Why EQ Matters in Leadership

Managing is about stuff. We manage stuff like budgets, buildings and inventories. While we may get emotional over too much inventory we never have to worry about inventory getting emotional with us when we decide to have a sale to “blow out excess inventory.” 

Leadership on the other hand is all about people. People, like you and me and every other human being on the planet are emotional. That’s why EQ matters so much in leadership. 

Emotional intelligence, often referred to as EQ (emotional quotient), is the ability to recognize, understand, and manage emotions in yourself and others. It plays a crucial role in effective leadership for several reasons.

  • Leaders with high emotional intelligence are self-aware and understand their emotions. They know how they impact others. This self-awareness allows them to manage their behavior. They make conscious decisions rather than being driven solely by their emotions. They can accurately assess their own abilities and set realistic goals. This leads to better decision-making and overall effectiveness.
  • Leaders with emotional intelligence have the ability to empathize with others. That means they can understand and relate to their emotions and perspectives. This enables them to build strong relationships. They connect with their team members, and create a supportive work environment. By showing empathy, leaders can build trust, loyalty, and cooperation. All of which are essential for team collaboration and productivity.
  • Emotional intelligence enhances a leader’s communication skills. They can express their thoughts and ideas clearly, while also actively listening to others. Leaders who are tuned into the emotions of their team members can tailor their communication style to address individual needs. This ensures that their messages are well-received and understood. Effective communication is key to collaboration, reducing conflicts, and promoting a positive work culture.
  • In any organization, conflicts are bound to pop up. Leaders with high emotional intelligence can handle conflicts and difficult situations with finesse. They can understand the underlying emotions and perspectives of those involved. They can respond in a calm and empathetic manner. By creating open dialogue and finding mutually beneficial solutions, emotionally intelligent leaders can resolve conflicts more effectively and maintain a healthy work environment.
  • Emotional intelligence enables leaders to navigate change and uncertainty. They can manage their own emotions and help others deal with challenging situations. By demonstrating adaptability and a positive attitude, they inspire and motivate their team members to embrace change. They encourage them to overcome obstacles and stay focused on achieving their goals.
  • Leaders with high emotional intelligence have the ability to inspire and motivate their team members. They can tap into their emotions and aspirations and align them with the organization’s vision. They can provide meaningful feedback and recognition. By recognizing and appreciating the contributions of their team, emotionally intelligent leaders create a sense of belonging.

Leaders who possess a high EQ are better equipped to build strong relationships with their people. The lead teams more effectively. They create a positive and productive work environment. They understand the differences between authentically leading people and trying to manage them. If you don’t understand the difference between the two it’s very likely you are trying to manage people rather than lead them. That means you have an opportunity to improve. 

Whether or not you seize that opportunity is completely up to you. I hope for your people’s sake you do. 

Engaging Your Team

If you ask most leaders who their most expensive employee is their mind usually goes straight to the person they pay the most. But that’s frequently not true. The most expensive employees in any organization are the ones who are least engaged. 

They “earn” their paycheck by doing the absolute least work possible. They provide little return for the investment the organization pays. They also tend to negatively impact the attitude and productivity of their co-workers. 

Labor shortages abound these days. Finding and keeping talented people is a top priority for any business hoping to be around in five or ten years. Keeping employees engaged is crucial to the effort to retain them. Engaged employees are more satisfied with their workplace. They are more productive than disengaged employees and they are the best recruiters of new talent that company has. 

Here are some strategies that may help you foster employee engagement.

