Motivation | PeopleSense Consulting

Recognition makes you feel good, among other things

On December 9, 2011 / Communicating, Graceful Leadership / 11 Comments

We all know how good it feels when we receive recognition.

It not only puts a smile on our face but it has other significant benefits, too. It motivates us to do more of what gave us the positive reinforcement and therefore increases our confidence. These are important aspects for productivity and happiness.

The recognition can be as simple as two words: thank you. Or it can come in more structured ways, such as an award. That happened to me earlier this week, when fellow blogger, Laurie Bartolo, nominated me for the Leibster Blog Award.

Laurie and I recently found each other and I’ve been quickly impressed with the variety of Laurie’s skills, including her photography, human resources background, and her compassion for helping dogs in need. On her blog, she uses her photography skills to educate others about particular situations, but she takes it a step further and actually does something about it. This post is a great example. I feel really fortunate to have connected with Laurie and very much appreciate her recognizing “Graceful Leadership” for the Leibster award.

Can a person ever change?

On October 23, 2011 / Graceful Leadership, Leading / 8 Comments

“Can I person ever change?”

That question was posed several times, stated in a number of various ways, during meetings I held with one of my clients last week. The majority of these 30 managers are seasoned and they all care a lot about their employees. They also take their role very seriously.

They have created a culture where employees know they are valued. But that doesn’t eliminate those frustrating exchanges or difficult conversations that inevitably occur. And when the same issue crops up time and time again, it would naturally make you wonder: why? Why is it that the problem doesn’t get fixed after one, two, or three conversations about it?

Take your chores to the river

On September 20, 2011 / Motivating / 12 Comments

Gitte understands the importance of the little things in life and how to make the tough things easier. Or maybe she doesn't even view anything as tough. Just something that needs to be done, so why not enjoy it? The people who choose to live year-round in Alaska have this mindset that we could all benefit from.

There was one woman that we met on vacation that made a major impression on me. Her name is Gitte (pronounced Gee-ta), a Swedish woman who has lived in Alaska for the last 27 years. She was our guide during a 13-hour tour through Denali National Park. This particular tour took you into the park as far as you can drive, a 90-mile one way trip to the Kantishna Roadhousealong the park road. Gitte was a patient bus driver (when other drivers gave up on the potential for a bear or moose to come nearer, she savored the moment and we were rewarded with many close encounters), knowledgeable navigator, skilled wildlife-spotter, park expert, and fascinating person all rolled into one.

I could have listened to Gitte talk for hours about her life in the bush. It’s so different that anything I have known, could imagine, or even endure. Her husband (I think his name was Phil) was from Ohio and came to work at the park during his college years. (This is still very common; we met many students who had come to Alaska for seasonal employment and seeking adventure. Many go back home or to another exotic land; some return for several seasons, but hardly anyone stays over winter.)

Phil decided to take advantage of the then-homestead act in Alaska. The process was to find unclaimed land, stake it, and if you were the first to register it in the office at Fairbanks, it was yours. There were a few additional requirements: you had to build a minimum size structure and live on the land for a certain number of months during the year. He had lived there for several years when she met him.

When Gitte was telling us the story of him finding the place, she said, “He ended up in the middle of nowhere. Or depending on how you look at it, he ended up in the middle of everything.”

Gitte spotted this bear enjoying a dip in the river. Many buses passed us while she pulled off and watched where he might go next.

She definitely felt like they had everything. That was so appealing to me. She had keen awareness and unlimited appreciation for what the land and the experience offered her, despite the harshness of it. If things were demanding, she figured out to make them easier and more rewarding.

The bear seemed unaware, but definitely unconcerned, with the view of the bus, and we were delighted to see him advance in our direction.

She told fascinating stories of their life there for 19 years, raising four boys, in a small shelter, heated only by wood. When the third boy arrived, they doubled their space from the original 16’ x 16’ cabin. They saved their money, little by little, to buy one window each year to replace their plastic film windows. Windows in a climate that reaches 50 below zero on a daily basis seem like a necessity to me rather than a luxury, but not to them. They used their 16-dog sled team to transport the first window; one of the triple-pane elements broke from the jostling of the sled so the following year they decided to transport the window in their canoe. When the last of the four windows went in, they realized they no longer could hear the sounds of outdoors as they had before; it was bittersweet to give up the closeness to nature for the warmth that the windows provided.

