than how we do it inside.
So I set out to discover why.
Let’s think about what we do outside of work…when we’re “at play.”
The role of play is to connect with others. It teaches us how to communicate and collaborate.
Think about how play shows up in your life: activities, events, conversations, and more.
A huge benefit of play is that it makes us feel safe.
And that’s extremely powerful at work.
Google learned that “psychological safety” is the most critical factor behind maximizing team performance. It’s the ability of group members to connect with each other on a personal level, to feel comfortable enough to ask questions and to raise controversial ideas.
Google found that individuals on teams with higher psychological safety scores brought in more revenue, and they’re rated as effective twice as often by executives.
Why? Because it leads to better ideas by sharing and caring.
And “play” is great at that.
“Play” can bring people together and allow them to open up much quicker. And by putting the focus on an activity, rather than the conversation, it reduces self-consciousness. [introverts take note of this].
That’s what Aron was able to do. By setting up a “game” of questions, he helped build lifelong connections between complete strangers.
But remember these weren’t just any conversations — they were vulnerable self-disclosures.
But before we can ever get those kinds of conversations at work, and the engagement we want, we have to “show up” at work. But that’s not happening.
We dismiss vulnerability in the workplace, saving it for our loved ones.
Think about it…
Have you ever sat down at work with someone and shared a difficult personal struggle?
If you have, great, but most people aren’t doing that.
And If we aren’t, we’re hiding who we are really are. We aren’t fully engaging.
And It’s killing our companies. And us.
42% of people have no friends at work
LONELINESS is as dangerous as smoking 15 cigarettes a day
Yet research overwhelming shows both organizations and individuals win when we prioritize building connections.
70% of people said the #1 factor for a happy work environment is having friends
Employees with a close work friend are 7x more productive and more loyal
So we need to find a way to foster the role of play and psychological safety at work.
And that’s when I realized: the answer was there all along.
If “play” is the easiest way for engagement, why not “play” at work?
Could we start by playing games — like kids do?
Could Aron’s experiment with strangers work with colleagues?
So I came up with a game. The “Cards Against Mundanity.”
And some of you are “literally” sitting on them. (I did say you were sitting on the secret to showing up at work, after all).
Under your chairs is a card with a question on it. And it’s an actual card from the game.
For those watching, you can go to http://www.cardsagainstmundanity.com to get all the questions.
There are two types of questions:
There are “conversation starter” questions like [What was your favorite summer job? And why?].
And “connection questions,” which are more revealing ones like [If you could pick one year of your life to do-over, which would it be and why?].
Now, usually, when played at work, this game comes after a short activity, such as a cooking class or wine tasting.
And no, not just because of the alcohol. It’s because it gives people time to decompress and transition their mindset from “work” to “play”.
But this [TEDx] is already a social type of event, so we’re all good!
So who has a card they’d be willing to read? [Pick someone from the audience to read their card]
Will you please read your card? [I repeat their question]
I want each of you to think to yourself…how would you answer this question [brief pause]
I’ll go first…[YOU answer that question.]
See? Not so hard. The game is question and answer, question and answer. Four to 12 people. Everyone answers at least 3 questions. Pick the top card, read it, and answer it. Put it on the bottom. Next person goes.
To keep it moving, use a 2 minute maximum to answer questions.
The leader goes first…answering a “connection question.” Why? Because people will only play as much as they feel free to.
At the end of the “game,” each person has one minute to share one thing they learned about three different people.
What happens? Some groups dive right in. Some groups take a little longer to get warmed up. People cry, laugh, smile and walk away feeling much more supported and connected to the people in the group.
No matter how people start, they finish strong and it carries into their performance. Teams crush their key metrics. Sales teams beat their forecasts.
There’s an immediate impact afterwards.
Why?
Because you learn about people’s histories, struggles, and stories.
But building meaningful connections can’t start and end with a game. To create true engagement, you have to build on it. You have to keep connecting.
Make it a company priority. Build it into budgets. Embed it into the culture and core values.
Because when people feel cared for, they put forth their best effort because…they don’t want to let others down.
The result?
