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Leo: The way it’s defined in neuroscience terms is our natural, unconscious coping mechanisms to deal with deregulated states. But most people then auto-regulate. And at some point, some people are genuinely nocturnal and - fair play, but most people are not actually nocturnal. Now most people don’t have a way to resolve that. You know, if you get carried away and you might say, “I also had such a hard day at work” and your day was so hard, now we’re not co-regulating. And we call it - when really if you looked closely, we could trace it back - that it’s all these individual episodes of moments that haven’t been processed. CATE: Totally. We have all these negative connotations about feedback, but feedback is really just your own being-in-the-world and being-at-work, for example, being reflected back to you. When you talk about distributed work, that’s great, there’s all these things that we can do. But then for the high performers, the things that they struggle with, is that they have found a way to succeed in the system as it is, and so any change seems unnecessary to them because really, the problem is that other people haven’t figured it out the way they have.
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I would recommend that, if you can, to find a therapist or find a coach or find a mentor in your company that you can have regular conversations. But over time for me personally what started to creep in a little more was this sense of loneliness, this sense that I feel not as connected. That captures my aspiration for a great engineering culture because one, it suggests that everybody is additive and two, it suggests that everybody is allowed to be unique. When I’m writing feedback for somebody, the question that I will ask them when I give it to them is, “Did you feel seen when you read this, did you feel like I see everything that you’re doing that’s great and everything that you’re capable of, and how you can do better? So people give you feedback and what you give them back is context. But in a distributed context it feels different. Hearing them out has always been really important and some people will never come around, and some people just need to feel like they’re heard, and to get some of the context that they http://www.thejamesinc.com/znyzmludfm1 may be missing, and to have a reason to hope. You can also deduct the amount of your losses, but the losses can't exceed the net of your gross winnings minus expenses. In this episode, I learn about the loneliness spiral, what can happen if you don’t exercise your social engagement circuits through regular social contact, and Leo shares a few tools that we can use to care better for ourselves and the people we work with. And then traveling outside your comfort zone.
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Second thing, broadening your perspective, being more open to possibilities outside your worldview. MATT: How much of this is specific to being distributed? It creates conflict, it means you don’t really learn what’s happening, and it shuts the conversation down or it makes the conversation about your feelings rather than what this person is trying to tell you. Tell us about this Buddhist monastery. ” But they might be afraid to tell me what they were experiencing. And if you are collocated, then you might say, “Oh no, my team is very coherent, we have lunch together everyday, and we do stand-up together every morning, and every so often we do some group activity together. Matt: It’s hard to listen. When someone is having a hard time, what is important to them is to understand, for their nervous system to understand that what they are feeling is okay.
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