Emotions are contagious!
Have you ever been sitting in a room when someone comes in and you could just tell they were angry? And then, before you know it, you're angry as well?
And what about the opposite? Someone sits next to you, smiling and laughing. How often has that shifted your mood to one that is positive?
We've all had experiences related to the above and understand the power and impact of emotions. In her book Team Emotional Intelligence 2.0, Dr. Greaves helps us understand how emotions impact teams and the four skill sets teams need to navigate those emotions effectively.
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Emotional Intelligence at Work
So, what is emotional intelligence, and how does it impact the workplace?
Emotional intelligence is the ability to manage one's own emotions and understand the emotions of others.
Why is it soooo important?
While we can tell you why based on our own experiences with people who have it and those who don't, research shows that highly emotionally intelligent people are better equipped to make sound decisions, create sustainable relationships, and handle continuous change.
Can you imagine a workforce where people are able to manage and express their own emotions and empathize with the emotions of others?
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We do this with kids, but what about for adults?
Many of us intentionally spend time teaching our children emotional literacy, or the ability to recognize one's emotions, name them, and express them appropriately.
But we don't do the same for adults. And we don't even think about it with our teams.
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Who would you invite?
In last week’s email, I talked about how those you spend the most time with can influence your values, beliefs, and thoughts by as much as 30%.
And keeping that in mind, I then challenged us to think about “who gets to have a seat at our table?
And that’s where I’d like to pick up from today.
Who does get to have a seat at our table? And how do we go about figuring that out?
Well… here is an exercise I’ve begun using at my leadership retreats called “A Seat at Your Table.
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Who's in your inner circle?
Everyone knows I love a good quote; here's one of my newest favorites…
"You're the average of the five people you spend the most time with," a quote attributed most often to motivational speaker Jim Rohn. There's also the "show me your friends, and I'll show you your future" derivative.
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I'd like you to meet...
Have you ever had that person you love to connect with in your professional life?
You know, the one person who you can spend hours with talking about the craft of what we do in our profession?
First, if your answer is “no,”
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You Matter!
The last several weeks we’ve been talking about what it means to “belong” in the workplace.
Today, I want to talk about how to intentionally cultivate belongingness in the workplace. With the key word being intentionally! For example, many of us have a list of tasks the employee needs to go through when onboarding but, how many of us include the following to foster a sense of belonging right away?
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A Sense of Belonging
In part of Danny Langloss' article on the seven pillars of ownership, he used the metaphor of renting versus owning. And how we treat things differently when we own something versus when renting it. There is a greater sense of commitment and investment.
And one of the seven pillars he focuses on is a sense of belonging,
So, why is "belonging" so important?
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Creating Ownership
Last month, I focused on the power of having a robust and compelling vision. A vision is so strong and persuasive that it invites others (e.g., staff) to share it and join the journey with you.
This month, I’d like to continue the conversation by discussing the idea of ownership, what it means when teams take ownership of their relationship, and how we can create opportunities for that to happen.
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Here's the trick...
Some of us have a vision, and some of us have a VISION. What’s the difference?
Remember the experiment I talked about last week? Well, the questions I asked that volunteer clarified her vision and made it compelling to the rest of the group.
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My experiment worked!
Last week, I talked about the importance of having a shared vision or purpose and how often the programs I work with don't have one or aren't connected to it when they do have one.
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People still don't believe me...
Every time I begin working with a new program…
Every time I begin coaching a new client…
And at the beginning of every new year, I ask the same question…
“What’s your vision?”
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Agreements vs Rules
As we think about reopening, we know that school will look very different. There will be many new regulations and changes that we’re just beginning to consider.
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The Art of the Apology
When was the last time you apologized to a team member?
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Making Amends
When was the last time you were the cause of a conflict between you and your team members? What did it take to gather your courage and admit it?
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Strategies for Supporting Courageous Conversations
Conversations that “weigh us down” tend to be emotionally charged and therefore intimidating.
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Team Agreements Supports Courageous Conversations
A courageous conversation is when you speak up and express how you feel about issues that are weighing you down.
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Does Your Team have the Same Vision?
Start off with the question of what would a perfect day in my classroom or family care setting look like? What would I see or hear that would make it perfect? What would the environment look like?
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Does Your Team Have a Vision?
Highly effective teams have a clearly defined direction or vision. Like a road map, they are clear about the destination and what it looks like when they get there.
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What’s the Difference between a good team and a great team?
A Highly effective or great team will have two or more people with a higher sense of commitment towards the objectives or mutual purpose.
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