LEADEROLOGY’s Post

🤷♀️ Is there room for emotions in the workplace? Absolutely! 🙌 Our feelings play a crucial role in the decisions we make every day and in our relationships, both inside and outside the workplace 🏢 “𝑾𝒆 𝒂𝒓𝒆 𝒏𝒐𝒕 𝒕𝒉𝒊𝒏𝒌𝒊𝒏𝒈 𝒎𝒂𝒄𝒉𝒊𝒏𝒆𝒔 𝒕𝒉𝒂𝒕 𝒇𝒆𝒆𝒍; 𝒓𝒂𝒕𝒉𝒆𝒓 𝒘𝒆 𝒂𝒓𝒆 𝒇𝒆𝒆𝒍𝒊𝒏𝒈 𝒎𝒂𝒄𝒉𝒊𝒏𝒆𝒔 𝒕𝒉𝒂𝒕 𝒕𝒉𝒊𝒏𝒌.”- Antonio Damasio, Neuroscientist 👨💼👩💼 The most effective leaders understand this deeply. They leverage their emotional intelligence (EQ) daily to read and respond to their own emotions and those of others, resolving issues and driving successful organisational change 🧠 EQ is a vital part of the leadership toolkit, on par with problem-solving and effective communication, yet it has only recently gained the recognition it deserves 📝 In my latest blog, "How to Build Your Emotional Intelligence," I explore the pivotal role of emotions in the workplace and the risks of ignoring them. Here are some key highlights…. 𝑴𝒂𝒏𝒂𝒈𝒊𝒏𝒈 𝑬𝒎𝒐𝒕𝒊𝒐𝒏𝒔 It's not unprofessional to show emotion at work. In fact, acknowledging emotions can prevent resentment, increase productivity, retain talent, and foster creativity. 𝑳𝒆𝒂𝒅𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝑬𝒎𝒐𝒕𝒊𝒐𝒏𝒂𝒍 𝑰𝒏𝒕𝒆𝒍𝒍𝒊𝒈𝒆𝒏𝒄𝒆 Great leaders are adept at managing their own emotions and those of others. This skill enhances decision-making, strengthens professional relationships, and builds trust within teams. 𝑩𝒖𝒊𝒍𝒅𝒊𝒏𝒈 𝒀𝒐𝒖𝒓 𝑬𝒎𝒐𝒕𝒊𝒐𝒏𝒂𝒍 𝑰𝒏𝒕𝒆𝒍𝒍𝒊𝒈𝒆𝒏𝒄𝒆 Whether you're a natural or need a tune-up, there are ways to enhance your EQ. Practicing self-awareness, prioritizing self-regulation, and developing empathy are three key techniques to start with. ⚠️ Leaders who ignore EQ risk communication breakdowns, unresolved issues, disengaged teams, and lower productivity On the other hand 🤚 those who embrace it create healthier, more open, and more successful professional relationships, fostering trust and innovation within their teams 🤔 Ready to give your emotional intelligence a workout? Check out my full blog to learn more about how you can develop this essential skill and reap the benefits for you, your team, and your organisation ➡️ https://lnkd.in/eR5qkpYH Learn to lead with heart ❤️ and intelligence 🧠 #EmotionalIntelligence #EQ #Leadership #WorkplaceWellbeing #SelfAwareness #Empathy #Coaching

What does it mean to lead with Empathy? I had the honour of attending a webinar hosted by Jenny Garrett OBE with four other expert panel of coaches on "Leading with Empathy". From experience, I’ve learnt that leading a team that is high-performing and engaged requires empathetic leadership skills. It takes a lot of personal work and growth to be a truly empathetic leader. Emotion researchers generally define Empathy as the ability to sense other people’s emotions, coupled with the ability to imagine what someone else might be thinking of feeling. Leading empathetically is not just about being nice to your teams and colleagues, it is a comprehensive skill set that empowers you to create a workplace where productivity, innovation, and inclusion thrives. It requires developing high levels of trust and care including a culture of acceptances within teams. These are some of the skills required to lead emphatically. Thanks coach Jenny for sharing the recording and summary. I especially found the tangible examples provided by the coaches on the panel useful. These skills can be developed. 🤖Emotional Intelligence (EQ): This is the foundation of empathy. Develop the self-awareness and social awareness needed to understand and manage your own emotions, as well as effectively respond to the emotions of others. 👂🏾Listen actively: This means to listen to understand. I have learnt that when I truly listen to my team’s perspectives, it alleviates concerns whilst uncovering hidden opportunities and building trust amongst the team. 🧐Feedback: This can be quite tricky because sometimes, feedback is negative but it is important to make feedback constructive, timely and actionable. Start by understanding the individuals experience by asking them. Trust me, it is obvious when a leader is empathetic, they go beyond the day-to-day function and they make space for difficult conversations and listen without judgement. Research shows that organisations benefit from having empathetic leaders because teams have three times higher performance and two times higher inclusive work culture. #leadership #career #sustainability

🌟 Elevate Your Leadership: The Power of Emotional Intelligence and Maslow’s Hierarchy 🌟 Maslow's Hierarchy of Needs is a psychological theory that outlines five levels of human needs, from necessities like food and safety to higher-level needs like self-fulfillment and personal growth. Understanding this framework is crucial for developing Emotional Intelligence (EI) and fostering a supportive work environment. Here’s how: 💡 Empathy & Recognition: By understanding where individuals fall in these needs—ranging from basic to self-fulfillment—we can better empathize with their emotional states and support them effectively. 🚀 Supporting Self-Actualization: Helping team members achieve their highest potential requires emotional intelligence. Providing support and opportunities for growth helps guide them towards self-fulfillment. 🌱 Managing Stress & Motivation: Meeting basic needs affects emotional well-being. Emotionally intelligent leaders address these needs to manage stress and keep motivation high. 🗣️ Enhancing Communication: Knowing where someone stands in the hierarchy of their needs improves communication, allowing for more tailored and supportive interactions. 🤝 Building Strong Relationships: Recognizing different levels of needs strengthens trust and rapport, which is essential for positive, lasting relationships. 🔍 Conflict Resolution: Identifying unmet needs helps resolve conflicts more effectively, leading to stronger, more supportive team dynamics. Integrate Maslow’s Hierarchy with EI to create a more understanding and effective workplace. Let’s elevate our teams and leadership together! 🚀 #EmotionalIntelligence #Leadership #OrganizationalHealth #MaslowsHierarchy #TeamDynamics #Empathy #PersonalGrowth #ConflictResolution #WorkplaceCulture #VirtuSync

Leaders, do your employees see you as a threat? 🚨 😣 Are you that boss whom employees avoid to join for lunch? 😣 Do employees suddenly walk away (just as the red sea parted) when they see you coming? 😣 Do your employees tend to keep quiet during meetings, yet have lots to say about the topic off the record? If you answered yes, then maybe, they do see you as a threat. I learned that when we meet people, our brains decide whether the person we are meeting is “safe” or a “threat”. There could be many reasons why we perceive people a certain way. It’s important to understand the science behind why your employees might be secretly (or actively) avoiding you or opposing you… They might be seeing you as a threat 🚨 to their…. STATUS Do you come across as someone who would take over someone’s dominance or good stature in the team? CERTAINTY Do you withhold information from your team and constantly introduce changes on a whim? AUTONOMY Do you always tell them what to do and watch over their shoulders? These three are part of the 5 domains of human social experience, according to David Rock’s SCARF Model. According to this neuroscience study, any threat or reward on any of these 5 domains activate the same response in the brain as physical survival. 🦁🐍 Here are some suggestions for leaders to build CONNECTION, and create a SAFE space. ❇️  Align goals and leave the planning and execution to them ❇️  Intentionally provide opportunities for getting-to-know and rapport-building ❇️  Create a safe space that encourages them to approach you for questions or concerns ❇️  Provide them with the support and resources that they need ❇️  Get to know their strengths and interests for better alignment of tasks or roles ❇️  Be transparent, clear and timely when communicating change Was this helpful to you? Share with someone who can learn from this! #LeadershipDevelopment #LeadershipCoaching #CareerCoaching

Hello LinkedIn community! 👋 Today, I wanted to share some thoughts on a topic that's close to my heart - Emotional Intelligence (EQ). EQ is not just about being 'in touch' with your emotions. It's about understanding and managing our own emotions and influencing the emotions of others. It's a set of skills that can have a profound impact on the way we perceive and navigate the social complexities of the workplace. In my own professional journey, I've found that EQ is often the unsung hero behind successful leadership and effective teamwork. Leaders with high EQ are able to foster a positive environment, where empathy and understanding are valued. They can navigate conflicts, provide constructive feedback, and motivate their teams in a way that resonates. Moreover, EQ plays a crucial role in innovation. It allows us to be more open to diverse ideas, encourages us to challenge the status quo, and helps us handle the inevitable uncertainties that come with innovation. So, how can we improve our EQ? Here are a few tips: 1. Practice self-awareness: Pay attention to your emotions and reactions. 2. Cultivate empathy: Try to understand things from others' perspectives. 3. Improve your listening skills: Sometimes, it's more important to understand than to be understood. 4. Manage your stress: Find healthy ways to cope with stress and maintain a positive outlook. Remember, EQ is not a destination but a journey. It's about making small improvements every day. Let's embark on this journey together and create a more empathetic and effective workplace. #EmotionalIntelligence #Leadership #WorkplaceCulture