  1. Establish clear and transparent communication channels. Regularly update your people about organizational goals, achievements, and challenges. Encourage two-way communication. For people to feel engaged they must also feel comfortable providing feedback, asking questions, and sharing ideas.
  1. Consistently recognize and appreciate your people’s efforts and achievements. Celebrate milestones, acknowledge exceptional performance, and provide constructive feedback. This recognition can be in the form of verbal praise, written appreciation, or rewards such as bonuses, certificates, or additional responsibilities.
  1. Support your people’s professional growth by offering training programs, workshops, conferences, or access to online courses. Encourage them to develop new skills. Provide opportunities for advancement within the organization. Discuss individual development plans and align them with employees’ career and life goals.
  1. Promote a healthy work-life balance to avoid burnout and foster overall well-being. Encourage your people to take breaks, use vacation time, and manage their workload effectively. These days implementing flexible work arrangements such as remote work, flexible hours, or compressed workweeks are not “perks” as much as they are requirements…if you what engaged people.
  1. Encourage teamwork and collaboration by organizing team-building activities, retreats, or social events. Foster a positive work environment where team members feel comfortable interacting with their colleagues and building strong relationships.
  1. Provide your people with as much autonomy as possible. Give them the freedom to make decisions related to their work. Give them ownership over their projects and encourage them to take initiative and be innovative. This empowers them, boosts their confidence, and increases their sense of belonging.
  1. Conduct regular performance evaluations to provide constructive feedback on employees’ strengths, areas for improvement, and progress towards goals. Offer ongoing feedback throughout the year to help employees stay on track and continuously improve. Don’t hold on to coaching comments and “dump” them on your people once a year. Coaching should be frequent and as positive as possible.
  1. Connect your people’s work to the larger purpose and mission of the organization. Communicate how their contributions make a difference and positively impact the organization, customers, or society. When people understand the significance of their work, they feel more engaged and committed.
  1. Conduct surveys to gather feedback on your people’s engagement levels, satisfaction, and suggestions for improvement. Use this feedback to identify areas of concern and take appropriate action to address them. And for heavens sake, never never ever punish one of your people for their feedback. That’s the surest way to disengage not just the person who was punished but every other person in your organization as well.

Remember, every employee is unique. It’s important to tailor engagement strategies to individual needs and preferences. Regularly assess the effectiveness of your initiatives and be open to adjusting and experimenting with different approaches to keep your people engaged and motivated.

Making Better Decisions

Somebody really smart once said that our lives our made from the choices we make. I believe, good or bad, we are all only one decision away from a completely different life. That means we need to be certain we are making the best decisions possible in our life. 

Making decisions is a complex process. It involves weighing various factors and considering the potential consequences of each option. Some decisions are so complex that many people decide not to make them at all. But deciding to not decide IS a decision. 

It’s a decision to allow other people or random circumstances to choose your life’s course for you. That hardly ever works out well. So YOU need to decide, even with all the risks that can come with a decision you’re better off deciding than not. 

So here are some steps you can follow that are likely to help you make better decisions.  They can also remove some of the stress associated with decision making. 

  • Identify the decision: Start by identifying the decision you need to make. It’s important to be clear about what you want to achieve and why you need to make the decision.
  • Gather information: Once you have identified the decision required, gather as much information as you can about the options available to you. This could include research, advice from others, and your own experiences. Sometimes you’ll need to “trust your gut” when making decisions. Know that your “gut” is likely a life experience that you have forgotten but your subconscious mind has not. You almost certainly know more than you realize, trust yourself. 
  • Evaluate the options: Consider the pros and cons of each option. Think about the potential benefits and risks of each choice, and assess how well each option aligns with your goals. Go deep here, consider the consequences of the consequences of the consequences. Play the “what if” game. What if this happens? What if that happens? Good decision makers are seldom surprised by an outcome of their decisions. That’s because they have considered all the possibilities. 
  • Make a decision: Based on the information you have gathered and the evaluations you have made, choose the option that best aligns with your goals. 
  • Take action: Once you have made your decision, take action to implement it. This may involve communicating your decision to others, taking steps to put your plan into action, and monitoring your progress. You may have felt a weight lifted off your shoulders when you made your decision but you need to understand, it’s not a real decision until you act upon it. 
  • Evaluate the results: After you have taken action, evaluate the results. Assess whether your decision has led to the outcomes you were hoping for, and whether you need to make any adjustments or changes going forward. I like to assume that some adjustments will be needed. Having to make adjustments is not the sign of a bad decision, it is a part of making your initial decision even better. 

The better your decisions the better your life will be. You make tons of decisions everyday. Most are made subconsciously. Some of those can have a bigger impact on our lives than we realize but it’s the ones that keep us up at night that really matter. Don’t allow other people or circumstances to make those decisions for you. You are better off making a wrong decision that you can fix rather than surrendering control of your life to someone else’s poor decisions that you can’t fix. 

Make your decisions fearlessly. Know full well that you are in control of your life and you’re only one decision away from having exactly the life you want. 

Working With Disingenuous People

Dealing with people who use “alternate facts” can be a difficult and complex task. Sometimes the alternate facts are meant to “protect” the person they have been shared with. Other times the alternate facts are small in nature, these are often called little white lies. Occasionally, your relationship with the “truth challenged” individual is so insignificant that it doesn’t matter if they are living in some alternate universe.