Productivity will rise. costs decrease. more innovation, more collaboration
Lack of engagement in the workplace is at an epidemic proportion killing productivity, performance and long-term success.
The answer is connection.
The quickest way to jumpstart connection is through play.
It all starts with a simple question…
You have one to ask …Go ask it.
The post How to Build the Highest Performing Team appeared first on Jason Treu Executive Coaching.
How to Get CoWorkers to Like Each Other
Here is my 2017 TEDxWilmington speech, “How to Get CoWorkers to Like Each Other.”
I included the transcript below.
You may not realize it, but some of you are sitting on the secret to “showing up at work.”
Now, you might say, “Hey! I show up to work every day!”
But that’s not what I mean. I mean being heard, seen, even cared for at work.
And why would that matter? It’s the #1 challenge facing companies today. Almost 70% of US workers are disengaged.
And it’s costing businesses $550 billion in lost productivity.
Listen…I know I am not telling you anything that’s not shocking here.
Whether we’re an employee or the CEO, we see the benefits that companies like Google and Zappos have created in their culture, and we want those for ourselves.
We want to be more connected with our colleagues, feel fulfilled, and have an opportunity to make a real impact.
One study found that organizations with engaged employees experienced a 19 percent increase in operating income over a 12-month period.
How can we get it?
It’s one thing to give people a nice desk, maybe some perks, but how do you get them to like one another? Even become friends?
In 1997, psychologist Arthur Aron conducted a famous experiment that gives us a hint.
Over the the course of 45 minutes, participants asked each other 36 questions.
The questions started simply: “Given the choice of anyone in the world, whom would you want as a dinner guest?”
But they soon became much more revealing: “If you were to die this evening with no opportunity to communicate with anyone, what would you most regret not having told someone? Why haven’t you told them yet?”
Aron wanted to explore whether strangers could quickly bond and form deep, close friendships by asking each other questions.
So what do you think? Could something as simple as asking questions really be the basis of lasting relationships?
Yes.
30% of the participants rated the relationships they had just created as “closer than the closest relationships in their lives.” 57% of participants got together after the study (on their own).
One of the pairs got engaged and invited everyone to the wedding!
Imagine if you could feel that way about the people you spend 8, 10, 12 hours a day with.
So why don’t we? Because we’re not showing up at work. Not really.
Let me explain.
I worked with a guy named “Jim.” Jim is a very successful CEO in a large organization. Outside of work, he’s laid-back, caring, and helps others.
Jim coaches his son’s little league team, and serves on a board of a charity organization.
But at work he’s bossy and can be a real jerk. He harshly criticizes his key leaders publicly. His leaders are constantly anxious because they never know what mood Jim will be in.
His stand-offish style alienates him from employees. When he walks around the office, people feel like they can’t approach him…even though he believes the exact opposite.
Jim’s missing out on new ideas and feedback. That’s hurting the company performance.
Here’s the thing: there isn’t one “Jim.” There are thousands of him. And her.
I’ve worked with hundreds of CEOs and executives over the last two two decades. I see it all the time: the way we connect and engage with people outside of work is completely different than how we do it inside.
So I set out to discover why.
Let’s think about what we do outside of work…when we’re “at play.”
The role of play is to connect with others. It teaches us how to communicate and collaborate.
Think about how play shows up in your life: activities, events, conversations, and more.
A huge benefit of play is that it makes us feel safe.
And that’s extremely powerful at work.
Google learned that “psychological safety” is the most critical factor behind maximizing team performance. It’s the ability of group members to connect with each other on a personal level, to feel comfortable enough to ask questions and to raise controversial ideas.
Google found that individuals on teams with higher psychological safety scores brought in more revenue, and they’re rated as effective twice as often by executives.
Why? Because it leads to better ideas by sharing and caring.
And “play” is great at that.
“Play” can bring people together and allow them to open up much quicker. And by putting the focus on an activity, rather than the conversation, it reduces self-consciousness. [introverts take note of this].
That’s what Aron was able to do. By setting up a “game” of questions, he helped build lifelong connections between complete strangers.
