Mindfulness Archives - EQuest Asia

Improving Accountability at Work

To be accountable means an obligation or willingness to accept responsibility or to account for one’s actions. In an ideal setting, employees are accountable to their colleagues and the organization. But, we live in a world where accountability means differently to each person. How many times have you witnessed the blame game or employees not owning up to their mistakes? Perhaps, quite a few or more if you’ve worked for many years. Often, responsibility is used in place of accountability, but these two are different. The latter refers to what occurs after something has happened. For instance, an employee is responsible for fixing a piece of equipment. After repairs, that same employee is held accountable if the machine’s performance is subpar or fails. Usually, only one person is accountable for what happens after completing a task. This could be any employee, including supervisors, managers and the CEO. If you are a leader, you know you must ensure things get done right. In the end, you’re always answerable for any negative consequence. But accountability has a good side too. Improved performance, better teamwork, increased morale and creativity are benefits when employees become more accountable. So, here’s how you achieve these with the following steps. 1. Communicate effectively If you’ve been reading our blogs, you’ll always find communication is part of the solution. Your colleagues perform well if you communicate your expectations or desired results. Also, don’t forget to express your belief in their abilities. When you do, you empower your colleagues. Remember that people work better when their leaders trust them enough to do the job. 2. Set the example You put a plan into action and along the way, things go wrong. Own up and avoid using external factors as excuses. Likewise, when somebody else is being held accountable for your actions, don’t wait for others to clear things up. Just say you’re responsible. 3. Get feedback Ask for regular updates on the status of ongoing tasks or projects. Sometimes, you might need to catch up on important details or unforeseen developments. This is an opportunity for your colleagues to ask questions or express doubts. They may not be as confident as you are on expected outcomes. Also, they might have concerns with you they’re hesitant to bring up. Lastly, when you’re accountable, you’ll be praised when successful. When this happens, recognize the efforts of those working with you.

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The Power of Perception: Why People with High EQ Excel at Reading Nonverbal Communication

Awareness, Emotional Intelligence, Mindfulness / Mylan Holland / Self-Awareness

Time to read: 1-2 minutes. Keywords: Mindfulness, self-awareness, emotional intelligence, cultural intelligence Summary: Discover how emotional intelligence unlocks the power of perception, enabling people to read and decode nonverbal cues with ease. Author: Mylan Holland In today’s world, communication is more than just words. Nonverbal cues, such as facial expressions, gestures, and eye movements, make up 65% of our communication. Emotional intelligence (EQ) plays a vital role in reading and understanding these cues. Emotionally intelligent people are self-aware and practice empathy, allowing them to quickly perceive nonverbal cues. Paulo Coelho wrote, “The eyes are the mirror of the soul.” The eyes are a powerful indicator of emotions. For instance, genuine smiles cause crow’s feet and result in eye contact. Conversely, shifty eyes may indicate deceit. A blank stare could mean the person doesn’t understand or has lost interest in what you’re saying. Eye-rolling is a reaction to a disagreeable word or action. Glare or pain can cause a squint or narrowing of the eyes. So, don’t immediately assume a person you’re conversing with is expressing anger or contempt. Proximity is another nonverbal cue that emotionally intelligent people pick up on. Personal space varies from person to person, and it’s essential to be sensitive to your audience’s space. According to this article, it’s between 1.5 to 4 feet. It would be wise if you are always sensitive to your audiences’ space. Your message is lost if they’re uncomfortable when you’re too near them. On the other hand, it’s apparent that people are comfortable when they sit or stand close to you. They become more engaged and receptive to your message. Folding arms across the body or turning away can indicate defensiveness, whereas open arms and legs are welcoming. A high EQ is necessary to understand nonverbal cues and the emotions behind them. Its why emotionally intelligent people communicate well and build strong relationships. By practicing mindfulness, self-awareness, emotional intelligence, and cultural intelligence, you can improve your ability to read nonverbal cues and connect with others.

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Consider Jobs that Focus on People

Awareness, Happiness at Work, Mindfulness, Wellbeing, Workplace Culture / My Holland / Jobs that Focus on People

If you told someone you were the head of culture of your company, you would get a confused look. The same can be said of job titles like Manager of Well-Being (Delta Airlines) and Director of Flexible Work (Microsoft). The modern workplace has evolved into something that would be unrecognizable decades ago. New priorities required dedicated persons to perform specific tasks. This has led to the creation of jobs and titles unheard of before. Companies didn’t create new job titles only because of current needs. Often, these developments resulted from the recognition that well-being, culture, flexible work, happiness and many others have become more significant in organizations. There will be more hiring for positions that focus on the above. Titles will vary, but the functions will be similar. Here are a few that might interest you. This person is in charge of an organization’s culture. Companies created this position to ensure employees are on the same page with a company’s culture. Employees and not just brands should reflect a company’s vision, mission and goals. Often though, the culture and brands are the same. There was a time when organizations were only concerned with their employee’s physical health and safety. But, buying health insurance or the occasional “drinks on the house” no longer suffices if a company wants to show it cares for its employees. Now, companies focus on everyone’s overall well-being at the workplace. So, aside from Delta Airlines, Rakuten and Unilever have added well-being officers to their ranks. It’s not made up or imaginary. A 2015 University of Warwick found that happier employees are 12% more productive. Usually, the HR Manager is responsible for employee happiness. But in the case of Google, the HR Director and CHO are two different persons. Currently, you’ll find CHOs in large companies. For SMEs, a separate position may not be needed, but looking after the overall happiness of employees is still necessary. Hybrid working arrangements are still trending today. The benefits are undeniable, like paying less rent for smaller office spaces. With an increased number of remote employees, there’s a need for a dedicated person in charge of hybrid work. Setting up procedures, providing guidelines and ensuring open lines of communication are some of the flexible work manager’s responsibilities. So, if you’re applying for a job, try incorporating any of the above functions. It will set you apart from other candidates.

