Emotional Intelligence Archives - Trang 6 trên 16

Adapting to a Changed World

Emotional Intelligence, Tâm Lý Tích Cực, Workplace Culture / My Holland

Organizations that are on a holding pattern until a COVID-19 vaccine is developed are making a big mistake. Even if a cure was discovered today, it would take between six months to a year before it becomes available worldwide. Unforeseen closures of manufacturers, travel agencies, cinemas, restaurants, retailers and other businesses have taken their toll on our global economy. The sudden loss of jobs has left families facing a bleak future. The impact of something microscopic is already colossal. We’re still unsure if we have reached rock bottom. According to the World Bank, the global GDP is expected to contract by 5.2%. It’s the deepest recession in decades. Uncertainty has frozen many in their tracks. If you’re a leader, forget that we will return to “business as usual” someday. We have to act now if we desire not only to survive but also to move forward once the pandemic is over. It’s not too late for decisive action. Adversity is part of the process Successful leaders are no strangers to hardships. This pandemic is devastating to many. Now is the time to show our mettle and inspire employees to be mentally and emotionally strong. We should show empathy instead of indifference, as our subordinates will look up to us for guidance and understanding. Individuals are now facing many kinds of challenges during these difficult times. They can be personal and yet similar to what others are experiencing today. We shouldn’t hesitate to let employees know we “feel their pain.” Remind them that this pandemic is just another “bump in the road.” Like those before, it will not stop us achieve our goals. Get Employees on Board Communication is vital during these difficult times. It would be wise to include subordinates in planning our next steps. We also need to explain to them why we need to make sacrifices. It will not make them happy, but they will appreciate our transparency. Make the Necessary Changes We feel sadness for those laid-off, temporarily or otherwise. But, hard decisions will have to be made. Many organizations are in a panic mode and try to minimize short-term losses without thoroughly evaluating the future effects of their actions. They may be losing their top performers to their competitors. Survival shouldn’t be our only goal. As adaptive leaders, we should set our sights on what the post-pandemic world would likely be. But, we should make decisions on the belief that the future will be different but better. So, instead of layoffs, we could first recommend pay cuts and shortened work hours. To promote physical distancing, we will encourage more people to work from home. This has the added benefit of leasing less office space. We will delay the purchase of equipment only because of telecommuting. Our options are endless. There is no need to be hasty and short-sighted. We might have to make adjustments, but we should remain focused on what our goals are. We can make projections on the pandemic’s effect on our bottom line. If we can remain afloat despite adversity, we must steer our organizations towards a changing world. Again, this difficulty will pass as to when we don’t know for sure. When it does, we will be in a better position if we are ready.

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Money Isn’t The Real Reason Why People Switch Jobs, Neither Is It The Boss

Emotional Intelligence, Motivation, Workplace Culture / My Holland

As sure as the sun rises every day, young men and women in serious pursuit of their professional careers will switch jobs at one point in time. We’ve always assumed that the reason for this is that they’re either angling for a bigger pay or that they can’t work with a boss who’s got the working ethics of a torture chamber headman. We’re wrong on both assumptions. What The Latest Research Says In a survey of more than ten thousand (10,000) people who just switched jobs, the number one reason they cited is for career advancement. They felt that their careers were at a dead end and resigned for one that had opportunities for growth. In a nutshell, here’s how the true picture looks like in relation to the reasons why people switched jobs; Lack of opportunities for advancement: 45% Not happy with the leadership of senior management: 41% Unsatisfied with work environment/culture: 36% Work not too challenging: 36% Not happy with the compensation scheme: 34% Unsatisfied with rewards/recognition (for contribution): 32% Benefits Of These Findings If you’re one of the managers involved in recruiting and hiring of people looking for jobs, the foregoing data is important. It sort of gives you an idea of what you can do to entice a candidate to leave his/her company without point a gun to his head. In short, you have got to sell him the future, not just the job and the perks that go along with it but where the job can take him. On the other hand, if you’re head of HR, you can use a lesson or two from this information and that’s … to keep top-performing employees, know that those fat paychecks aren’t enough. You’ve got to ensure they’re being challenged and provided with real opportunities to advance their professional careers.

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In Motivating People, It’s Not All About Money

Emotional Intelligence, Khả năng lãnh đạo, Motivation, Workplace Culture / My Holland

There’s always been this world-wide belief that offering more money to people at the workplace will bring in better productivity and superb performance. And so, you’ve got bankers, lawyers, and business executives receiving such gargantuan paychecks you’d think they were the only children of God. On an annual basis, these peoples’ wages most times amount to a small fortune it’s almost criminal! One head honcho running a large international bank gets something like forty million dollars ($40,000,000) a year. Going by the computed figures of a leading trade union, it’s enough to pay for an extra 1,019 nurses, 859 social workers, and 2,165 caregivers. No wonder, issues of morals and ethics (if not legality) get into the picture. Of course, most of us in this highly competitive world have this pre-conceived idea that offering people bigger money rewards lead to them trying harder. But, guess what? There’s a steadily growing bunch of research and data in the fields of psychology, economics, and even neuroscience that is suggesting a more complex picture of the connection between money, motivation, and job performance. What The Studies Say In the early 1970s research work in this field was trail-blazed by Edward Deci, a psychologist in New York’s Rochester University. What he found was that students who were offered cash to solve certain puzzles tended to discontinue working on them once payments were made versus students who weren’t offered any cash prizes. What this observation says is that there are two sides to motivation: Doing things because you enjoy doing them, or doing things because you want to get that offered financial reward. In a lot of other past formal and informal surveys, asking respondents to check their top reason for motivation in a list of ten, only a few selected financial rewards. The top ones were appreciation of management and peers for the work they do and enjoyment in what they do. Psychologist Edward Deci further contends that people have generally three psychological needs: 1) the need to feel independent and autonomous, 2) the need to feel able and competent, and 3) the need to feel related to others. When one is offered an over-emphasized financial reward, it undermines one’s autonomy and leaves a negative impact on one’s intrinsic motivation. In other words, while you need top-quality performance from bankers and business executives, you’ll need thinkers, people who can solve problems, and can be creative. Offering money to motivate them won’t get you that. Continuing research work along this vein by noted and respected psychology professors and experts from a few other universities in the states and the UK tend to show the workings of money relating to motivation are far more complex than what we generally assume. The one strongly-suggestive take away from these observations though is that… in motivating people, money isn’t everything.

