Gossip: How much is too far?

Did you know that approximately 60 percent of your time within the workplace consists of pure gossip, whether you want to admit it or not? But how much is too far until the limits have been purged? When do you say enough is enough? How do you handle gossip? Do you approach the person and confront them? Say nothing? Or announce to all who will listen or shall I say respond in any given manner? What if you are the one who is being talked about. It can be extremely difficult to effectively diffuse the situation whether it is at an organizational or individual level. However, recall some basic advice while dealing with gossip such as:

1. Attempt to follow the organization's protocols (if there are any in place)
2. Acknowledge what caused the problem - where do the roots lay?
3. Plan how you will resolve the issue
4. Implement your plan
5. Evaluate your results
6. Asses steps 1-5 to determine whether they compliment one another
7. If unresolved, begin again at step one - open your mind

Imagination

Optimal Performance Reflection:

Well, what does it really take in order for you to become motivated enough to respond in your best possible manner? This is a tough question to answer honestly as your response might vary across situations in accordance with the circumstances. For instance, I respond well to respect within the workplace, expectations within an academic setting, and communication within an intimate relationship. Although, such factors are probably a part of all situations, the order of importance can vary. The important part is to acknowledge the order, given the situation, and adjust the outside factors so you can perform/respond at an optimal level. How will you become accountable for a situation that appears to be outside of your control? 

Welcome

Welcome to a blog about life perspectives where you might find yourself appreciating various insights that fellow bloggers will share with one another. Please feel free to participate in any manner you choose, whether through comments, questions, photos, or videos; as we all have our own approach to life. Enjoy!

Optimal Performance:

Reflecting within yourself,

what motivates you to perform at an optimal level? Do you respond best to rewards, recognition, communication, expectations, or how would you describe what motivates you? Does the context of the situation alter your motivation? Consider various relationships in regards to interacting with a boss versus an intimate partner or loved one. How and why might your motivation shift?