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Be the Conscience your Organization Needs

Awareness, Mindfulness, Workplace Culture / My Holland / Conscience in the Workplace

Most businesses are only concerned with the bottom line. It’s especially tough when CEOs have to answer to investors. Many would call corporations greedy and evil. However, greed isn’t the monopoly of large companies. It also exists in SMEs. You’ve encountered businesses that cut corners, misrepresent and make wild claims or vague promises. All of these are meant to cut costs and increase profits. Yet you might be surprised to learn that many big corporations develop a conscience. And sometimes, it only takes one person to make that change happen. Dr. Tadataka Yamada When Dr. Yamada was hired to become the head of Glaxo SmithKline’s R&D, he learned that his company was part of a lawsuit against South Africa’s access to HIV drugs. Dr. Yamada thought that as a pharmaceutical company, GSK had the moral responsibility to cure disease and not prevent people from accessing life-saving drugs. Unlike other employees who shared his belief but chose to be silent, Dr. Yamada voiced his thoughts to the company’s board members. Without going into case details, he convinced GSK to drop its lawsuit and lower its drug prices for HIV. Dr. Yamada might have outside help in changing the actions of a giant corporation. But he proved that one person can still make a difference. Conscience in the Workplace Traditionally, a company doesn’t have a conscience. It has no obligations except those stated by law. For example, a business can increase prices when manufacturing costs go up. Exceptions occur when for instance, a government sets ceilings, especially for essential items like food. When greed is the force behind price increases, no law can stop it. But, when this leads to acts like false advertising, it can become a criminal offense. Your sense of right and wrong matter If you’re part of a business, you know that you should provide excellent products or services to get ahead. Imagine you’re a supervisor at an auto-repair shop. A few mechanics take advantage of unsuspecting owners to charge more for repairs. Will you keep silent or end such dishonesty? The second should always be your option. Sure, offending employees might be angry with you.But, when you tolerate dishonesty, you only encourage more of the same. Honesty and integrity always pay off in the long run. Speak out when you don’t agree with an act or practice in the office. Making decisions by choosing what’s right is always good for any organization.

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If You Want to Build Trust, Take the First Step

Leadership, Mindfulness / My Holland / Trust

According to a 2019 Gallup article, only 1 in 3 employees fully trust their leaders. The rest somewhat do or have low regard for their managers. It might be different with your organization. You could say that the majority have confidence in your management. But companies and people evolve. Also, some leave to retire or find other opportunities. New hires usually replace these employees. As a leader, you must repeat the process of building and increasing trust because of these changes. Here’s how you could go about it. » Change Your Mindset You meet new people often and judge them, consciously or unconsciously. You are polite and cordial, but you will admit you don’t trust them enough. Most people adhere to the belief that trust is earned and not given. But keep in mind a new employee goes through a selection process. You might have interviewed that candidate and have had a hand in hiring. Your organization hired the best person for that position. You and your HR department most probably made the right choice. Thus, isn’t it better to be more trusting of that new employee? As people grow older, they become more cautious of others. Of course, one should not trust a stranger in a dark alley. But the workplace is different as employees aren’t strangers. Leaders should continue showing confidence in them unless they have behaved negatively. » Trust even when Unsure How often have you wondered if a new hire can handle something difficult? After weighing the pros and cons, you realize there’s only one way to find out – assign that task to that person. This situation can be difficult for many as nobody can foresee future results. But, as a leader, you must take risks and break the mold. Show confidence in capable though untested people. Remain consistent and often, you’ll realize that your trust isn’t unfounded. » There’s no Middle Ground In many organizations, leaders have a wait-and-see attitude. Employees must prove their worth before they’re given more responsibilities or information. It’s different where a culture of trust exists. Managers have no qualms about delegating tasks and are confident employees will make the right decisions. Leaders share information with everyone, so there’s no room for rumors. It’s no surprise these organizations perform better than others. Keep in mind that it starts from the top and as a leader, this means giving instead of withholding trust. Take the first step and show your employees they are trustworthy.

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Mindfulness

Improving Accountability at Work

The Power of Perception: Why People with High EQ Excel at Reading Nonverbal Communication

Consider Jobs that Focus on People

Be the Conscience your Organization Needs

If You Want to Build Trust, Take the First Step

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