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Advice is not given; it is received. The first step to consider is if the person is open for a conversation, and if the time is right. Learning doesn't happen when you want it; it happens when they are ready for it. Be thoughtful and respectful to the other person's state of mind, and approach it with empathy. The second thing to consider is how to approach the topic. Unless you have a strong emotional bond with the person where you can be very direct (e.g., family member, close friend), or you are an authority in the field you're giving advice (e.g., teacher, senior colleague), what you're giving is not advice - it's just your opinion. Spewing up your opinions on why someone should change to conform to what you think is right is unlikely to stick, unless it helps the person to look at the matter from a different perspective. One way of doing it is to approach things with curiosity, helping the person to question their beliefs, and asking powerful questions that helps the person to reflect and look from different angles. Growth comes from within, so it's not about you giving the idea or problem-solving it for them, but helping the person to find answers for themselves. Yes, it takes time, but you have a much higher chance of helping them grow than just vomiting unsolicited advice. You can find tons of resources around coaching, and it applies in any situation where it involves growth and development, either in the work environment [1][2], at home, parenting kids, etc. But hey, what do I know. This is all my opinion, not advice :) [1] https://hbr.org/2019/11/the-leader-as-coach [2] https://hbr.org/2018/08/most-managers-dont-know-how-to-coach... |