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What the best leaders do – 4 critical areas:

Listening to your colleagues and employees. Being fully present during your listening to the speaker. (no multi-tasking), and listening without agenda. Have mutual respect and understanding for all your employees. Show trust.

Focusing on Strengths and giving positive and sincere feedback promptly and often. Positive reinforcement can go a long way and will give employees the drive to work harder in all of their tasks. Create a structure for the office and all tasks to help everyone focus on their work a bit better.

Sharing your appreciation of others often. – Again, sincere only. Criticisms is okay as well, but approach it in a positive way not making the person feel devalued.

Be open to honest feedback. Ask for it, make the person feel safe for offering their sincere feedback, and truly appreciate the feedback. Take corrective action where appropriate and promptly. 


For more information about these steps and for the original source please click here.

Effective Leadership Skills: Emotional Discipline at Work

Being an effective leader is becoming more challenging and demanding in these times. Relying upon your title and position alone is no longer enough to get your teams to do their jobs well. Employees want more.

Leading with emotion?

They demand to be treated as individual people in an intelligent, caring and thoughtful environment. In reality, people have always wanted this, but now they are getting it. More managers are learning and practicing good leadership skills. One skill is Emotional Intelligence (EQ), practiced with Emotional Discipline.

Emotional intelligence in the workplace

Essentially, EQ  is the ability of individuals to recognize the emotions of both themselves and other people.

EQ means evaluating and labeling different feelings appropriately, and using emotional information to guide your thinking and behavior. Basically, it’s our “people skills.”

Emotional Intelligence includes:

  • Self-awareness
  • Self-regulation
  • Motivation
  • Empathy
  • Social skills

At Business Consulting of NH we use assessments that measure our level of development in each of the EQ skills. Studies have indicated that emotional intelligence is a higher indicator of success, in many areas, than a person’s IQ.

Emotional Discipline in the workplace

Emotional Discipline is thoughtfully utilizing the information we obtain from our Emotional Intelligence in a productive way to achieve the best possible outcomes. Emotional discipline involves not reacting on the first impulses of our emotions. We respond after due consideration, and never in anger, even if we might feel justified in doing so.

When the rules of emotional discipline aren’t followed, there are consequences for the leader, the team and the organization. The team might lose respect or trust in the leader. A lack of emotional discipline may lead to poor results because a leader took the easy route, rather than calling out unproductive behaviors.

Maybe high standards of quality and service aren’t always kept because it’s easier to overlook poor performance than it is to inspire excellence every day.

How does a leader practice Emotional Discipline?

Here are some discussions an Emotionally Intelligent & Emotionally Disciplined leader might have with their fellow leaders and their teams:

Which areas are our strong points? In which areas of our work do we feel we are exhibiting strong aspects of emotional discipline?

When are we at our best? Do we hit deadlines regardless of the pain we might feel or obstacles we are facing within ourselves or others?

Where do we need some work? In which areas of our work do we need a higher level of emotional discipline? Where do team members need help in being more disciplined?

What do we need to learn? Do we need to hold meaningful conversations to move ourselves and the team forward rather than keeping a distance because it’s more comfortable and familiar?

How do we make choices? Are we making decisions based on our emotional intelligence and discipline at all times, or are we overlooking certain “convenient exceptions”?

How confident are we? Are we exhibiting the courage and discipline to openly speak the truth and call out the “exceptions?”

Who can we benefit? Who can we help motivate and keep on track? Is it hard for staff to get fired up in the morning and do the toughest tasks they need to get done?

A workplace that is infused with the continuous practice of emotional discipline is a workplace that will generate and perpetuate feelings of satisfaction and pride for both the employee and the leader.

Contact Coach Hardy online to learn more about leadership improvement. We provide consultation and training for business leaders who are eager to grow and thrive. Call us today at 603-763-9770.

Is Trust the Most Important Asset in Your Workplace?

We all know how important trust is in relationships, both in the workplace and in in our personal lives. But as business leaders, are we continuously building, nourishing and preserving this valuable commodity? Do we consider it an indispensable component of the culture of our business?

Unfortunately, many business leaders do not recognize the importance of trust. That is why it’s rare to see customers become “raving fans” who would otherwise come back to us time and time again. We see employees leave their jobs because their leaders are not trustworthy. We see conflict within work teams, all because of this fundamental lack of trust.

How can I promote trust in my business?

Fortunately, any person or business leader can build a culture of trust if they have the right intentions and exercise a firm commitment to carrying out their promises.

A picture of a great company culture is one in which relationships are built on clear commitments made and kept. This Forbes article by David Williams (“The Most Valuable Business Commodity: Trust”) focuses in on the 5 major questions business leaders should ask themselves while pursuing this culture of trust.

  1. Commitment. Are team members committed to keeping their obligations?
  2. Accountability. Do employees hold their peers accountable for their commitments?
  3. Circumstances. What should leaders do when circumstances cause people to fail to keep their commitments?
  4. Promises. Do team members consider promises to customers as important as promises to their peers?
  5. Forgiveness. Is everyone at your organization willing to forgive themselves and one another?

What is the current level of trust in your company? Have the courage to find out. The experts at Business Consulting of NH can assist you with our experience, objectivity, and unbiased approach. Once you have identified the areas of distrust in your company and have raised everyone’s awareness, take prompt corrective action! We’re here to help you along the path to workplace harmony and trust. Call us at 603-763-9770 or contact us online today.

The Benefits of Mentoring in a Work Environment

Mentoring is one person taking another by the hand and guiding them.

The mentor has experience, knowledge, and wisdom, and cares deeply about the mentee’s personal growth.

Mentoring happens in all walks of life, including in families, sports, education, and careers. In a business environment, mentoring ideally starts on the first day of a person’s employment. Usually, the mentor is someone other than the supervisor.

A mentor’s role usually includes the following:

  • Helping you, the mentee, understand and become familiar with the company culture, vision and mission.
  • Helping you understand the various people you will be interacting with
  • Answering any questions that that you have along the way
  • Familiarizing you with company policies
  • Helping you out when you are “stuck”
  • Listening to you openly and fully
  • Challenging you to think outside the box and come up with answers to problems
  • Helping you with attitude changes, if necessary
  • Building up your confidence
  • Helping you increase your performance and overcome hurdles

Mentors should meet with mentees on a regular basis.

Ideally, they should both meet once per week for at least an hour. Meeting over coffee or a meal can help to deepen the relationship. It also helps if management checks in with the mentors from time to time to gauge the results of the mentorship program and support a mentor who might face challenges with their mentee.

At BCNH. we support our clients by helping to set up a mentoring program that works for them. We help to coach current and future mentors in their important roles, guiding them into achieving the greatest amount of success. To learn more about our valuable mentor coaching services, contact us online or give us a call at 603 763-9770.

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