Blog - People for Success

High-performing teams? Focus on social connections

1 February, 2022 por P4S

All leaders want to solve the “puzzle” of what makes a high-performance team. One piece that is often lacking is the importance of social connections. If you are overloading your team, here are some strategies, based on various research, to promote greater connectivity.

Invest time in bonding over non-work topics:

The best teams are no longer effective because they work all the time. In fact, discussing things not related to work – sports, books and family, for example – reveals shared interests, allowing people to connect genuinely, resulting in closer friendships and better teamwork.

Create a culture where expressing appreciation is the norm:

Recognition is often a motivating and powerful force, more than monetary incentives. And a recognition of good work should not flow only from top to bottom. You should make it a rule within your team.

Put a premium on authenticity:

It is important to create an environment in which employees feel comfortable to honestly express their positive and negative emotions, as well as praise and play with teammates.

To see more strategies go to: 5 Things High-Performing Teams Do Differently

5 resolutions to build resilience and thrive in 2022

14 January, 2022 por P4S

You can’t control everything that affects you, it’s a fact. Setbacks happen and surprising opportunities can arise. Recognizing that you can’t control everything – not your disappointments or your big wins – is a key part of maintaining long-term resilience.

Still, your way of thinking can determine how well you respond to what comes your way, how resilient you are, and how fulfilling you find your work and your life.

Here are 5 essential resolutions to help you make the most of this year:

1. Recognize that your work and your life are on the same team

You’ve heard the phrase “work-life balance”. It seems admirable at first glance. And yes, you need to balance the demands of your professional career and the demands and desires outside the work context. Outside interests also help build connections and social capital. They can even boost your career “brand”.

2.Remember that you are responsible for your career

The professional world is very competitive. People are busy. Those above you are focused on your own path. Furthermore, it is very difficult for managers to reliably assess how an individual contributed to the success or failure of a team. All of this means that whatever you want to happen will have to come from your own efforts.

3. Pay attention to your success and the advantages you can get

Another part of loving your career (and your life) is pursuing your desires, dreams, and goals, even if others don’t quite understand the path you want to take. This can also be a great time to gain more knowledge that can help you move up the ranks or move forward.

Whatever the specifics of your goals, having the best year of your professional career still involves being very clear about what you want and pursuing that idea to the end.

4.Rebuild your social capital and accumulate new connections

Almost everyone “reduced” social capital during the pandemic, as the lack of face-to-face time prevented the emergence of new relationships and, in some cases, weakened existing ones. This year, focus on rebuilding it, even if it’s on the virtual side.

One strategy: build a personal visibility plan. This is a specific plan that takes into account the challenges of remote or hybrid work and includes ways to stay visible. You may decide to do more than required or turn in work on time, or you may plan regular meetings with colleagues outside of work.

5. Recognize that you are in a relationship with your professional career

In 2022 you should pay attention to your career. Nurturing a relationship with your professional career means that you feel good about it and, therefore, you should take care of it.

How can you do this? For starters, make sure you focus your attention on your successes and not your failures. We all have setbacks, even the most successful people. Learn from them, move on, and stay focused on your highest points.

To make 2022 the best year of your professional career, take control of your attitudes and actions. As we enter a year with so many unknowns, decide to choose the path that will bring you the most joy.

Original article: 5 Resolutions To Build Resilience And Rise And Thrive In 2022

The EQ-i 2.0 is the industry’s leading emotional intelligence test. See why.

10 January, 2022 por P4S

The EQ-i 2.0 ® from MHS is one of the most widely used emotional intelligence tests in the world and with over 25 years of research and experience. Emotional intelligence skills are critical for building relationships and teams, resolving conflicts, solving problems, leading effectively, and building resilience. EQ-i 2.0 provides a detailed assessment of areas with potential to be developed. Each assessment comes with a comprehensive report that describes how an individual’s emotional quotient (EQ) competencies work together and provides strategies for balancing EQ competencies for greater effectiveness. Here are just a few reasons why coaches continue to invest in EQ-i 2.0.

