Emotional Intelligence Archives - Trang 9 trên 16

“Why you, as a manager, need to develop Emotional Intelligence?”

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

One of the most essential traits of effective managers is having emotional intelligence. It is what gives them the ability to motivate people and have a good understanding of the value of connecting with others. It doesn’t matter what kind of business you, yourself might be involved in, but as a company manager, you need to get to know your people. It’s a tough job. It’s tough because there are so many complexities, even idiosyncrasies and personal traits for every individual. In the final analysis, no two persons are really exactly alike. Everyday Triggers. Simple everyday triggers can prompt you to be mad, glad, sad or happy. This is because, over time, we cognitively develop prompters that allow us to feel a certain way about things and events. 6 pm on a Friday can make you feel excited and anticipating. It’s your poker night with the boys! You cry watching some silly late, late soap opera about a forlorn love affair. These emotions and triggers are examples of what make us rare and unique personalities, but it’s also what makes your job as a top honcho pretty darn hard. You must possess enough emotional intelligence to acquire an understanding of the guys who must follow your lead. When you don’t have this, your people would tend to feel disengaged at work. In essence what this says is that if company leaders are not doing a good job at leading, it’s almost a sure thing, they lack the emotional intelligence to motivate their teams and push them to achieving top performance. Here’s What Can Happen When Managers Lack Empathy Or Emotional Intelligence. The worst thing about these managers without empathy is that they’re mostly unaware of it. It’s a sort of a behavioral pattern where they can’t see beyond their own biases and beliefs. As such, people who work with them become not only discouraged, they also get to feel like they’re living in hell! Pretty soon, they’d be dragging their feet going to work. Sure, there are many ways and styles of leadership, but one that doesn’t appreciate the values of working as a team will always bring down a company’s productivity. There is today a continuing low level of job satisfaction among companies This is true surprisingly even among those employees who receive fat paychecks. Reason? Their leaders lack emotional intelligence and are therefore unable to empathize with their people. So, How Do You Develop Your Emotional Intelligence? There is no magic pill for this. Slowly but surely, get to know the guys in your team. Try to get insights and understanding of what’s going on and why these guys respond to orders and decisions in a certain way. The more you get to know about them, the clearer you’ll see their true motivations and how you can help make them better. Naturally, it will depend finally whether or not a person would want to change their bad habits and become a good potential leader, so really, you’ll need to get a feel for your people and hear them out. It can only be good for your organization. Don’t dilly-dally. Start developing your emotional intelligence now!

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Does Your Company Have A High Level Of Emotional Intelligence?

Emotional Intelligence / My Holland

It’s a fact. A good organization displaying a high degree of emotional intelligence will tend to develop your skills and talent and help you to become a better and more productive individual. In pursuit of your professional career, you may be looking for the right job, or you may in fact already be employed in a company but may not be too sure whether it’s worth your while to stay in it. Here are three important questions experts say you need to ask yourself to rate a company’s emotional health: Would you want to be friends with your company? Friends, in general, make us happy. So if your organization were a person, would you be glad to see it and feel happy when you come to work. There’s usually some sort of a spark of energy and enthusiasm when we spend time with friends. Do you get this same “oomph” when you step into your office and begin to face that desktop computer? Like a friend, a great company will listen to what you have to say and value your opinions. Sure companies have their own way of listening to its people – face to face meetings, in-house surveys, and interviews – but top management’s doors should always be open to listening to your concerns like a friend does.Is your company open, frank and honest? Does it share with you its dreams and visions, its goals and challenges, and how it plans to face these? Of course, you shouldn’t expect your company to tell you everything, but it should have a level of openness that won’t alienate you and your peers. Friends don’t do that. Does your company see you the way you see yourself? There has got to be the right fit in there – between the company and you. In the context of race or sexual orientation, for instance, the environment should be completely open-minded and welcoming. If you’re gay, you should be encouraged to be as open as you’d want to be. If you value career and personal life balance, the company should have supportive policies towards achieving this. In other words, its value systems should run parallel to yours. Is the company set up to help you (and other employees) become a better person? Good companies have mentoring, coaching and various training programs to help develop your skills. They’ve got a set-up where new employees learn from the more senior ones. Too, there’s generally a feedback scheme from your immediate supervisor and other leaders from whom you’ll learn how to do things better. You’ll improve a lot more and faster if your managers constructively share their observations with you. It’s a good organization if they have a set of ideals including courtesy and respect for one another, the importance of teamwork, the need to listen and respond to others and the value of caring. Should your answers to these questions be positive, rest easy, you’re in good company.

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Empathy: The Crucial Quality Common To All Great Leaders

