Give and Take: A Revolutionary Approach to Success
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Beschreibung
Beiträge
Absolutely fascinating insights presented by THE Adam M. Grant! With this book, Adam Grant asks you the incisive question about your profile: Do you demonstrate the style of a giver, a matcher or a taker? For instance, ´takers are attracted to dominance…as they strive to be superior to others´ (Grant 2013: 130). Yet, ´when our audiences are skeptical, the more we try to dominate them, the more they resist´ (Grant 2013: 130). Matchers value reciprocity by ´playing it safe and waiting to offer support until they´ve seen evidence of promise´ (Grant 2013: 101). Whilst Givers build prestige by ´presenting vulnerability and expressing their interest in helping others, not gaining power over them’ (Grant 2013: 133). Grant highly values the sense of connection and belonging, which he attributes to the ´principle of optimal distinctiveness´, where you feel ´part of a group with shared interests, identities, goals, values, skills, characteristics or experiences´ (Grant 2013: 233). I love the fact that he is placing emphasis on human aspects in work environments by being consistent in our efforts to build trust and rapport. Because ´Trust, like love and happiness, is difficult for people to explain in clear, rational terms´ (Hurley 2012: 7) and research shows that it is ´hard to build but easy to destroy´ (Grant 2013: 198). MIND-Shifting read!
Beschreibung
Beiträge
Absolutely fascinating insights presented by THE Adam M. Grant! With this book, Adam Grant asks you the incisive question about your profile: Do you demonstrate the style of a giver, a matcher or a taker? For instance, ´takers are attracted to dominance…as they strive to be superior to others´ (Grant 2013: 130). Yet, ´when our audiences are skeptical, the more we try to dominate them, the more they resist´ (Grant 2013: 130). Matchers value reciprocity by ´playing it safe and waiting to offer support until they´ve seen evidence of promise´ (Grant 2013: 101). Whilst Givers build prestige by ´presenting vulnerability and expressing their interest in helping others, not gaining power over them’ (Grant 2013: 133). Grant highly values the sense of connection and belonging, which he attributes to the ´principle of optimal distinctiveness´, where you feel ´part of a group with shared interests, identities, goals, values, skills, characteristics or experiences´ (Grant 2013: 233). I love the fact that he is placing emphasis on human aspects in work environments by being consistent in our efforts to build trust and rapport. Because ´Trust, like love and happiness, is difficult for people to explain in clear, rational terms´ (Hurley 2012: 7) and research shows that it is ´hard to build but easy to destroy´ (Grant 2013: 198). MIND-Shifting read!