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Tag: Debunking myths

  • 7 Outdated Relationship Myths

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    Regardless of background, culture, or ethnicity, couples often face similar challenges:  𝘍𝘦𝘦𝘭𝘪𝘯𝘨 𝘶𝘯𝘩𝘦𝘢𝘳𝘥, 𝘶𝘯𝘢𝘱𝘱𝘳𝘦𝘤𝘪𝘢𝘵𝘦𝘥 𝘢𝘯𝘥 𝘥𝘪𝘴𝘤𝘰𝘯𝘯𝘦𝘤𝘵𝘦𝘥.  Couples often come to me struggling to discern whether they actually, “have what it takes.”

    Research shows very clearly which relational-dynamics can be fixed and which tend to signal ongoing hardship. For the majority of long-standing patterns that do have solutions, the tools and techniques are 𝗿𝗼𝗼𝘁𝗲𝗱 𝗶𝗻 𝘁𝗵𝗲 𝘀𝗰𝗶𝗲𝗻𝗰𝗲 𝗼𝗳 𝗵𝗮𝗯𝗶𝘁𝘀, 𝗰𝗮𝗻 𝗯𝗲 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗲𝗱 𝗶𝗻 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 𝗮 𝗱𝗮𝘆, and 𝗮𝗿𝗲 𝗼𝗳𝘁𝗲𝗻 𝗰𝗼𝗻𝘁𝗿𝗮𝗿𝘆 𝘁𝗼 𝘄𝗵𝗮𝘁 𝘄𝗲𝘃𝗲 𝗯𝗲𝗲𝗻 𝘁𝗮𝘂𝗴𝗵𝘁 .

    How To Disrupt Seven Outdated Relationship “Best Practice” Myths

    Myth #1: Compromise is the key to a healthy relationship

    Compromise by nature implies that each of you has to give a little bit up and come closer to the other person’s way, often leaving both of you feeling resentful or unsatisfied. To prevent this from happening, try using Dr. John Gottman’s art of compromise exercise where each partner identifies their flexible and inflexible areas of a conflict to ensure that each one’s dreams are being honored. Brainstorming creative new solutions that makes sense for the partnership as a whole can be a powerful shift.

    Myth #2: Open communication is the key

    Okay- hear me out- don’t send hate mail yet… What I mean by “open” is that often, we just start speaking.. wanting to share with our partners without checking in on the timing. Get in the habit of checking in – giving the person a moment to turn away from work, device, etc., and ensuring they have a minute to get centered. Also, if it’s a conflict conversation, notice what time it is. Our capacity for critical thinking diminishes as the day progresses.. so often best to keep the big, serious talks for earlier in the day…

    Myth #3: Don’t sweat the small stuff

    What if it’s NOT that you’re ‘t𝙤𝙤 s𝙚𝙣𝙨𝙞𝙩𝙞𝙫𝙚’ or your partner 𝗶𝘀 ‘t𝙤𝙤 c𝙤𝙡𝙙’? If it often feels like one of you is ‘overly’ emotional or the other seems insensitive and unwilling to talk, then you may be experiencing the Waffle/Spaghetti dynamic. Neuroscience shows the significant difference between how men and women process and make decisions. Men tend to compartmentalize (waffle), while women tend to make associations and connections all over the brain (spaghetti).

    These distinctions do not strictly run along gender lines. In same sex couples and those identifying all different ways across lines of gender and sexual orientation, you will often find one is more one way and the other is more of the other.  When we understand our differences it can help us feel more comfortable with each other and not take things personally. (Please note: this dynamic is very different from the very serious relational dynamic of being dismissed, name-called, or attacked. Those are signs of an unhealthy relationship and should be addressed immediately, ideally with the support of a professional.)

    Myth #4: Intimacy will decrease in a long term relationship

    Umm.. Why? My biggest suggestion—cultivate an atmosphere of connection and romance day-to-day.
    – Build in intentional quality time to share and connect
    – Keep regular date nights ON the calendar, and
    – alternate who plans them!

