This was first published on KSL.com 
Question:

I get along with everyone, but there is this one person at work, who doesn’t like me at all, and I literally can’t stand being around her now. Everything I say or do brings a look or comment from her. She is rude, arrogant and tacky. She insults me and makes it very clear she doesn’t like me, and this situation is making work miserable. What do you do when there is one person who doesn’t like you at all, but you have to deal with them every day?

Answer:

The short answer to this question is don’t let it bug you. Whatever their problem is, it is probably not really about you and it doesn’t mean much that this one human doesn’t like you. You are still the same you with the same infinite value, no matter what one person thinks, but I would like to give you eight suggestions that might help you be less bothered.

1. We are all different and won’t click with everyone

Throughout your life, there will be people who immediately like you and your personalities just click, and also people with whom you don’t click. This is true for all of us all the time, so it’s OK if someone doesn't like you. It’s just a fact of life.

2. Don’t let this person see they are getting to you — by not letting them get to you

They may enjoy this game more if they know it’s bothering you. The most important thing is don’t make the game fun for them. Treat them the same way you treat everyone else and don’t avoid them or antagonize them in any way. Remember, all humans have the exact same value and nothing anyone thinks about you can change yours. If we all have the same value and it can’t change, there is nothing to fear from anyone.

3. Remember what people think of you doesn’t mean anything

Their opinions are just thoughts they created in their heads. They are not necessarily the truth and they have no power unless you give them the power to bother you.

4. Look for projection

Projection happens when someone projects how they feel about themselves onto you. Ask yourself, does this person really not like me, or do they not like themselves and are just projecting those feelings onto me? Is there any chance this person has some fear of failure in play and are afraid they aren’t good enough that they have to subconsciously look for (and focus on) negative feelings toward me to make themselves feel better? People who really like themselves and have healthy self-esteem generally get along with most people. If this person doesn’t get along with everyone, they may not like themselves.

5. Are you triggering their fear of failure?

Is this person afraid they aren’t good enough on some level and is there something about you that triggers this fear in them? Do they struggle with their weight, while you don’t? Do they struggle with writing, while you find it easy and are recognized for it? Is there something about you that makes them feel unsafe or less than? I am not suggesting you play this down or quit being who you are, but if you can see what’s happening accurately you might understand this problem is about their fears about themselves and not about you.

6. Show them you like them

People generally like people who like them and dislike people they think dislike them. So, make an extra effort to show this person you appreciate who they are and what they do. Pay compliments and show them you see their value. Often, this kind, reassuring behavior could turn their reaction to you around fast.

7. Read about the three types of relationships from this article (even though it’s about marriage it applies to all relationships).

See if you can identify the fear issue in play with you and this person. Are they fear of failure or loss dominant and which are you? This can help you to see the relationship in a whole new light.

8. Read this article about the four different value systems and see if you can tell which you have and which they have

Understanding what they value most might help you understand their behavior and why they may react negatively to yours. For example, if they value ideas and principles most while you value people most, then they might think you are too social or too talkative and that might bother them. Or maybe they value tasks most and you value things most. This could mean they don’t like how much you care about something like fashion because they don’t think it’s important at all. Again, you shouldn’t change who you are but you should be aware of what they think is important and honor their right to think that way.

Our values and our fears highly influence who we like and connect with. Understanding another person’s value system and dominant fear will really help you understand their behavior. In my opinion, fears and value are the main drivers of human behavior, and when we get another person at this level we will have more compassion and tolerance for their quirkiness.

Try to appreciate the good in this person and love them despite their quirks. Remember, their ideas and thoughts don’t mean anything or change your value, so there is nothing to fear here.

You can do this. 

Kimberly Giles is the president of www.app.12shapes.com and is a human behavior expert, author and speaker. She provides corporate training on her 12 shapes relationship system and solves your people problems.

SALT LAKE CITY — Relationships and getting along with others is complicated and messy. It’s messy because we are all so different, and our differences create uncomfortable, unsafe and threatened feelings, which can lead to bad relationship behavior, based in fear, not love.

When you are in a fear-based relationship where no one feels safe, this fear creates bad behavior and people problems.

Over the last 15 years, as a master executive life coach, I have found that human behavior can actually be very simple to understand. And when you get it, you can get along with almost anyone (yes, there are some people you may never get along with, but they are rare).

I have found most human behavior is driven by two factors: what you value and what you fear. These two factors are the keys to understanding why you and other people behave the way you do and why you struggle to get along with certain people, especially those who value and fear different things than you do.

My business partner Nicole Cunningham did 8 years of research in Australia and Asia that have led us to believe there are four value systems that drive most human behavior. These four systems of value, along with the two core fears (I talk about in most of my KSL.com articles) divide us into 12 different types of people, which we call the 12 shapes. These four value systems influence the kind of career you go into, the way you dress, the kind of worker you are, who you judge, who you respect and who you struggle to get along with.

​MAKE SURE YOU TAKE THE 12 SHAPES RELATIONSHIP SURVEY AND FIND OUT YOUR SHAPE - AND INVITE FRIENDS AND FAMILY TO DO THE SAME! 
CLICK HERE FOR THE APP

See if you can tell which sounds the most like you. Here they are:

1. People who highly value people, relationships and connection most. (We all value people highly, but these folks value social interaction at a different level than the rest of us.) These people love being with others all the time and they have lots of good friends. They love communicating and networking, and they like people who feel the same way they do. They often judge or dislike people who aren’t as friendly, socially aware or connected as they are. They could see people, who value tasks, things or ideas as broken, bad, unfriendly and even unkind because they don’t make people the first priority.
2. People who highly value tasks, service, cleanliness, order and efficiency most. These people are the doers and they get more done than all the rest. They are hard workers, but they often judge and dislike people who, to them, are lazy, too social and talkative, undisciplined, messy or slow workers. They could see people, who value people, things and ideas as slothful, flighty, materialistic or unproductive.
3. People who highly value things, creation, invention and stuff most. These people are tycoons, artists, inventors, builders or even hoarders and they often judge or reject people who seem lower class, not put together, unattractive or cheap. They could see people whose values are different as inferior and they might see these people as less valuable than them. They struggle to get along with people who value connection or ideas and don’t take care of their things.
4. People who highly value ideas and principles most. These people often judge and dislike people who seem ignorant, have lower moral values, a lack of education or who are wrong in their opinions about an issue (because they don’t see it the way they do.) They could see people who value tasks, things and people as bad, unintelligent, or stupid, and they might see these people as less important.

