Susan A. David, Ph.D. Cofounder, Institute of Coaching, McLean/Harvard Medical School | Author, Emotional Agility | CEO, Evidence Based Psych. "Every leader needs to cultivate this triad of awareness, in abundance and in the proper balance, because a failure to focus inward leaves you rudderless, a failure to focus on others renders you clueless, and a failure to focus outward may leave you blindsided."
As I watched news coverage after the recent US presidential election and tried to understand what had happened, my thinking coalesced around three broad reasons for Hillary Clinton’s unforeseen demise:
When you understand what it's like to be both an extrovert and an introvert, it can help you relate to the people you work with better. Especially, if you are in a leadership position. Here are the ways I've used being an ambivert to my advantage.
1) I know when to give introverts time to collect their thoughts. Introverts aren't comfortable being put on the spot. They appreciate time to contemplate and then respond. I allow my introverted coworkers ample time to review and come to their own conclusions so they can feel comfortable articulating their ideas and responses.
2) I know when to give extroverts the opportunity to speak their mind. Extroverts want to openly contribute. They are energized by speaking and engaging with others. I create opportunities for my extroverted coworkers to talk and share their thoughts and feelings so they can be heard.
3) I can sense when an extrovert is overwhelming an introvert. When an extrovert is spending too much time talking, it can be a major distraction for the introvert. There are times when I need to step in and create opportunities for the introvert to have some quiet time to calm his or her brain.
“No one cares how much you know, until they know how much you care” – Theodore Roosevelt. Click To Tweet Over the last decade, there’s been a huge increase in evidence that emotional intelligence (EI) is an important factor in leadership. Numerous studies have shown a positive relationship between emotionally intelligent leadership and employee satisfaction, …
Daniel Goleman is a LinkedIn Influencer - "What Makes a Leader? Emotional and Social Intelligence Researchers have found that employee performance improves when leaders spread enthusiasm, motivation, and a shared sense of meaning. Negative emotions such as fear or anger used carefully may provide a brief boost in performance but become toxic in the long-term."
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