People can only evoke reactions in us if we choose to let them. By reflecting and going back in time to when we first remember a similar word, situation, person, or incident, we can work through the original incident by replacing those negative memories with what should have been to make us feel okay. By replacing these negative messages with positive ones, we can overcome negative programming and become more in harmony with our relationships and our environment. As we begin to understand ourselves more and more, we will find ourselves responding positively to more and more situations and relationships with understanding and compassion.

One of my favorite authors, Ken Blanchard, wrote, “There is a difference between interest and commitment. When you’re interested in doing something, you do it only when it’s convenient. When you’re committed to something, you accept no excuses, only results.” What a profound concept. How many times in our lives do we say we are committed when we truly are not? If something that we wanted to happen did not happen, and we reexamine our motives and internal thoughts, we might find that we truly were definitely interested in the outcome, but truly not committed.

Caring and compassion for others lead to the quality of authenticity, of being who you say you are and possessing truthfulness. “The Audacity of Hope” by Barack Obama talks about empathy. Obama believes that empathy is not just demonstrating sympathy or charity, but something more demanding – a call to stand in someone else’s shoes and see through their eyes. If you witness or display cruelty or thoughtlessness toward someone, ask yourself, “How do you think that would make me feel, if it were directed at me?”

I recently read an article that talked about the old cliché, “The grass is greener on the other side of the fence.” What it said was that the grass isn’t greener on the other side of the fence; it is greener when it is fertilized and watered. What a great metaphor for life.

In his book, “The Audacity of Hope,” Barack Obama says, “What has been lost in the process, and has yet to be replaced, are those shared assumptions – that quality of trust and fellow feeling – that bring us together…” Even though he is talking about politics, we also see the lack of trust and respect for each other lacking in corporate America. In my opinion, the caring and compassion for others, including trusting others has been lost in organizations due to years of restructuring and re-engineering.

America, founded by immigrants, is a nation of many cultures. Many immigrants today face the same obstacles as their predecessors. The important issue today for management is how to maximize and capitalize on workplace diversity. Diversity in the workplace is about understanding each other and moving beyond simple tolerance to embracing and celebrating each person’s uniqueness. I look at diversity as peeling an onion. The outer layer can be multiple colors, shapes, sizes, but inside, most are the same…just like people. The goal to managing diversity is to develop and expand our capacity to accept, acknowledge, incorporate value, empower, and celebrate the different human talents among people whether they work in a large corporation or a small business because people are still the most important asset in a successful business.

People can only evoke reactions in us if we choose to let them. By reflecting and going back in time to when you first remember a similar word, situation, person, or incident, you can work through the original incident by replacing those memories with what should have been to make you feel okay. By replacing negative messages with positive ones, we overcome negative programming and become more in harmony with our relationships and our environment. As you begin to understand yourself more and more, you will respond positively to more and more situations and relationships with understanding and compassion.

Caring and compassion for others as well as serving others is important in our life. After reading “Water for Elephants” by Sara Gruen, Jacob experiences the disappointment of his children not showing up for an important event in his life. He also experiences the sadness when he tries to tell his out of date stories and experiences to both his family and others. If you have experienced the last few years of an elderly parent or grandparent, their stories and life lessons are important to their feeling valued. Even in the workplace, it is imperative to listen to the stories and life lessons of your employees so that they feel valued and respected. Appreciating and listening to the stories and life lessons of others demonstrates caring and compassion.

“Having No Goals” according to Kate Lorenz, Editor of Career Builder.com, is a fatal Career Move. Lorenz says, “Failure doesn’t lie in not reaching your goal, but in not having a goal to reach.” It is my belief that having goals applies to not only careers, but also life. Careers require professional goals. Life requires personal goals. Having both personal and professional goals result in a balanced and successful life. Lorenz says, “Eighty percent of your effectiveness comes from 20 percent of your activities.” Visualize your goals, write them down, and commit to daily activities. Prioritize and focus on those daily activities that will assist you in achieving your goals.

The advantages of forming teams are better work processes and outcomes, better decisions, and the awareness of the most important issues so that you can reach consensus.
According to Kate Lorenz, Career Builder, “No one feels comfortable around a prima donna. And organizations have ways of dealing with employees who subvert the team. Just ask Philadelphia Eagles Wide Receiver Terrell Owens, who was suspended for the 2005 season after repeatedly clashing and taking public shots at his teammates and management. Show you’re a team player by making your boss look like a star and demonstrating that you’ve got the greater good of the organization at heart.”