Which of these four categories do you fit into? Who do you tend to judge and dislike? Can you see a correlation between what you value and who you don’t get along with? You usually struggle to get along with those who don’t value the same things you do. You may even lose respect for people whose values are different and you probably subconsciously see your own value system as the right one.

For example, I am a person, who highly values tasks and I often see other people, who don’t work as hard or as fast as I do, as lazy. I see people who talk too much as time wasters and I struggle to be friends with people who are too opinionated. I also don’t care much about my appearance and I can judge people who spend a lot of time and energy on theirs.

Can you see why you might not get along with people who value different things?

Think of some people in your life, who you do not get along with. See if you can figure out what that person values most. Is their value system different from yours? Does it threaten what you value? Does their value system mean they might see yours as wrong?

When you don’t get along with someone, it is generally because you don’t feel safe with them. The way they think or behave probably threatens you, who you are, or what you value. Because you don’t feel safe, you will subconsciously see them as wrong, less, bad or worse than you. You might also subconsciously look for bad in them and focus on it. There will be good in them too, but you won’t see that, because your ego needs to see anyone who is different as the bad guy. Seeing them as bad or wrong makes you feel a little safer and better.

This is behavior you must watch for. If you aren’t getting along with someone, take the time to look at why you might feel threatened or not good enough around them. What about them makes you feel this way? How is their value system a threat to yours?

Could you, instead, trust that all human beings have the same intrinsic worth and no one is more or less valuable than anyone else? Could you trust that each of us is having a completely unique, custom, classroom journey and see any comparing as pointless? Could you set aside better and worse, and just see them as different?

Recognize the world needs all different kinds of people and no value system is inherently better or worse than another. Seeing people and their behavior accurately will create more tolerance and acceptance. The more you practice seeing human behavior this way, the more compassionate and easy to get along with you will become.

You can do this. 

Kimberly Giles and Nicole Cunningham are the authors of the 12 Shapes Relationship System - get the app today, take the quiz, invite friends and learn about your shape at - app.12shapes.com

This was first published on KSL.COM

SALT LAKE CITY — In this edition of LIFEadvice, Coach Kim shares a fresh perspective on why we disagree and how to resolve it.

Question:

I live in a small planned unit development with four families. This is the second year we have lived in the community, as it is a new development. The control box for the sprinkler system is in my backyard. The park-strip grass we all share is watered by a valve in that control box. Every summer, I consult the water conservation website for irrigation frequency, and follow that guideline. This means that the grass is not lush and green, but rather, closer to yellow in color.

My retired neighbor is extremely unhappy about this and badgers me relentlessly to increase the watering for that area. He has become hostile and abusive. When I called a meeting with the other families to discuss what to do, he went into victim mode, saying that he is the only one trying to save the grass and maintain the appearance of the grounds. He does do a lot of work around the planned unit development, such as repairing sprinklers, fertilizing, etc. He is home and able to do it, and is compensated by the HOA.

How can we find a happy medium? Is it even possible?

Answer:

Most disagreements like this happen because of differences in values. It has been my observation, as a life coach and human behavior expert for 15 years, that there are four value systems that drive most human behavior. When you understand what someone values most, you will then understand their thinking, behavior, and why they make the choices they do.

We all value all four of these, but we usually have one that is more dominant than the others. Understanding this is the trick to resolving conflicts and disagreements.

Here are the four value systems that create most disagreements:

1. Some of us value people most. These people don’t like to be alone and highly value relationships, connection and feeling wanted and included. They would sacrifice getting things done for time to visit with friends, and they care more about people than things, tasks or opinions.

2. Some of us value tasks most. These people are driven by their “to-do” lists and are constant workers and doers. They care most about getting things done and would rather work alone and be productive than visit with others.

3. Some of us value things most. These people care about how things look, taking care of things and creating things. They can be artists, inventors or good stewards, who carefully manage what they have or are in charge of.

4. Some of us value ideas most. These people care about causes, opinions, rules, politics and the environment most. They are rule keepers and system followers. They are often advocates, teachers and well-educated. They also believe in fairness, loyalty and are community minded.

It sounds like you are someone who values ideas and principles most. This is why you follow recommended guidelines and believe in doing what is right for the community, city and state, not just for yourself. You highly value doing the right thing, even if it means sacrificing some of your quality of life.

Your neighbor appears to value things. He spends a great deal of time making his yard look good. Having a nice yard feels important to him because it creates his quality of life and he hopes others will benefit from it too. I am sure he cares about the community and environment, but it sounds like he cares about things looking nice a little more. He also values hard work and wants to see the fruits of his labor.

The most important thing you need to know in this situation is there is no right or wrong— there is just different. Your value system isn’t better than his, and you both have the right to be who you are and see the world the way you see it. You both have the right to have your value system honored and respected, and you have the same intrinsic value as every other human being. Neither of you can resolve this problem if you continue to see yourself as right or better and the other as wrong.

Whenever you find yourself in a disagreement, the solution lies in having a mutually validating conversation with the other person, a conversation where both people feel respected and honored. There are five steps to doing these conversations right, and if you follow them, you can usually create a compromise.

Steps for a mutually validating conversation:

1. Make sure you see the other person as having the same intrinsic worth as you. Make sure you aren't talking down from a position of better, smarter or more right.

2. Set all your opinions aside up front. Don’t start the conversation expressing your view. Start the conversation ready to listen to them.

3. Ask questions about what they think, how they feel, what their concerns and opinions are. Actively listen and validate, honor and respect their right to see the world the way they see it. This comes from how they are wired, and they cannot see anything else at this time. Make sure at this step you are not agreeing or disagreeing (those are about you). This is the time to make them feel heard and understood. The longer you spend here the better. This kind of listening helps to lessen defensiveness and create a safe space for you to share your views too.

4. Ask permission to share your views. Ask your neighbor if he would be willing to let you explain why you think it’s important to follow recommended guidelines and do what you feel is right for the whole community. Ask if he would be willing to be open-minded and at least consider your view. If he is, then go to step five. If he isn’t willing to hear you, say you respect that and thank him for his time. (You must do this if you want to build trust where further conversations could go better.)