"People come to work to work and they need to leave their baggage at home." How many times have you heard something like this? Leaders today don't have to have all the knowledge to be successful. Instead, they have to support and inspire the people who do have the knowledge. ❌ There is often a myth that by expressing empathy, you're excusing poor performance or not able to hold people to high standards. What happens at home does often impact work, and leaders need to have a view of the bigger picture in order to effectively support the wellbeing of their employee. Empathising with the difficulties employees face will enable you to: ✅ Help them build resilience and learn from setbacks ✅ Diffuse their embarrassment/shame if they've made a mistake and allow them to start thinking creatively about solutions ✅ Understand their hurdles and blockers to see what difference YOU can make For you to practice empathy, you must actively listen. Ask more questions about their situation. If they share something personal, don't gloss over it and give them an arbitrary 'thanks for sharing' and then immediately bulldoze them with your point of view. Genuine empathy is hard work. Have you made a decision lately that was poorly received by your team? How did you react? Were you defensive, or did you practice empathy? 💡The Gibb's reflective cycle is a great tool for many scenarios, and I find that it's a particularly great coaching tool for helping leaders practice empathy. 1. Use it to reflect on your own experience as a leader. If you reacted defensively to something, how could you react more empathetically next time? 2. Use it to help an employee overcome a setback. Help them process their feelings and thoughts into an action plan. 🗨️ In the words of Professor Brené Brown: "Empathy is the antidote to shame." Further reading on coaching, leadership and empathy in the comments. #CoachingTools #Leadership #Empathy #EmotionalIntelligence

Two lasting guiding principles of my life have been empathy and compassion. To the wonderful people in my network, I am eager to point out how the two are related but with a slight difference. Empathy is the ability to understand and share the feelings of another person. Compassion goes beyond empathy and shared feelings. Apart from understanding and sharing the feelings of others, compassion adds an element of action. Compassion involves doing something to improve the situation in an impactful, significant way. For me, compassion has been instrumental in building strong and healthy relationships, promoting higher values and outcomes, and reducing conflict. It also helps by enhancing emotional intelligence, improving mental health, and fostering concrete relationships. Empathy and compassion are, therefore, essential aspects of our nature that play a crucial role in fostering human connection. When empathy and compassion are the pillars of our worldview, deep connections, positive relationships, reduced conflict, and improved mental well-being are almost guaranteed - offshoots. In the organisational context, I personally advocate that all leaders make empathy and compassion their guiding principles at work and in their interpersonal relationships. For leaders, empathy and compassion help by: - Building trust and relationships at deeper levels - Creating and strengthening relationships with the team - Enhancing communication - compassionate & empathetic leaders listen actively, and their communication resonates with all those who interact with them - Motivating and inspiring the team - showing genuine concern and care for the teams’ well-being works wonders - Resolving conflict by finding mutually beneficial, kind solutions and fostering a sense of harmony within the team - Promoting inclusivity and diversity - compassionate leaders value diversity and create an inclusive environment where all the team members feel respected and appreciated - Supporting the personal growth of team members - becoming a true mentor they will always be proud to know - Dealing with challenges with grace - compassionate leaders demonstrate resilience and grace under pressure You can see why I am convinced that empathy and compassion are essential qualities for effective leadership. Leaders who prioritise empathy and compassion create positive work environments where individuals thrive and teams achieve consistently. #SanjayDrishti #compassion #compassionateleadership #emotionalintelligence #humanleadership #awareness #leaderswithcompassion #beingawareoftheirhumans #empathyinleadership #empathy #humanforward

How Psychology Shapes Effective Leadership Ever heard the phrase, "Leaders are born, not made"? I used to think that too, until psychology taught me otherwise. Flashback to my first year graduation, where lessons from Freud and Pavlov seemed distant from leadership. Today here while I was working as the Head of Human Resources, where those insights are my leadership toolkit. —> Empathy in Action: Understanding people’s emotions is key. I sat down with team member and managers, listened genuinely, and built trust. When people feel understood, they open up. —> Active Listening:Instead of nodding absentmindedly, I mirrored concerns, asked questions, and validated feelings. A team member who felt overshadowed during meetings gained confidence when given space to voice ideas. —> Personality Types: Using the Big 5 personality test, we identified team personality types. Tailoring communication styles improved collaboration and inclusivity. —> Motivation and Recognition:Understanding intrinsic vs. extrinsic motivation, we celebrated achievements, boosting job satisfaction and team atmosphere through rewards and recognitions —> Transformational Leadership: Encouraging the manager to inspire rather than direct led to clear goals, support, and a unified team. The result? A once disheartened team became engaged, productive, and cohesive, applied to higher roles and even started to LEAD by incorporating these little psychology concepts into leadership isn’t just nice—it’s strategic. Psychology taught me that with the right tools. Have insights on how psychology has shaped your leadership style? Let’s connect and share experiences! #network #humanrsources #psychologyinHR #leadership #empathy #LinkedInNewbie #NetworkingPower #personalgrowth #ProfessionalGrowth

