Emotional Intelligence Archives - Trang 19 trên 26

Is Your Team Stressed Out? Tense? Burnt Out? Help Them Cope.

It’s hard enough confronting and managing your own stress. But, there’s no running away from it. When your team members are faced with feelings of burnout and disengagement … when they’re on the verge of giving up, as the team leader, you have got to help them. You have got to put them back strongly on their feet! Stress Is Not Uncommon Stress is one of today’s realities in the workplace. When the job gets to be too complex, intense and demanding … when a lot of us now work in 24 hours a day, 7 days a week environments, anxiety and stress almost inevitably will set in. The bad news is that this situation is not likely to change in the next five or ten years. The good news is that the team has got you! You, the good, old reliable, professional leader who’ll always be there for them, to help manage their situation and become more resilient and effective. One of the approaches you, as a team leader can apply is to focus on your members’ personal growth and development. Have a mindset of creating the happiest, healthiest and most productive team on earth. This kind of a perspective is the first step towards producing creativity among your people, unleashing their potential and sustaining their productivity. Here are 3 other very doable, easy to implement approaches team managers can adopt for their teams: Place priority on activities that foster well-being for you and the guys. These may include coming up with some personal development tools as training sessions on mindfulness and resilience, or you could encourage your team member to take some time for exercises or get into some renewal activities like having meetings while walking leisurely in the park. Then you could also build some buffer time for deliverables so that your people can have some flexibility and manage their jobs at a reasonable pace without compromising objectives. Allow time for your team to disconnect from work. On average, workers around the world spend 34-48 hours a week working. Many of them can’t let go of related work activities after office hours. Experts say being “always on” can be an unproductive mind frame. Even the best athletes need time to rest and recover. So, be clear about when to disengage. For instance, no meetings after six or no emails, phone calls and messages on weekends. Be compassionate. Empathize with them. It’s not going to cost you a penny to be kind. And the benefits? Great! A research project at the University of New South Wales found that the single, most important influence in creating productivity within a company is the ability of its team leader to go the extra mile developing and recognizing their people, being open to feedback including criticism and encouraging teamwork. Additionally, being compassionate, understanding employee motivations, hopes and difficulties and having the right support set-up to allow them to be as good as they can be, spells high productivity. Remember, personal development, over time makes each person better, enabling him/her to produce high performance and engagement while on the job.

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Happy Workplaces Are Good For Business

Emotional Intelligence, Mindfulness, Tâm Lý Tích Cực, Productivity / My Holland

In management circles, it’s generally believed and accepted that a positive environment in the workplace leads to higher productivity, minimal employee turnovers and over-all better healthy outcomes. On the other side of the coin, a workplace that is hostile and insensitive, reeking with anxiety and negativity usually produces poor job performance, low creativity and little innovation. A fairly recent Harvard research study has shown that when leaders and top honchos are humble, inclusive and frequently encourage their staff to voice out their feelings or seek help, employees are generally happier and become more engaged. An oppressive corporate culture over time, simply goes against achieving positive results. What You Can Do If you’re one of the team leaders or senior managers of your company, here are three tried and tested rules that will help bring out honest and constructive feedback, important to managing your people, and ultimately, your company better. When you want to correct your employees, do so in a positive context. You may even want to criticize or confront your subordinates. That’s okay, but give out as many as three or four positive statements for every negative one you make. This makes a lot of sense. Our brains tend to focus more on negative feedbacks than on the positive feedbacks. So, when you say a lot more that is encouraging, supportive and appreciative, these will sort of neutralize the brain’s partiality to negativity and will ergo, lead to a higher degree of employee engagement. Research studies say that where there is positive communication, you’re likely to see the best results; good engagement and high morale. Center your communication on the strengths of your colleagues and employees and their unique contributions. It has almost become a habit for us to harp on what’s wrong with our employees. However, by focusing on their weaknesses alone we may just inadvertently be creating competence. By centering on their strengths, we are creating excellence. Be as specific and detailed about your positive feedbacks as you are about the negative ones. Sometimes, we’re guilty of simply glossing on their strengths much like a ship that passes in the night and yet we delve on their weaknesses like the 4th of July fireworks. Put a lot of emphasis on teamwork and commonalities. When talking about the negative incident, be objective. Try to describe the problem in detail rather than evaluating it, and identify the specific consequences that resulted and your personal feelings that came with it without placing blame. Try to stay away from arguing who’s right or who’s at fault. Instead suggest acceptable, reasonable and fair alternatives in correcting the situation. Given an understanding of the foregoing, it won’t hurt to do an honest and candid self-critique to objectively find out where your corporate culture stands. If you feel it could do with some improvements, the guidelines above could pretty well serve as starting points for your top managers and team leaders.

