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Curiosity separates people from the herd. It is what drives creativity, motivation, discovery, excitement, learning and much more.

Curious people have energy and purpose that others often lack, and they tend to be courageous and not generally satisfied with things as they are, whether it is big things like education or the political system, or smaller things like taking a different route to work or how to make an appetising sandwich.

Curiosity is a real talent. It is a frame of mind and an attitude towards life that even contributes to the length of life.

By the way, curiosity didn’t kill any cats, well, not many anyway. That line was probably peddled by people who wanted to keep the masses in line. Education continues in the same vein. It feeds students a diet called ‘learning’ and discourages curiosity by rigidly following an approved curriculum. It discourages children’s natural curiosity and rewards sameness and convention.

Genuine interest is what made some cultures great and the same goes for individuals, and life in general. We should encourage curiosity because it produces innovation, inspiration and colour. Without it life is grey.

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Time to Blame Your Inner Critic?

Self-criticism

Be careful who you listen to.

Self-blame is an ugly habit that can wear you down. When an inner critic gets out of hand its time to call it out, just as you would with any voice raised against you.

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Had An Argument? Do It Right.

Arguments are generally seen as destructive, though some people say the they ‘clear the air’.

Whatever your view, disputes are unavoidable so learning to argue effectively can mean a lot of heartache can be avoided.

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Conflict: Agenda for Managers

Conflict at work

When a dispute between employees becomes visible it usually falls to a manager to intervene but few are confident in doing this so they’ll often ignore the conflict in the hope that it’ll go away, downplay the seriousness of the disagreement, or approach it ineffectively.
Research by OPP charts the costs and benefits of conflict, and a guide from CIPD identifies the behaviours that will help managers recognise and proactively manage disputes at work.

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