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If You Have These traits – You’re Emotionally Intelligent

Emotional Intelligence / My Holland

It’s been proven that people with high EQ are more successful than those who haven’t mastered their emotions. In fact, people with high EQ earn more money. Forget the old advice of leaving your feelings at the front door when you enter your office. It no longer applies! There’s scientific evidence that we inherit intelligence, but it’s not the same with EQ. We weren’t born with emotional intelligence. It’s developed over the years. So, don’t worry if you think you don’t have a high EQ. It’s a work in progress. On the other hand, maybe you’re just unaware you’re already emotionally intelligent. Check out the traits of emotionally intelligent people below. Perhaps, all these apply to you. You recognize the emotions you experience. Emotions and feelings are two different things. The former actually gives rise to what you feel. For instance, happiness and excitement cause pleasant feelings. The opposite is true with anger and fear. People with high EQ know why they feel good or bad. Sounds simple enough but it isn’t. But, if you can quickly identify what your emotions are, good for you! You’re one of only 36% who’s capable of doing this. You master your emotions. You’re going to be late for work because of a road accident or your train is experiencing technical difficulties. Despite either, you’re not upset because you recognize these are beyond your control. Also, you’re thick-skinned. No matter how hard others may try to annoy or provoke you, you just keep your cool. You welcome constructive criticism knowing this will help you improve yourself. When disagreements arise at work, you never take it personally. You’re aware of other people’s emotions. Not only do you listen to what people say, you also strive to understand what they’re feeling. You show empathy and this enables you to correctly judge another person’s character. With this trait, you know how to deal with each individual at home or at work. If you’re a leader, you gain the respect and trust of your subordinates. You always forgive yourself and others. Like everyone, you make mistakes. But, you learn from them and move on. You may feel regret but this doesn’t hold you back. As the old saying goes – it’s not about how many times you fall but how many times you get back up. When you can forgive yourself, it’s not hard to forgive others. You understand that lapses in judgment can lead to errors. Forgiving has an added benefit. It improves our mental and emotional well-being. You don’t fear change. Take note that fear alone is not a negative emotion. It keeps us safe from harm and danger. Fear of change is different altogether. Many people desire to remain secure within a comfort zone when faced with unknowns. But, when you welcome new beginnings and adapt to them, you are emotionally intelligent! You have healthy relationships. Persons with high EQs interact well with others. They’re altruistic so they always consider others. But, they never lose their individuality. Instead of competing with their colleagues, they support them. And they live happy lives at home. If you possess all of these traits and work hard, you can look forward to a more rewarding and happier life. Learn each and soon you’ll realize these make a big difference.

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Use Your Emotional Intelligence During the Pandemic

Emotional Intelligence, Positivity / My Holland

What we’re experiencing now is unprecedented in the last 100 years. If you’re uncertain about what’s going to happen tomorrow, you’re not alone – we are too! Sure, there was the Spanish flu of 1918, which killed somewhere between 17 to 50 Million people worldwide. There was no internet or television then. The first commercial radio broadcast was still two years away (1920). Economies were not intertwined and intercontinental travel was mostly by sea. Now, with just a mouse-click, you can find out what’s happening anywhere in the world, including your neighborhood. Businesses a few blocks or continents away are closing their doors. Your favorite café or hangout may even be one of them. Depressing and saddening, especially when you feel helpless with what is going on around you. Unfortunately, we didn’t have enough time to prepare for what we’re experiencing now. Everything was turned upside-down in the blink of an eye. We didn’t have any choice. The pandemic imposed its will on us. Name that Emotion How many times have you woken up in the morning fully refreshed only to be reminded that all isn’t well with the world? How does this make you feel before you rise out of bed? Your day hasn’t begun but you can already sense that heaviness in the air. Sadness, anger, and fear are among the emotions we experience today. You might be feeling one of these if not all. We also feel lost because of uncertainty. Are you one of those whose routine has been severely altered because of the pandemic? Or, maybe, even if you are working from home, you don’t feel secure. Everything seems off but you can’t quite put your finger on what’s causing it. Whatever you’re feeling, you must discover its source. Identifying the emotions you experience is the first step in coping with everything around you. Is it a fear of totally losing the job that’s causing you to be anxious? Or, is it sadness because COVID-19 has taken the life of someone you know? Keep in mind that emotions may exist in our subconscious. Our feelings confirm their presence. Only you can tell what emotions you are going through. Believe me – it doesn’t take much effort to identify what those are. When you do, it’s already a small victory. Acceptance is the next step but it doesn’t end there.

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Emotional Intelligence

Adapting to a Changed World

Money Isn’t The Real Reason Why People Switch Jobs, Neither Is It The Boss

In Motivating People, It’s Not All About Money

If You Have These traits – You’re Emotionally Intelligent

Use Your Emotional Intelligence During the Pandemic

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