5. Speak your mind using “I” statements, not “you” statements. Tell him about your values and why you see the situation the way you do. Ask him if he would be open to a compromise and suggest something that honors both your values. Maybe you could water more, but do it at night or water a little longer, while still conserving, to some degree.

The trick lies in being willing to let go of the “I’m right and you are wrong” mindset, and being truly open to seeing the right in the other person's perspective.

Remember, they aren’t wrong, they are just different. The world would be a boring place if were all the same, and we need social connectors, get-it-done workers, artists, stewards, advocates and rule keepers to make the world work. There is a place for everyone.

Make sure you validate your neighbor's strengths and talents, and appreciate the work he does on the property. He will really appreciate some praise and validation. If you start the conversation with that, you can resolve most problems.

You can do this. 

Kimberly Giles is a human behavior expert and master coach. Visit www.12shapes.com and www.claritypointcoaching.com to learn more.

This was first published on KSl.COM

Question:

I work in an office with all women and there is so much cattiness, fighting, gossiping and judging that it is a pretty unpleasant place to work. I realize you might say I should leave and find another job, but jobs that work with my schedule and pay this well are hard to find. Is there anything I can do to be an agent of change or influence others to be kinder and more compassionate to each other? Or is there a way I can at least stay above it all and not let it bother me so much?

Answer:

Unfortunately, businesses who have a lot of female employees often have more office drama and gossip than offices with more male employees, but we also get calls from human resources directors whose companies are going through a merger, have high stress environments or are in fast growth, because stress and change always create people problems.

This happens because change and stress cause fear of failure and loss issues to rise to the surface, and these two fears are the hidden cause behind most bad behavior and relationship clashes. If the issues can’t be resolved by HR, they often bring us in for executive coaching and performance evaluations to figure out and solve these people problems fast.

Every single employee brings some pain, stress and fear around their families, money or relationships to work with them every day. These pressures in their personal lives mean they come to work almost every day in a fear state.

People functioning in a fear state will be easy to offend and quick to feel criticized, taken from, threatened or unsafe. These employees may be subconsciously looking for mistreatment and they could have a short fuse and a rather selfish viewpoint. Understanding the fear behind the behavior is the key to gaining compassion for them and seeing their gossip and bad behavior accurately.

Every person in your office is fighting a battle at home you know nothing about.

They are very likely in pain and fear, at some level, almost every day, and this is the real cause of their bad behavior. If you want to change how you feel at work, you must get a more accurate perspective about bad behavior and you must not take it personally.

People behave badly because of their fears about themselves. It is rarely about you.

Also remember — it is only hurt or hurting people that hurt people. This means the people whose behavior is bothering you most are the people in the most pain about their value and their journey. Bad behavior is always a sign of inner suffering.

We talk a lot in our articles about the two core fears (the fear of failure and the fear of loss) and how they drive human behavior. The truth is, whenever people are in a fear state they are completely focused on one thing: getting anything or doing anything they can to quiet the fear.

In this state they are incapable of thinking about what others may need or want. All they can focus on is "What would make this fear or pain stop?"

If someone functions in fear of failure, they are deeply afraid they might not be good enough. When the fear is bad and they experience shame or feel insecure, one of the most common ways they react (subconsciously respond) is they focus on any bad in the people around them.

The more they focus on other people's bad behavior, they don’t have to think about their own. We call this the Shame and Blame Game and we all play it at times. The more shame we feel, the more we blame others, criticize and gossip. I suspect many of the gossipers in your office are doing so, because they’re covering their deep insecurities or shame.

If any of you are prone to gossip yourself, ask yourself if your fear of not being good enough might be in play. Be aware of the safety you might feel if you put others down or focus on their bad. The first step to changing any bad behavior is being conscious of why you do it.

If someone functions from a fear of loss, they are deeply afraid of being taken from, mistreated or losing control. These people may be territorial, defensive, protective or controlling and they will be quick to be offended and see mistreatment everywhere, even when it’s not there.

We want you to understand the real cause of bad behavior so you will have more compassion for yourself and the people you work with. We recommend you don’t try to "stay above it" though, as that can be a place of judgment looking down at the "bad" people involved and that isn’t accurate as we all have the same intrinsic value.

Just see bad, immature gossip or dramatic behavior accurately, as fear-driven behavior that happens when people are afraid they aren’t good enough and need to look for the bad in others to distract them from their own.

If you see bad behavior accurately you may also see what these people need, which is to quiet their fear, so they can stop criticizing others to feel better. What they need is validation and reassurance about their worth. This is often the last thing you feel like giving someone who is acting haughty, arrogant or better than others, but it is what they need.

Look for opportunities to point out kindness, compassion and good behavior in your gossiping co-workers. Tell them often how grateful you are to work with such kind, encouraging and non-judgmental people.

You may even say that when you first came to work there you heard a lot of gossip and backbiting, and you are so grateful that doesn’t happen as much anymore. Tell the people who do it the most how positive they are and you admire the way they never say an unkind word about anyone.

I know this may seem like lying, but it’s really helping them see who they have the potential to be before they even show up that way. This positive encouragement literally encourages better behavior, because people always want to live up to your highest opinion of them.

When you point out their good qualities you literally push them in that direction. This is the most compassionate way to encourage better behavior. When you help them to see their light, instead of their darkness, you push them toward being their best.

It may also help you to remember that all unloving behavior is a request for love. Every unkind word or fearful reaction is a request for validation and reassurance they are good enough.

This is true for the people in your home, too. We have seen one person completely change the culture at work or home by just giving more compliments and validation to the team. When people start to feel safer, more appreciated and even admired at work, they are happier and show up with more respect and kindness.

Go get them with your positive uplifting attitude and help them rise into better behavior. Don't criticize or point out their bad behavior because that will increase their fear and will only make it worse.

If you do all this and they still remain in negativity and drama, see this as your perfect classroom, take nothing personally and work on being a source of light and love in your office anyway.

You can do this. 

Kimberly Giles and Nicole Cunningham are the founders of claritypointcoaching.com and Identiology.com. They are human behavior experts who help companies and individuals to be their best.

