BOOST Your Emotional Intelligence At Work

by blogadmin 31. July 2018 00:57

Carol Helsel | HR & Recruiting Edition | July 31, 2018

 

Most people know it's not a good idea to be highly emotional at work. Emotional intelligence or EQ is the ability to identify and manage our emotions. Have you considered, though, our ability to manage other people's emotions? Or what type of emotion we should display for any given situation?

Research suggests that people who are more emotionally intelligent are also more successful at work, in relationships, and stay healthier. Psychologists say it's not easy to improve, but if you are brave and motivated enough to want to learn how others see you, you can make positive changes.

Below are listed first 10 of "21 Quick and Easy Ways to Boost Your Emotional Intelligence". Check them out and get a good start onto becoming more emotionally healthy. Do take some more time to read the full article as it is very valuable to overall leadership and personal growth. 

1. Pick one area below to improve on.

2. Surround yourself with people who don't necessarily agree with you.

3. Find a "career" mirror or friend to help you reflect on your emotions.

4. Assign someone to be your "loving critic" at work.

5. Try to see things from another's perspective.

6. Give people the benefit of the doubt.

7. Ask people directly what they are feeling.

8. Learn to empathize without getting overly emotionally invested.

9. Pretend to be humble.

10. Know what sets you off and watch for it. 

Personal Challenge:  What area did you pick to begin working on? How about picking someone to serve as your "career mirror" or "loving critic"? Talk to that person today to begin seeing yourself as others see you.

Teams: Check Your Math!

by blogadmin 16. July 2018 04:08

Rhoda Kreuzer | Team Building Edition 

  

 

Of course, you say, "the answer is 4!"

Indeed, but healthy teams calculate differently. Their team building formula suggests that no matter how many individuals you add together, the result will always add up to one, strong, healthy, working team.

Strong teams know that each individual brings unique perspective, experiences, and preferences to the team. However, once these separate characteristics are brough to the team, they are interwoven tightly and function together to achieve the goals and objectives of the team.

If we continue to act like individuals, we will miss out on the most amazing results. Indeed, four individuals can accomplish much. But, the most complex goals take the unity and integration of each person to achieve them.

Think of an orchestra playing a beautiful piece of music. Different individuals play different instruments, different notes, and at different times. But - it is one masterful piece - one destination - one meldious result!

It is through such collaboration the the most amazing performances occur.

Personal and Team Challenge:

Are you a team where each member is integrated together to perform amazingly?

Or, are you a group of individuals, all working hard, and all just getting by?

Check your math. Apply the team building formula. See if the team that works as one is not the best!

All the Best,

Rhoda 

 

HIRING: What's Your Batting Average?

by blogadmin 28. June 2018 03:02

Carol Helsel | HR Edition | June 28, 2018

"By and large, executives make poor promotion and staffing decisions," Peter Drucker observed. "By all accounts, their batting average is not better than .333:  At most, one-third of such decisions turn out right; one-third are minimally effective; and one-third are outright failures. In no other area of management would we put up with such miserable performance." Yet some companies seem to identify and attract great people consistently. What sets them apart?

To answer this question, the Drucker Institute solicited tips from top leaders across all sectors that have met two criteria: (1) They have outstanding records of performance and are (2) well-regarded by their employees as good places to work (according to Glass Door and other job-rating sites). Here's what these organization's executives have to say about making smart people decisions:

Mayo Clinic: Forget the 90-day intro period. Because it's not ju

st a skill, but a culture fit, a set time period doesn't work for everyone.

Netflix: Don't start with the job description. It's almost never accurate and can lead to filtering out great candidates just because they lack certain credentials in the formal posting. Instead, figure out what you are trying to accomplish and what a great team would look like to get you there.

Genentech: Look for candidates who are articulate about what they still need to learn and how they'd like to grow. Also, don't shy away from bringing in employees who are making a career change. People with diverse experiences and perspectives will make an organization better.

Fort Collins, CO: Use multi-phase interviews to ensure success. First on the phone, then in person. They must pass the muster with interview panelists, other agency staffers, and an industrial psychologist for executives to ferret out undetected complications.

Nestle Purina:  Assess the mind frame of candidates AND question your own company's frame of mind as well. 

Communities In Schools:  Seek one job quality that stands out-resilience. Look for people who can be or get back-up after they've been knocked down and they learn something valuable from the experience. 

Challenge:

What one-third makes up your organization's batting average? Which of the company tips above have you not considered and why? What tips or practices can you put in place today to build a great team and knock the ball out of the park?

 All the Best,

Carol 

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