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I found the following simple and powerful, even to the level of organisational change. It goes right to the core of why people do what they do, which impacts everyone in an organisation.

Seth’s Blog: Doing what gets rewarded

Two points:

– People always believe they are right ‘by their own method’ i.e. The process they have followed in their heart and mind to choose whatever behaviour they have just enacted. When we can understand those methods for people, we understand them and can support and help them do more of that, if it’s a positive behaviour, or invite them to another place if it’s not

– Ribbons seem to be the world’s view on how we should reward. Awards, money, badges. Ribbons. Yet I have always found the most profound reward I can give someone, without question, is when I have tapped into an element at the core of their being that they would die for and which is at the root of their belief system and I link their behaviour with that. It requires strength, reflection, and courage.

This is all relationship over ribbons as I am seeking their heart and their purpose in life and showing them how they are a light worth shining from the hilltop thanks to their behaviour. It is the tougher path of course as it requires diligence in denial of self method and seeking to understand another’s method and story.

Yours in relationship,

Daniel

You cannot understand the person whom you dislike… You do not, cannot, see them as they are, but see only your own imperfect notions of them… To see others as they are you must not allow impulsive likes and dislikes, powerful prejudices, or egotistic considerations to come between you and them… People misjudge, condemn, and avoid each other because they do not understand each other, and they do not understand each other because they have not overcome and purified themselves. (James Allen)

If only the world were full of people who would read and adapt material like this into their daily ritual and focus.

Surely, truly, the world would be a better place, for finally everyone would be focusing on improving themselves… and seeking to understand others.

Go on, apply it in any situation, to any group of people anywhere and tell me it doesn’t work.

I know it works for me for all the people I have managed to ‘righteously claim dislike for’.

The great leaders get this and apply it.

It’s why we look upon them and call them great.

It’s why, if we seek to lead, our only option is to mimic them.

Join me and let’s do all within our power to remove the blindness of dislike for those that we need to.

Daniel