Assumptions: Why Being Right Is Wrong
Monday, 26 Jan, 2015
Assumptions: Why Being Right Is Wrong

While researching my new book What? I discovered that when listening to others, we naturally assume we understand what’s meant and don’t question our assumption. Yet the filters our brain uses to hear what others mean to convey preclude accuracy, leading to faulty assumptions. Essentially, here’s what happens that makes accuracy so difficult

Avoiding Resistance or Why New Year’s Resolutions Fail
Tuesday, 20 Jan, 2015
Avoiding Resistance or Why New Year’s Resolutions Fail

Every year, with the best will in the world, we make New Year’s resolutions to make some sort of change, like exercising more or eating healthier. We start off with great gusto and determination, yet by February we begin making excuses to avoid the gym, or convince ourselves pizza would be great for dinner. What happens? We’re approaching change in the wrong way. But we can easily make it right.

Getting To Agreement
Monday, 12 Jan, 2015
Getting To Agreement

We all theoretically recognize that everyone has the right to their own beliefs. But in situations where we have great passion (or the moral high ground, as we would like to believe) we have difficulty being generous with those who disagree with us. Wouldn’t it be nice to persuade others to see the world as we see it?

Sharon Drew Morgen is on the cover of SSE/HR magazine
Friday, 9 Jan, 2015
Sharon Drew Morgen is on the cover of SSE/HR magazine

Read my article on how we can hear each other accurately, and close the gap between what’s said and what’s heard.

Speaker or Listener: Who’s Responsible For Misunderstandings?
Monday, 5 Jan, 2015
Speaker or Listener: Who’s Responsible For Misunderstandings?

here’s been an age-old argument in the communication field: who’s at fault if a misunderstanding occurs – the Speaker communicating badly, or the Listener misunderstanding?
Let’s look at some facts:

What Should Coaches Be Listening For?
Monday, 22 Dec, 2014
What Should Coaches Be Listening For?

A coach’s job is to facilitate potential change, usually by asking questions to identify the components of the problem and decide between solutions while reinforcing the changes and maintaining a trusting relationship. To achieve the excellence that all coaches seek, it’s necessary to avoid the listening filters that could prejudice the interaction, such as: