Articles by Tom Esch

We can model the courage to speak up, or to reach out, before things get to the quitting or firing point. Catch it earlier. The first time you have that unhappy feeling in your gut, or see someone suffering, explore what is happening.

This election process was so polarized, so split on values and so full of the less-than-beautiful that the aftermath is challenging. What can we do to make sure we are not letting our feelings rule our interactions?

I’ve decided to stop judging Trump and Clinton. I see them as foils who represent parts of us all. And by their not so virtuous qualities, unintentionally inviting us all to begin or continue a journey where at the end we will have less to hide and more to give.

Work towards justice and a more integrated workforce, from the top and the bottom. Expect some bumps in the road, but also for your business to thrive as you courageously address these delicate issues and work for genuine diversity at work and at home.

These are things we are doing, with companies like yours, to help workers find ways to communicate effectively and respectfully in the midst of significant, interpersonal, racial, ethnic and gender-based differences. It is making a difference.

You can learn to be more direct and also still the completely nice person you are at your core. It is possible. It can be extra challenging when you work with people whose relatives come from countries other than Norway, Sweden and Germany, but the same basic principles apply.

So you are not getting along very well with that other person and your stress level is high. You have decided it is time for “The Bigga” conversation.  It takes incredible courage to even seriously consider it especially in conflict-reticent cultures.

So many people are talking about crucial conversations, courageous conversations, fierce conversations and constructive conversations. I am all for them. But there is also a time to NOT have that conversation.

Do you have unhelpful stress, caused by misunderstandings and challenges related to culture, race or positional power differences? We can help. Contact us via email or phone for a free consultation today.

I challenge you to make space for a variety of perspectives and to modulate the tendency to fight, flee, freeze or appease. I invite you to engage and not let your reptilian brain run the show. How do you do that?

When someone says “yes” that sounds like a “no” or a “maybe” I believe it is incumbent on the person making the request to gently press for their level of commitment to the request.  When they say a firm “no” it may be best to let go.

When you are at a meeting or a class and you are disengaged what is your usual response?