Silence is a source of great strength.

<ul><li>Awkward silence is an uncomfortably long pause in a conversation, presentation, or interaction.</li><li>Humans strive to avoid silence on an instinctual level because they fear disapproval and rejection from those around them</li><li>Use awkward silence to your advantage by cultivating curiosity and spending time alone or meditating to cultivate comfortability</li><li>Become more comfortable with silence and decide when to speak up</li></ul>

Awkward Silence

<ul><li>Ideal pauses in conversation are a quarter to half a second-just enough time to take a breath.</li><li>A pause can get awkward when it stretches into four seconds. Once the pause has lasted too long, people start to feel uncomfortable or break the natural flow of conversation.</li></ul>

The Duration Of The Silence

When you experience an unexpected silence, the amygdala(a region of the brain) starts to sound alarm bells.Why does the brain overreact to silence? Researchers trace this reaction back to our hunter-gatherer roots. At that time, <a href="https://www.scienceofpeople.com/rejection-hurts/">rejection</a> from the community was incredibly dangerous for an individual. At a primal level, the <a href="https://www.sciencedirect.com/science/article/pii/S002210311000274X">uncertainty</a> of silence feels like rejection, and the fear of rejection leads people to panic.

The Reason Silence Is Uncomfortable

A simple compliment helps the conversation shift to a friendly, positive note. For example, if there is a long pause, you could say, “By the way, I love your earrings. Where did you get them?”Always have a back pocket question that you can use in your conversations if an awkward silence creeps in.

Avoid Awkward Silences: Genuine Comment

"Yes/no" questions are more likely to lead to an awkward silenceTell stories that allow the person you are chatting with to respond in a way that can naturally lead to another questionExample: What's your favourite campaign you've worked on?"

Ask Open-Ended Questions

Let the person you're chatting with know why you're interested and invested in the questions you're asking.Example: "I remember you mentioning that you work as a barista. What do you like about your job?"By adding a personal connection, you show them why you are interested in their answer

If You Have Personal Experience with The Topic-Let Them Know

On your way to the event, think of a few conversation starters to help you strike up a conversation with a new person and keep the conversation goingWhat did you think of X sports game? What kind of music do you like listening to? What were your thoughts on the presentation?

Plan Some Conversation Starters Ahead of Time

When someone talks with you, they likely want to learn something new about you. Steer clear of short answers and share some extra details that will help them get to know you better.End with a question about them.

Give In-Depth Answers

When the natural rhythm of the conversation starts to lull, graciously tell the person you're speaking with, "Thanks so much for chatting, I need to get going, but I enjoyed talking with you." This allows the conversation to end before either party feels the awkwardness that will inevitably happen

End the Conversation Graciously

In a negotiation, keeping your chill in a business negotiation or team meeting allows others the time they need to think and formulate an answer.It can also push the other person to feel uncomfortable and "cave" into your request.

Use Awkward Silence to Your Advantage

If you've just posed a non-rhetorical question to a room (or zoom meeting) full of colleagues, let the silence settle for a moment. Your colleagues might be using that time to think about their answers or are nervous about speaking up first.

In a business meeting

Try responding with, "In all honesty, my research on what other companies are paying for this equivalent position paired with my industry experience led me to expect the compensation to be a bit higher."Then wait for a few seconds and see what happens.If they don't respond, graciously ask if you can have a few days to consider.

Awkward Silence In An Interview

By becoming more comfortable with silence, you’ll be able to consciously decide when to speak up and when to let the other person speak first. Your ability to handle silence can grow through practice. To cultivate comfortability with silence, <a href="https://www.scienceofpeople.com/fear-of-being-alone/">spend time alone</a> in nature, drive without turning on music, or meditate.

Be Comfortable With Silence

Awkward silence is so stressful that people will say almost anything to get away from it—use that to your advantage! Or avoid it using these 6 tips.

communication

Communication

Awkward Silence: Make the Most of It or Get Rid of It

Rudeness is everywhere-maybe a stranger cut you off in traffic, a coworker shut the door in your face, or a loved one snapped at you for "not cleaning up after yourself" when you had left the knife on the edge of the sink on purpose in case you wanted to make another sandwich later

Rude People

Researchers have found that just like the common cold, common negative behaviours can spread easily and have significant consequences.
It can be helpful to remember that when someone is being rude to you, it says more about them than you.