Emotional Intelligence / My Holland / Empathy, Leaders, traits

To be sure there’s a host of other admirable traits that make up extraordinary leaders – confidence, resilience, determination, integrity, fortitude, honesty, courage, vision and care for others, etc. etc. All these and more have been manifested in the personas of Winston Churchill, Bill Gates, Peter Drucker, Steven Spielberg, Martin Luther King, Margaret Thatcher, Lee Iacocca and many others who have earned similar levels of appreciation and respect. Perhaps the most important of their traits though – their common denominator … is empathy. What is empathy? Empathy is the ability to vicariously experience the feelings and thoughts of another person. It’s about being able to put yourself in another individual’s shoes and sort of go through what he or she is going through. As opposed to sympathy, which is almost always associated with profound grief, empathy may happen even in happy occasions. Here’s what Simon Sinek, the noted author of “LEADERS EAT LAST: WHY SOME TEAMS PULL TOGETHER AND OTHER DON’T” says about empathy. While most people consider rank, power, and privilege to be the cornerstones of leadership, Marines believe that true leadership is the willingness to place others’ needs above your own. Simon goes on to say that wanna-be leaders have got to be able to build a mindset that puts people first. He/she has got to see people as human beings rather than a means to the completion of a transaction or a project. In the context of customer interactions, practicing empathy is about working on a relationship based on serving rather than selling. With your peers and co-workers, clients, suppliers, and associates in the industry, you may demonstrate empathy by asking “Are things okay with you?” When you place yourself in someone else’s shoes, you’ll get to understand their needs better, which is the fundamental element for successful connectivity. What Oprah Winfrey says. For decades Oprah has been known to have built great rapport with her TV guests and audience. She’s been able to continually foster and maintain deeper connectivity with them by asking meaningful and probing questions that bring out implications and feelings. She says that leaders who practice empathy can have a more significant impact and influence. They use this empathy, this ability to relate to and connect with people – to inspire and empower their lives. And so … running a business or managing an organization? Take away what you can from these useful insights and be a true leader. Practice empathy.

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Are You Or Aren’t You One Of The Genuine People?

Emotional Intelligence, Mindfulness, Workplace Culture / My Holland

A lot of recently conducted research says emotional intelligence (EQ) is important in the performance of your job. In fact, research further says that in about fifty-eight percent (58%) of a million people tested, emotional intelligence had a lot to do with their success in almost all types of work. So it’s no wonder that people with high EQ would tend to make more money than the unfortunate ones who’d have EQ scores they’d rather hide under the bed. Conclusion? Emotional intelligence is a terrific, powerful way to harness your energy in one direction and get amazing results. But there’s a condition attached … You’ve got to be a genuine person for emotional intelligence to work for you. Otherwise, it’s a no deal. And here’s why. Your Co-Workers In The Office Can Spot Whether Your Emotions Are True Or Not. In a research report from Foster School of Business at the University of Washington, it found that people don’t just accept demonstrations of emotional intelligence per se. Most are skeptical, even cynical for that. Sure, they want to see signs of emotional intelligence, but they’d want to know that it’s genuine, that it’s real and not put on. This is the reason why sincere leaders are a whole lot more effective at motivating their guys. Through their actions, not just words, theyinspire trust, respect, and admiration. Take a look at the following habits of genuine people. Do a gut check and compare your own behavior to those who are highly genuine: There are a lot of other good things about genuine people. They’re not hypocrites, they’re not boastful and they’re not driven by huge egos. Take the time to do a self-critique using these habits as sort of a comparative index. They’ll help when you start demonstrating your emotional intelligence at the workplace.

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Learning How To Manage Your Emotions Will Help You Achieve Inner Peace

Emotional Intelligence, Mindfulness, Tâm Lý Tích Cực, Positivity / My Holland / Achieve Inner Peace, Managing Your emotions

“Whatever is begun in anger, ends in Shame.” It was Benjamin Franklin who said this. The wise man that he was, he knew, no doubt, that emotions shape not only our thoughts and behavior but our lives as well. “A calm mind leads directly to peace of mind.” It was Dalai Lama who said this. Wise as well, this world-famous Buddhist guru recommends we use logic and valid reasoning to create a frame of mind that will overcome destructive emotions. Through reasoning, love needs to be cultivated as an antidote to anger. The Dalai Lama continues to say that at one time in the past, compassion was seen as a sign of weakness, and anger was a sign of power and strength. He believes basic human nature is more compassionate and that this is the real basis of our hope. To have some sort of a road map for our emotions to develop a calm mind, the Dalai Lama had asked the well-known and highly respected emotion scientist, Dr. Paul Ekman to help create this guide to inner peace but that religion should be kept away from it. Some of the more relevant truths that came out of this unselfish efforts are: Emotions are instant responses of the brain. We don’t choose them. They simply happen to us with no exceptions. They are universal. They happen to all of us. What’s more, the facial signals that come with these emotions are the same in all cultures. We all experience the five basic emotions: anger, hatred, disgust, fear, and happiness. The factors and elements that trigger these emotions are universal as well. When are emotions destructive? Experts agree that all emotions are natural. They’re pretty normal and for the most part, are alright. They become destructive though when they are expressed inappropriately. In other words, it’s ok to be sad when a dear one passes away. But when this sadness turns into depression, it is inappropriate. Destructive emotions make the situation worse. They create long term harm. We see this in people who suffer from endless cynicism and keen hostility. This is a pattern that comes with fierce anger and frequent thoughts that people cannot be trusted. Chances are, these people who have acquired cynical hostility are more likely to suffer from cardiovascular diseases and die at a younger age. To overcome destructive emotions, learn to build constructive emotions – Going through anger and hatred? Develop compassion. Try Love and patience. Destructive emotions occur on impulse. Usually, they’re founded on illogical reasoning and misconceptions. On the other hand, constructive emotions are practical and realistic. They’re based on valid observations and logical reasoning. What results from constructive emotions? A calm mind. We begin to see and experience life more realistically. And what kills a calm mind? Hatred, anger, greed, fear, suspicions and too much ambition. As a final call to adhere and develop constructive emotions, remember what the Dalai Lama says … Just as we learn about physical hygiene in the interest of good health, we now need to learn about emotional hygiene to achieve inner peace.

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Emotional Intelligence

“Why you, as a manager, need to develop Emotional Intelligence?”

Does Your Company Have A High Level Of Emotional Intelligence?

Empathy: The Crucial Quality Common To All Great Leaders

Are You Or Aren’t You One Of The Genuine People?

Learning How To Manage Your Emotions Will Help You Achieve Inner Peace

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