But sometimes being lied to is a big deal. It severely, and many times, permanently damages your relationship with the disingenuous person. In those cases the worst thing you can do is ignore the lie, and the liar. Both must be dealt with in a timely and straightforward manner.

But calling out disingenuous people and exposing their lies is not an easy or comfortable thing to do. Here are a few tips that may help.

  1. Recognize the signs: The first step in dealing with a liar is to recognize that they are lying. Look for inconsistencies in their stories, changes in their body language or tone of voice, and any other signs that they may not be telling the truth. You could of course also wait for their pants to catch on fire but unfortunately that doesn’t happen in real life.
  1. Stay calm: It can be tempting to become angry or confrontational when you catch someone in a lie, but this can often make the situation worse. Try to stay calm and avoid getting defensive or aggressive.
  1. Confront the liar: Once you have recognized that someone is lying, it is important to confront them about it. Be direct and specific about what you believe to be untrue, and give them a chance to explain themselves.
  1. Listen to their side: While it is important to be clear about what you believe to be untrue, it is also important to listen to the other person’s side of the story. They may have a legitimate explanation for their behavior or actions.
  1. Set boundaries: If someone has lied to you repeatedly or about something significant, it may be necessary to set boundaries in your relationship with them. This could include limiting your contact with them or ending the relationship altogether.
  1. Seek outside help: If you are dealing with a chronic liar or a particularly difficult situation, it may be helpful to seek outside help. This could include therapy, mediation, or involving a third party such as a counselor or trusted friend.

Ultimately, the best way to deal with liars is to be aware of the signs, stay calm, and confront them directly. By setting clear boundaries and seeking outside help if necessary, you can protect yourself from the negative effects of lying and maintain healthy relationships with those around you.

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 

Here’s the link to my Twitter… https://twitter.com/leadtoday 

Leading Reluctant Followers

Leading people is challenging enough when the people you’re leading want to be led. Leading people who don’t want to be led can be an even bigger challenge, but it’s not impossible. Leading reluctant followers requires that you always keep top of mind why you’re leading. 

If you’re an Authentic Leader that “why” is to make a positive difference in the lives of the people you lead. That Authentic Leadership mindset is all the motivation you’ll need to continue leading, even in the face of tremendous resistance.

Here are some strategies that you can use to authentically lead people who are resistant to leadership.

  1. You MUST truly know the people you lead. Invest the time to get to know the people you are leading. Building a relationship with them can help you understand their motivations and concerns. It will also help establish trust between you and your team.
  1. You are leading by example whether you intend to or not. If you want others to follow your lead, you need to model the behaviors you want to see in them. This means demonstrating a strong work ethic, staying positive, and being committed to the goals of the team.
  1. Communicate, communicate and communicate some more. Be clear about your expectations and the goals you want to achieve. Use clear and concise language. Don’t use waffle words because it is your responsibility to make sure everyone understands and accepts their roles in the organization. 
  1. Be open to honest feedback and listen to the concerns of your team members. Address their concerns and work with them to find solutions that will benefit everyone. As you grow in your leadership role you’ll discover that your people hold within them the solutions to most if not all of your organization’s challenges. But you must be an expert listener if you’re going to hear them.
  1. Give your people real ownership over their work and encourage them to take the initiative. When people feel like they have a say in the direction of the organization, they are more likely to be invested and engaged in its success.
  1. Recognize and celebrate the successes of your team. Positive reinforcement can go a long way in motivating people to continue to do their best work. Recognizing even small successes can lead to bigger results down the road.
  1. Remember that change takes time. Don’t forget that relationship building is a process. It may take a while for people to come around to your leadership style. Be patient and persistent in your efforts.

Leading people who don’t want to be led requires building relationships, leading by example, clear communication, listening to concerns, empowering them, celebrating successes, and being patient. All of those are within your control when you make a decision that says, I’ll Lead Today. 

So, will you make that decision?

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 

Here’s the link to my Twitter… https://twitter.com/leadtoday 

Choosing Your Words Wisely

Choosing your words carefully is an important element to Authentic Leadership. Actually, it’s important to every relationship you have. Your words have the power to influence and impact people’s thoughts, feelings, and behaviors. 

The way you communicate can either build or damage relationships. It can affect how people perceive you and your message. When you choose your words carefully, you can convey your message clearly. You avoid misunderstandings and misinterpretations. You begin the process of establishing trust and respect with the person or people you’re speaking with. 

On the other hand, if you use inappropriate, offensive, or insensitive language, you can offend people. You can hurt their feelings, or even cause conflicts. Those people “tune you out” and that’s when miscommunication takes place. You assume because you said it the other person heard it. That is a mighty big assumption.

