Supportive Resources
EMOTIONAL INTELLIGENCE PART 2: SOCIAL AWARENESS & RELATIONSHIP MANAGEMENT
Emotional intelligence accounts for 58% of overall job performance. Social awareness includes being keenly aware of the world around you, as well as understanding how you relate to the world around you. Relationship management takes time, effort, and know-how. In the instance, the “know-how” is emotional intelligence.
Click below to learn how important social skills and relationship management are to improving your EQ.
EMOTIONAL INTELLIGENCE PART 1: SELF AWARENESS & SELF REGULATION
Emotional intelligence is about understanding WHAT your thoughts and emotions are, WHY they are coming up, HOW they are impacting you, and CHOOSING how to act from that place.
Click below to learn more about how self awareness and self regulation are foundational to building emotional intelligence.
the #1 emerging trend for employees right now is burnout.
The most important thing businesses can be doing right now is tending to burnout. Have open dialogues with your teams, understand what they are going through, and create a plan that will support them as well as the overall business vision. Employees who feel taken care of emotionally are far more likely to create meaningful results as well as stay loyal long term.
Click below to learn more about how to manage burnout at the workplace.
two very important questions that reduce suffering
Our relationship to our negative emotions is what causes us to push them aside. In the moment, it feels way better and safer to spend energy looking good, then to potentially have another see the totality of who we are.
If we spend our lives pushing negative emotions aside, it is doing a disservice to our humanness, prevents us from feeling our positive emotions fully, and locks us out of our life.
There are two powerful questions that cut through to the heart of the matter, click below to read more.
A CALM MINDSET DURING CHAOS
Creating a mindset of calm while uncertainty seems to come at us from all different angles is valuable, but can feel really challenging and daunting. It's easy to spend a lot of energy managing the fear and anxiety of what we cannot control, but doing so actually further isolates us. Despite our tendency to be ‘meaning making machines’, focusing our energy and resources only on what we can control is a practical way to create a mindset of calm especially during times of uncertainty.
Click below to learn more about how to create a mindset of calm during change.
the power of permission
When we don't give ourselves permission to feel the things we're feeling, we're invalidating our entire experience. We start spending so much energy stuffing all of the emotions down, only further isolating ourselves. Self-validation is also known to be one of the primary foundational qualities in an effective leader.
The ability to recognize one’s own worthiness and legitimacy allows for more risk taking, expression of creativity, effective decision making, opportunity seeking, and confidence to make the bold move. The prioritization of permission to feel will make a positive impact on your people and perpetuate a sense of loyalty. It will create an environment of trust and creative idea sharing, collaboration, and mutual respect.
Click below to learn more about the power of permission and the impacts it can have on you outside and inside of the office.
CULTIVATING RESILIENCE IN THE FACE OF A CRISIS
Perpetual worry, fear, and overthinking exacerbate the already present crisis. So intentionally managing your response and reaction to the challenge will free up energy for you to focus on contribution and service both inside and outside of your workplace.
Building up mental resilience while amidst an unsteady time will allow you to relate to current and future challenges in an entirely new and empowered way. Your mental capacity for being present and seeking opportunity will increase, and your physical body will operate at a more calm state (which will keep your immune system robust!).
Click below to learn more about why resilience matters and how to integrate it into your life.
A LOOK INTO THE #1 DETERMINER OF HIGH FUNCTIONING AND PERFORMING TEAMS
PSYCHOLOGICAL SAFETY. “An environment built on trust that allows for mutual respect, intentional candor, ownership of mistakes and ability to learn from them without fear, openness to feedback, accountability, responsibility, transparent dialogue, and creative collaboration.”
When there is psychological support, there will be more loyalty. Employees who feel at ease being themselves, sharing ideas, and taking risks are more likely to stay with an organization. It encourages active participation, allows room for creativity and innovation, and leads to increased resilience and motivation (especially when times are challenging).
Click below to learn more about psychological safety and how to cultivate it inside and outside of your workplace.
THE LINE OF CHOICE: IN EVERY SCENARIO, we have a say.
It is our relationship to events, circumstances, and situations that dictates how we feel and act. No matter what, there is always choice. “Above the line” thinking provides space for accountability, ownership, and opportunity. “Below the line” is the home of blame, victimization, and diffusion of responsibility.
When we engage with our days and our teams and our organizations with empowered and enthusiastic curiosity, we are able to make thoughtful decisions and respond effectively. As a leader it is up to you to make the choice every day how you want to show up both inside and outside of your workplace.
Below you’ll discover how to evolve your thinking to hover “above the line” and integrate the practices into your daily life.
NAVIGATING LAYOFFS WITH INTENTION AND CARE
Making the decision to lay someone off is challenging, regardless of the situation. When the conversation is approached with consideration, intention, and acknowledgement, it leaves little to no room for frustration, resentment, and blame.
The expertise here is all about balancing your emotionality and pragmatic methodology. You must be engaged in both arenas not only to support the individual(s) getting laid off, but to continue to effectively lead afterwards.
Below you'll find an approachable outline for navigating through the conversation.