We were all rewarded with Gitte's patience and her awareness that many things take time to develop.

She talked about meal preparation and home-schooling the boys (the two oldest are in college now in Fairbanks). Their routines changed with the seasons. In the summer, they moved to the coast, one primary objective was to avoid the mosquitoes. Their family, along with others, had a small camp area. During the day, she and the boys would pack up the dogs, meals, and laundry and head to the sand bars in the middle of the rock-strewn river bed. That area gave the boys and the dogs a place to exercise and play and she had access to water for laundry – and the mosquitoes were hardly around! But the thing that got me the most was this comment she made: “All the other families stayed at camp to do their chores and then they came down to the river late in the day to join us for dinner. I didn’t see any reason why I couldn’t take the chores to the river and enjoy the day there.”

Gitte is a person who understands how precious every moment is and that we make every moment what it is – good or bad. She wasn’t shirking her responsibilities. She didn’t avoid the hard things. This was her choice to live in the bush and understood the responsibility of that. She made it better for herself and for those in her life. We should all find ways to integrate our “chores” – whatever they may be – into every part of our day.

I think dogs have this ability, too. They don’t try to overcomplicate things. They enjoy the simple pleasures and they are always ready to enjoy life. Last night when we were in the kitchen longer than usual and thoughts started to drift about wanting to be reading or doing something other than what I was doing; and this morning when we rose while it was still dark, I thought of Gitte. We all have things we must do in our personal and professional lives that are less desirable than others. The people who choose to make Alaska their home understand how those pieces are necessary and fit into the larger picture of what they want and desire.

I will always need reminders of that but Gitte and Grace are there to help me.

Man’s Best Friend makes a great employee, too

On September 14, 2011 / Graceful Leadership, Motivating / 7 Comments

Muddy, an 8-year-old veteran at Denali, is named after one of the many rivers in the park. I loved her gorgeous rich chocolate-brown color. She is clearly enjoying the day prior to the demonstration and was one of the lucky ones chosen to show off her talents.

Hauling around a heavy load over miles of tough terrain in sub-zero temperatures doesn’t sound like it would be much fun. But I found out just how fun it can be – if you’re an Alaskan sled dog.

While on vacation the past two weeks, my husband and I toured through parts of Alaska. The vast scenery, composed of grand mountains, enormous glaciers, and abundant wildlife were always either in the foreground or background of what we saw. There was another theme: dogs.

The dogs are enjoying their rawhide reward for a job well done! Muddy, one of the lead dogs, prefers to bury her bone rather than chew it. We all have our ways to celebrate!

But these are not just any dogs, these are Alaskan sled dogs. They are bred to work. To endure cold temperatures. To provide transportation. And patrol a national park. These aren’t dogs that hang around in a sunbeam on the deck, which is one of Grace’s favorite activities in a day. These dogs work. And they love it.

One of our first stops was Denali National Park. Impressive in every way, Denali covers 6 million acres (roughly the size of the state of Massachusetts) and is open year-round to visitors. Denali National Park brings the hope of seeing its prize: the peaks of Mount McKinley, the highest in all of North America, are usually covered by clouds. It also lures you with anticipation of what type of wildlife you might glimpse next. A grizzly? Caribou? Dall’s sheep? Moose? We saw all of that—and up close. But I was drawn to the dogs. Denali is the only national park in America with a working kennel and these sled dogs perform essential wintertime duties. In the summertime, they greet park visitors like us.

We met the 30+ dogs as they slumbered in the summer sun; maybe Grace could be a seasonal guest? Upon closer inspection of their duties, we decided Grace is better off in her cushy bean bag bed. Winters can be extremely cold with temperatures ranging from 40-below to 20-above zero on warm days. New England snow storms start to look mild in comparison.

In Denali, these four-legged national park employees go where machine can not go in the harsh weather of Alaskan winters. The dogs are entrusted with a number of responsibilities, including accessing winter visitors, hauling supplies, transporting wildlife researchers, and helping insure that there are not illegal activities happening within the park, such as poaching or snow machines entering into the wilderness area. They retire around the age of nine, and have covered approximately 8,000 patrol miles during their tenure.

We saw a demonstration with five dogs pulling a sled. As we listened to the park ranger talk about the care and work of the dogs, the dogs were nearby, seeming to have not an inkling of interest. But at some cue—I have no idea what it was but they sure did—every one of the 30 dogs leaped to attention, barking, howling, jumping, singing, all in harmony yelling to the rangers: “PICK ME!!!!”

It was hysterical to see them come to life, in such sharp contrast from a relaxed state to one of intense anticipation. They knew the demonstration was about to begin and they were also keenly aware from experience that only a few were selected each day. They wanted to work. They want to show off their skills and talents. And they wanted that enormous rawhide treat waiting for them afterwards. These park rangers knew how to motivate their team.

We saw Denali during peak foliage -- it was gorgeous. You can see the moose about mid-way back, just before the treeline, if you look closely. Imagine covering this terrain in heavy snow and freezing temperatures! But the dogs love it.

First, the rangers chose the individual dogs carefully, noting the mix of the team and their abilities individually and combined. They were also setting up important training and mentoring for each of the dogs, not wasting this “demo” but giving it meaning by offering a learning opportunity with it. The rangers let the dogs have fun—allowing them to do what they do best—pull that sled. And then they praised and rewarded when the performance hit the mark.

These rangers are proud of their husky employees. And the employees are proud to serve. It’s a mutually good working relationship, one that models good lessons for all of us at work every day.

The next time you have a task that seems like drudgery, how can you make it fun?

Establishing rules works in tandem with freedom of choice

On August 2, 2011 / Communicating, Graceful Leadership / 8 Comments

When traveling in a car, it's more challenging to get her to stay in her bed (as shown here in our bed). But I finally figured out that if I allow her to make the decision, it works much better than me trying to force her there.

We all need rules. This doesn’t hinder our ability to be creative or have decision-making abilities. I think these are often confused. In the last post, I described how Suzanne Clothiercreates interactions between a dog and a human where dogs have a level of decision-making. When a dog can figure out a situation on their own, they are much more likely to comply with what you want, versus being forced into some behavior.

I tried an experiment this weekend. Many Sunday mornings, we drive to a different location for a walk in the woods in search of mushrooms. Sometimes we drive ten minutes, sometimes an hour. Grace whines a good portion of the drive, perhaps from excitement, or maybe nervousness, I’m not sure. We’ve tried a lot of things to get her to be calm and quiet in the car, without much success. I thought about Suzanne’s approach and wondered how I could get Grace to make this decision on her own.

My idea was to give her a nice treat (small cubes of deli turkey meat) when she sat quietly in her bed. The only time she’d get the treat is when she made the decision to go in her bed on her own. No tempting, no luring, no asking from me. When and if she went to her bed on her own accord, then she’d get a nice treat. It would be my way of saying, “Thank you, good job!”

This past Sunday, she knew I had the turkey and she’d come sit in my lap, she’d paw at my hand and arm, she’d whine. I said nothing to her at all. As soon as she made her way to the back seat and landed in the bed, she got a treat. If she stayed there at a stoplight or a turn (when she normally would be up and looking, whining louder and louder), I’d give her a treat. It really worked!

After the second time, I could see that she was already making the connection and she willingly rested in her bed for much of the trip. At the very end of the drive as we pulled into the parking area, she lost her composure and reverted to her old ways, but in a 45-minute timeframe, our ride was dramatically different from past ones.

There were rules in this “game.” And after a short while, I could see her become focused on the activity, and taking initiative on her own part to play by these rules. This puzzle became an interesting challenge for her, as opposed to her being bored or nervous as she has been during previous rides.

In a recent conversation I had with a manager about an employee who was struggling in their work, we talked about ensuring that the employee had ownership for the solutions to improving. We need to engage individuals in the problem-solving, but we first must establish the rules that exist. For example, what is the timeframe for improvement? What is expected from the employee? What will happen if the results aren’t good? Both the manager and the employee should agree on the outcomes, including a determination of the quality of the work needed (the manager makes the final decision if there is a difference of opinion); the decisions about how to accomplish it should be driven by the employee.

Remember to be patient—don’t lure with treats too soon—allow the person to make their own choices and perhaps make a mistake or two as they figure out the best methods for success. Before I gave Grace the permission to make her own decisions about riding in the car, the rules were unclear and confusing to her. She could sit in my lap; she could sit in her bed, she could sit quietly or whine and aside from the occasional “shhhhhhhhh” or “noooooooo”, there was virtually no difference in the environment from her perspective.

Are you sending mixed signals to your employees by saying little or nothing when things go wrong? Employees need to know what the boundaries are for performance. What am I working to accomplish? What is my goal? Can I miss by a little? Or by a lot? What will happen if I don’t do what I say I was going to do? The manager needs to be clear on the desired goal, too. In absence of this, how can anyone achieve it?

Also be sure you know how much flexibility you can afford when things don’t go the way you hoped. What will happen if the goals are missed? Sometimes it might be ok, yet at other times it could be devastating to the organization. Be sure you communicate those parameters to everyone involved. Give others the freedom to make decisions but ensure that you both understand the rules first.

I’ll take a frog, please!

On July 12, 2011 / Graceful Leadership, Motivating / Leave a comment

Being in water is not something that Grace is fond of. But she's on the hunt for a frog and this would motivate her much more than a piece of cheese, one of her favorite treats, to get on the rocks as you see her here. It's all a matter of what motivates us to do things we may not otherwise want to do!

At this morning’s Rotary meeting, our guest speaker was a dog trainer. It seems everywhere I turn these days I’m around some dog and/or animal-related activity, which makes me very happy. And I didn’t even have anything to do with arranging for the speaker!

Denise Mazzola gave a compelling presentation about a trip she made last fall, driving from Texas to New Hampshire in a small van, bringing back with her 22 homeless dogs. It was an amazing story and kudos to Denise for her extraordinary measures to save these precious animals and give them the opportunity to find permanent homes. (All were adopted!)

The impetus for this trip came as a result of Denise’s acceptance to an Extreme Mutt Makeover contest. The purpose of the event is to showcase shelter dogs – raising awareness that shelter dogs can be healthy, well-adjusted pets, and reducing any perception that these animals all have behavioral issues or insurmountable problems.

As part of this event, certified dog trainers spend eight weeks with a dog, teaching them basic obedience skills and preparing them for life with an adopted family. Denise was paired with Mustang Sally, a Catahula Leapard mix; Denise said that Sally was one of the most difficult dogs she had ever trained. Coming from a veteran trainer, that’s quite a statement.

If you only have a short period of time to show measurable results, you need to find strong motivators. Denise really needed to get to know Sally—fast—and understand what motivates her to success. Because Sally was not overly motivated by food, something that makes training easier, Denise had a harder job. And as she told us this morning, “It’s all about the motivation when you’re trying to change behavior.”

So of course, that got me thinking. That’s such a true statement for any person. Whenever we do something, we’re motivated by some reason. And if the task or behavior is less desirable for us, we need a more intense motivator. Wouldn’t you agree?

Our friends

In the workplace, managers and executives are often trying to find ways to motivate employees to top performance. Or sometimes we just want to give a gift that says, “thank you for an outstanding job.” Frequently we offer the other person something that we value, as opposed to finding out what’s important to the other person. One common example is when sales organizations give incentive trips to exotic destinations for exceptional sales results. Even though many salespeople are social by nature it doesn’t automatically mean they want to go on a trip to the islands with their boss!

So when we are setting up benefits, incentives, rewards, and even simple gifts to say ‘thank you for a great job’, remember to think about the other person. The most important thing is what motivates that person. Not you. Involve the other individual in the conversation or you will likely miss the opportunity to find the real incentive.

Grace, unlike Mustang Sally, is very motivated by food. But if I am interested to get Grace to dip her toes in the water, the only thing that will entice her is a frog. Not even cheese, one of her favorite treats, would be enough. Get to know the other person so you’ll know what motivates them. Or if you can, ask.

Lazy dog daze of summer

On July 6, 2011 / Managing, Motivating / 5 Comments

What else is there to do on a nice day but to hang out in the grass with a meaty bone?

In New England, there are only a few weeks of warm, sunny weather in the summer – if you’re lucky. So when the sun is out and the temperatures are perfect, it’s wise to take advantage of it. The last week or so has been that kind of weather. Temperatures have been ideal, the sun has been shining, it’s past-season for black flies and apparently a little too dry for mosquitoes. What a miracle – no bugs!! Only the occasional short thunderstorm during a late afternoon has come through to interrupt our beautiful days.

Summer is the time to enjoy and rejuvenate. We all need to take a break from our whirlwind, and while having perfect weather shouldn’t be a requirement for when you get away from your routines, it’s an excellent reminder. Even if you take five minutes or perhaps five hours – go ahead, make it five days! – do make sure to take time for yourself. Find something that makes you happy. When you return to your work, others will notice the difference, and you will, too.

