Silvia Pazos Rodriguez’s Post

Oh this is so good! Using moments of irritation to not only think about why we’re feeling irritated, what is it in us the behaviour is triggering to allow us to grow our EQ but also then attempting to understand what the value or strength that person has by the fact something about them creates an irritation. I have found using DISC, that often it’s our opposites who create these irritations and when we can change our view from annoyance to seeing the value their different style can have to ours can really shift how we feel about the behaviour. Side note: it can also be that they’re exactly like us so noticing it’s triggering something in us is worth reflecting on whether we may have the same impact on others. 💡

There's a lot of fluff about what success really is. At the end of the day it's simple. It's all about hitting key results. We can debate about what results are the right results to target but that's a strategic decision that needs to be made by each individual and team walking the walk. Success is most certainly not failing a lot. You need to get through lots of failures to get to success but success does not equal failure. Because 1 does not equal 0. There's a world of difference between putting up with failure as a necessary evil to get to success and ... ... glorifying failure as an end in itself and literally dismissing key results. Let's get it right. Success = key results. Which entails putting up with failures. Scott Varho thanks for sharing your thoughts on this - I'm definitely with you on this

This is so true, especially in safety. We could also include fatigue. But these are not "sins". They are part of being human. Rather than refer to it as "laziness" which doesn't help anyone, why not acknowledge what the neuroscience shows and help people deal with doing things in autopilot (without much thinking, if any at all). From the outside, it looks like laziness or complacency, but that's just the tag we give it. The solution is not to control the world around us so we never get impatient, fatigued or complacent. Getting people to try to continuously think about safety is not much of a solution either because the human brain just doesn't work that way. The solution is to teach people how to recognize these human functionalities asap and get them to apply techniques that minimize their impact at that time.

Taking pride in the work you do shows up in your results, and leadership isn’t any different. - Listen more than you speak. ✅ - Connect with people where they’re at. 🤝 - Be the leader you strive to be. 😃 - Show up in alignment with your values. 🌟 - Put the work in. 🙂 Consistently leading people well isn’t easy. Yet it’s one of the most rewarding things you can experience. 😁 #leadership #coaching #leadershipcoaching #values #peopleandculture #hardwork #rewardingwork

Calm mind always reveals the way, transforming challenges into opportunities with quiet clarity.

Translate: Ferocious reactions to stressful situations do not make them go away. Find peace. Here are 8 ways to do so: https://lnkd.in/eQ7tGqU3

Good reminder here ! Totally forgot about this book, A Whole New Mind. The six senses of design, story, symphony, empathy, play and meaning and the importance of right brain thinking are critical to success. And in this age of AI, a specifically human advantage.

In the fast-paced world we live in, it's easy to focus on what is explicitly communicated and overlook the underlying messages. Whether in personal interactions or professional settings, understanding the unspoken words can lead to deeper connections and more effective problem-solving. #Communication #ActiveListening #EmotionalIntelligence #Leadership #ProfessionalDevelopment

Watching and listening are the most underrated leadership skills.

Strangely enough, the same could be said of management. Everything that is measured has a value, and even more so that which is not. Yet performance measurement indicators are all mechanistic (output from the production system - the ways and means of the activity), whereas the majority should be organic (input from the management system - end of the business).