The 6 Emotional Intelligence (EI) leadership styles According to Daniel Goleman, Richard Boyatzis, and Annie McKee (Primal Leadership) there are 6 different leadership styles we need to be aware of. The book shares the premise that it is not IQ or skills that make a truly great leader but a high level of emotional intelligence. The 6 leadership approaches comprise of four resonant (visionary, coaching, affiliative, democratic) …
Emotional intelligence Archive
Emotional Intelligence (EI) is our ability to become aware of and manage our emotions, as well as those of others.
As the rate of change and pressures increase in the workplace those with above average emotional intelligence competencies people will become more valuable than ever.
No two interviews are exactly the same, but as a general guide these interview tips will help with the types of questions that could come up in a typical interview.
Emotional intelligence requires humanity (empathy and character) to avoid moving to the dark side
Should we use Emotional Intelligence when dealing with people who are less mature, or demonstrate little EQ? EI is about more than being nice, it is a real world success and leadership skill.
Is human connection suffering? We live in the most connected age ever, yet we are often more isolated than ever.
Trust is the key reason empathy is such a critical leadership skill. When trust is lacking in your team, you are not a leader; you are just a manager.
Developing empathy is a journey of shirting attitudes and developing habits, not a single step.
Empathy is an understanding of what another feels born out of our own experiences and sorrows. It is about connecting to our humanity, and acknowledging another’s experience of the world may be different to our own current experience.
Mindfulness is a paradox; it is both the easiest and the hardest thing to do. Mindfulness is ultimately most effective as a sensory experience of life.
Mindfulness is mental focus technique that enables us to stay focussed on what we are doing, as we are doing it and helps us develop happiness at work.
The ability to build and maintain trust in the workplace starts at the top, and then must be encouraged and developed through the rest of the organisation.
Taking back our personal power requires us to take control of our thoughts so that we don't give more energy and attention to areas of our lives that don't deserve it.
We are witnessing a trend towards people running businesses in a new way, putting other people and the planet alongside profit. Becoming 100 percent human at work is making business more sustainable, helping retain talent and crating loyal customers.
Organisations are moving beyond "profit at all costs" and utilising the power of a Value-Based Corporate Social Responsibility (CSR) program to transform their culture and make their business sustainable. Successful organisations are moving towards being the catalyst for “a better way to do business for the well-being of people and the planet.”
Values based leadership positively impacts the triple bottom line- people, planet, profits
Research shows that diverse teams are more innovative than groups that are more similar. Diverse teams are more effective in the key areas of problem-solving, conflict resolution, and creativity.
Don’t wait for your manager or organisation to engage you – take ownership and start to improve your personal Employee Engagement levels now. Many things can influence whether or not we are fully engaged – changes in the organisation (particularly a change in/by a direct supervisor), our situation at home, the behaviour of our colleagues, challenging project changes and even world events. We can’t stay fully engaged without putting in a little …
In customer service we need to recognise the customer is a human being who deserves to be treated with dignity and respect, this does not mean they are always right. The idea of the customer is “always right” originated with Harry Selfridge, the founder of Selfridge’s department store in London, in 1909. The concept is often used by businesses to convince customers that they will …
Learn how this performance management x-factor will help your managers keep valuable talent, build an innovative high performance team and put the spark back in your organisation.
Becoming the architects of our culture is essential as it impacts and influences all or relationships. As work is where we tend to spend most of our waking life it makes sense to ensure it has a positive impact on us rather than a negative one.
The study of Psychology in business is not about telling business what to do but a reciprocal relationship which draws insights from those with experience of what works at work and shares new finding which can shape new behaviours and practices.
Building a great place to work is not the about providing the best extravagant perks, it is about satisfying our human emotional needs and developing working conditions that help us produce our best work.
Podcast on Emotional Intelligence and Employee Engagement
To create an innovation culture employees need to have a clear sense of what is expected of them, your long-term goals, and values. Your values should not only be promoted through your annual reports and beautiful artwork, but be manifest in how members of the organisation behave and spend their time.
Effective and Emotionally Intelligent performance management drives behaviours that increase engagement, embed these behaviours in the organisation's culture all in alignment with the organisation's strategic goals.
Do you feel like people sometimes don’t listen to you at work? We’re all guilty of not listening at one point or another in our lives. We tune others out while we’re busy, concentrating on a task or when we are reading. Though we try hard to multi-task between tasks we are not always able to listen to someone who’s trying to talk to …
Gallup has identified a strong statistically significant link between levels of employee engagement, leadership effectiveness, and organisational success. The quality of the relationship with an employee’s immediate manager was found to still be the most powerful determining factor of employee engagement.
Engagement, similar to discretionary behaviour, is brought to the table by employees, not something done to them. A key driver of employee engagement is the employee's sense of feeling valued and involved.
Organisations can optimise their business results when their employees are fully engaged, have the opportunity to be more creative, and their interests are aligned with business outcomes. As employers we need to strive to build an environment in which employees feel they can exercise their voice and that their contributions matter.
Research suggests that workplaces with a solid organisational culture and positive work environment have a higher rate of employee satisfaction, Building Employee Engagement, productivity, employee retention as well as better financial results.
Learning to say no at work is an Emotional Intelligence essential We are often afraid of the consequences of saying “no” because we see compliance as part of our role, for example in family matters. Other times we may feel that non-compliance will come at too high a price, e.g. you may not get that promotion or worse, lose the account or even your job. …
The 5 core Emotional Intelligence Skills in business – The X-Factor for Employee Engagement and success Business is all about relationships. Emotional Intelligence skills help increase Engagement (internal relationships) and build better customer relationships (external relationships). Perceiving – This is our ability to be aware of and understand our emotional state, as well as the emotional states of others. It is about being aware of emotional signals and being able to accurately identify …
When we talk on the phone while checking email or talk on our cell phones while driving, we are unable to give either task sufficient energy or focus and we are more likely to make mistakes.
