Accelerate Your Success in Business & in Life
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.
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.
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.”
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 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.
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.
True or False: Giving an “across the board” raise of 5% is the right and best policy, because it treats everybody fairly.
I would say this is false. My experience over many years has shown that this type of policy does not enhance job performance, and it certainly doesn’t motivate employees to give their best. It treats people “equally”, but not necessarily “fairly”.
I recommend that business owners and managers take the time to communicate openly and frequently with each employee about what is going well and what can be changed or improved. When an employee is first hired, it is the manager’s responsibility to spell out exactly what is expected for the position. They need to paint an accurate picture of what good and superior performance will look like in that position.
Performance reviews and productivity records are useful tools to keep track of each employee’s performance in the workplace, and for deciding on merit raises.
At the end of the day, a raise is one of the incentive tools that encourages employees to excel. It should be used to reward good performance, and never be accross the board.
If you know a business leader who is struggling with making decisions in this area, send them my way. I would be happy to explain more about how raises can be used to increase productivity in a positive way.
I recently met with a business owner who I have worked with in the past. During our first consulting session, his first words were “I am tired…” He started his business 26 years ago. Even though he had three business partners, he still felt burnt out.
So I began to inquire, trying to determine what parts of the business he felt passionate about. I knew that once he recognized one specific area of his business that he loved, he could delegate other responsibilities to his partners.
Over the following sessions, I helped him and his three partners develop a strategy for redistributing responsibilities. Although we were able to fix the workload problem, that was not the heart of the issue.
One of the foundational problems of the whole scenario was lack of communication. The business owner had not communicated his needs with his partners, so they were unable to recognize his struggle.
With the business owner and his partners present, we all developed a communication plan to ensure this sort of problem didn’t happen in the future. Nothing should be withheld in communication between partners. If a need or interest or concern is important to one of them, it will directly affect everyone involved.
Some of the things to watch for are older business owners talking about retirement. They might seem more worn out than usual. When you see these sign and symptoms, don’t be afraid to ask about their plans for the future. If they seem unsure, they might have too much on their plate. Please feel free to send them my way.
Let me ask you a question: Do you think nutrition affects productivity and good relationships in the workplace? The correct answer is, yes. Big Time.
We all know that our state of health affects our sharpness of mind and our attitudes. Therefore, if our bodies are not getting a regular supply of nutritious food and healthy energy, we will suffer at work. Poor nutrition can affect our sense of good reasoning, our positive feelings, our attentiveness, and most importantly our creativity.
To ensure that you don’t go through too many drastic peaks and valleys in your energy levels at work, you need to get a good supply of high quality nourishment on a regular, scheduled basis. This includes the almighty breakfast, which is the most commonly skipped meal.
Try working on your nutrition this week, and consider these 2 simple health tips:
1) In addition to eating a substantial breakfast, schedule small, healthy snack breaks to avoid the distraction of hunger and the temptation to visit the snack machine.
2) Do not make any major decisions right before lunch, and avoid beginning any taxing work at that time. You will either feel hungry and rushed, or you will skip lunch entirely.
Although I am not a health or nutrition coach per se, I have strong personal convictions about the body-mind connection. I enjoy sharing how nutrition and exercise can help this valuable connection, affecting many areas of life for the better.