Harrison Assessments Int'l’s Post

🚀 Our visionary CEO, Dr Dan Harrison, has just unveiled a transformative series titled "𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗬𝗼𝘂𝗿 𝗢𝗽𝗶𝗻𝗶𝗼𝗻𝘀 𝗩𝗮𝗹𝘂𝗲𝗱 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲". This collection of eight meticulously crafted articles is designed to elevate your professional presence and ensure your ideas make a lasting impact. 1. 🌟 How to Get Your Opinions Valued in the Workplace https://cstu.io/7dc382 2. 📚 Enhancing Opinions Through Research & Learning https://cstu.io/38d5be 3. 🔍 Harnessing Analytical Skills https://cstu.io/8d8b53 4. 🤔 Valuing Opinions Through Open Reflection & Curiosity https://cstu.io/388083 5. 💪Build Confidence in Expressing Your Opinions https://cstu.io/caecae 6. 🗣️ Mastering the Art of Influencing to Elevate Your Opinions https://cstu.io/e7eaa1 7. 🕊️ Mastering Respectful Candor: Balancing Frankness and Diplomacy https://cstu.io/66ed60 8. 🌈 Harnessing the Power of Realistic Optimism https://cstu.io/7f0dcc As Dr Harrison says, "𝘪𝘧 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘺𝘰𝘶𝘳 𝘰𝘱𝘪𝘯𝘪𝘰𝘯𝘴 𝘷𝘢𝘭𝘶𝘦𝘥, 𝘣𝘦 𝘴𝘶𝘳𝘦 𝘵𝘰 𝘩𝘢𝘷𝘦 𝘷𝘢𝘭𝘶𝘢𝘣𝘭𝘦 𝘰𝘱𝘪𝘯𝘪𝘰𝘯𝘴". Don't miss this opportunity to transform how your ideas are perceived in the workplace. Let's make your voice heard and respected! #HarrisonAssessments #Leadership #ProfessionalDevelopment #Influence #OpinionsMatter

Strongly suggest you check out this series from Dr Dan Harrison on getting your opinions valued in the workplace. Funnily enough, a key element is to have valuable opinions that are worth listening to. This post below includes links to all eight articles. Very detailed, very practical. 👍 👍

Struggling to get your opinions valued is frustrating. Check out this timely series of articles written to help you leverage your voice. #analytics #leadership #quitguessing

Harrison Assessments is the best one I have found. As a Leadership Coach, I work with a number of people who have valuable opinions that need to be considered by others. If Dan Harrison created this series. It’s a valuable series.

🌟 Shifting Perspectives in Group Dynamics: Moving from Assumed to Confirmed 🌟 Today, I stumbled upon a thought-provoking quote in James Clear's newsletter: "A question from business coach Jeanne Torre: 'Is that assumed or confirmed?'". It got me reflecting on our interactions within groups, particularly in professional settings. In my role, I have the privilege of collaborating with numerous hiring committees. Lately, I've noticed a recurring trend that warrants attention. Too often, I find myself in discussions where assumptions about candidates dominate the conversation. Phrases like "I think he/she thinks that..." have become all too familiar. It's essential to recognize the danger of these assumptions. They can skew perceptions and hinder objective decision-making. That's why I make it a point to counsel candidates on the importance of providing comprehensive responses and telling their story fully. Without clarity from them, committees may inadvertently craft narratives based on conjecture rather than facts. Jeanne Torre's question serves as a powerful reminder for us all. It prompts us to pause and evaluate whether our judgments are grounded in confirmation or mere assumption. By striving for clarity and validation of information, we foster an environment of fairness and integrity in our decision-making processes. Let's commit to challenging assumptions, seeking confirmation, and ensuring that every candidate is evaluated based on facts rather than fiction. Together, we can uphold the principles of fairness and objectivity in our professional endeavors. #GroupDynamics #DecisionMaking #ProfessionalDevelopment #Objectivity #Fairness #Leadership

