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Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
60 results (expanded search) for "تعاطف قيادي"
Professional
Compassion Fatigue Check
If in helping work, answer 5 monthly questions revealing compassion fatigue.
Parenting
Limit with Empathy
Say firm "no" with warm "I understand" — Janet Lansbury's classic formula.
Leadership
Leadership Identity Statement
Complete "I'm a leader who…" 7 times without mentioning your job title. Identity is deeper than role.
Social
Empathic Frame
Starting assumption: "people do their best with what they have".
Social
Time-Zone Empathy
Compute colleague's time before writing, use schedule-send to avoid sleep disruption.
Leadership
Greenleaf's 10 Principles of Servant Leadership
Self-rate on Robert Greenleaf's 10 classic principles. Where's the gap between what you say and what you do?
Leadership
Sorting Your 5 Leadership Values
From 30 values, pick only 5 — very hard but reveals what truly matters.
Leadership
Conducting a Respectful Firing Conversation
End employment with least harm: 10 min, 3 clear messages, dignified exit.
Leadership
Identifying Loyalties: To Whom Does Each Person Owe Allegiance?
People resist change not from laziness, but because their loyalties are at risk. Discover the loyalty before expecting movement.
Leadership
Healing Fractured Relationships in the Team
Two relationships on your team are strained, productivity erodes. Servant leader's task: aid healing, not ignore.
Leadership
Interrupting Microaggressions
A small "innocent" comment wounds an employee. Your job as leader: interrupt immediately, respectfully, without trial.
Social
Listening Without Solving
When he complains, don't solve — listen, empathize, ask "what do you need from me?".
Leadership
Transparency About Mistakes as a Leader
Admit your leadership mistake to your team within 48 hours of discovering it — delay is later read as an attempt to hide it, not forgetfulness.
Leadership
Imagined Advisory Board
Convene a mental meeting with 5 imaginary experts before any major leadership decision.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Radical Candor Matrix
A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.
Leadership
Decision Journal
Per big leadership decision: your mental state, info, prediction, actual outcome. Learn from mistakes.
Leadership
Succession Planning: Who Replaces You?
For each leadership role in your team (including yours), 2-3 ready successors. Otherwise, you're a prisoner of your role.
Psychological
Compassionate Self-Talk
Imagine a friend in the same situation — what would you tell them? Tell yourself.
Psychological
Just-World Test
"People deserve what happens to them" — test on people you love.
Social
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Five Minutes of Full-Attention Listening
Give the other person five full minutes of attention with no interruption or advice, then summarize what you heard.
Social
Three-Sentence Reflective Listening
After hearing your partner, reflect back three sentences: content, feeling, and underlying value.
Social
Two-Chair Perspective Switch
Sit in your chair, then mentally move to the other person's chair and retell the situation from their view.
Social
The Generous Backstory
Invent at least three plausible reasons for a behavior that upset you, before you judge.
Social
Validate the Feeling Before Advice
Name your speaker's feeling and confirm it is reasonable, before you propose any solution.
Social
Silent Loving-Kindness for a Difficult Person
Silently repeat four well-wishes toward a person who upsets you, even if you do not feel it at first.
Social
Naming the Other's Feeling Precisely
Do not say "I know how you feel". Name the feeling with a precise word and verify it.
Parenting
Tell Me More
Replace investigative "why?" questions with the invitation "tell me more" to open the story.
Parenting
Feeling Mirror
Name your child's feeling precisely before you try to fix the situation.
Parenting
Name the Need Behind the Behavior
Every difficult behavior hides an unmet need — practice the question that reveals it instead of judging it.
Parenting
Five Emotion-Coaching Steps
Apply Gottman's five steps: notice, see emotion as opportunity, listen, label, set limits and solve.
Parenting
Natural Consequences Over Punishment
Let reality teach your child when safe — stronger than any imposed punishment.
Professional
Radical Candor 2x2
Sort your feedback on care personally × challenge directly — sweet spot: high in both.
Social
Label Other's Emotion Precisely
Replace "you seem upset" with wheel-precise: "you seem frustrated because...".
Leadership
Mini 360 Feedback
Ask 8 people around you 3 questions: what do I do well? what should I stop? what would you stop me from doing if you saw?
Leadership
Weekly Autonomy Test
5 questions every Friday: did reports decide without me? If not, why?
Leadership
Mini Pre-Mortem for Leaders
15 min before a big decision: imagine it failed a year later, list 5 likely causes with mitigations.
Leadership
Hersey & Blanchard's Situational Leadership
Direction level must match employee's maturity on the task. 4 styles, pick right one per case.
Psychological
Common Humanity Reflection
In your suffering, recall that millions live similarly now — you're not alone.
Psychological
Universalization Question
Your negative thought — if someone else thought it, would you agree?
Psychological
Loving-Kindness (Metta)
Wish well for self, beloved, neutral, difficult, world.
Professional
Tactical Emotional Labeling
Use one emotion-labeling phrase that defuses tension in a hard conversation within 30 seconds.
Professional
Calibrated Questions
Replace direct demands with a "how" or "what" question so the other side feels in control while solving your problem.
Professional
Calibrated Questions (Voss)
Ask with "how" and "what" not "why" — opponent solves your problem.
Professional
Visualize Negotiation Partner
Before negotiation, imagine opponent with all pressures — empathize.
Professional
Disagree and Commit
If you disagree and weren't convinced, state disagreement, then commit to execution as if it were yours.
Social
Last-Three Mirroring
Repeat the last three words your speaker said with curious tone; they will continue deeper without you asking.
Social
Test Your Empathic Accuracy
After guessing what a close person feels, verify explicitly instead of trusting your hunch alone.
Administrative
90-Day Plan for a New Role
Three phases: learn (30), diagnose (60), first win (90).
Leadership
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Pre-Mortem: Imagining the Decision Failed
Before committing to a big decision, imagine it failed a year from now and list three primary causes.
Leadership
BHAG: Big Hairy Audacious Goal
Choose a 10-25 year goal with a 50% probability that inspires both excitement and fear.
Leadership
3-Scenario Planning
Craft three plausible futures (optimistic, base, hard) and test your decisions against each.
Leadership
Circle of Competence
Know precisely what you actually understand, and don't make major decisions outside that circle.
Leadership
Steelmanning the Opposition
Before refuting an opposing view, write its strongest version honestly.
Leadership
Red-Team Exercise
Task a separate team with attacking your plan as if they were a smart adversary — before reality discovers it.
Leadership
Regret Minimization (Bezos)
Imagine yourself at 80 looking back — which option causes the least regret?
Leadership
Role-Model Decision Test
Imagine someone you deeply respect and ask: "What would you do in my place?"
Leadership
Tuckman Stages Identification
Identify which of 5 stages your team is in (forming, storming, norming, performing, adjourning) to choose the right intervention.
Leadership
Crafting a Big Hairy Audacious Goal (BHAG)
Define one 10-25 year goal so audacious it scares you, uniting leadership around a single ambition.
Leadership
Annual Theme in Two Words
Pick two words that summarize the year's priority, replacing many goals with one shared focus.