Rude Is Contagious! Here Is What Makes People Rude

<ul><li>When rudeness in the workplace goes unaddressed, research finds that employees feel less motivated and less productive.</li><li>Not only can rudeness impact a person's excitement about work and ability to do well at work, but it can negatively affect one's creativity as well.</li><li>Rude people are less likely to progress professionally.</li></ul>

Rudeness At The Workplace

If someone is rude to you, immediately pause. Don’t be offensive or rude back. Use ASSA-Alert, State, Sell, and Agree.Ask if they realize how hurtful or offensive their behaviour is, and help them understand why it was inappropriate. This helps people see that you are being reasonable while also clearly showing them the consequences of their rude behaviour will be.

Pause and Ask

<ul><li>The quickest way to thaw out a "cold shoulder" is with warmth.</li><li>When people are physically warm, they are more likely to show friendly character traits.</li><li>Action Step: When you're in the midst of a situation dealing with someone who is being rude, try using warm non-verbal cues to show warmth.</li></ul>

Lean Towards Warmness

If you feel like someone is underestimating you, be kind and direct.Address the person and ask for the opportunity to show your capability.Example: "I'm so excited to be entrusted with this responsibility and put my expertise into spearheading this project."Cite studies, research, or industry thought leaders to show you are doing your homework.

Display Your Competence

If the person being rude to you is a loved one or a colleague, you may want to wait to address their behaviour in private.When you talk with them, instead of telling them that they were being rude, try to help them understand how their actions made you feel.

Have a One-On-One

The person acting rudely may not understand the culture or "The way we do things around here" and not realize they are being rude.Give people the benefit of the doubt. Instead of getting upset with someone for cutting you off in line or communicating poorly at work, try saying:“Excuse me, you may not have realized, but I’m already in line here.”“I would be happy to help show you the ropes on this project. It seems like it’s making you a bit stressed out.”

Give people the benefit of the doubt

<ul><li>Negative comments impact us much more than positive ones-at a 5-to-1 ratio.</li><li>If someone says something rude to you, take a second to affirm yourself with five positive things.</li><li>Remember, their harsh comments and negativity don't define you.</li></ul>

Someone Else's Negativity Does Not Define You

<ul><li>At a big family function, wait until the person who is being rude to you has a chance to sit down before you find your seat. This way, you can choose a seat in a different part of the room. </li><li>If you work with a rude coworker, adjust your lunch break to take it at a different time than they are. This way, you won’t need to get mean jabs from them while taking a break. </li></ul>

Ways to Avoid Someone without Being Too Obvious About It

Rudeness is something you encounter often, and if you’re not careful, you’ll “catch” the rudeness and start being rude to others around you. Dealing with rude people can be stressful, but it’s important for maintaining your well-being. Everyone has an off day from time to time. Be quick to apologize for your rudeness when you realize that you’ve snapped at your partner, made a joke that didn’t land well in a work meeting, or stood up a friend for a coffee date.

The Bottom Line

loveandrelationships

Love & Relationships

How to Expertly Deal with Rude People

Creating a successful marketing and sales strategy as an entrepreneur requires that you understand the breadth and depth of your individual product or product line, who your target customer is, how you will reach this customer, and why your product is better than that of any of your competitors.It is essential to know what your competition is doing (don’t just compare results) so that you can highlight the key differences that make your product unique. You should begin with a simple self-analysis:

How to Create and Evaluate your Business Strategy for Success

<ul><li>Describe your business right now. What words express exactly where you feel you are? Brainstorm and just jot down what comes to mind.</li><li>Make a list of the main services/products you offer</li><li>What is selling well?</li><li>What isn’t selling well?</li></ul>

– Of Your Business:

<ul><li>What is your turnover?</li><li>What is your current end-of-year profit?</li></ul>

– Of Your Profits

<ul><li>How many customers do you have?</li><li>Where do they come from?</li><li> What kind of profile do they have?</li><li>Who are your best customers?</li><li>Who are your worst customers?</li></ul>

– Customers

<ul><li>What are the key strengths your business has?</li><li>What are the key skills contained within this business?</li></ul>

Business Strengths

<ul><li>How do you feel about your business?</li><li>What do you find difficult?</li><li>What is it that you like and enjoy?</li></ul>

Your Attitude towards your Business

You will need to be honest with yourself and focus on the facts. This may involve some detail that you haven’t paid attention to for a while. You will need to be disciplined as you gather this information. Don’t rely on guesswork or gut feeling. Get the specifics as it is these details that will form the bedrock from which you can move forward. If you want to grow your business you will need to know exactly where you are starting from.