But remember these weren’t just any conversations — they were vulnerable self-disclosures.
But before we can ever get those kinds of conversations at work, and the engagement we want, we have to “show up” at work. But that’s not happening.
We dismiss vulnerability in the workplace, saving it for our loved ones.
Think about it…
Have you ever sat down at work with someone and shared a difficult personal struggle?
If you have, great, but most people aren’t doing that.
And If we aren’t, we’re hiding who we are really are. We aren’t fully engaging.
And It’s killing our companies. And us.
42% of people have no friends at work
LONELINESS is as dangerous as smoking 15 cigarettes a day
Yet research overwhelming shows both organizations and individuals win when we prioritize building connections.
70% of people said the #1 factor for a happy work environment is having friends
Employees with a close work friend are 7x more productive and more loyal
So we need to find a way to foster the role of play and psychological safety at work.
And that’s when I realized: the answer was there all along.
If “play” is the easiest way for engagement, why not “play” at work?
Could we start by playing games — like kids do?
Could Aron’s experiment with strangers work with colleagues?
So I came up with a game. The “Cards Against Mundanity.”
And some of you are “literally” sitting on them. (I did say you were sitting on the secret to showing up at work, after all).
Under your chairs is a card with a question on it. And it’s an actual card from the game.
For those watching, you can go to http://www.cardsagainstmundanity.com to get all the questions.
There are two types of questions:
There are “conversation starter” questions like [What was your favorite summer job? And why?].
And “connection questions,” which are more revealing ones like [If you could pick one year of your life to do-over, which would it be and why?].
Now, usually, when played at work, this game comes after a short activity, such as a cooking class or wine tasting.
And no, not just because of the alcohol. It’s because it gives people time to decompress and transition their mindset from “work” to “play”.
But this [TEDx] is already a social type of event, so we’re all good!
So who has a card they’d be willing to read? [Pick someone from the audience to read their card]
Will you please read your card? [I repeat their question]
I want each of you to think to yourself…how would you answer this question [brief pause]
I’ll go first…[YOU answer that question.]
See? Not so hard. The game is question and answer, question and answer. Four to 12 people. Everyone answers at least 3 questions. Pick the top card, read it, and answer it. Put it on the bottom. Next person goes.
To keep it moving, use a 2 minute maximum to answer questions.
The leader goes first…answering a “connection question.” Why? Because people will only play as much as they feel free to.
At the end of the “game,” each person has one minute to share one thing they learned about three different people.
What happens? Some groups dive right in. Some groups take a little longer to get warmed up. People cry, laugh, smile and walk away feeling much more supported and connected to the people in the group.
No matter how people start, they finish strong and it carries into their performance. Teams crush their key metrics. Sales teams beat their forecasts.
There’s an immediate impact afterwards.
Why?
Because you learn about people’s histories, struggles, and stories.
But building meaningful connections can’t start and end with a game. To create true engagement, you have to build on it. You have to keep connecting.
Make it a company priority. Build it into budgets. Embed it into the culture and core values.
Because when people feel cared for, they put forth their best effort because…they don’t want to let others down.
The result?
Productivity will rise. costs decrease. more innovation, more collaboration
Lack of engagement in the workplace is at an epidemic proportion killing productivity, performance and long-term success.
The answer is connection.
The quickest way to jumpstart connection is through play.
It all starts with a simple question…
You have one to ask …Go ask it.
The post How to Get CoWorkers to Like Each Other appeared first on Jason Treu Executive Coaching.
March 11, 2018
3 Steps to Quickly Forgive Anyone
Here are 3 steps to quickly forgive anyone. Everyone has had people in their lives that have hurt you or wounded you (emotionally, psychologically or possibly even physically). This could have happened at work or in our personal/social lives.
Many people have trouble moving forward because they are holding onto anger, resentment, and shame. They have never really dealt with their pain, and in many instances, just buried the pain deep inside themselves. They’ve built up walls to not get hurt again, but you also trap the pain in those walls.
This pain we have inside is ultimately what defines us unless we let it go. It’s time to take a sledgehammer to those walls and bust through!
Forgiveness is a requirement to move forward personally and professionally.
Here’s what’s great: Forgiveness is a unilateral step, which means that it only takes one person to forgive. So, this means that you alone are responsible for forgiving or accepting forgiveness. You don’t have to include the other person in the process.
Caveat: If you are trying to build a relationship or want to interact with the other person, then you have to include them in the process at some point.
Step 1: Write a note (either handwritten or digital) to the person who hurt you. Tell them what they did (and their role), how this affected you then, and how it is affecting you now. Next, tell them that you forgive them, and why. Say anything else you feel.
Step 2: Take the note, walk to a mirror, and close your eyes and think of that person. Next, open your eyes, and read your note to yourself, while looking into the mirror. Let your emotions flow out and don’t hold anything back.
Next, take a few minutes to process what just happened. The best thing is to take a walk outside. How are you feeling? Is there anything else you need to do to let this go?
Step 3 (optional): If you are trying to reconcile someone, you need to contact them and do it face-to-face. You want to tell them they are important to you (i.e. you care about them) and you have something important to say to them. Finally, you want to tell them you want them in your life moving forward.
When you meet, you want to show them you are grateful they came. I’d also recommend some physical greeting like a hug. Next, you want to read your note to them. It’s important to stay open, vulnerable, honest, direct and transparent during the conversation.
You also want to have them share their thoughts and feelings. Many time we create stories about what is going on in the other person’s mind that isn’t accurate.
At the end of the engagement, be clear on what you want to happen next. Do you need to meet again? Do you need to talk about this? Also, be grateful they took the time and courage to show up and engage.
Remember, you can’t control what anyone says or do. You can only control what you do or say. The most important part of the process is to take your power back and let it go!
The post 3 Steps to Quickly Forgive Anyone appeared first on Jason Treu Executive Coaching.
March 10, 2018
How to Use Fear as Your Compass to Fuel Success
We all have fear in our lives, but most of us misunderstand it. Most people try to avoid fear, and they believe it is the opposite of love. That fear is something bad and we should run from it. But that view keeps us trapped. Fear is actually good. It is in our brain and biology to keep us safe from real danger. Fear is also our compass directing us forward. When we embrace fear and use it fuel it allows us to move forward through uncertainty where we can truly grow. Today, we will discuss the two most common fears, failure and rejection, and how to move past them.
Let’s start with the fear of rejection. People often say to me, “I can’t do that. I know that person will reject me or not accept me.” This is exactly the negative mindset so many people have their entire lives. They miss out on so many people and opportunities because they sabotage themselves by creating a fear and pain in their mind that isn’t based on facts or reality. I’ve spoken to a large number of people over the years about their fears, and I’ve found fear is a self-made prison that holds people back.
I ask people, “Have you ever have been rejected by a person in a way that truly hurt you?” Everyone says yes to this. Then I ask them, “Can you think of three people who have done this? Five people?” Most people identify between three to seven people who have truly rejected them. You do find sometimes this number can be as high as 10, but it rarely ever goes higher than that. Then I ask, “How many people have you encountered in your life so far who have been patient and positive, or at least neutral in how they interacted with you? Would you say at least several hundred? What about a thousand? What about several thousand?” Most people say at least a couple thousand people. So let’s do the math here for a moment. Out of a couple thousand people a person has encountered, only three to seven have truly rejected them. That’s a really small number! So people are being controlled by a fear that doesn’t really have a foundation. We focus so much on the potential rejection that we magnify the probability that we’ll be rejected.
People also fear failure. What if I don’t accomplish this? What if I fail? What if I can’t do it? What if I do all this work and nothing is any different? What if the grass is not truly greener when I do this? Instead of that viewpoint, what if we looked at the positive and empowered ourselves, and thought about what would be possible if it worked out. What if I made that happen in my life? What would that enable me to do? You can direct your mind to focus on what you can accomplish. Instead of running from pain and suffering that you might experience, change your mindset. Get clear, focused, and certain on what you want, and why. Ask yourself why you are not progressing faster in your life? What’s really holding you back? So if you focus on the positive, you can master your mind and move past your fears.