    This simple twist can make the difference between, “Oh, it’s Friday, where do you want to go eat?” and the excitement and anticipation of looking forward to a new adventure, or of getting to surprise your partner. Be creative—and if you’re short on ideas, my favorite resource is The Adventure Challenge—52 unique, fun scratch-off adventures.

    Myth #5: Money (or social media or chores or extended family or…) will break you up

    According to Dr. John Gottman, THE #1 PREDICTOR OF DIVORCE IS 𝘊𝘖𝘕𝘛𝘌𝘔𝘗𝘛

    Negativity bias is a real thing. Our minds are wired to focus on criticism and what’s not working. John Gottman found a “magic ratio” of 5:1 during conflict conversations. This means that in happy stable relationships there are 5 positive interactions for every 1 negative interaction. When not in conflict, that ratio increases to 20:1!

    The good news is there’s a way to build in the positive: 𝘼𝙥𝙥𝙧𝙚𝙘𝙞𝙖𝙩𝙞𝙤𝙣.

    Instead of beating ourselves up for saying something critical or trying to constantly remember to compliment or show appreciation, why not have a ritual? Every evening, take turns saying three-five things you are grateful for or appreciate about your partner. It may be challenging, but it goes a LONG way to building a dynamic that’s been proven to ensure your roots run deep.

    Myth #6: Double Myth: “Make Sure You Talk Everything Through” or “Preserve the Peace: Stop making a fuss”

    In most couples, one person likes to talk things out right away, the other likes to take some space. The solution? Call for a Time Out when you see things beginning to escalate, but decide in advance its length- I recommend 20 minutes or an hour. This gives you both some space to regulate, but within a container of knowing you’ll reconnect for some resolution. Make a commitment to ‘come back’ at the end of that block of time- either in person, or even by phone or text, at which point you might let your partner know:

    • I’m here, but I need more time

    • I’m here, I’m ready to talk…

    And finally,

    Myth #7: Never go to bed angry…

    Mind you, I’m not encouraging you to GO to bed angry… But the idea that you should resolve your conflicts late at night is a pretty terrible idea.

    1. We make an estimated 33-35,000 decisions PER DAY, and our capacity for effective critical thinking is generally used up by late morning.
    2. We are coming from two different lenses, and late at night is often not the best time to truly hear each other out.

    The solution:

    – Remind each other that you love each other, you got this, and you’ll talk about it the next day
    – SCHEDULE a concrete block of time to chat and process before you go to bed

    And finally…

    We are wired to repeat patterns even when they aren’t working for us, so give yourself grace as you try new tools and flip your scripts on outdated relationship myths. It is never too late to learn the science and tools to support us in living with deepened connection, understanding, and love.

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    Dawn Smith

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  • Debunking the 5 Myths of Hybrid Work | Entrepreneur

    Debunking the 5 Myths of Hybrid Work | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Employers, beware: There’s a slew of misinformation about remote and hybrid work floating around. If you don’t separate fact from fiction, your company’s future might look as bleak as a polar bear stranded on a melting iceberg.

    Don’t be that polar bear. As an expert in hybrid and remote work with over 22 years of experience, I’ve guided 23 companies in just the last three years through adopting a successful return to office and hybrid work arrangements. Using best practices gained from this experience, you can make well-informed decisions that will benefit both your employees and your organization on hybrid and remote work.

    Myth #1: Hybrid work inevitably leads to lower productivity

    Picture yourself in your favorite pair of pajamas, lying on the couch with your laptop. You might think that this is the epitome of hybrid and remote work productivity, but you’d be sorely mistaken. Remote work doesn’t necessarily lead to lower productivity levels.

    On the contrary, studies show that hybrid and remote workers generally have higher productivity rates than their in-office counterparts. It’s not about the location; it’s about setting clear expectations, providing the right tools, and fostering a culture of trust and accountability.

    Related: A Pervasive Myth Employers Believe That Is Hurting Their Remote Workforce

    Myth #2: Hybrid work is just an excuse for slacking off

    This myth is as absurd as suggesting that mixing oil and vinegar creates a new element. Hybrid work is not an excuse for employees to slack off. Instead, it’s a flexible arrangement that allows employees to optimize their work-life balance and maximize their productivity.