Your challenge

These ideas consider how to create and evaluate a small business strategy for successful business growth.

Most of us are too busy "doing" that we rarely take out time to plan and reflect. Picture this: David spends all of his time baking bread and curating his display window. He wonders why he gets only 4 customers daily while his competitor, 5 blocks away pulls in the same number in 2 hours.…

strategy

Strategy

entrepreneurship

Entrepreneurship

business

Business

startup

Startups

Dopamine gives us the desire to take action to earn the exciting reward that’s waiting for us. It is the force that makes us act.

Introduction

Contrary to what many people believe, dopamine is not a pleasure chemical. Simply because an event triggers the release of dopamine doesn’t mean it is something we like or get pleasure from. In fact, when you pay close attention, you’ll notice that as soon as you obtain the expected reward, you’ll often feel empty and unfulfilled

Not A Pleasure Chemical

By continuously triggering the release of dopamine through different means—such as drug or alcohol consumption—addicts actually strengthen their tolerance to such stimulation. As a result, they need stronger and stronger stimulus to experience the same sensation of pleasure.

Addiction

Discover the world of business and economics.

economics

Economics

health

Health

Dopamine Detox

<ol><li>Forgive</li><li>Love and serve others</li><li>It’s always too early to quit</li><li>Accept your circumstances</li><li>Choose your response</li><li>Lead by example</li><li>There is a great illness in our society: want</li><li>Understand that there is no “there”</li><li>Stop WHYning!</li><li>Exercise your Power of Choice</li></ol>

10 Principles for Taking Charge of Life

Not as a favor to others or because you’re holy, but to set yourself free. As long as you hate or hold a grudge against someone, you are their prisoner. They are in control of your life and you’ve given them that power. They may be long gone, have forgotten about you, or even be dead, but if they can still make you think of them in anger, you are their prisoner.Forgive and set yourself free.

1. Forgive.

We don’t have to like everyone or agree with what they say or do, but we can love one another. I’ve found when you serve others in need, your own problems are diminished.

2. Love and serve others

You never know what’s around the next bend, when the door will open for you or what angels are out there working on your behalf. “Failure” no longer exists in my vocabulary. Failure can only become a reality the moment you choose to give up.

3. It’s always too early to quit

Really accept them. Once you accept what is, you can begin to see what’s possible.

4. Accept your circumstances

You may not always be able to choose your circumstances, but you can always choose your response. This is the key to happiness. I am living proof that when you choose your response, it is possible to be happy and at peace even in the most horrendous of circumstances. You really get to choose whether to be happy or sad, grateful or angry, at peace or hate-filled by choosing your response. The circumstance becomes inconsequential.

5. Choose your response

If you want something changed, do it yourself. Don’t sit around and complain. Take action or stop complaining. The respect of others comes from what we do, not what we say.

6. Lead by example

When you believe you need what you want, you feel empty, unsatisfied, unfulfilled, restless. Take a moment to look around you, however, and count your blessings. This will fill the void of want you confuse with need.

7. There is a great illness in our society: want

There is no place to get to or position to attain where everything is perfect. We are always striving to get “there”… and missing here, now. We put off our happiness and joy today in our pursuit of getting “there.”

8. Understand that there is no “there” 

Asking “Why” is not a very useful question. It’s whiney and complaining and rarely yields a satisfactory answer. I’ve found a better question to ask is, “What for?” For what purpose is this happening? What am I to learn from this circumstance or do with the knowledge I gained?

9. Stop WHYning! 

So often you say, “I had no choice.” There is always a choice. The problem is, you may not like the options, so you say you have no choice. Don’t imprison yourself with the myth that you are not choosing your life. You are at every moment. So choose consciously.

10. Exercise your Power of Choice

1. Forgive. Not as a favor to others or because you're holy, but to set yourself free. As long as you hate or hold a grudge against someone, you are their

personaldevelopment

Personal Development

motivationandinspiration

Motivation & Inspiration

10 Principles For Taking Charge Of Life | Inspire Me Today®

Its origin can be followed back to China, where there were complex ball games such as cuju.In medieval Britain, the beginning of football involved  bottle kicking or playing with pig bladders. Juicy, right? Iaics!Villages would play against each other. The whole villages would take part: men, women and it was similar to an invasion game. Football is war! Pretty much like today, i would say. :))

Most popular sport in the world. How it started



It was crazy violent. Most recurrent injury was stabbing because in medieval times all men would carry a knife.Due to several deaths, monarchs wanted to ban football. Henry the 8th banned it, although he was a player himself (he was the first player in the world to have football boots made out of Italian leather).He found it to be dangerous and suggested men take up archery instead.

