Here's how you can cultivate a positive and inclusive work culture using emotional intelligence.

O líder positivo tem habitualmente, alguns hábitos que os diferenciam dos outros gestores. São eles: • Muita autoconsciência (sempre pedem feedback); • Transparência relacional; • Processamento balanceado (usando escuta ativa); • Comportamento ético; • Confiabilidade (respeito com os outros e manutenção da palavra); • Suporte constante à equipe; • Capacitação (oferece liberdade e escolha).

First lead by example in practicing empathy and active listening. Demonstrate genuine concern for your team members' feelings and perspectives, and encourage open communication. When you understand and address their needs and concerns, you foster a supportive environment where everyone feels valued and included. This approach not only strengthens relationships but also promotes a culture of respect and collaboration, driving overall team morale and productivity.

Everything starts with the core values. Every organization needs to have a clear understanding of its values, vision, mission, and then the trickle-down effect works from top to bottom. 1) Set high moral standards 2) Establish ethical and moral codes for all hierarchies 3) Maintain and practice the authority to prioritize collective growth and happiness 4) Introduce reward systems that incentivizes positive work culture and inclusiveness 5) Deploy friendly, collaborative, and interactive programs at all levels to encourage involvement and engagement of multicultural and diverse people from different backgrounds

Cultivating a positive and inclusive environment where people feel valued, respected, and motivated. Is very important to have leaders that understand and share the feelings of others, including those from diverse backgrounds or with different perspectives.

Emotional intelligence begins with self-awareness. You need to first understand your own motivations and behaviors, only then you can develop your understanding of others. So start with yourself. Find out your values, focus on your behavior patterns, and pay attention to your inner voice (or self-talk).

Active listening is very important within teams. It is much more than responding and saying something. In order to choose the right approach model, it is necessary to understand and analyze it first.

Active listen is critical in building trust among team members. When you are engaging in active listening you should be free from distraction. Listen to what they are saying, paraphrase to make sure you understand, ask questions, and show empathy.

First, we need to understand and manage our own emotions; without self-awareness, it's difficult to understand others. Adaptability allows us to handle changes effectively, and practicing active listening and showing empathy towards colleagues fosters a supportive and inclusive environment.

I completely agree with the opinion stated. Active listening is indeed a vital skill for cultivating a positive work culture. By fully concentrating, understanding, responding, and remembering what is being said, individuals can demonstrate respect and validation for their colleagues' feelings and opinions. This creates an inclusive environment where everyone feels heard and valued, leading to improved communication, collaboration, and conflict resolution. Active listening can: - Foster trust and build strong relationships - Encourage open and honest communication - Prevent misunderstandings and conflicts - Promote a culture of empathy and understanding - Enhance creativity and problem-solving

Blend in…I’ve found helpful to understand the current situation & strategically implement the solutions.It’s about compassion.

As Maya Angelou once said, "People will forget what you said, people will forget what you did, but people will never forget how you made them feel." Empathy exercises cultivate a positive and inclusive work culture by leveraging emotional intelligence to improve understanding, communication, and collaboration. Activities like perspective-taking and role-playing enhance self-awareness and social awareness, fostering appreciation for diverse viewpoints and clearer, respectful communication. Trust-building exercises promote a supportive environment, encouraging openness and collaboration, which are essential for a cohesive team. By focusing on these emotional intelligence skills, empathy exercises create a inclusive and harmonious workplace.

Te sucedió que mamá se accidentó o tu hijo vomitó en la escuela, solo te queda salir apresurado y encargar el trabajo. Vale mucho, cuando eres el que se dispone a llevar a un colaborador a apoyarlo en su emergencia. En otro momento se tenía una emergencia de cerrar un proyecto y son aquellos a los que ayudaste los que no se retiran mientras no vean que tu emergencia se ha terminado.

Develop the ability to understand and share the feelings of others. Actively listen to your team members, show genuine concern for their well-being, and demonstrate empathy in your interactions.

People deal with huge amount of complexities in their lives. Put yourself in their shoes, be patient and just don't be a d...

Je ne suis pas du tout d’accord avec les éléments de définition de l’empathie donnés ici. « Partager les sentiments d’autrui » ce n’est absolument pas de l’empathie! C’est même un contre-sens. Le partage des sentiments de l’autre c’est la sympathie. Ce n’est pas non plus comme il est dit «  se mettre à la place de l’autre », c’est même tout le contraire! C’est être capable de comprendre l’autre sans être à sa place et sans y mettre de sentiments, d’affect. C’est toute la force de l’empathie. Il y a par ailleurs dans l’empathie, l’absence de jugements autrement dit de la bienveillance vis-à-vis de l’Autre dans cet effort de compréhension.

El liderazgo no se trata de tener a un equipo a cargo sino que va mucho más allá, un líder es aquel que vela por el bienestar de cada uno de sus compañeros de trabajo y busca potencializar sus capacidades y habilidades para crecer y tener éxito en su vida profesional, parte de ese liderazgo es dar una retroalimentación constante de oportunidades de mejora y nuevos retos para asumir, se trata de contar con esa parte humana para estar dispuestos a enseñar y llevar a nuestros equipos al próximo nivel.