𝟳 𝗦𝗶𝗴𝗻𝘀 𝗬𝗼𝘂 𝗠𝗶𝗴𝗵𝘁 𝗕𝗲 𝗮 𝗧𝗼𝘅𝗶𝗰 𝗕𝗼𝘀𝘀 (And What You Can Do About It) Many people are unaware when their behavior turns toxic. Often, it stems from being overly focused on oneself. True leadership is about putting the team’s needs first. Great leaders are conscious of how they’re perceived and the impact they have. Here’s how to recognize these signs in yourself—and the steps to grow into a better leader: 1. You accept or overlook poor behavior. ❌ ↳ Allowing bad conduct erodes morale and trust. ↳ Set clear standards for behavior and apply them consistently. 2. You seldom provide feedback. ❌ ↳ Without feedback, employees are left guessing about their performance. ↳ Give regular, constructive feedback to encourage growth. 3. You rarely discuss growth opportunities. ❌ ↳ Neglecting career development can leave employees feeling stuck. ↳ Talk about each person’s career goals and create a roadmap together. 4. You don’t support work-life balance. ❌ ↳ Constant work without boundaries leads to burnout. ↳ Model balance by respecting work hours and encouraging boundaries. 5. Your communication lacks clarity. ❌ ↳ Vague instructions cause confusion and lead to mistakes. ↳ Practice direct and clear communication. 6. You don’t prioritize workplace culture. ❌ ↳ A neglected culture can quickly turn toxic and push away good people. ↳ Take active steps to build a positive, collaborative culture. 7. You struggle to show empathy. ❌ ↳ Lack of empathy makes employees feel unsupported and disconnected. ↳ Listen actively and respond with understanding to show you care. Becoming a great leader takes real commitment and self-awareness. Recognizing these areas for improvement is the first step. Did I miss any warning signs? Share your thoughts in the comments ⬇️ ♻️ Share this to help other leaders grow. And follow Pratik M. for more insights. #leadershipdevelopment #coaching #life #Leadership #WorkplaceCulture #SelfImprovement

Hey Culture🧩Connectors! It's Tactical Tuesday! Ever wonder why some leaders seem to navigate the complexities of human emotions effortlessly? It's not magic; it's Emotional Intelligence (EQ)! With a background in psychology and leveraging tools like the Predictive Index, I've embarked on a transformative journey into the realm of EQ. This exploration has not only been a game-changer for me as a leader but has also unveiled EQ as the secret sauce that elevates good leaders to greatness. EQ isn't just a buzzword; it's a critical tool in our leadership toolbox. Here's how you, too, can harness the power of EQ, drawing from both psychological insights and practical applications to enhance your leadership. Here are five strategic pieces to enhance your EQ: 🧩 Cultivate Self-Awareness. Begin with the person in the mirror. Understand your emotions, triggers, and how they affect your decisions and actions. Reflective practices like journaling can be a game-changer. 🧩 Master Self-Regulation. Keep your emotions in check. Practice patience and think before reacting. Techniques such as mindfulness can help maintain your composure in challenging situations. 🧩 Sharpen Your Empathy. Put yourself in another's shoes. Genuinely understanding the emotions of others can transform the way you lead, resolve conflicts, and motivate your team. 🧩 Enhance Social Skills. Communication is key. Develop active listening, clear articulation, and constructive feedback skills to strengthen relationships and foster a collaborative team environment. 🧩 Fuel Your Motivation. Set personal and professional goals that excite you. A driven leader achieves their objectives and inspires their team to reach new heights. Leadership is an art and a science, blending intuition with strategy. Elevating your EQ is about becoming a leader who leads with the mind and guides with the heart. What's your EQ success story? How has emotional intelligence shaped your leadership? Share your journey and drop a 🧩 in the comments! PS: Don't miss out on my weekly dive into HR insights. Hit that notification bell! Let's grow our leadership capabilities together, one EQ strategy at a time! #CultureConnector #TacticalTuesday #EmotionalIntelligence #LeadershipDevelopment #HRLeadership #Fulfilled