Football is war!!!

The industrial revolution changes the game approximately 1880-90s (people from the country side move to the cities). The national railway time table is set and people now know the exact time everywhere and can schedule matches.In 1885 clubs started paying their players transitioning to professional players. In 1888 clubs were competing and gave way to local pride. This contributed to inventing the notion of weekend - getting free time for leisure.People read about the matches in the newspapers. Football was like soap operas today - everybody was talking about it

Becoming a national sport

Other rules out in place in 1891: penalties, referees allowed on the pitch, players could be exchanged between teams without them agreeing to it.The notion of muscular christianity was born -  doing sport kept your out of the pub. Football was good for you. Football combats wankery and homosexuality and this is where the image of the maccho footballer appeared. Geesh! :))Churches had teams and it gave birth to genuine rivalry between parishes.  :))

Football prevents wanking

Women's games of football are as just as old as men's football and originated in the same Chinese games.In 1881 takes place the first official game in Edinburgh, playing professionally in front of a paying audience.In 1894 Nettie Honeyball founds the British Ladies' Football Club.Until World War 1, women didn't have time to play. During WWI they get higher paying jobs and time off for their leisure. They get to play games of football in large stadia.A celebrity would kick the first ball (can you imagine Jon Bon Jovi getting the first kick in today's World Cup?).  :)))

Women in football - as old as football itself

The British women's team plays against the American, but American women considered the Brits too harsh (they smoked a lot and were bad asses), and they ended up playing men. They won half of the matches. Woop woop!In 1921, after the end of WW1, men banned women in football: allegedly for medical reasons (it was too exhausting for women to play and they might not bear children anymore + they no longer wanted women to be paid for it).In Brazil it was banned by law.Unofficial cups of women kept taking place and FIFA took an interest to it due to its large audience and made it official once more.

Banning women from football

it was called football because it involved kicking, but also happened on foot because peasants were playing it, not on horses like noblemen.In the 1800s transitions from folk football to sports, in schools games for boys. It was a way to initiate boys into exclusive rules and games of that specific school.In 1863 there's the first attempt to write down 13 rules. The size of the court was 200m x 100 m. It was mainly a dribbling game with not much passing ( I play for my own pleasure, said a player). Another rule: no projective nails on shoes. Auch! :))

How it became a sport

Awesome podcast about the history of British football. Gave me a sense of the community feeling that football has always had in Britain.

Where did football come from? Was it really invented in China or is the truth a little closer to home?   Why was knife crime such a problem for football hundreds of years ago? And what’s the real truth behind the history of the women’s game?   Public historian Greg Jenner joins comedian Tom Parry and historian Prof Jean Williams to teach you the true history of the beautiful game. It’s history for people who don’t like history!  Produced by Dan Morelle Scripted by Greg Jenner Researched by Emma Nagouse, assisted by Eszter Szabo and Evie Randall  A Muddy Knees Media production for BBC Radio 4

problemsolving

Problem Solving

leadershipandmanagement

Leadership & Management

Where did football come from? Was it really invented in China or is the truth a little closer to home?   Why was knife crime such a problem for football hundreds of years ago? And what’s the real truth behind the history of the women’s game?   Public historian Greg Jenner joins comedian Tom Parry and historian Professor Jean Williams to teach you the true history of the beautiful game. It’s history for people who don’t like history!  Produced by Dan Morelle Scripted by Greg Jenner Researched by Emma Nagouse, assisted by Eszter Szabo and Evie Randall  A Muddy Knees Media production for BBC Radio 4

The comedy podcast that takes history seriously. Greg Jenner brings together the best names in comedy and history to learn and laugh about the past.

You're Dead to Me

The History of Football

The know-it-all. Almost every office has (at least) one. You know, someone who thinks they are an expert in all things, from the annual company report to canine dental hygiene, it’s apparently within their wheelhouse. And as such, you have to know how to deal with a know-it-all.

That Know-it-all- Person

You need to keep your aggravation in check. As soon as you see the know-it-all co-worker’s mouth open, resist the urge to roll your eyes into the back of your head. Instead, try to find some common ground. Focusing on what you both agree on, it’ll make it easier for you to hear the other person out.This also helps to clear away any negative emotions and lets you listen without an agenda, putting you in a position to learn why the know-it-all chooses to constantly self-promote.By understanding what triggers the know-it-all response, you’ll know how to avoid tripping that wire.

