The more I discover the ways to communicate feedback, the more artful it gets. The more subjective it is. Therefore if you’ve taken anything from this little thought journal of mine, it should be this: Listen, reflect, and then decide whether to accept and what to do with feedback given to you - while staying honest with yourself.

A byproduct of being a Strengths Coach is being able to understand who a person is through their talents. Through the years of understanding talent themes and the 34 CliftonStrengths® I have learned to spot people’s motivations or understand them on a deeper level.

Organize individuals according to the way they will thrive, delegate work keeping in mind the strengths and stressors and maintain an openness throughout the entire process. This atmosphere will become a breeding ground for exceptional results and innovative products and services. Not only is it good for business but also for valuing and preserving the cultural integrity of diverse peoples across the globe.

Once trust and credibility are established, diverse teams can thrive even in the face of adversity. In the final part of this series, we will explore ways to leverage cultural differences in teams where there are high levels of trust and credibility.

Often members of these teams do not only have different values and beliefs, but often these values are in direct conflict with each other. So how do we navigate cross cultural situations where value differences are in such contrast?

There have been times in my life when I’ve gotten the short end of the stick in work and personal situations. Times when you know you need to set a healthy boundary, but for some reason, you don’t.