Question:
I have had some pretty negative feedback in my last review at work and I’m totally at a loss on how to fix it. They say I lack soft skills, communication and people skills, but how do I suddenly start to do better there? What’s the best way to change or improve on those levels? I admit that I don’t always show up great at work because I have a lot of difficult stuff going on at home. I probably bring those feelings to work and they make me harder to deal with. What do I do about that?
Answer:
Did you know that 85 percent of your career success depends on your people skills? New research has shown that many employers believe interpersonal and emotional intelligence skills are even more important than your hard skills or education.
Mark Murphy, who wrote the book "Hire for Attitude," says 46 percent of new-hire employees are let go within 18 months because their soft skills are inadequate or they have bad attitudes. Much has been written recently about millennials and their severe lack of people skills in the workplace, but the reality is we could all improve in this area. People skills are a definite must if you want career success.
The problem is they don’t teach these skills in school, and if you came from a family with low emotional intelligence, you probably picked up a lot of immature, fear-based, emotional and reactive tendencies. You may not be naturally good at getting along with, motivating or negotiating with others. You may not know how to be emotionally resilient, handle conflict or keep a positive attitude when things get rough. These skills are so important, if your company doesn’t provide training or personal development, you might have to go get some on your own.
Here is a list of some of the most important people skills employers are looking for and ways to improve yours:
The art of not making everything about you:This is really about social-awareness and understanding human behavior. Social-awareness means having empathy, being able to give presentations that are focused on the needs of the audience, not your desire to impress, and being able to anticipate how others might feel in any situation. It means knowing when a comment is appropriate and when your input really contributes and when it isn’t necessary. It means being a good listener, not interrupting others and not taking things personally.Many employers say the majority of their office drama comes from a few people who lack this skill and tend to make everything about them. They seem to lack a social filter and can’t see how their behavior comes across to other people. If you have this tendency in your subconscious programming, a good executive coach can guide you through this and help you understand human behavior at a deeper level. There are also many personal development seminars that facilitate this kind of work. You will have to become open to some serious feedback though, even if it hurts.
Just remember we all have the same intrinsic worth no matter what, and your need for some people skills doesn’t diminish your worth as a person.
Situational awareness and problem solving:This is the ability to see situations accurately and find solutions. It includes being able to prioritize and see what needs to be done first and who the right person is to do each task.Situational awareness is a hard soft skill to learn, but some experts think that doing puzzles, problem-solving games and even video games that include teamwork and strategic thinking may help. Many of these games require you to scan a situation and respond quickly and accurately. Millennials, who employers find lack many people skills, are often strong in this area. Maybe you need to start playing some strategy games and, even better, get your co-workers to do it with you.
Self-awareness and the ability to control your emotions:Can you process situations and how they make you feel clearly and accurately? Can you step back and calm yourself before reacting? Can you recognize what are facts and what are stories or meaning you have inaccurately applied?Self-awareness also includes the ability to know how much personal information is appropriate to share, clarity about your own strengths and weaknesses and the ability to own your mistakes, apologize and learn from them. If you can tell you aren’t self-aware enough, you may need to find an expert who can teach you mindfulness and show you how to process emotions in a healthy way and help you to see your strengths and weaknesses more accurately. We have a free assessment on our website that shows your subconscious tendencies on paper you may want to try. It’s a good start to understanding which areas you need work on.
Resilience:This is your ability to bounce back from challenges or failures, have flexibility with change and remain calm under pressure. This also includes your ability to manage stress, stay cool in a negative situation, and reduce your negative emotions when they show up.We believe a lack of resilience is a fear problem (because you fear failure and loss). We work specifically on reducing your subconscious fears in our coaching program because when those go down, your ability to be resilient goes up. Find an executive coach that specializes in eliminating the fear of change, rejection, setbacks, failure and loss. When you become resilient you will become bulletproof and in high demand at work.
Being proactive, not reactive:To reach your highest career potential, learning to be proactive is a must. You must learn to be responsible for your emotions, thoughts and reactions and gain the ability to self-monitor and regulate them.This is really about emotional maturity and the ability to respond to situations appropriately and at the right time. It means having long-range plans and not just putting out fires, and the ability to prioritize what is urgent and what is really important. It requires self-awareness and the ability to manage your impulses and prevent distractions. If you struggle with these, download our free paper on 14 ways to reach your potential at work. This gives you practical suggestions for rising above average.
Treating people with respect and showing up happy:There is a strong correlation between how happy you are (with yourself and your life) and the way you treat others. If you are dealing with a lot of negative thoughts and feelings of inadequacy, failure or disappointment in life, or if you have personal problems at home, you may subconsciously look for people to criticize or disrespect at work. When you find negatives in other people to focus on, it often distracts you from your own fear or pain.If you show up at work grouchy and treat people with disrespect, it is going to negatively affect your career. If you are discouraged or depressed with yourself or your life — do something about it. Again, I recommend working with an executive coach who can help you gain the skills to improve your mindset and learn to handle conflict with kindness.
If your personal relationship issues are causing problems with your behavior at work, own that and do something. Most people let negative situations go on way too long, mostly because they don’t know how to solve them. But there are answers and people who can help you … you just have to ask around to find them.
Don’t let any negative situation, feeling or pattern stay in your life. If you don’t know how to fix it, ask 10 people what they would recommend and find an option that works for you. The first thing you need is a change in perspective or mindset. Albert Einstein said, “We can not solve our problems with the same level of thinking that created them."
You must gain a different perspective and look at the problem in a new way if you want to create change. We find most of our coaching clients experience major shifts in thinking with only one session and they feel better fast. But you can’t do better until you know better — so get out there and learn.
You can do this.

Kimberly Giles is the president of claritypointcoaching.com. She is the author of the book "Choosing Clarity: The Path to Fearlessness" and a life coach, speaker and people skills expert.

This was first published on KSL.COM

Question:

I am seriously overwhelmed and burned out, and I admit I complain about it more than I should. My spouse says she is tired of my childish drama about my problems and my discouragement. But is it drama if I really feel down and discouraged, and my life really is hard? She says I have a victim story that I’m stuck in, but this isn’t a story, my life really has been hard. That is truth, so I don’t think it’s a story. I’m not stuck either, I’m just going through a really rough time and I want people to cut me some slack. How can I handle my feelings about my life in a more mature way, though that won’t incite criticism or be seen as drama?

Answer:

I have no doubt your journey has been a rough one, and in some ways your trials justify a pity party and some complaining. The problem is you can't live there. Too much complaining about your troubles tends to make people lose respect for you and not like your company. They might feel sorry for you and give you sympathy love, but it won’t be the kind of love you are really after. Pity isn’t love.