Offers a rigorous certification program

To understand a person’s emotional drivers, you need to understand human behavior, its assessment and feedback. Although you can improvise, nothing beats knowledge and experience.

The EQ-i 2.0 focuses on learned skills that can be used to complement the results of other piscometric instruments

Emotional intelligence comprises a set of skills – skills that can be learned. We know that most personality traits are stable throughout life. Although personality tests help people gain self-awareness and self-awareness, personality traits – such as introversion and awareness – are less able to be taught as they are stable. However, people can use EQ-i 2.0 to develop skills that help them perform more effectively, regardless of their innate personality.

The EQ-i 2.0 is very popular and very relevant

Reliability and validity are essential concepts to assess when selecting a psychological assessment. The original search for the EQ-i began in 1985, and a recent search of the APA PsycNet ® database illustrated more than 365 published studies focusing on the EQ-i. While we’ve adapted to new ways of working, as the push for a virtual and digital environment has accelerated rapidly over the past year, understanding and building an emotional skill set is more important than ever. Even when times were volatile in the middle of the pandemic, the average scores on the EQ-i 2.0 remained stable. For nearly 20 years, consultants and organizations have trusted the science that underlies the EQ-i 2.0 to help improve human performance. Being the first scientifically validated measure of emotional intelligence, coupled with surveys from top-tier organizations, means you can count on EQ-i 2.0 to add robustness and accuracy to your talent management initiatives.

The EQ-i is the first and one of the only tools that measure an individual’s level of social responsibility

Long before it became popular, we measured a person’s social responsibility as part of our facet of interpersonal relationships. We were definitely on the right path, as the data showed that social responsibility is highly related (but not as obviously) to a leader’s authenticity, integrity, and transparency.

The EQ-i 2.0 is a trusted brand

Having been the leading emotional intelligence tool on the market since the early 1990s, it helped establish the MHS EQ-i 2.0. Tens of thousands of users in government, military services, non-profit associations, financial services, pharmaceuticals, healthcare, and industries of all kinds already attest to the quality of the EQ-i 2.0. It is trusted as one of the most validated and available emotional intelligence tools.

The quantity of complementary and supporting products to the EQ-i 2.0 are of high quality and provide a significant development for the customers

You can have access to a variety of tools that you can use to help your customers. There’s the EQ Edge book, the EQ Leader, Emotionally Effective Leader Workshop, EQ-i ®2.0 Workbook, EQ Connections ™ leadership reports, and many other resources to make you a more professional and trusted advisor/coach or in-house intelligence expert emotional.

MHS has the best ongoing support system around

As an organization that has been offering emotional intelligence assessments and programs for over 20 years, MHS has the depth and experience to help you and keep you up to date with the latest advances in the field. You have a worldwide network of experts in EQ-i 2.0 who help and support you. They also partner with customers to help develop high-quality custom programs.

Original article: The EQ-i 2.0 is the industry leading emotional intelligence test. Here’s why. – MHS Assessments

Mistakes about Emotional Intelligence

21 December, 2021 por P4S

Many people think that having emotional intelligence means being “nice”. But this perception obscures some fundamental benefits for developing Emotional Intelligence.

The first thing that often comes to mind when someone says that a coworker is “nice” means that they are fun to work with.

For example, a manager may be polite and willing to please others. However, we may talk to self-employed people and find that the work environment they are in is toxic due to the manager. On the other hand, especially in business contexts, there are also kind people who try to avoid conflict and are therefore easily manipulated. Thus, the question arises about the relevance of working on your emotional intelligence.

In fact, being skilled at each of the four components of emotional intelligence would allow you to have confrontations when needed and in a more strategic and productive way. These components are: emotional self-awareness, self-management, social awareness and relationship management.

