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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.

Business Partners: Becoming Effective Teammates

Stress in the workplace can be caused by many different things. Perhaps an associate has been newly hired and is having difficulty adjusting. Maybe there is a personal conflict between two staff members. Perhaps you as a business owner are overworked and spread too thinly, or you need a business partner. Or maybe you have a partner, but communication is not what it should be.

What can you do in situations like this? The answer is simple: seek out a business coach.

I have many effective resources and tools, as well as years of experience in starting and growing effective business partnerships. Don’t settle for a stagnant partnership. Learn how each other thinks and operates. Play to your strong points and fill their weaknesses, while they do the same for you.

Don’t waste any more time struggling through a partnership that is benefitting neither person. I will help you view your business partner as a valuable teammate. Both you and your company will soon begin to feel the effects of this harmony as you achieve goal after goal, without any penalties.

Hardy Hasenfuss, Personal and Business Coach

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