It sounds to me like you haven’t had an opportunity to learn how to process emotions and consciously choose your mindset in a healthy way. Most people haven’t learned these skills, because they didn’t have parents who knew them and they don’t teach this stuff in school or church. The bottom line is, you can’t do better until you know better. So you just need some new skills.

You are also fighting your subconscious programming, which you adopted accidentally when you were just a small child. Many of your subconscious beliefs are fear-based and inaccurate, and they drive very immature behavior. Neuroscientists tell us 95 percent of our choices we make subconsciously. This means you are on autopilot most of the time and just reacting to life, not consciously choosing your behavior, which is why it might not be good.

Let me show you the difference between mature adult responses to life and emotions, and the childish reactions that are probably in your subconscious programming. You can test yourself on these and see how mature you show up:

1) Do you take things personally that really aren’t about you?

When a family member is unhappy, children assumes it’s their fault. When someone doesn’t like the food they made, they assume it’s personal and they aren’t good enough themselves. If someone disagrees with their opinion, they assume they aren’t valued.

If a family member is unhappy, mature adults care, but they also know it’s not their responsibility to fix it, because it’s out of their control. If someone doesn’t like the food they made, they realize it’s about the food, not about them. Adults don’t attach their value to their opinions, so they don’t take it personally if you disagree with them.

2) Do you feel jealous or threatened by other people’s successes?

A child sees a win for others as a loss for them. If mom says she is proud of a sibling, they assume she isn’t proud of them. A child is always watching to make sure things are fair and they aren’t getting less than anyone else.

Mature adults aren't jealous of others, because they see the universe as abundant, and a win for someone else doesn’t mean a loss for them. Adults aren't keeping score or expecting the universe to be fair. They understand they will always get their perfect classroom, and others will get theirs. They know life isn’t fair, but it is a wise teacher who knows what it’s doing.

3) Are you personally responsible for your emotions?

Children blame their emotions on events or other people. They think they can’t help feeling overwhelmed, angry or jealous. They think other people can make them sad. They also let emotions take over and become bigger and bigger. They can’t see that focusing on them and expressing them can make them worse. They haven't learned how to own responsiblity for any emotion. They don't get that every feeling is something you are choosing to feel.

Mature adults know they are responsible for how they choose to feel in every situation. They may get triggered and feel overwhelmed, angry or jealous, but they quickly realize being overwhelmed, angry or jealous is a choice. They can see when expressing emotion would just make it bigger and more painful. They don’t stuff emotions or suppress them either. They process through them, seeing the situation accurately and consciously choose how they want to feel and deal with this moment. Mature adults know that no one can make them feel anything. They can see that choosing suffering or misery doesn’t do any good.

4) Are you trusting the journey and being responsible for your part in a problem?

Children have temper tantrums when they don’t get what they want. They cry and yell and blame. They want things to be fair. They want to be in control of a situation and they feel “hard done by” when they don’t get the experience they wanted. They also like to blame others when things go wrong. (Well, he started it and I only hit back.) They don’t take responsibility for their part.

Mature adults don't resist “what is” but instead understand this exact situation is the right one to serve them and educate them in some way. They understand yelling and cursing (though it might feel good for a minute) doesn’t change anything and only makes them look immature. They let go of trying to control things they can’t control. They trust God and the universe know what they are doing. They know a victim mentality and feeling “hard done by” does no good and isn’t accurate. They embrace "what is" and look for the lessons in everything. They take personal responsibility for their part in every problem. They know they co-create their journey with the universe. They also understand if they are responsible, then they have power to change it. This might mean choosing to leave an abusive relationship, stepping up and changing their habits, or getting some professional help.

5) When you get offended, can you see being offended is a choice?

Children think being upset, hurt or offended by another is out of their control. They think having hurt feelings is a real wound. A child also thinks forgiving is hard and takes a long time.

Mature adults understand that offenses are just lessons and opportunities to stretch, love bigger and trust God (or the universe) at a deeper level. They know an offense doesn’t actually wound them, change their value or mean anything. It’s just a lesson and an opportunity to grow. They know forgiving is easy, as soon as you trust the classroom and see the experience as here to serve you.

6) Do you look for solutions to problems or just complain about them?

Children just like to complain to get sympathy. If they actually fixed the problem they wouldn’t have this great victim story and the pity love that comes with it. They would have to give that up and be strong and fine, which would mean less attention.

A mature adult knows that being respected is the foundation of real love. It’s hard to respect someone who has chosen weakness as a way to get validation. An adult would rather be strong and whole and focus on serving other people than be seen as weak and sad.

Now let's get real:

The reality is that we all behave like a child at times (myself included) because we are all functioning from our subconscious programming that was set in place when we were a child (most before we were 7 years old).

We all have to work to grow up every day. We must be committed to stepping back and looking at emotions, reactions and behavior honestly. Was that behavior childish? Was that who I really want to be? How could I trust the journey more and let go of anger, disappointment, self-pity, grudges and offenses? How could I take responsiblty for that behavior?

Make a commitment to upskill yourself this year and find a coach, counselor, class or seminar to help you break through the subconscious programming that is driving your bad behavior. There are lots of resources out there to help you, but the first (most important) step is owning that you need some better skills and tools. Drop the ego and the fear around asking for help. Asking for help is not weakness. Not asking for help because you are afraid of looking bad is weakness.

We are hosting a two-day Be Fearless seminar in January to help you break through the fears and problems that have held you back. We also offer private life coaching that might really help. Visit our website. 

Kimberly Giles is the president of claritypointcoaching.com. She is the author of the book "Choosing Clarity: The Path to Fearlessness" and a life coach, speaker and people skills expert.

This was first published on ksl.com
Question:

"Recently I watched a person who I’m close to and care about, treat another person I care about very badly. It made me so angry.

I found myself getting more and more angry the more I thought about it. I finally decided I had to say something because it was wrong and if no one else was going to speak up, I needed to.

I put them in their place, and I admit I might have been a little harsh, but I felt right about it. Now people are saying I shouldn’t have said anything.

So, I’m wondering, what would say is the right thing to do? Should we speak up and defend others when they are mistreated or should we just stay quiet?"

Answer:

The answer is…it depends.

It depends on a number of important factors, but before I give those factors to you, I want to make sure you understand that most people believe there are only two ways to respond to mistreatment. They are...