How do these components interact to deal with a conflict? If you are really opposed to the conflict, you can avoid it entirely. Emotional intelligence provides a happy medium between these extremes. A strong self-awareness and self-care would allow you to control your impulses or any anxiety you might feel around a conversation. A highly developed sense of empathy – which is part of social consciousness – would allow you to view the situation from the other person’s point of view, where you could present your arguments in a way that made them feel listened to. And dealing with conflict is an important part of managing relationships. Say what you mean, clearly and loudly and in such a way that the other person could hear.

However, it is also possible that certain people who exhibit certain types of emotional intelligence are overly strategic in their approaches. That’s because having strong emotional intelligence means that, to some extent, you have the ability to manage the emotions of those around you, as well as your own.

There are three different types of empathy that reside in different parts of the brain: cognitive, emotional, and empathic worry.

Leaders who develop their emotional intelligence more deliberately will be more in sync with not just all aspects of empathy, but all four of the aforementioned components of emotional intelligence. Believing that emotional intelligence simply means being “cool” overshadows what makes this framework so useful – and prevents leaders from having productive conversations that increase their ability to influence and lead.

Original article: What People (Still) Get Wrong About Emotional Intelligence

Simple tips to feel connected with others even though you’re physically apart

7 December, 2021 por P4S

With the pandemic crisis keeping people physically separate from one another, simple gestures — like sending an email or sharing a helpful resource — can inspire a sense of togetherness, says Stanford psychologist Greg Walton.According to Walton’s research, small social tips can have a big impact. The psychologist found that people who work alone, just hearing that they can collaborate on a certain task, increases their motivation and job satisfaction. In the questions asked to the psychologist, we will verify them.Walton is an associate professor of psychology at the School of Humanities and Sciences. Much of his research looks at the psychological processes that contribute to major social problems and how targeted interventions can help resolve them.

The current pandemic has affected some workplaces, causing some organizations to work remotely. How can people feel that they are still working together even though they are physically distant?

Walton says it is important to remember that “union” is an objective and psychological experience. They may be physically separate, yet still feel a sense of togetherness and teamwork.

This feeling of togetherness is also important in the workplace. In several studies, it was hypothesized that simple tips for working together would increase people’s motivation.

Effectively, people derive motivation from the opportunity to work with other people.

Are there any suggestions to inspire unity among co-workers who find themselves working remotely?

For those lucky enough to have a job that they can continue remotely, there are ways to maintain a sense of togetherness and common purpose. You can be alone, at home and working to complete a project. But if you get an email from a co-worker with some ideas or suggestions for your project, it can sustain the feeling that they’re working together to do the same job.

What common ambiguities are shown about motivation?

One of the biggest misconceptions about motivation is that it refers only to you. It is the idea that motivated by what interests you, your passion, what is good or what I chose for you.

There is truth in that. But it is incomplete. People are strongly motivated by other people. Direct relationships between people are also important to increase motivation. We’ve found that suggestions as small as a shared birthday can create a minimal sense of social connection between people – and this can facilitate social sharing of motivation.

Why is union important?

The human being is a social animal and made to be close to others. That’s why the feeling of loneliness, especially for long periods of time, is one of the most toxic experiences a person and a body can have. It is a greater risk factor for death or developing a disease than smoking.

A huge competitive advantage we have as a species is that we are willing to work with others on common tasks. We seek to learn from each other and quickly share the innovations that a person develops. If someone else finds a better way to build a widget, we can copy it. And we are motivated to collaborate, to share goals and to strive to accomplish joint tasks. No single person can build a multinational business or develop a vaccine. But we can do these things together. Cultural development and change accelerate because we are able and motivated to work as a team.

What’s the best advice for today?

Let’s socialize from a distance! Let’s stay in our thoughts, reach out, communicate and work together on the issues we face so that we can make progress for our families, our communities, our country and our world.

Original article: Inspiring connections while working apart | Stanford News