Tag: <span>EQ</span>

Acting It Out Instead of Talking It Out

Crucial conversations in the workplace are critical to success and a healthy culture.  When truths need to be shared but they are not, negative energy builds and we start talking about others instead of to the personwhere the communication breakdown occurred.   When we choose not to talk to the person where the misunderstanding has occurred we have stepped into the place of Acting it Out!  Or, another way we Act it Out is by avoidance – we avoid the person, we become sarcastic and start picking at another person for no apparent reason…passive-aggressive behavior! This solves nothing and creates an unsafe culture for everyone.  Secret conversations (talking about others behind their backs) begin and they spread like a virus and most of what is “passed on” to others are non-truths.  Consequently, drama and negativity spread like a wildfire! Preparing for Crucial Conversations What to do?  As a leader you must think carefully through the what, who and how of a crucial conversation: Know what crucial conversation needs to be had: what is the communication breakdown that needs to be cleared up? Decide who is involved with the communication breakdown that needs to be a part of this conversation.  Who owns this conversation?  Who is feeling misunderstood? Think about how this conversation needs to be handled, the best way …

Leading Staff through Holiday Stress

The holidays are a busy time and can be truly challenging, both personally and professionally. Often when we are stressed, going in too many directions, overwhelmed, or dealing with organizational changes, our EQ takes a real nosedive; regardless of our rank or position (CEO’s to the front lines)!  If, during stressful times, we take a few minutes to take a deep breath and think things through before we speak, we move from reactive mode to proactive mode and avoid being “inhumane”, which always turns out to be counter-productive.  Recognizing Humanity in Organizations All organizations are “living organisms” filled with human beings.  A colleague of mine, Sandi Cardillo, has a beautiful saying:  “Make change more human for the humans.”  Regardless of the type of change — loss of staff, shuffling the organizational chart, financial reorganization, company growth, etc. — the goal should be to “make the change more human for the humans”. As leaders, our goal is to get things done through others. As leaders, it is our job to set the compass for all our team members to grow and to bring their own capabilities (strengths) to the organization. As leaders, we create the environment for them to succeed by getting them in the right seat of the bus and then trusting they have the capability …

The Season of Gratitude

As our Thanksgiving holiday here in the US is around the corner (November 27th) and our Canadian friends have already celebrated their Thanksgiving (October 13th), I am reminded to think about Being Grateful. We are all so busy with this wonderful adventure called life. It is easy to just keep going day in and day out without taking the time to simply think about what we are grateful for in our daily lives. I was recently challenged by one of my mentors, Chris Osborn, CEO of Coach Training Alliance, to answer the questions: How does gratitude manifest itself in your life? What is the role of gratitude in coaching? As I thought about my response to these questions, the Cornucopia popped into my mind and I found a great history of the Cornucopia dating back to 15 BC. Check it out! Gratitude manifests in my life through so many ways I see gratitude on many levels: Basic Gratitude:  So grateful for a roof over my head, food on the table and “safe” place to live, where I am free to go for a walk in solitude and peace. Physical Gratitude:  For the life I have lived so far with a healthy body and mind. (well most times a …

What People Want

What do customers, friends, the socially networked, users, neighbors, classmates, servers, administrators, employees… maybe even brands… want? notice me like me touch me do what I say miss me if I’m gone The above blog was written by Seth Godin, Saturday, May 14, 2011.  I thought about this and how it applies to leadership and the most impactful way to treat people. The following are my thoughts and expansion on what Seth wrote.   As a leader, it is imperative that you constantly feed your staff.  They want to hear it from YOU! Notice me – acknowledge me when I do something right and value what I bring to this company Like me – smile, ask about ME, get to know me, ask me what I do when I am not at work Touch me – send note cards with acknowledging and supportive comments, connect with the heart Do what I say – ask for my suggestions and take action on some of my suggestions Miss me if I am gone – always acknowledge the strengths a person has brought to the organization All of your staff like to be “touched” by you.  Not in the physical sense of course!  In the heart.  You as the leader, have the “magic touch” to motivate, …