Empathize with The Know-It-All

Contrary to what the know-it-all might think, she doesn’t, in fact, know everything. But if she’s working alongside you, she (hopefully) has strong skill sets, which earned her a seat at the table. Suggest that she be in charge of one branch of a project (budget, contracts, etc.), so that she can flex her muscles without infringing on others’ responsibilities. This gives them a sense of ownership and authority in this particular area, which can make them more amenable to other people’s leadership in other areas.

Utilize Their Strengths

Address the elephant in the conference room. When you know you’re going to have to work with an office know-it-all on a project (and are totally dreading it), have an honest conversation about working together.Being very direct can be a big help. Don’t argue or look to butt heads, as that will only frustrate both of you. Offer your ideas in team meetings, but don’t make it your goal to rebut their ideas. Simply state another possibility or alternate perspective of the issue, without making it competitive.

Strive for Collaboration—Not Competition

The know-it-all—every office has one. You know, someone who thinks they’re an expert in all things. And as such, you have to know how to deal with a know-it-all.

career

Career

corporateculture

Corporate Culture

teamwork

Teamwork

How to Deal with a Know-It-All at Work

While some horoscopes sites may promise predictions based on the “movement” of the stars,  it’s the Earth that’s moving, not the stars. The reason why stars look like they’re moving, both throughout the night and over the course of the year, is because the Earth rotates on its axis and orbits around the Sun. But, before most humans knew that, they spent a lot of time thinking about what was happening up there in the sky.Looking for answers, signs and predictions in the movements of the celestial bodies —is a longtime fascination of humans looking up at the stars to plan their lives.

Up In The Sky- The Answers To Our Lives

<ul><li>Although astrology is not itself a science, humans have been looking up at the stars to plan their lives for thousands of years</li><li>Farmers used the skies as a calendar as long as the Ancient Egyptians</li><li>Travellers used them as a compass to find directions</li></ul>

 Summer Solstice Horoscopes

<ul><li>We don't really know who first came up with the idea of looking at things in nature and divining influences on humans.</li><li>Some form of astrology shows up in various belief systems in ancient cultures.</li><li>In Ancient China, noblemen looked at eclipses or sunspots as portents of good or bad times for their emperor.</li><li>The Sumerians and Babylonians, by the middle of the second millennium BC, appeared to have had many divination practices - they looked at spots on the liver and the entrails of animals.</li></ul>

The Origin Of Zodiac Signs

<ul><li>These Western, or tropical, zodiac signs were named after constellations and matched with dates based on the apparent relationship between their placement in the sky and the sun.</li><li>The Babylonians had already divided it into 12 equal signs by 1500 BC</li><li>Ptolemy, the author of the Tetrabiblos, helped popularize these 12 signs.</li><li>Now astrologers do their calculations and forecasting based on where the planets and sun are relative to the twelve signs.</li><li>Astrologers say if the sun is in the sign of Sagittarius on the day you were born, then you're a Sagittarius.</li></ul>

The 12 Signs Of The Zodiac

<ul><li>For centuries, astrology (looking for signs based on the movement of the celestial bodies) was considered basically the same thing as astronomy (the scientific study of those objects).</li><li>But its popularity relies on factors that numbers can't compute, and the appeal of looking to the stars for answers has not waned.</li><li>Even if astrology's answers aren't based on scientific study, the reason people keep turning to the sky does come down to the psychological phenomenon he calls the human tendency for "self-selection," the search for interpretations that match what we already hope to be true.</li></ul>

Astrology Vs Astronomy

Astrology is not a science, but there's a real, fascinating history behind humans attaching meaning to the stars. Here's what to know.

space

Space

Where Do Zodiac Signs Come From? Here's the True History Behind Your Horoscope

Employees often make up their own stories when they don't get helpful feedback. The stories they tell themselves are often a problem for them (and for the manager). By giving helpful feedback, you'll give your employees the data they need to do more of what's working, and give them less opportunities to make up their own stories.

Without helpful feedback, employees will make up stories

Most professionals prefer to know what good and not-so-good impact they're having. If satisfactory performance is "not a problem employee", you will probably sit with "non-troublemakers" instead of high-performing, committed and engaged professionals. Instead, let your employees know specifically what you appreciate and value when they meet expectations, and share your perspective on how they could improve if they fall short.