Here's the lesson that I'm overjoyed to have finally learned: it's okay not to have all the answers. In fact, people respect and trust you more when you don't pretend to have all the answers—because, let's face it, no one truly does. It's OKAY to respond with: "I'm not sure about that. Let me think about it and get back to you." "I'll need to do some research on this and get back to you with what I find." "That falls outside my expertise." "I'll need to consult with our employment attorney, benefits provider, or my professional network on this." "Let's bring Maria into this discussion. Her insights would be valuable." "Something about this feels off, and I'm not sure why. Can you walk me through it again?" Or simply, "I don't know." In leadership, especially within HR, it can feel like there's an unspoken expectation to have all the answers. The reality, however, is we don't—and acknowledging this is a strength, not a weakness. Embracing our vulnerability, cultivating a sense of wonder, and committing to continuous learning and growth are infinitely more valuable than trying to be the 'expert.' And, by embracing our not-knowing, we grant others permission to do the same: to look at the issue from another angle, to bring in new perspectives, or to admit that they don't have the answers either. This can be critical with high-stakes decisions, paving the way for a better solution to emerge. By being okay with not knowing it all, we unlock the true power of our discernment. We go from "being right" to "getting it right." So let's honor our uncertainties—they're not just okay; they're often the spark in which the magic happens. ✨ #leadership #culture #peopleandculture #learning #vulnerability

The Importance and Limitations of Being Opinionated 🙋🏻♀️ Being opinionated can be a double-edged sword in both personal and professional contexts. Here’s a look at its importance and limitations: 💁🏻♀️ Importance: ✨Encourages Critical Thinking: Formulating opinions promotes deeper analysis and reasoning skills. ✨Authenticity: Strong opinions allow us to express our true selves and stand by our values. ✨Influence: Opinionated individuals can inspire others and lead discussions, driving collaboration and change. ✨Engagement: Sharing views fosters dialogue, enhancing teamwork and innovation. ✨Personal Growth: Defending opinions builds confidence, resilience, and adaptability. ✨Clarifies Decision-Making: Clear opinions help streamline decisions and move teams forward. 🙆🏻♀️ Limitations: ✨Closed-Mindedness: Strong opinions can lead to inflexibility and resistance to other perspectives. ✨Conflict: Being overly opinionated may create tension, hindering collaboration. ✨Overconfidence: Relying too heavily on personal beliefs can overlook valuable insights. ✨Isolation: Extreme opinions may alienate others, limiting constructive dialogue. ✨Resistance to Change: Sticking rigidly to opinions can impede growth. ✨Neglecting Evidence: Strong beliefs can overshadow objective data, leading to bias. Striking a balance between expressing our opinions and remaining open to new ideas is crucial for fostering constructive interactions and personal growth. How do you navigate this balance in your professional life? Share your thoughts! 💭 #discussion

More and more, there is a growing hesitation among employees to speak up when it truly matters, even when they know the difference between right and wrong. However, there are exceptions - individuals with strong principles and courage who still chose to speak up, with the force of their professionalism, values and convictions. Unfortunately, their way of communication is sometimes perceived as confrontational and antagonistic, despite their pure intentions for common good... (thinking of those cases, all what keeps rewinding is Nina Simone's song "Don't Let Me Be Misunderstood"). What those individuals are missing when putting (not so successfully) their messages across? Why often they remain misunderstood? Read more on how to effectively voice your opinions when it counts: https://lnkd.in/gyVYBXX4 While I agree with the authors that social motivation to speak up comes in five components - status, certainty, autonomy, relatedness and fairness; those components are somewhat a mix up between extrinsic and intrinsic factors, including individual's values and need to be refined wit more clarity... In the environment of multinational organizations, with diverse teams coming together from all walks of life (culture, nationality, race, gender, language, habits, beliefs, etc), these differences also contribute a lot for "being understood". The environment in multilateral organizations can be unforgiving for those differences despite the promotion of diversity values and cultural tolerance, threatening to be a one-way traffic or a domineering culture that is accepted. The organizational culture becomes yet another prerequisite for the employees to be able to speak up without fear or anxiety to lose a job or "be misunderstood", and face the consequences of being labelled as untrustworthy or disloyal and mistreated as a result. While the organizations develop their policies and practices to improve the environment and organizational culture, my advice to those courageous colleagues to carefully craft their communication approaches to fit the recipient audience (and, especially, if you communicate upward) and make it digestible for your audience to understand the messages exactly the way you intended .. and yes, it is still one way effort, but take it as excelling your communication skills and becoming cosmopolitan, the person of the world - as those who hold UNLPs should be. #Organizationaldevelopment #Organizationalculture #courage #integrity United Nations

