This month we're discussing the parallels between a coaching culture and preventing polarization. And today, I want to talk about reuniting and the willingness of people to invest.

So this whole idea that people have about reuniting is this challenge they have with investing their time, their effort maybe their money in something. That's not a sure thing because others are not always predictable. And we might put our heart on our sleeve and say, I was wrong. I chose my feelings about this issue or concern over my feelings for you and we might be met with so, and that's very difficult for people. And so we really want to make sure that we want to feel safe, right? And, but sharing those feelings, being vulnerable is what builds trust. And if we can overcome that hurdle by revealing our feelings and, and building that trust, the likelihood of us being able to reunite with those we're separated from is probably pretty good.

 

 

 

Fieldwork this week:

Is there anyone you wish to reunite with? Is it a family member, a close family member?

Maybe it's a colleague that you did work with in the past, but you lost touch during the pandemic and would like to reunite? What kind of outcome would you choose if you had a magic wand in order to make that happen?

 

The second question I really want to ask goes back to that Gay Hendricks question. What percentage of solving the relationship would you be willing to take on? And if you're like, Hey, you know, if it was convenient, twenty-five percent, then I'd say, Hmm, maybe, maybe not right now. Then wait till your willingness, your bandwidth is a little bit better.

 

 And then finally, what is one thing that you could ask of them that would improve your relationship going forward?

And it might be to not post things. They haven't personally researched. It could be anything, but what would be one thing that you could ask of them and have them do the same for you.

 

 

 

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My mission is to make work fun again by building better leaders. Find out more on my website: shawnacorden.com