Story 1: “As long as I’m not creating trouble for my manager, I’m doing fine.”

It's the manager's job to create a psychologically safe environment where an employee won't be punished when they make a mistake. If you fear that feedback won't be well-received, it may be that you're falling short:<ul><li>You're not helping your direct report to have more impact.</li><li>You're not modelling accountable behaviour if you don't give feedback because you fear how it will be taken.</li><li>You may be contributing to a lack of psychological safety.</li></ul> Instead, consider why you fear your colleague won't receive feedback well. If you don't have a good reason, go ahead and give feedback. Just do it.

Story 2: “My manager doesn’t think I can take feedback well.”

If you really believe your employee cannot change, you will not offer him resources or opportunities to change. Instead, adopt a growth mindset for your employee and yourself. Employees with growth mindsets welcome challenges and work harder and more effectively, making them better contributors to their organisations. You will give more feedback because you believe they will rise to the challenge.

Story 3: “My manager doesn’t think I can change.”

There are three common stories that employees tell themselves when they don’t get enough feedback from their managers: 1.) “As long as I’m not creating trouble for my manager, I’m doing fine.” If the bar for satisfactory performance is “not a problem employee”, then your bar is way too low. 2.) “My manager doesn’t think I can take feedback well.” If you don’t have compelling evidence to support the belief that your employee won’t receive feedback well, then you need to, as Nike suggests, “Just do it”. 3.) “My manager doesn’t think I can change.” It’s important to adopt a growth mindset, for your employee and for yourself. By giving more helpful feedback, you’ll be providing your employees with the data they need to do more of what’s working, less of what isn’t, and with fewer opportunities to make up their own stories.

humanresources

Human Resources

The Assumptions Employees Make When They Don’t Get Feedback

Peer coaching involves colleagues with the same level of experience and position to commit to helping each other by sharing insights, feedback, and best practices. Peer coaching can play an important role in building a resilient, high-performing organization while allowing remote workers to connect and engage with one another from afar.

Peer coaching

Peer coaching shares some practices with mentoring programs that pair experienced employees with junior ones for professional development. <ul><li>However, mentoring is a one-way relationship between people on different hierarchical levels.</li><li>Peer coaching is two-way, with participants on the same level and equally giving and receiving to help each other grow.</li></ul>

Peer coaching is similar to mentoring

Peer coaching can consist of pairs, triads, or small groups of participants that meet in person or remotely. Sessions start with goal-setting and end with action planning. These sessions can address organisational issues, specific skill development priorities, and more. Key questions:<ol><li>What do we want to accomplish during this session?</li><li>What have we learned from this session?</li><li>What next steps will we take?</li></ol>

How peer coaching works

<ul><li>Participants gain an outside perspective of their own performance and receive accountability.</li><li>The cross-functional relationships that are formed create a support network that participants can rely on to help them solve problems.</li><li>Peer coaching helps develop skills that lead to greater efficiency and productivity.</li><li>Peer coaches learn to collaborate and communicate effectively.</li><li>Participants learn to give and receive feedback in a constructive way.</li><li>They build confidence and leadership skills, such as empathy and social awareness.</li></ul>

The benefits of peer coaching for individuals and organizations

In some organisations, peer coaching is an inherent aspect of a team’s culture and happens organically. Other organisations implement a more formal structure, with defined requirements for serving as a peer coach and sessions held on a regular schedule. Ideally, peer coaching becomes ingrained in organisational culture with or without a formal program.

Ways to implement peer coaching

Accepting feedback gracefully and changing behaviours accordingly do not come naturally to most people. It may be because feedback hasn't been presented in an effective way. Peer coaching is entirely dependent on the free exchange of actionable feedback. It can only work if all parties feel safe and have each other's best interest at heart.

The importance of learning how to give and receive feedback 

<ul><li>Leaders will emerge if they are given the right environment. Peer to peer coaching can help to create that environment.</li><li>Create a process to identify peer coaching participants.</li><li>Offer to onboard new participants.</li><li>Consider using a group facilitator in the beginning to help set expectations and ground rules.</li><li>Encourage participants to commit to a risk-free, nonjudgmental, and psychologically safe environment.</li><li>Create opportunities for peer coaching groups to share accomplishments with their primary teams.</li><li>Place an end date on each round of peer coaching.</li></ul>

Guidelines for a successful peer coaching program

Peer coaching can play a key role in building high-performing teams, while allowing remote workers to connect with one another from afar. 

The power of peer coaching (and how to do it well)

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