Preventing dismissal and ensuring that high performers and creative individuals are heard, despite diverging views, can be challenging in a climate influenced by state-sponsored messaging. Here are some strategies to help navigate this situation: 1. **Build Credibility**: Maintain a strong track record of achievements and contributions in your field. This can help establish credibility and make it harder for others to dismiss your views. 2. **Engage in Constructive Dialogue**: Approach conversations with empathy and a willingness to listen. Framing discussions around common values or goals can create a more conducive environment for sharing divergent views. 3. **Utilize Diverse Platforms**: Leverage alternative media platforms and social networks to share your insights. This can help reach audiences that are more open to different perspectives. 4. **Collaborate with Like-minded Individuals**: Form alliances with others who share similar views or experiences. Collective voices can amplify impact and create a support network. 5. **Focus on Data and Evidence**: Ground your arguments in facts, data, and well-reasoned analysis. This approach can help counter emotional or dismissive reactions. 6. **Remain Persistent**: Consistency in messaging and continuing to engage, despite pushback, can gradually shift perceptions over time. 7. **Educate and Inform**: Share knowledge and insights that challenge prevailing narratives, emphasizing critical thinking and encouraging others to explore different viewpoints. 8. **Maintain Integrity**: Stay true to your values and beliefs, even in the face of criticism. Authenticity can resonate with others and attract those who appreciate independent thought. 9. **Use Humor and Storytelling**: Sometimes, humor and compelling narratives can help break down barriers and make challenging ideas more accessible. 10. **Be Open to Feedback**: While standing firm in your beliefs, be open to constructive criticism. This shows a willingness to engage and learn, which can foster respect. By employing these strategies, individuals can enhance their visibility and influence, helping to ensure their contributions are recognized and valued despite divergent views. #SocialistUtopia #WaitYourTurn

🤔 Have you ever wondered how relying solely on others' opinions to form your views on someone might shape your judgment? This was a topic of discussion with a friend over the weekend. Relying on second hand information can be particularly problematic because everyone’s opinions are shaped by their own experiences, biases, and perspectives, which might not be entirely objective or relevant to our own interactions. It’s important to approach such situations with caution. While references and opinions can provide some insights, they should not be the sole basis for our judgments. Here are a few important things to consider: 1️⃣ Gather firsthand information: Interact directly with the person whenever possible, forming your own opinion based on your experiences. 2️⃣ Consider the context: Understand the circumstances under which the original opinion was formed. Contextual factors like personal conflicts or competitive environments can heavily influence perspectives. 3️⃣ Focus on positives: Appreciate strengths and positive attributes rather than forming judgments. This promotes a supportive and constructive interaction. 4️⃣ Be aware of bias: Recognise that biases can skew descriptions. Be critical and analytical about the information you receive. 5️⃣ Keep an open mind: Allow your opinions to evolve based on ongoing interactions and experiences with the person. Adopting this approach helps minimise the risk of unfair judgments and promotes a more positive and inclusive environment, giving everyone the chance to be seen for their true qualities and potential. Let's strive to understand better before forming an opinion! 💡🌱 #openmind #judgementfree #inclusiveenvironment #seethegoodinothers #careeradvice #leadership