Bottom line here is you miss 100% of the opportunities you don’t take. There is a huge cost for inaction. By not taking action, typically people start to rationalize not doing something, and hope that it will all work out. Hope is not an effective life strategy. “My job isn’t that bad; it will eventually get better.” “My relationship isn’t that bad, I guess.” These situations tend to worsen over time, not get better.
We underestimate our ability to take on challenges and risks in our lives. We let self-doubt sabotage our ability to rise to potential opportunities. When I’ve given my clients a task they don’t think they can do, they almost always succeed. And they tell me afterward, there really was no risk at all. They didn’t have to fear for their life, safety, or livelihood.
Your brain only answers the questions you ask it. So start asking yourself different and empowering questions:
Why am I focusing more on what I have to lose than what I have to gain in meeting people?
What has my behavior and inaction cost me in my life? What will it cost me in the future?
If I had all the confidence and courage in the world, exuded positivity and happiness, and believed in myself, what would be possible?
What one action could I do to move my life forward?
Your answers are going to point to the much bigger and more meaningful life you could be living. Don’t let fear stop you. Instead, let it catapult you forward to an extraordinary life.
The post How to Use Fear as Your Compass to Fuel Success appeared first on Jason Treu Executive Coaching.
March 9, 2018
20 TED Talk Recommendations from TED Talk Experts
Here are 20 TED Talk recommendations from experts that have given successful TED talks (and I’m grateful I was included in this list). Here are four of them below from Mel Robbins, Dr. Shauna Shipiro, Lori Harder and me!
Mel Robbins, CNN Commentator and Author
Mel recommends: Who Are You, Really? The Puzzle Of Personality | Brian Little
“One of my favorite TED Talks is from Brian Little, a personality psychologist from Cambridge. Dr. Little uses his sharp, introverted wit to explain why it’s important to understand and embrace your personality traits, but he cautions we should not be defined by a personality. We have the power to change our stories when the need arises.”
Watch Mel’s talk: How To Stop Screwing Yourself Over
IMAGE VIA MELROBBINS.COM
Dr. Shauna Shapiro, Professor of Psychology at Santa Clara University
Dr. Shapiro recommends: The Power of Vulnerability | Brené Brown
“My favorite TED talk is “The Power of Vulnerability” by Brene Brown.”
Watch Dr. Shapiro’s talk: The Power of Mindfulness: What You Practice Grows Stronger
IMAGE VIA DRSHAUNASHAPIRO.COM
Lori Harder, Fitness Expert and Empowerment Author
Lori recommends: The Happy Secret to Work | Shawn Anchor
“My favorite Ted Talk is by Shawn Achor. I loved his talk because of his humor, demeanor and relatable stories. I felt like he had tangible takeaways and a message everybody desires. I like to feel like I can find that connection with a speaker right away and he does that so beautifully through his child story.”
Watch Lori’s talk: Turn Your Struggles into Strengths
Jason Treu, Executive Coach and Author
Jason recommends: The Power of Vulnerability | Brené Brown
“I love Brene Brown’s TED talk ‘The Power of Vulnerability.’ There are no courageous actions without vulnerability. So it’s an essential skill for any leader to master. This TED talk explains what vulnerability is and how to put it into practice in your own life.”
Watch Jason’s talk: How to Get CoWorkers to Like Each Other
Download my free team building game, Cards Against Mundanity. More than 100 organizations have used this team building game to boost performance, creativity, problem-solving and create an extraordinary culture.
#besttedtalks #top20tedtalks #jasontreuexecutivecoach #jasontreutedtalk
The post 20 TED Talk Recommendations from TED Talk Experts appeared first on Jason Treu Executive Coaching.
Quick Lesson #5: Forgiveness is Unilateral
Forgiveness is a unilateral step, which means that it only takes one person to forgive. So, this means that you alone are responsible for forgiving or accepting forgiveness. You don’t have to include the other person in the process. That means you are in charge. You hold the ultimate power. So let it go!!!
The post Quick Lesson #5: Forgiveness is Unilateral appeared first on Jason Treu Executive Coaching.
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