WrightOne Consulting, LLC

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The Harm of Emotional Blocking Emotional barriers often block the path to better decisions. Have you ever rejected a great idea simply because it didn’t feel comfortable or familiar? Emotional blocking happens when strong feelings go unchecked, stopping us from engaging fully with differing points of view. It’s natural—but it’s also costly. Think of learning as a door. Emotional blocking locks that door, keeping out insights that could change your life for the better. The trick isn’t to shut down emotions, but to recognize how they might be interfering with your ability to listen objectively. Next time you feel resistance to an idea, pause and ask yourself, “Am I rejecting this because of the idea itself or because of how it makes me feel?” You might be surprised by the answer. Have you overcome emotional blocking in the past? What’s your strategy? Make this week great for you and your team!

Seeking Believable Others The best decisions are informed by credible perspectives. When you're making a tough call, who do you turn to for advice? Often, the wisest move isn't just to trust your gut but to seek counsel from "believable others." These are people with proven expertise who challenge and refine your thoughts. However, the ego can be a sneaky thing. It might whisper, "I already know enough about this." The result? Tunnel vision. By proactively seeking credible perspectives, you can uncover blind spots in your thinking and balance emotional bias with logical insights. Make it a habit to identify at least 3 believable others in areas where you want to improve. Ask them for feedback or guidance regularly. Their input could reveal a side of the equation you hadn’t even considered. Who are your trusted “believable others”? Make this week great for you and your team!

Seeking Believable Others The best decisions are informed by credible perspectives. When you're making a tough call, who do you turn to for advice? Often, the wisest move isn't just to trust your gut but to seek counsel from "believable others." These are people with proven expertise who challenge and refine your thoughts. However, the ego can be a sneaky thing. It might whisper, "I already know enough about this." The result? Tunnel vision. By proactively seeking credible perspectives, you can uncover blind spots in your thinking and balance emotional bias with logical insights. Make it a habit to identify at least 3 believable others in areas where you want to improve. Ask them for feedback or guidance regularly. Their input could reveal a side of the equation you hadn’t even considered. Who are your trusted “believable others”? Make this week great for you and your team!

The Power of Radical Open-Mindedness To grow, we must be prepared to challenge our own beliefs. Making decisions is easy when everything aligns with what we already think. But here’s the challenge: how often do you allow your beliefs to be challenged? Radical open-mindedness means stepping out of your comfort zone to consider ideas that might initially feel uncomfortable. The truth is, our emotions often create roadblocks that block valuable learning opportunities. By defensive reasoning or simply tuning out opposing viewpoints, we may miss perspectives that could transform our thinking and improve our decisions. Try this practice today. When faced with a differing opinion, ask yourself, “What would it mean if this person were right?” You might still disagree, but the act of considering their view will expand your understanding and encourage better outcomes. Who has changed your thinking by offering a perspective you didn’t expect? Make this week great for you and your team!

The Happiness Myth Does pursuing universal happiness at work lead to unrealistic expectations? Workplaces often strive for environments where everyone is always satisfied, but this perfectionism can limit progress. When issues are swept under the rug to maintain happiness, growth opportunities get lost. Discontent, when channeled correctly, can be the starting point for breakthroughs. As Bob Sutton says, achieving great things isn’t about keeping everyone 100% content. An ideal balance is when 90% of your team is happy while 10% push against the grain, challenging norms and advocating for improvement. What do you think is the ideal workplace culture? Make this week great for you and your team!

Navigating the Discomfort Zone How can leaders create an environment where it’s safe to speak up? Fostering open dialogue and encouraging differing perspectives are essential traits of great leaders. But the discomfort that comes with dissent requires intentional management. It’s not just about letting people disagree; it’s about creating a culture where constructive feedback is both welcomed and valued. Bob Sutton’s perspective reinforces this need. By allowing for that “10% discontent,” leaders can keep their organizations dynamic and innovative. It’s within this discomfort zone that meaningful change begins. Actively seek dissenting opinions in meetings or decision-making processes, and thank those who raise alternative points of view. What are your go-to strategies for creating a culture where dissent leads to progress? Make this week great for you and your team!

The Power of Constructive Dissatisfaction Is dissatisfaction the secret ingredient to innovation? History shows us that some of the most groundbreaking innovations were born out of dissatisfaction with the status quo. Those willing to ask tough questions, challenge complacency, and push for change often lead the charge toward progress. According to Bob Sutton of Stanford University, having 10% of your organization feel dissatisfied is not a problem to fix, but a dynamic to leverage. That constructive discontent can fuel discussions, highlight overlooked issues, and, ultimately, unlock greater innovations. Can you share a time when dissatisfaction drove positive change in your organization? Make this week great for you and your team!

The Innovator's Dilemma Can trying to please everyone block the path to meaningful change? It’s not uncommon for organizations to prioritize harmony in hopes of avoiding conflict. But avoiding friction may come at a cost. When everyone focuses on maintaining consensus, critical issues can remain buried, unaddressed. True innovation often stems from confronting uncomfortable truths and navigating differences of opinion. Bob Sutton suggests that dissatisfaction among 10% of a workplace is not a sign of dysfunction, but health and opportunity. It’s this space of discontent that pushes teams to look deeper, think creatively, and move forward in ways that matter. How do you balance harmony and progress in your team? Make this week great for you and your team!

The Paradox of Harmony Is workplace harmony always a good thing? While it’s tempting to aim for an environment where everyone always agrees, the absence of conflict can sometimes stifle innovation. When businesses focus too much on ensuring happiness for all, they risk ignoring the value that challenging ideas and questioning the norm can bring. Growth emerges from friction, from the discomfort of exploring better solutions. Stanford’s Bob Sutton highlights this paradox with a fascinating insight: if 90% of your team is satisfied and 10% isn’t, your organization is likely in a healthy zone. That small fraction of constructive dissatisfaction creates opportunities to address blind spots, challenge inefficiencies, and inspire innovation. Are you encouraging enough healthy debate in your workplace? Make this week great for you and your team!