Make time to devote to your professional development

On June 24, 2011 / Graceful Leadership, Leading / 5 Comments

Sunny was a patient teacher

I’ve been on the road for the last couple of weeks – away on a combination of business stops mingled with a few family visits. I haven’t seen Grace for nine days and I really miss her. Of course, I miss my husband, too, along with all the routines that I enjoy in my life.

Immersed in a different daily regimen is energizing, though. The last several days I’ve spent with colleagues getting a deeper understanding of the assessment tools I use in my work. After finishing the coursework (and assuming I pass the test), I’ll receive the certification offered by Profiles International. I’ve worked with these tools for ten years and I’m still developing a robust knowledge bank about the scientific foundation of the assessments and the applications for their use. One of my favorite parts of these types of meetings is the interaction with my peers. We share information and ideas with each other that is invaluable for our professional development.

Somehow I think Grace knew she could learn from Sunny. They played endlessly, yet it was always clear that Sunny was the teacher. Grace gladly accepted the role of student. They both walked away richer for the experiences.

Being a student can be fun. When I first got Grace, we lived next door to a couple who were real dog lovers. They had one dog and another that was dropped off every weekday morning by family to stay while they were at work. Sunny was a beautiful, well-adjusted golden retriever who served as an important role model for Grace. She was a dream dog by any standard and I loved that Grace could be around her. It provided the type of mentorship that only another dog could provide to Grace.

We need those situations where we can learn from each other. Just being submerged into sessions with a variety of perspectives is worthwhile. Spending this time not only expands what I know, it shakes up how I think about things and makes it all fresh.

Grace watched Sunny's every move, especially when she did things Grace was scared to do, like swimming.

It was tempting to think that investing in this time—including travel it’s practically an entire week—was more than I could spare. It would have been easier to stay at home. Yet I know that without carving out time for continual learning, I would have limited my potential for new and better knowledge.

Make time to devote to your professional development. Even if you’d rather be at home.

Talents worthy of recognition

On June 21, 2011 / Graceful Leadership, Motivating / 15 Comments

It’s been said that the most effective form of motivation is recognition. It is all too often in our corporate world that employees feel underappreciated. Sometimes I hear from a manager, “Well, that’s their job. Do I have to say thank you for things that are expected out of them?”

Grace is the perfect reminder. Any good dog trainer will tell you that positive reinforcement is the best way to teach a dog. Because of Grace’s sensitive and nervous nature, it is especially true. A vet once told me, “Catch her doing something right and prevent her from doing something wrong.”

We all know it feels good to get a simple ‘thank you’ but it’s also an effective way to give feedback. What better way to encourage continued behavior by being clear about what you like. Blogging offers the ideal forum to provide that feedback—leaving comments on a blog post is a quick and informal way to share an idea or question. I love it when people comment and it’s the same for employees who crave feedback (but don’t always receive it).

It is particularly gratifying when you’ve worked hard at something – even if it’s something you do as part of your job—when someone shows their appreciation. And that’s what I experienced this past week when a fellow blogging buddy from England selected Graceful Leadership as a recipient of the Versatile Blogger’s Award.

I couldn’t find the origins of the Versatile Blogger’s Award, nor the criteria for receiving it. Given the name, one would assume you need to be versatile. But it seems that it’s more about one blogger being able to give a public shout out to a blogger that they appreciate. If you receive this award, you’re asked to nominate 15 other blogs and tell seven facts about yourself. That seems somewhat arbitrary to me, so I’m going to bend the rules a bit. (Hey, what better way to be versatile, right?) I’d like to tell you about a few blogs, without focusing on the exact number. These bloggers are very different, but they have one thing in common: they understand the importance of recognition and feedback.

When I started this blog about four months ago, I had no idea of the amazing connections I would make, nor the wealth of information I would find. I read a lot of blogs and now subscribe to 21 blogs (I only know that because I counted them as a result of getting this award), and I am constantly entertained, educated, and enthralled by the talents of people who put their energy into sharing their experiences.

All the blogs I read reflect my personal and professional interests: dogs, animals, healthcare, patient safety, marketing, organizational development and coaching, food, knitting, and photography (I love beautiful images, especially landscapes and people; I have no talents as a photographer myself). Many are intended to be solely educational, others are entertaining, and some are both.