1) You allow the bad behavior to go on (and even allow yourself or other people to get walked on) because you are afraid it would be unkind or mean to speak up.

In this case you may be overly selfless, but also feel you are being nice and loving. People often refer to themselves as too nice here, but usually it is about feeling scared of hurting others. You would rather be mistreated and be a doormat, than speak up and risk hurting another person’s feelings or have them not like you.

2) You speak up and defend yourself and other people, because it is more important to be strong and right, than nice or loving.

In this case you tend to be overly selfish and strong, but sometimes too harsh and unkind. You feel OK about this because you see the other person as a threat to you or others.

People may say you are blunt, but it is more than just being strong enough to be honest, because it often comes from ego and even enjoyment in being right. You may think it’s better to err on the side of harsh and mean, than to be a doormat.

Think about those two options for a minute. Do you subconsciously believe these are your only two options? I’d like to introduce you to a third option.

3) I call this “the middle way” and you basically take the loving (from the 'weaker perspective) and the strong (from the 'mean' perspective) and putting them together. You learn to be both strong and loving at the same time.

This approach means speaking up, but doing it in a validating, kind, uplifting way that honors the value of both parties at the same time.

In order to find the "middle way" you must learn to quiet your fear and come from a space of trust and love instead.

This middle way may be foreign territory to you though, if you never had a parent or role model who behaved like this. You may need some coaching or to get some people skills in order to master it.

Here are 6 factors that should be in place if you are going to speak up or defend against mistreatment the right way:

1. You must trust the infinite, absolute and equal value of every human being on the planet.
   
   This means being very aware that despite errors this other person may have made, they still have the same value as you. This means you are not speaking down to them or treating them like they are less than you. This isn’t about being nice; it’s about being accurate.
   
   You may not have made this mistake, but you have made others. Get off your high horse and make sure you can talk to this person as a peer and as an equal, with respect and even validation of their worth.
   
   
2. You must remember life is a classroom and whatever happened – the reason it happened – is to give someone (or everyone involved) a lesson on being stronger, wiser or more loving.
   
   Everything that happens can be seen this way (if you choose this perspective).
   
   There can be purpose and meaning in every experience and your number one job then, is to figure out the lesson in it for you, before you focus on a lesson for another person.
   
   Sometimes you will be the teacher and it will be your place to give feedback, but other times you are also the student.So, before you put on the teacher's hat and set another person straight, make sure you have taken stock of how this situation can make you more mature, wise or loving. Figure out your lesson first.
   
   
3. Make sure it is really your place to teach this lesson to this person.
   
   Is it really your role or responsibility? If you honestly feel it is your place, go to number 4.
   
   
4. How would God or the universe want or expect this feedback to be given?
   
   Would harsh or mean behavior ever be the right way? Or would it make more sense to handle this with love, respect and validation?
   
   There is an Assessment on my website that shows on paper your subconscious tendency toward harsh mean behavior and/or weak or co-dependent behavior. You might find that interesting to see which way you unconsciously lean.
   
   
5. Would this person be more open to learning, growing or changing from this experience, if they were treated with respect and love?
   
   Sometimes when feedback feels like an attack, the walls go up and people get defensive and when this happens learning is less likely to take place.
   
   Once they get defensive they dig in and defend their bad behavior because the attack is now about their worth as a person. They will not be open to learning anything at this point.
   
   In order to create a space where someone feels safe enough to learn and grow, they must first feel validated and cared about. You must make them feel their worth, then ask if they would be open to some feedback. There is a Mutually Validating Communication Formula Worksheet on my website which will take you through handling conversations this way.
   
   
6. Check yourself and make sure you are coming from a place of love towards all parties involved, not a place judgment and criticism.
   
   Make sure you are not seeing yourself as better than anyone else. Make sure your agenda is to help them becoming stronger, wiser or more loving and the feedback is about serving them not condemning them.

Your original question was, “Should we speak up and defend others when they are mistreated or should we just stay quiet?”

My answer is YES, you should speak up if you can speak up, with the 6 factors above guiding you. If you aren't the right person or can’t do it the right way, then you should stay quiet until you can.

It means in cases where you value the relationship with this other person, and want to have a healthy one relationship, you might check your anger and ego at the door first, so you don’t destroy the relationship. 

Kimberly Giles is the president of www.claritypointcoaching.com. She is the author of the book "Choosing Clarity: The Path to Fearlessness" and a popular life coach, speaker and people skills expert.

This was first published on KSL.COM
Question:

I have a co-worker I’m worried about. She is really down after some major setbacks in her life and she is joking about death in a way that makes me worried she might kill herself. I try to be friendly and supportive, but I don’t know what I should say or do. I can’t find the right words and I don’t want to overstep or offend her. What should I do?

Answer:

There are 117 people who die by suicide every day in our country. In Utah, we lose one person every 15 hours, and the truth is that almost everyone goes through a time in their life when they think about ending it. This means, it is highly likely there is someone around you right now who is at risk for suicide. If we all understood the signs and how to respond, we could make a meaningful difference.

Research indicates that 80 percent of suicidal people make their intentions known to others beforehand and hope someone will reach out and help. These signals may include making a joke or off-hand comment about suicide. If you pick up on any unusual comment or behavior, you must act on it using the steps below.

You may also want to share this article with friends and family because it would make a huge difference if everyone was educated about what to do if you suspect suicide. This is as important as knowing CPR or any other first aid skill because it can save lives.

Here are some simple steps for what to do if you suspect suicide, from the American Foundation for Suicide Prevention:

1. Know the warning signs. People who are thinking of suicide often leave clues. They might say things like “I can’t do this anymore” or “this just isn’t worth it” but more often the signs are subtle. There may be sudden changes in behavior, losing interest in things they used to care about, giving things away or shutting down. People who are going through rough life experiences like mental or physical illness, divorce, bankruptcy, loss of a loved one or losing a job are also more at risk. If you know someone is going through a challenging life experience and they are acting different, pay attention and reach out to them. Listen to your intuition and consider anything that is setting off alarm bells in your head a sign to act on.
   
