Here’s a brutal truth: Everyone hates to be criticized, but negative feedback is the most valuable feedback you can get. It’s how we grow, how we learn about our blind spots and perspective gaps. And even when it’s off-base, it’s a valuable window into the thinking of others. That’s why everyone should learn to see the most negative feedback as a gift.
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Several organizations have been implementing wellness programs focused on the physical component, in response to concerns related to employee health and the result of the number of hours sitting in front of a computer, driving or performing repetitive actions.
Clearly these types of programs, when adjusted to their target audience, represent countless gains for people and the organization as a whole. As it is popularly said, “This is better than nothing”. However, this type of approach does not consider the different elements of people’s well-being, namely emotional well-being.
Can’t we go any further? We talk about integrated approaches, isn’t this the space to really face the human being as a whole? [Read more…]
In years past, the emotional intelligence of employees was low on the list of qualifications, especially for leaders. However, with the way that the market has changed, how someone connects with others on an emotional level is becoming much more important.
Company leaders need to understand the emotional connection audiences have with services, products and companies as a whole. The most recent Fjord Trends 2020 even talks about “liquid people” and why it is important to set up human insights teams instead of consumer insights.
In a technological world where artificial intelligence is increasingly a reality, it seems almost a nonsense the space that personal and social skills have been occupying in organizations. Is it really nonsense?
There are many different versions of emotional intelligence, along with varying definitions and attributes. In short, emotional intelligence is a combination of self-awareness and self-regulation that affects motivation, social skills and empathy.
When it comes to coaching, emotional intelligence is essential. When both parties have a high degree of self-awareness and self-regulation, communication flows smoothly, allowing coaching to be facilitated successfully. On the other hand, low emotional intelligence can serve as an inhibitor to those receiving coaching if they lack self-awareness or are highly resistant and disruptive.
The purpose of this article is to provide a framework of how emotional intelligence can be developed and used to improve coaching and coaching conversations.