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Are you a genuine person? let’s have a look at the behaviours….

Emotional Intelligence, Sự gắn kết, Mindfulness / My Holland

6 Behavioral Patterns That Say You’re A Genuine Person Most research studies have shown Emotional Intelligence (EQ) to be essential to job performance. In tests conducted among hundreds of thousands of people, it explains fifty eight percent (58%) of success in various types of jobs. Reports have it that ninety percent (90%) of top business leaders have high EQ and are known to make, on average, an estimated twenty nine thousand dollars ($29,000) more than people with low EQ. The Lowdown On Emotional Intelligence It’s a given truth. Emotional Intelligence is a force you can steer towards one direction and achieve great results. There’s just one catch to it. It doesn’t work if you’re not genuine. That’s because people don’t usually accept displays of Emotional Intelligence at face value. They’re skeptical. They don’t just want to see it. They’d like to know it’s real, sincere and honest and is not being used to manipulate things and people. This is a fact found in most surveys which say that leaders who are sincere are a lot more effective in motivating people. They inspire trust and respect with what they do rather than with what they say. In other words these genuine leaders walk their talk. Here are 6 habits that’ll help you determine if you’re one of the genuine people. Genuine people don’t go out of their way to please others. They are who they are. What you see is what you get. They know not everybody will like them neither will everybody dislike them but they’re OK with that. They’re not going to let that stand in the way of doing the right thing. They won’t hesitate to take unpopular positions or make unpopular decisions if that’s what situations demand. Genuine people don’t pre-judge. They keep an open mind which most people find interesting because they don’t make a judgment on people or form an opinion before they get to know them first hand. At the workplace, a person’s open-mindedness is important, as it makes him/her approachable allowing for access to new ideas and out-of-the-box thinking. Genuine people treat everybody with respect. Whether you’re a big client or a busboy in some fast food restaurant expect genuine people to treat you fair and square . They believe they’re no better than anybody else. Genuine people aren’t boastful or swell-headed. They are not insecure or in panic that if they don’t talk about the great things they’ve done, no one will notice. No. these genuine guys are confident about their accomplishments and know the merits of what they’ve done will stand on its own. Genuine people aren’t materialistic. For them, it’s not about fat checkbooks or fancy, glittering jewels or fine dining in posh restaurants. Not that they have anything against those things. They just don’t need them to feel happy. It’s from within that their joy comes. Family, friends and a sense of purpose … they’re what makes their lives full and rich. Genuine people share. They don’t hold back anything from you … not knowledge, not resources. They’re not afraid you’ll outshine or outperform them when they give you access to what they know and whom they know. They’d want you to do well. They believe your success is theirs as well. Putting it all together, you’d realise genuine people are sure enough about themselves and are firmly grounded in reality. They’re not figuring out somebody’s own agenda or even worrying about their own. They know who they are. If you still are in doubt as to who you are, go through these six behavioral patterns. Get them all right and I’d say … “Welcome to the Club!”

Are you a genuine person? let’s have a look at the behaviours…. Đọc thêm »

Emotional Intelligence

Is Your Team Stressed Out? Tense? Burnt Out? Help Them Cope.

Happy Workplaces Are Good For Business

Are you a genuine person? let’s have a look at the behaviours….

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