2. ​Ask them directly if they are having thoughts of suicide. (This is the most important thing to do.) I know it is awkward and you may have fear of offending, but do it anyway. All the research has shown that asking openly about suicide is the best thing you can do to help.  You might say something like, “People who go through challenges like yours often have thoughts of suicide, have you been there?” “You seem really down, will you be honest with me? Are you having any thoughts of killing yourself?” In order to help them, you must get the topic of suicide out in the open. Beating around the bush won’t help. Ask directly and don’t stop if they dodge the question. Once the subject is on the table. …
3. ​Ask what is going on in their life — and listen without giving your opinion or advice. Don’t try to fix what’s wrong in their life. Just ask what’s going on and let them have a safe and quiet space to talk, be heard and supported. This proves someone cares. Say things like, “Tell me more about that” or “That sounds really difficult.” At this point, they just need to know someone cares enough to be there and listen to how they feel. Don’t panic or get scared because your fear won’t help. Stay calm because you are going to involve other people to help. You are not going to handle this by yourself. Also remember that most people don’t really want to die, they just want the pain to stop. Often just talking about their feelings lessens the pain.
4. Ask about their reasons to live. Most people who are having thoughts of suicide are not 100 percent committed to dying yet. They have reasons to end their life, but they also have reasons to live. Find out if they have family members, pets, friends or spiritual beliefs they care about. Ask them to tell you more about these. Say things like, “It sounds like you may have some reasons to stay safe for now.” “Would you be open to letting me help you explore a plan to stick around for now, and find some ways to change the pain you are feeling?” “If there was a way to stop the pain and make things better, would it be worth exploring?” The idea is to focus on reasons to stay safe for now.
   
   
5. Ask directly how serious they have been about suicide, did they have a plan? Ask questions like, “Have you figured out how or when you might take your life?” This helps you to assess if there is an immediate risk. If their plan is imminent or you feel at risk, you should call 911. The Suicide Prevention Lifeline says if desire, capability and a plan are all there, the person is highly at risk. Getting a person to share their plan will lower that risk. You may also ask if they are willing to dismantle that plan and let you keep them safe for now.
   
   

1. Get lots of professional and family (if there is some) support involved as soon as possible. To keep this person safe, you must get other people involved and broaden the shoulder of responsibility. Talk to the person about whom they would be comfortable bringing in. This may include a spouse, parent, child, religious leader, counselor, doctor, friend or even emergency services.
   
   Ask if they would be willing to talk to someone at the Suicide Lifeline 1-800-273-8255 or the Crisis Text Line can be reached by texting “START” to 741-741. Even if the risk of dying isn’t imminent, it would serve them to have additional support and professionals to talk to.
   
   (I highly recommend everyone put those numbers in your cellphone so you have them if you need them.)
   
   

1. The Suicide Prevention Lifeline is there to help you too. They welcome calls from people who are worried about someone, not just those who are suicidal. They are always willing to talk you through what to do and say.
   
   

Shari Sinwelski, associate project director at the National Suicide Prevention Lifeline, says, “Suicide prevention is everyone’s responsibility, it’s not just for clinicians or doctors. People are less likely to go to a counselor or a doctor than they are to show warning signs to their friends or family members.”

There is always uncertainty around the decision to die by suicide, and when someone reaches out in love and support, most people respond and are open to other options for dealing with their pain. If there is someone who cares enough to reach out, there is always hope.

Please don’t ignore the signs — you truly can make a difference.

You can do this.

Read some more great information on suicide prevention on the Crisis Center Website 

Kimberly Giles is the president of claritypointcoaching.com. She is the author of the book "Choosing Clarity: The Path to Fearlessness" and a life coach, speaker and people skills expert.

Question:
How do I stop being so shy and teach my children not to be so shy? I’m afraid of people and most situations and my children have picked up on this and are afraid too. Please help!!!!
Answer:
The good news is scientists have found the gene for shyness. They would have found it sooner but it was hiding behind some other genes.
Just kidding.
But I do have some good advice on this one.
The first crucial step in helping someone change their behavior is making them feel unconditionally loved and accepted for who they are now.
Make sure your child knows it’s OK to feel shy. It happens to everyone, and there is nothing wrong with him. There are actually some interesting advantages to being shy.
Shy people are usually more polite and considerate to others. They tend to pay more attention to things, because they aren’t as busy talking. Shy people may create better friendships, because they go for quality, not quantity. Shy people can be better at working independently and solving problems on their own. They may also be smarter, because they think things through more before they act.

Here are a few things you can do (and do with your children) to help you overcome fear of social interactions:
When going somewhere new, talk to your child and prepare him ahead of time. Talk about the anxiety he might feel and what he might feel afraid of. Talk about ways he can cope with his fears and calm himself down. If you are the shy person, you can think these things through and even journal about them. Write out some options for handling situations you think may happen
Plan some safe and successful social interactions. Plan lots of social events with familiar people as often as you can. This will build confidence for branching out to new settings with new people.
Learn some more social skills. You may want to find a coach or counselor who can teach you some communication and relationship skills. Knowing exactly how to respond to different situations gives you a lot of confidence. Visualize using these skills, practice, and role play with them at home. Practice how you would introduce yourself and start conversations. These are things your children also need to learn, so share what you learn with them.
Dale Carnegie’s book “How to Win Friends and Influence People” is a great book to teach you some of these skills. Carnegie recommends strategies like asking questions and letting other people do the majority of the talking. This makes people feel important and like you. Teaching children these techniques will empower them to handle social situations too.
Model healthy social behaviors yourself. Shyness is a highly genetic trait. You must show your child good social skills by example. If you avoid social situations or are nervous around people, you are teaching your child to fear people. Get some professional help with your own self-esteem and people skills if necessary.
Never criticize your child or embarrass them in public or around their peers. When they make a mistake, help them understand mistakes don't define them. We all make mistakes. They may have made a bad choice, but they are not a bad person. Mistakes are just lessons and nothing to be afraid of. Teach them to see life as a classroom (where we are learning, but our value isn’t in question) not a test (where everything counts on your grade). This one mind-set change will help a lot.
Teach your child that what other people think of him doesn’t matter. People are usually not paying attention to others anyway. They are focused on themselves. Help him understand that other people’s opinions can’t change or hurt him. They don’t mean anything.
Teach creative problem solving. Don’t solve problems for your child. Ask questions and empower him to figure out the answers on his own.
Let your child change slowly. Change is a process and happens slowly, step by step. Help your child to set small goals and make a little progress each week. Let him decide what those goals might be. Encourage things like talking to one new person today.
Visualization is a great way to practice social behavior. He can practice handling social situations differently in his head. Teach your child to practice in his mind until he is ready to try it for real.
The best way to encourage another person to change is by encouragement. Tell your child often how confident and capable he is. If you tell him he is strong and brave, he will believe you.
I would strongly recommend some coaching or counseling to help you overcome your social anxiety. It is an easy fix with a professional who knows how to help. After you get your fears under control, you will be able to teach your children a better way of feeling and responding to life. We also have lots of free resources on our website to help you overcome fear. They would really help too.
You can do this. 

