Sue Elias, EVP of Parks & People Foundation in Baltimore, MD, uses the Optimal Outcomes method to learn to sit with her challenging emotions, then transform those emotions to master conflict.
Conventional advice on solving conflict says you should “put yourself in the other person’s shoes.” This old adage suggests that by increasing understanding and empathy for the other side, we will be better able to create solutions that take their interests into account, thus allowing us to more quickly and effectively reach agreement.
For several decades now, this advice has helped millions of people reach “win-win” agreements. The only problem is: this assumes that we know what we ourselves want, and why we want it. Which is not always true.
The world today is increasingly polarized. People who once identified with the center have shifted towards extremes. For example, in the US political arena, those who once identified as Republicans or Democrats have now shifted towards the “alt-right” or “left-wing activism”. This means there may be no shortage of bitter debates in the coming years, whether we’re at a dinner party, at the office, or working to influence those in elected office.
Posted April 25, 2014 Leadership,Mindfulness by Jennifer Goldman-Wetzler, Ph.D.
Increasingly these days, in the quiet moments of reflection that I am honored and grateful to share with top executives, they “admit” to me the following: “I want to pursue a career in another field– one that is not known for traveling every week of the year” and “I want to move from NYC to Maine in order to slow down my family’s pace of life and lower our living expenses”.
Posted January 29, 2014 Mindfulness by Jennifer Goldman-Wetzler, Ph.D.
In a recent New York Times Magazine article called “Breathing in vs. Spacing out: Is mindfulness always best?” author Dan Hurley compares the benefits of being mindful versus letting your mind wander, and concludes that too much mindfulness could hamper creativity.