For any task that takes attention to accomplish (e.g. learning to drive) we can only really concentrate on one task at a time.
Strategy communication tips: How do you share a strategy effectively within your organisation? These Effective strategy communication tips can help persuade employees of the importance and relevance of their company’s purpose (why we exist), and strategic goals (what we are going to do). These communication strategies will help you more effectively reach your employees, and gain buy-in that advances your strategy and improves your results. …
In today’s highly competitive economy, building a Great place to work is one of the greatest competitive strengths we can have.
Are you acknowledging and rewarding the right attitudes and behaviours to build an Emotionally Intelligent attitude? What gets measured and acknowledged in your organisation gets repeated.
Our ability to utilise the time we have is more important than having time alone. Understanding why we procrastinate, the dangers of multitasking and managing our attention and energy are essential parts of Brain Smart time management.
Consider your facts, feelings and identity before approaching a difficult conversation.
Performance conversations are often not handled well in many organisations. Most of us don't like to be told what to do and we sometimes do the opposite of what we are told, even when the information would be helpful. Learning to hear and act on feedback is a skill we all need to learn in order to keep growing and developing skills.
Happiness benefits: Does your organisation pay lip service to the idea that “people are our greatest asset” or do they do something about it? Unfortunately in practice in many organisations short-term money decisions often trump people decisions, no matter how much they pay lip service to the idea that people are their most important asset. Luckily positive psychology research is changing the conversations around employee …
The conversations about building purposeful work is rapidly evolving with the emergence of new research focused on happiness and meaningful work (positive psychology). Similar to technology, purpose has become a business imperative to keep up with fast paced change.
To improve our mental health and our ability to combat stress, it is important to surround ourselves with at least a few good friends and confidants. Social support helps reduce stress and build Employee Engagement in your team.
Numerous studies have shown the positive effects of laughter on our physical and mental health. Happiness comes from being in the moment while constantly striving for perfection practically guarantees that we’ll be unhappy.
The Leadership lessons from legos are that doing meaningful work is rewarding in itself, and we are more willing to do more work for less pay when we feel our work has some sort of purpose (even if it is minuscule).
Build an attitude of gratitude into your workplace. Experiments by psychologists Grant and Gino found that a simple “thank you” from a manager gave people a strong sense of both self-worth and self-efficacy.
Many think that success leads to happiness, but research shows our brains work the opposite way round. Here are seven tips to increase our levels of positivity.
We tend to judge others by their actions, and ourselves by our intent. Strive for balance, look for the intent behind other’s actions and ensure our actions are clear.
Cognitive-dissonance is only one of many biases that impact our relationships and colour our experience of life every day. We don’t like to believe that we could be wrong, so some of us may limit our intake of new information or avoid new ways of thinking that don’t fit in with our pre-existing beliefs. Psychologists call this the “confirmation bias.”
The Benjamin Franklin Effect shows we grow to like people for whom we do nice things building social support with others.
Groundbreaking research demonstrates that when it comes to social support at work the support you offer provides greater returns over time, than the support you get.
Social support has been shown to reduce the physical and mental consequences of stress, whether that support is from a trusted group or from a valued individual.
Our brains love personal and emotionally compelling stories; they engage more of our brains and therefore are easier to remember than a set of facts.
Using our attentional spotlight is energetically costly so we need to use it sparingly. The functions using the pre-frontal cortex of our brains require considerably more resources than we sometimes realise.
Committing our focus and energy to our most difficult tasks, helps us get to success a lot faster than we might imagine.
An amygdala hijack is when we have an immediate and overwhelming emotional response to an event. An amygdala hijack triggers a “fight-or-flight” response in our brains which takes over control from our logical rational faculties.
Research has found that willpower is a limited form of mental energy that runs out as we use it. Unfortunately these depleting events are all too common in our daily lives.
The best approach to the GROW model is to remember that as a peer coach we are not necessarily an expert in the other person’s challenges. The model requires us to act as a facilitator, helping the mentee/coachee reflect and select the best options for them.
Emotional Intelligence: A vital skill for leaders is to become more self-aware, and to be able to recognise their (and other’s) emotions as they happen. Effective leaders learn to perceive emotions as they come up in response to an action or situation.
Imagine coming to work each day and being surrounded by team members who truly want to do a great job in everything they do. We can’t motivate someone else, motivation comes from within, however we can inspire motivation and create an environment in which motivation thrives.
Research shows that external rewards (and punishment) can be effective for algorithmic tasks, but they can have a devastating impact on heuristic tasks. Intrinsic motivators involve engaging in a behaviour because it is personally rewarding and normally involve heuristic tasks.
Research shows that part of resilience is how you appraise the situation. Do you see the situation as a challenge or a threat?
Flow is the mental state of in which we perform an activity while fully immersed in a feeling of energised focus, full involvement, and enjoyment. Daniel Pink focuses on self-actualisation as the key to employee motivation. Maslow's hierarchy of needs suggests that motivation flows from the more demanding lower survival levels to the higher aspirational levels. Pink suggests self-actualisation be divided into driving motives of …
As emotional beings dealing with upset or disappointed customers can be challenging. Follow this step by step process to deal with difficult customers.
Relationship management is using your awareness of your own emotions and those of others to manage interactions successfully Relationship management involves clear communication and effective handling of conflict. It is the bond you build with others over time. You need to be able to see the benefit of connecting with many different people, even those you are not so fond of. Solid relationships are something that should …