This article was first published on KSL.COM
Question:
Help! I read your article about Not Being a Drama Queen and I have a small business full of women that are driving me crazy with drama and fighting. They are constantly against each other and offending each other. I tried to talk with them but it is getting so out of control. Please help me get them back on track and focused on work. Thank you. I am one stressed-out boss.
Answer:

As the boss, you need to think about creating a more positive corporate culture at work. Corporate culture is not just for big companies by the way, it exists in every company (of every size) whether you officially have one or not. If you don’t define a corporate culture, you will inadvertently create one that is based on you and your employees’ subconscious tendencies, attitudes and reactions. It sounds like the culture you have now is a negative, critical and angry one.

I recommend that you take some time and define your core values and principles on paper. Decide what kind of positive atmosphere you want to create at work. How do you want people to be treated? How do you want conflicts handled? What kind of behavior do you expect from your employees toward each other?

I believe that if you hire people, buy from people, sell to people or serve people (or deal with any other human beings at any level at all) in your business, you need a defined corporate culture that includes policies about people and how they are to be treated, both customers and co-workers.

The way employees treat each other is an often overlooked aspect of business. Most of our policies tend to focus on the delivery of the goods and services. They are more about processes than relationships and behavior. If you will expand your policies to include attitude, communication and interaction with each other, it will create better working environment and more productivity. Studies have shown that the average employee wastes around 2.5 hours a week dealing with office drama and people problems. If you taught your people better relationships skills and made policies about the human behavior part of your company culture, you could increase productivity and make work better for everyone.

We find companies that encourage (and even provide) opportunities for personal growth and development, improving relationship skills or executive coaching, just do better on every level. They are more successful, make more money and retain employees much longer. Investing in coaching, training, seminars or workshops for your people has a huge return on investment.

In the meantime, work on defining your core values and policies around human behavior. Then, put them up where everyone will see them, talk about them often, and live them by example. You may also need to start hiring people that believe in these values and are committed to living them. Make sure following the company’s core values and codes of human behavior are part of each person’s job description and that dishonoring the core values may lead to losing their job.

Here are some questions and suggestions to get you started creating a better corporate culture in your small business:

1. What are the principles and core values that are important to you at work? Here are some ideas: do you value honesty, compassion, work ethic, personal responsibility, respect, creativity, optimism, service, integrity or tolerance? Make a list of all the core values that are important to you.

2. Take an honest inventory of your own behavior and attitudes. Are you living the core values yourself? How can you lead by example and walk the walk, not just talk the talk? Make some specific commitments to improve your own behavior.

3. How do you believe people should be treated at work? What policies could you create to encourage that kind of treatment? Many of the companies I work with use policies like the following:

• It is our corporate policy that all human beings have the same intrinsic value and hence should be treated with the same level of compassion and respect. From the CEO to the mailroom, everyone has the same infinite human worth and deserves to be valued.
• It is our policy that every human being is a student in the classroom of life. They are each learning unique lessons and battling unique challenges. Understanding this means giving each person permission to be "a work in progress," imperfect, yet still deserving of respect. We all have more to learn.
• Because everyone gets a unique classroom journey, there is no level where comparing or judging others serves us. There is a difference between gossip and validating feedback from the appropriate source. We have a policy against gossip and backbiting, while we encourage everyone to stay teachable and open to feedback.
• Each person is the sum of their unique life experiences and knowledge, therefore each will have different ideas and opinions. Each idea deserves to be heard and respected (even if it isn’t the one we decide to go with). We are a speak freely, listen and keep an open mind company. We encourage respectful, mutually validating conversations and have a company procedure for how that is to be done.
• Everyone is scared, broken and in pain at some level. Everyone battles the same two core fears on a daily basis — the fear of failure (the fear they aren’t good enough) and the fear of loss (the fear of being mistreated or taken from). These fears have created broken pieces in most people, which cause them pain. Their fears and pain make them behave badly on occasion. We understand the real reason people behave badly (fear and pain) so we can interact with them more effectively. We understand that everyone needs validation and reassurance to quiet their fears. When we give this to others they become much easier to work with. We see bad behavior accurately and understand that most attacks aren’t about you. They are about the person’s fears.
  
  

4. Define a policy about how disagreements should be handled. This should include a procedure that is taught to everyone and followed. As the leader, you must handle people problems and arguments this way every time. Your people will do what you do, not what you say. So, if you handle problems in a mature, calm, respectful way, you will teach your employees to do the same. In my book, "Choosing Clarity," I outline a step-by-step procedure for having mutually validating conversations to resolve conflict that you could use. This includes talking to people in private, asking questions and listening first, making them feel heard and understood, then asking permission to share your perspective, and learning to use the right language so you don't offend. Find a procedure that works for you and teach it to your people.

5. Do you have a policy about honoring commitments and doing what you say you’re going to do? What should this policy include so everyone is accountable for their own performance. What is your procedure for handling poor performance? Make sure you have one.

6. Do you listen to others? Will you take the time to hear their opinions and show them they are valued? Is this important to you? We think this is one of the most important things you can do as the boss. If you are willing to listen to your people they will feel valued and respected, and they will work harder.

7. Are you on time and do you respect others? Is being on time or treating people right a company value? You could institute a program where employees can submit names of other employees who are doing a great job or treating them right for a reward. Encourage good behavior by rewarding and recognizing it.

These are just a few ideas to get you started. I encourage you to start defining policies, procedures, and core values for your small company right away and start instituting them by living them yourself. If you struggle trying to figure out what your policies should be or are struggling to live them yourself, you may want to hire an executive coach or consultant to help you. You may also consider bringing in some outside people skills training for your employees, sometimes people respond better to outside expert.

Start there and let me know how it goes.

You can do this.

Kimberly Giles is the founder and president of claritypointcoaching.com. She is also the author of the new book "Choosing Clarity: The Path to Fearlessness" and an executive coach and corporate trainer.