One of the first blogs I found [via Twitter] was my little dog, written by a witty whippet owner, Didi. Tales of this regal and beautiful whippet, George, are humorous and intelligent and Didi has a real knack for connecting with people through her astute observations. George and Grace have lots of the same behavioral tendencies and this strengthens our bond. Didi was the one who bestowed the Versatile Blogger Award upon me and Grace; it’s not surprising given that I’ve come to feel like she’s a very good friend, despite separated by thousands of miles and having never met.

I’ve found scores of other blogs from numerous sources; some are fans of Didi and George, too. Sara who writes about lifewith4cats, is incredibly entertaining, but the thing that strikes me the most is her honesty. Her authentic person shines in her blog, and I really admire that. Pictures, especially of animals and nature are compelling to me, but at Spiderpaw, Lionel’s stories enrich his artistry.

There a few other dog-related blogs in my repertoire. Live, Bark, Love is written by a recent college grad (a fellow Hokie but I discovered we both went to Virginia Tech after becoming hooked on her blog about her four lovable dogs) and The Organic Hound, a company founded by women devoted to healthy living for dogs.

Last, but not least, are two other blogs: one on food and one about organizational development. If you decide to check them out, you’ll see their expertise coming through in their respective subject. Rufus’ Food and Spirits Guide offers simple recipes for the most amazing dishes. There are lots of things that I prefer to do more than cooking, but this blog can’t help but whet your appetite. Charney Coaching and Consulting is a trusted source for organizational development topics.

These particular blogs stand out because the authors have passion and competence for their topics, but they also understand the value of building relationships. I know if I met them in a workplace, they would be the type of leader who offered frequent, constructive feedback. That’s worthy of recognition.

This is MY space!

On June 3, 2011 / Communicating, Graceful Leadership / 4 Comments

This picture was taken on the second day we had the kittens (fall of 2009). Grace and Dodger's relationship still has many moments of jealousy and bossiness (from both sides!).

One of the things I like the most about observing Grace is how literal her communication is. The same is true with our cats. Their body language tells it all. If we could observe human interactions with that level of objectivity and detachment, I think we’d often behave differently.

There are two instances that illustrate this perfectly. One happens frequently in our house, the second happened for the first time (that I was aware of) the other morning.

In our living room, we allow Grace on the furniture, but she often chooses her own bed in the evening. Once the sun goes down, she’s ready for bed. If Dodger walks by the edge of the sofa and lingers even for a second to attract my husband’s attention for a quick head rub, Grace leaps out of a deep sleep, prances over and positions herself between Dodger and Pete. She then nudges Dodger on his way, as if to say: “This is MY space. Get out!” And Dodger does. We’ve seen this scene play out on many occasions, so I was amused to witness another side of it the other morning.

I was in the basement plodding along on the elliptical machine. Oliver and Dodger keep me company, skipping around the room, chasing numerous cat toys in and around all the kinds of obstacles you might expect in a somewhat cluttered basement. Dodger had paused for a few bites of his breakfast and Grace sauntered into the room, just to say hello. Dodger’s next move was so obvious – so clear – he jumped down and raced to Grace, physically bumping into her and cutting off her route. With each turn Grace took to avoid Dodger, he continued to place himself in front of her, changing her direction, edging her out of the room. He was saying: “This is MY space. Get out!”

My first reaction was to chuckle. New room, new rules. Dodger felt he could be the one in authority in the basement. Then I thought, how interesting, since there are many times when I see Dodger respect Grace’s space. Never have I seen either cat in Grace’s bed, for example. My guess is that Grace’s actions are motivated by jealousy; Dodger’s ego and opportunity to be in charge drove him to be territorial.

Here is one of those rare moments when they prove they can co-exist in the same space, though clearly being asleep makes it more enjoyable.

And so it is with organizations. We call it working in silos when individuals or departments insist on working in isolation, preventing collaboration and integration of ideas and efficiencies. Sometimes this is done intentionally, but often I think it happens unintentionally, without being aware that we’re yelling out: “This is MY space. Get out!”

If we could recognize when we’re being defensive, it would be easy to intellectually see that we’re creating walls instead of building bridges. There is plenty of space and ample love for three animals in the same room at the same time. And I’m sure there is opportunity for us to be more collaborative in the workplace.

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