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Interpersonal Friction:

Disagree Better

WHEN TO USE 

Use for a real, navigable disagreement you’ve been avoiding or have already handled poorly once.

WHAT TO DO

Before the conversation, name your assumptions about what the other person thinks or feels, and how certain you really are. In the conversation, run the loop in order: listen, paraphrase what you heard in your own words, ask “Did I get that right?” and invite more (“Tell me more about that”) at least once before you share your own view. Debrief afterward on what you learned and where you felt the pull to defend yourself instead.

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Name the Weather

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Shows why broad labels like “stressed” and “fine” can limit self-awareness, and what changes when you name what you’re actually feeling.
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See the Real Work

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Helps you notice the strengths people use beyond their formal responsibilities, especially the quiet ones that are easy to overlook.
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Empathy That Doesn’t Burn You Out

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Reframes empathy as understanding someone’s experience without absorbing it, so you can stay present without taking on their emotional weight.
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Build the Pool

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Creates a clearer boundary between work and life so unfinished tasks and unresolved conversations are easier to leave at work.
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Vocab Rehab

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Reveals how extreme language can amplify stress and how more accurate self-talk can change your response.
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Rush to Curiosity, Not Advice

  • Hacks
Tests how curious you really are about the people you work with, especially when familiarity and efficiency make it easy to assume you already know.
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Train Your Nervous System

  • Hacks
Shows how a few intentional breaths can help your body reset, creating enough space to think more clearly in high-pressure moments.
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One Rep Counts

  • Hacks
Turns an intimidating first step into something small enough to start, proving that progress doesn’t have to be impressive to count.
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Protect What AI Can’t Replace

  • Hard Things
Examines which human capabilities may weaken as AI makes work faster and more automated.
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The Slow Yes Rule

  • Hard Things
Challenges the pressure to make fast hiring decisions and creates space to assess evidence before extending an offer.
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