    When implemented properly, hybrid work gives employees the best of both worlds: The social interactions of the office and the focus of remote work. The key is to create a structured hybrid work policy and ensure that employees understand their responsibilities, regardless of their location.

    Myth #3: Collaboration and innovation suffer in hybrid work models

    Think of remote and hybrid work as a game of musical chairs. When the music stops, and everyone settles into their virtual seats, collaboration and innovation can still flourish.

    It may require adopting new techniques to ensure that remote employees can innovate effectively, but technology has made it possible to bridge the gap. Video conferencing, project management tools, and instant messaging apps can help maintain the flow of communication and collaboration. It’s essential to establish an environment where every voice is heard and diverse perspectives are valued.

    Myth #4: Hybrid work leads to disconnected and disengaged employees

    Disconnecting remote and hybrid workers from their colleagues is like trying to separate conjoined twins with a butter knife – it’s neither easy nor advisable. With the right strategies in place, employees can remain connected and engaged, regardless of their work location.

    Encourage regular check-ins, create virtual water cooler moments, and promote a strong company culture. Remember that empathy, understanding, and open communication are the lifeblood of a connected workforce.

    Myth #5: The traditional office model is best

    If you believe that sticking to the traditional office model is the safest bet, you’re like a captain refusing to abandon a sinking ship. Times have changed, and so have employee expectations.

    Offering remote and hybrid work options can help attract top talent, improve employee satisfaction, and increase retention rates. Companies that fail to adapt to the new normal risk being left behind like relics from a bygone era.

    Tackling misinformation head-on: The key to success

    Like a skilled magician debunking a seemingly impossible illusion, it’s time for employers to confront these myths and reveal the truth about remote and hybrid work. By acknowledging and addressing the misinformation, you can create a work environment that fosters productivity, innovation, and employee satisfaction — while securing your company’s competitive edge in the ever-evolving business landscape.

    It’s time to let go of outdated assumptions and embrace the future of work. Remote and hybrid work models are here to stay, and companies that adapt, innovate, and create a culture of trust and flexibility will thrive in the long run. So, how can you make this happen? Here are a few steps to get you started:

    Step 1: Develop a clear hybrid work policy

    A well-crafted hybrid work policy sets the foundation for success. Be explicit about expectations, including work hours, communication protocols, and performance metrics. Establish guidelines on when employees should work in the office, and make sure to be inclusive and fair in your approach.

    Related: Employers: Hybrid Work is Not The Problem — Your Guidelines Are. Here’s Why and How to Fix Them.

    Step 2: Provide the right tools and support

    Equip your employees with the necessary tools and resources to succeed in a remote or hybrid environment. Invest in reliable technology, provide access to collaboration platforms, and ensure that employees have a comfortable and functional workspace.

    Step 3: Foster a culture of trust and accountability

    Trust and accountability are the glue that holds remote and hybrid teams together. Encourage open communication, provide regular feedback, and empower employees to take ownership of their work. Trust that your team members will deliver, and hold them accountable for their performance.

    Step 4: Prioritize employee wellbeing and connection

    The wellbeing of your employees is paramount in a remote or hybrid setting. Provide mental health resources, encourage work-life balance, and create opportunities for employees to connect and bond with one another. Virtual team-building activities, casual online gatherings, and regular check-ins can all help maintain a strong sense of camaraderie and support.

    Step 5: Continuously review and refine your strategy

    As the world of work continues to evolve, it’s crucial to remain agile and open to change. Regularly review your remote and hybrid work policies and strategies, gather employee feedback, and make data-driven decisions to ensure your approach stays relevant and effective.

    Conclusion

    The path to debunking remote and hybrid work myths may not be as smooth as a freshly Zamboni-ed ice rink, but with determination, foresight, and a willingness to embrace change, you can steer your organization toward a future of success and growth. Don’t let the myths hold you back – embrace the new era of work and watch your company soar to new heights.

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    Gleb Tsipursky

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