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Adele Should Be Everyone’s Best Friend and Role Model!

Adele Should Be Everyone’s Best Friend and Role Model!

Adele is by far one of the most iconic singers/songwriters of our generation, and in characteristic Adele-style, her new hit single ‘Hello’ has skyrocketed to the top of every chart imaginable. Her incredible success and personal drive is an inspiration to many the world around – but what is it that makes Adele so special? We’ve put together some of our top reasons as to why she’s so incredible.

She Makes the Most of Her Talent

Adele is unequivocally talented. There are just simply no two ways to say this. Her songwriting and singing abilities are phenomenal, and she continues to blow us all away with her ability to connect with the raw emotion of the human condition.

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She Always Stays Humble

While Adele is undeniably talented, she’s also incredibly humble about her accomplishments. It takes a big person to be willing to humble themselves – especially as their fame continues to snowball and grow at the rate Adele is experiencing.

She Does Follow Anyone’s Marketing Plan

How on earth is ‘Hello’ so instantaneously famous? Literally overnight, Adele has managed to skyrocket a song and accompanying music video in an industry that’s ridiculously saturated to begin with. How — you may ask? The answer is simple. Despite her age, she’s actually a certifiable marketing genius. By creating the appearance of scarcity in her music, she’s encouraged her fans to naturally love her music – much like some of the best artists, performers and comedians have been doing for years (Jimmy Fallon comes to mind!)

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She Taps Into People’s Hearts

Without a doubt, Adele’s music appeals to a very human part of our being. Aside from just having catchy lyrics or singing about her personal life, Adele has also managed to imbue her music with the raw emotion that she undoubtedly feels.  Her songs feel authentic and honest, and that makes us each want to connect with her on a deeper level!

She Has Her Own Glamour

She’s indredibly glamorous. Just look at her! No matter what she is wearing, she seems to crush it every time, all while maintaining the characteristic poise and charm that she’s known for around the world.

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She Never Let’s Her Age Show

Adele is only 27 years old! Not only is her success even more unparalleled because of her youth, we can all be excited in the fact that we will be able to continue listening to her music for years and years to come! Her youth, combined with her lack of a typical ‘celebrity’ party lifestyle means that she is unlikely to die of unnatural causes – people appreciate her wholesomeness.

She Stays Down to Earth

Adele is real – she’s not an out-of-touch, unrealistic supermodel or a silver-spoon born baby with a chip on her shoulder, she represents reality, and that makes her relatable. People can project their hopes and goals onto her, because if someone so normal and down-to-earth can succeed – anyone can!

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She’s Out of the Ordinary

While Adele is perfectly normal and relatable, she’s also a cut above the rest – as far as artists are concerned. While so many other popular music creators are fixated on the superficial things (we’re all looking at you Miley Cyrus), Adele focuses on what matters – which is her music,

She’s Passionate

Above and beyond all, Adele is incredibly passionate about the music she produces, the fan relationships she forms, and the purity of her passion bleeds through into her every action, interaction, goal and choice. People respond well to passion, and it’s something that should be considered by anyone reading this – if you have the opportunity to, you should engage your business or career with the same passion that Adele has. Pour your heart and soul into whatever it is that you enjoy doing, and people will respond.

Featured photo credit: @HayeurJF via flickr.com

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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