In Big4 environments, applying emotional intelligence in feedback is crucial for fostering a positive culture. Leaders exemplify emotional intelligence by building relationships and tailoring feedback for growth. Diversity is valued, requiring feedback sensitive to cultural nuances and promoting belonging. Continuous feedback loops ensure ongoing dialogue, vital for trust and transparency. Feedback is seen as a learning tool, fostering development and ownership. Employee well-being is prioritized, with feedback support. These practices create a supportive environment where individuals thrive, enhancing team dynamics and organizational success.

Constructing feedback does not only benefit the receiver, it benefits the giver as well. This is because only when this feedback is given, the receiver would feel even more motivated to improve and strive for the business. The employee needs to know that the leaders want them to keep moving forward not just for the business, but for the employee’s growth as well.

I like to give feedback as quickly as possible. For example, if I have a team member presenting in a meeting. Immediately after the meeting I'll grab them for 5 mins. and tell them what was working for them and what they may want to consider doing differently, why, and give examples. Giving robust feedback real-time allows people to take action immediately to address any problem areas they have vs. waiting until a formal review.

Working at Google taught me that diverse backgrounds bring a wealth of perspectives and experiences that are essential for innovation and problem-solving. When there is a room full of diverse people, more comes up and you make sure that your solution is bullet-proof. Celebrate everyone's unique contributions, we are stronger together.

Diversity should be recognized and celebrated. One way to do this is by placing people in the right roles for their specific talents. Roles that allow them to be their authentic self and contribute wholeheartedly to the organization using their unique skills.

Start by fostering awareness and understanding of different backgrounds, perspectives, and experiences among team members. Encourage open dialogue and empathy, allowing everyone to feel valued and heard. Acknowledge and celebrate cultural holidays, events, or milestones that are important to your team members, demonstrating respect for their traditions and beliefs. Use inclusive language and gestures that affirm the diversity within your organization. Embrace diverse viewpoints in decision-making processes, promoting collaboration and innovation. Address conflicts or misunderstandings promptly and constructively, leveraging emotional intelligence to navigate sensitive situations with empathy and fairness.

Diversity is being invited to the party; inclusion is being asked to dance. By acknowledging and valuing different backgrounds and perspectives, employees develop greater self and social awareness. Celebrations and activities encourage empathy, allowing employees to appreciate each other's experiences. Open communication is promoted in an emotionally intelligent environment, where individuals feel safe to express themselves. Such interactions strengthen interpersonal relationships and reduce biases. Additionally, acknowledging diversity boosts morale making employees feel valued and respected. The approach creates a harmonious workplace where everyone feels empowered and connected, ultimately leading to improved organizational performance.

Deve-se ter muita atenção com os momentos de celebração da diversidade, visto a complexidade do ambiente social vivenciado nas últimas décadas. Não há decisão que agrade a todos. As celebrações também. Deixe com que a equipe celebre continuamente a diversidade promovida pela atitude exemplar do gestor a partir de suas atitudes éticas e responsáveis com todos.

Conflicts are part of the daily life in many corporate working environments and projects. That makes conflict management an essential skill in the workplace, especially if you are part of the management team. If you can communicate openly, create a collaborative environment and approach conflict management to find a "win-win" solution that makes the involved parties satisfied, then you can create a productive work environment.

Contrairement à ce qui est affirmé ici, les conflits ne sont pas inévitables sur le lieu de travail. Ce qui est inévitable, ce sont les problèmes. Problèmes de compréhension, problèmes de communication, problèmes d’écoute. Ces problèmes, s’ils ne sont pas pris en charge et gérés sont susceptibles de dégénérer et de mener aux conflits. D’où l’importance de faire face aux désaccords et aux incompréhensions. D’où l’importance de ne pas laisser « pourrir » les situations, par peur, par lâcheté ou par manque de courage.

One way to stay open to all sides of the story is to realize that they are not intentionally trying to do anything wrong. Understand what they did, why they did it, then explain why that is not the correct approach. It becomes a teaching or mentoring moment and you both leave with respect towards each other. This approach also uplifts rather than puts them down.

Según mi experiencia comprender la complejidad del problema, empatía y simpatía ayudan a fomentar climas de seguridad y confianza que es la base para sostener cualquier idea de solución futura negociada.

Managing workplace conflicts effectively can require an approach focused on communication, understanding, and resolution. I think we can start by fostering open dialogue where everyone shares their views without interruption. I try to identify the root cause of conflicts by listening actively, asking probing questions, acknowledging emotions, gathering information, analyzing relationships, spotting patterns, separating facts from assumptions, and involving a neutral party if needed. A good idea is to collaborate on mutually acceptable solutions, emphasizing common goals. For more insights, check out “Crucial Conversations” by Patterson, Grenny, McMillan, and Switzler.

To be able to apply Emotional intelligence properly, the first condition is to work on your own emotions first, understand what emotions you do feel, how are they expressed, and most importantly how to handle them to be assertive and not damage someone else or yourself within your interactions. Once you can understand and manage your own emotions, then you can help others to use that knowledge appropriately. Emotions are complex constructions that require time just to process them correctly and help your environment to apply them as well.