Making a Lasting Impression: Unique Ice Breaker Questions
There’s a common misconception that making a lasting impression requires talking a lot. However, asking meaningful questions encourages others to open up and share their stories. This can have a far greater impact than what we say about ourselves. Check out our video on “Making a Lasting Impression: Unique Ice Breaker Questions.”
Our favorite icebreaker questions fall into three categories: past, present, and future. These categories help us explore who people were, who they are, and who they aspire to be.
Past Questions:
What family traditions did you have growing up?
How would your school friends describe you?
Who were your early heroes?
What experiences influenced your views on success and respect?
Present Questions:
How would your friends and family describe you today?
Who is your best friend right now?
What’s a perfect day like for you?
What does success look and feel like to you?
Future Questions:
When you pass, how would you like your friends and family to describe you?
If money were no object, what would you do with your life?
What are your favorite icebreakers? We hope you find this video useful. If you do, please click like and share it with others.
Gossip can undermine a workplace leading to toxic environments, lower morale, and decreased productivity. At CuriosityBased, we maintain a zero-tolerance policy for gossip. Here are five proven strategies strategies to stop gossip at work:
1. Don’t Participate
If you catch someone gossiping, set a clear boundary by saying something like, “I don’t feel comfortable discussing that person when they’re not here.” This response discourages further gossip and reinforces a respectful atmosphere.
2. Verify the Information
Encourage open communication by asking the gossiping individual if they’ve checked with the person they’re talking about. You might suggest, “Let’s go talk to them to see if it’s true,” or simply ask, “Did you talk to the person directly?” This promotes accountability and helps prevent misunderstandings.
3. Acknowledge Rumors Publicly
Gossip often thrives in private conversations. By acknowledging rumors in a public setting, you can diminish their power. For example, stating, “We’re aware of these rumors and are looking into them,” lets everyone know that gossip won’t be ignored.
4. Encourage Collective Responsibility
Bring the issue of gossip up in group settings to foster a sense of shared responsibility. For instance, you might say, “What are we going to do about this?” This encourages the team to recognize the need for collective action and helps build a supportive environment.
5. Expose the Gossip
While it can be challenging, exposing gossip in a group setting can be very effective. For example, during a facilitated feedback session, if someone is called out for gossiping, it allows everyone, including the gossiping individual, to acknowledge the behavior. This clarity reinforces that gossip will not be tolerated.
Using these strategies can help prevent gossip from turning into a toxic work culture. We hope you find these tips helpful! If you do, please click like and share this post.
4 Leadership Lessons from Family-Owned Businesses: Insights from Dr. Julie Pham
We often seek business advice from CEOs of large companies, assuming that their revenue and employee numbers add credibility. However, there are valuable leadership lessons from family-owned businesses. These businesses often boast decades of experience, high employee retention, and loyal customers, providing a wealth of insights.
In this video, Dr. Julie Pham shares four leadership lessons she learned from running her family’s Vietnamese language newspaper. These principles have shaped her approach at CuriosityBased, and they can work for any organization, large or small.
1. Prioritize the Collective Over the Individual
In family-owned businesses, owners often make sacrifices for the team, especially during tough times. Unlike large company CEOs, who might avoid salary cuts during layoffs, family business owners ensure the team’s well-being, sometimes at their own expense. Dr. Julie witnessed her parents forgo their salaries to make payroll. Reflect on whether you’d be willing to make similar sacrifices. How would you feel working in a place where the collective is prioritized over the individual?
2. Do Work You Love
Many family business founders blend their passions with their work, often making it a natural part of their daily lives. Dr. Julie frequently discussed community service with her parents over meals. Ask yourself if you’re doing work you love—work that doesn’t feel like a chore, but something you’re passionate about.
3. Give and Expect Loyalty
Loyalty is foundational in family-owned businesses. It fosters trust, stability, and safety within the organization. Supporting each other through challenges and helping underperformers improve is crucial. Loyalty doesn’t mean neglecting performance standards but creating a supportive environment for growth. Do you prioritize giving and receiving loyalty in your workplace?
4. Take Pride in Your Work
Family-owned businesses take immense pride in their work, often seeing it as a part of their identity. It’s concerning when people hesitate to discuss their work outside their field. Consider whether you’re doing work you’re proud of, work you’d happily share with others.
These leadership lessons are not strict rules but guiding principles that can help you foster a strong company culture. If you found this post helpful, please like and share it.
