Michael Levitt

Typically, in most cases, those are some happy memories. Those are some happy thoughts. And then we flush out, okay, what changed? From your perspective, what changed? What was going on? And through that conversation can flush out some of the causes

Typically, in most cases, those are some happy memories. Those are some happy thoughts. And then we flush out, okay, what changed? From your perspective, what changed? What was going on? And through that conversation can flush out some of the causes

could be external maybe there was a new manager and that manager was not easy to work with or wasn't clearly communicating or who knows there could be all kinds of different things or could be internal you might have been going through something else during that time maybe

could be external maybe there was a new manager and that manager was not easy to work with or wasn't clearly communicating or who knows there could be all kinds of different things or could be internal you might have been going through something else during that time maybe

uh relationship challenges a loss of a loved one or a pet which is a loved one too so i i don't need to separate those but both are traumatic for people and there's all kinds of other things that could be going on it might be the economy it might be upset your team hasn't won in a while or they traded away your favorite player is i don't want to say simple or silly because it's not some people are very passionate about a lot of things in life

uh relationship challenges a loss of a loved one or a pet which is a loved one too so i i don't need to separate those but both are traumatic for people and there's all kinds of other things that could be going on it might be the economy it might be upset your team hasn't won in a while or they traded away your favorite player is i don't want to say simple or silly because it's not some people are very passionate about a lot of things in life

It's just getting to the bottom of, okay, where are some of the ingredients that are adding to this? It's okay. Then from there we can see, are there opportunities to maybe look at things differently or change your perspective on a particular matter to identify that jerk manager that left from the organization because people leave their managers. They don't necessarily leave their companies.

It's just getting to the bottom of, okay, where are some of the ingredients that are adding to this? It's okay. Then from there we can see, are there opportunities to maybe look at things differently or change your perspective on a particular matter to identify that jerk manager that left from the organization because people leave their managers. They don't necessarily leave their companies.

They leave their managers. Putting yourself kind of in their shoes. What do you think their motivation is? It'll go from, oh, they're just evil and mean. It's like, do you think they may have some self-confidence issues? Do you think they don't feel prepared as a manager? So they are defaulting to being this...

They leave their managers. Putting yourself kind of in their shoes. What do you think their motivation is? It'll go from, oh, they're just evil and mean. It's like, do you think they may have some self-confidence issues? Do you think they don't feel prepared as a manager? So they are defaulting to being this...

quote-unquote bossy person to do these things to try to cover up for their own self inadequacies if you thought about that what is if you if you dig back deep enough or peel back enough layers you can actually see that in people now it takes time it takes practice it also helps you study mental health and you get a better understanding of why people do what they do

quote-unquote bossy person to do these things to try to cover up for their own self inadequacies if you thought about that what is if you if you dig back deep enough or peel back enough layers you can actually see that in people now it takes time it takes practice it also helps you study mental health and you get a better understanding of why people do what they do

which is great, but then also frustrating because then all of a sudden you start, and this is just me personally speaking, you get frustrated because you're like, I know what their motivation was in that, or I know why they're doing this. And you want to tell them that, but it could, it would come off completely wrong sometimes if you do. So it's

which is great, but then also frustrating because then all of a sudden you start, and this is just me personally speaking, you get frustrated because you're like, I know what their motivation was in that, or I know why they're doing this. And you want to tell them that, but it could, it would come off completely wrong sometimes if you do. So it's

It's like knowing the end of the story of a movie and you're watching it with your good friend who hasn't seen the movie yet. And you want to say, oh, yeah, this person does. And you just have to keep your mouth shut. It's that kind of frustration sometimes. But it's one of those things where you got to meet people where they are. and work with them from there.

It's like knowing the end of the story of a movie and you're watching it with your good friend who hasn't seen the movie yet. And you want to say, oh, yeah, this person does. And you just have to keep your mouth shut. It's that kind of frustration sometimes. But it's one of those things where you got to meet people where they are. and work with them from there.

A lot of new therapists and consultants, they'll say, okay, page one of the consulting book. And no, you don't do that. You got to figure out where people are and then you go to that particular page. Get that low-lying crew, get them some confidence for themselves, and then you'll see how much more they want to work.

A lot of new therapists and consultants, they'll say, okay, page one of the consulting book. And no, you don't do that. You got to figure out where people are and then you go to that particular page. Get that low-lying crew, get them some confidence for themselves, and then you'll see how much more they want to work.

Because otherwise, if you start at page one, they might be at page 30, and you're going to lose them before you get to page 30 because they're going to be bored. So you got to meet people where they are when it comes to burnout, and then start from there.

Because otherwise, if you start at page one, they might be at page 30, and you're going to lose them before you get to page 30 because they're going to be bored. So you got to meet people where they are when it comes to burnout, and then start from there.