Words can have different connotations and meanings depending on the context, culture, and the life experience of the person or people they are spoken to. It’s crucial to consider the context and the receiver’s perspective when choosing your words. If you’re a leader YOU must ensure that you communicate effectively and respectfully.

This is never more true than when you’re attempting to communicate during difficult situations. Choosing the right words in those situations is crucial. A poor choice of words can doom the chances of successful communication taking place. 

If you’re hoping to communicate in highly emotional or stressful situations consider these ideas.

  1. In difficult circumstances, emotions can run high, and it’s easy to get carried away and say things that are unclear or misunderstood. Choosing the right words can ensure that your message is communicated clearly.  You limit the risk of misunderstandings or confusion.
  1. Difficult circumstances often involve sensitive or emotional issues. Choosing the right words can demonstrate empathy and compassion towards the other person. It shows that you understand their perspective and are taking their feelings into account.
  1. The right words can also convey respect for the other person, even in difficult situations. Using polite and respectful language, even when discussing a challenging issue, shows that you value the other person. It shows that you respect their opinions and will consider them.
  1. Using the right words builds or maintains positive relationships. This is true even in the face of difficult circumstances. It can prevent the situation from escalating into an argument or confrontation. It is more likely to create a productive dialogue focused on finding a resolution.

Choosing the right words in difficult circumstances can help you navigate challenging situations with less stress and more success. It can lead to clearer communication, increased empathy and respect, and stronger relationships. 

Effective communication is a skill. By definition a skill can be improved with time and conscious effort. So YOU can improve your communication skills if you choose to. The only questions is…will you. Well…will you?

Want more of LeadToday? Speaking of help and helping…I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $5 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 

Here’s the link to my Twitter… https://twitter.com/leadtoday 

When and How to Ask for Help

Asking for help is an essential skill that can make a significant difference in your personal and professional life. Before we go any further I want to emphasize one word in that first sentence. Skill! Yes, asking for help is a skill. The most successful people are simply better at it than less successful people. 

One way they achieved success is by not flailing around trying to figure out problems on their own when help was readily available. They spoke up. The were not embarrassed or ashamed by gaps in their knowledge or ability. They know their ultimate success depended upon closing those gaps and they did whatever was required to close them. Even if it meant asking for help.

If you’re struggling to reach your full potential it may well be that you have a gap or two yourself. It may also be that you’re not sure how to ask for help or even if you actually need help. So let’s talk about that now. Here are some ideas on when and how to ask for help that you can use when you’re feeling a bit “stuck” and you’re not sure how to get “unstuck.”

  1. Recognize when you need help and know that without a doubt it’s okay to ask for it. Everyone, and I mean everyone, feels stuck or overwhelmed sometimes. That’s perfectly normal. Rest assured that asking for help is a sign of strength, not weakness.
  1. The next step is to figure out who can help you with your problem. Think about people in your network, such as friends, family, colleagues, or mentors, who may have the expertise or knowledge to assist you. Don’t be embarrassed about asking, if you’ve asked the right person they are likely to be honored that you asked. 
  1. When asking for help, it’s essential to be specific about what you need help with. Provide details about the problem and explain what you’ve tried so far. This will help the person you’re asking for help to understand the issue better and provide more targeted assistance.
  1. Understand that asking for help doesn’t mean demanding or expecting the person to drop everything to help you. Be respectful of their time and schedule, and ask if they have a few minutes to talk or if you can schedule a time to discuss further.
  1. When asking for help, be open to feedback and suggestions. Listen actively to the advice you receive and ask questions to clarify any confusion. Remember that you’re seeking help to learn and improve, so embrace the opportunity to grow. If you’re going to ignore the advice entirely then don’t waste the other person’s time or your own. Continue to flail away on your own while other people pass you by.
  1. After receiving help, take the time to express your gratitude and thank the person for their help. Showing appreciation can strengthen your relationship and build goodwill for future requests. And don’t forget to pay it forward. Be on the lookout for others you can help too.

Asking for help is a part of success. It is a skill that can be developed. It requires recognition that you need help. It requires that you know, with specificity, what kind of help you need. But if you’re open to feedback and sometimes challenging suggestions, that help can make a positive impact on your success. 

Want more of LeadToday? Speaking of help and helping…I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $5 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 🙂

Here’s the link to my Twitter… https://twitter.com/leadtoday