Professional development and management skills

The study found that emotional intelligence—which Six Seconds defines as “a set of skills for understanding and using emotions effectively”—accounted for almost half of an individual manager’s performance level. It also found that emotional intelligence increased organizational engagement, higher organizational engagement achieved higher bottom-line results, and employee turnover dropped 63 percent during the study.

This really works - practise!

"Does emotional intelligence significantly contribute to a manager’s performance and a company’s overall success? One recent study says yes, strongly."

What do you think? How do you plan to develop EQ?

www.equanimityexecutive.com

There are mindsets and mindsets. Everyone's capable of creativity - but some animals are more equal than other animals, as it were. Here, a look at the types and mindsets of creativity and how to use them best. 

There are seven elements of a creative personality, so if you’re thinking about quitting your job as a lawyer or stock analyst to go on tour with your band or finally write that novel, you might want to consider the list in this article.

Oh, really?...

Seems strange not to think this is the norm. Evidently not....

So as a leader in the business, how do you build trust in your organization? There are four key ways:

~Create Safe Havens – make it safe for people to say what’s really going on in the business

~Share Vulnerability – address key truth statements and establish new behavior ground rules to address those truth statements in a positive way

~Find Swim Buddies – create “partners” to hold each other accountable for behavior changes

~Develop Behavior Scorecards – build behaviors into a business scorecard and develop an ongoing process for measurement and improvement

(From the article): Forget about advanced listening skills. Don’t jump to active, critical, or appreciative listening.

Open your ears by closing your mouth.

Look in their eyes and stop flapping your tongue. Leaders are listeners.

Jumping from no listening to advanced listening is like using a dragster for driving lessons. You’ll crash and burn. In addition, going from poor listening to active listening creates paranoia in those around you. “What’s going on?”

Really intersting artcile applying science to what we all inituitively know. Whay is it then that so many businesses and leaders / managers operate in a contrary way. Food for thought.

The mysteries of the brain are unfolding.  Only a generation ago, we believed that our brains were static and fixed, prone to inevitable atrophy.  Now we are beginning to understand that the brain can rewire itself in remarkable ways. And we are the catalysts!

The not-so-good news is that what often remains – as stagnant and immobile as our brains are not – are the ways we still cling to old ideas about organizational systems that do not maximize human performance.

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John Michel, experienced leader, humanitarian, visioneer, and renown status quo buster, is the author of the ground breaking book, Mediocre Me: How Saying No to the Status Quo will Propel you from Ordinary to Extraordinary. Check out his blog at www.MediocreMe.com or drop him a note at johnmichel@MediocreMe.com

fantastic scoop, thanks Dan!

Excellent perspective...time to move and capture our future!

change=growth

Agree! "Leadership is learned behavior that becomes unconscious and automatic over time." 

Some great tips - my favorites - lead by example, making it safe for peopkle to speak up, deploy talent (I say maximize your people), ask (powerful) questions, be positive (remember the 3:1 ratio), be a teacher...

What would you add?

Our “fight-flight” reaction and strong memory for painful experiences are hardwired from birth. Our brains detect negative information faster than positive information and are drawn to bad news. This hardwiring is further reinforced as we grow up because our negative experiences leave an indelible trace in our brain.  Thebrain continues to learn and change itself throughout our life.

The good news is we are capable of over-riding our primitive reactions that don’t serve us well, and creating new neural pathways that reduce stress and irritability and generate more happiness and wisdom in our lives.

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John Michel, experienced leader, humanitarian, visioneer, and renown status quo buster, is the author of the ground breaking book, Mediocre Me: How Saying No to the Status Quo will Propel you from Ordinary to Extraordinary. Check out his blog at www.MediocreMe.com or drop him a note at johnmichel@MediocreMe.com

No quiero ni imaginar lo que serían estas cifras en España.

The data should be eye-opening again to the C-Suite if they are concerned with the survival of their companies. I know it's not easy but why are so few companies responding.

 They're small things, but each has the power to dramatically change someone's day. Including yours.

The opening lines are about traditional versus collaborative leaders. I think there has always been collaborative leadership. Great leaders through history surrounded themselves not with sycophants but with those who came with questions. Community emerged, trust revealed, and greatness shone through. We need to believe we are not reinventing the wheel. It exists and needs to be dusted off.

love this - where do you sit?

Pedro Barbosa | www.pbarbosa.com | www.harvardtrends,com