As we know, these last 3-4 months have affected people in many ways, whether you are a business owner, an employee working from home or someone who is returning to work after being furloughed.
Questions that may be running through your mind:
- What will happen when I go back to work?
- I am not quite sure what my customer expects?
- How do I support my teams to deal with this change?
- How do I keep them engaged at work after being at home for so long?
- How do I ensure that I get results from those who are still working from home?
Leadership driven by incentives can work in the short term but how do you rebuild your business to achieve team and customer loyalty in the long-term? Some of you may now have a smaller team doing more work as the costs are too high to keep everyone and you may be concerned you are making the right decisions.
Thought Leaders who promote the principles of Resonant and Servant leadership together with the neuroscience behind these principles; leaders like Richard Boyastis and Daniel Goleman, draw me to conclude that it will be the leaders with Emotional Intelligence who will bring out the best in their workforce, leading change not only today but into the future.
A leader who sees him- or herself as a servant above all else; who, plays a quite different role to the stereotypical hierarchical leader. Rather than controlling or wielding power, this person;-
- First listens deeply to understand the needs and concerns of others;
- Works thoughtfully to help build a creative consensus;
- Honours paradox (searches out the balancing truths from within opposing views) and
- Works to create “third right answers” that rise above the compromise of “we/they” negotiations
Taken from The Essentials of Servant Leadership: Principles in Practice by Ann McGee-Cooper, Ed.D. Duane Trammell, M.Ed. Revised by Matthew Kosec, M.A.
An emotionally intelligent leader’s ability to build and sustain trust leads to the survival and success of your business.
Resonant leadership, primed by emotional intelligence, is self-learnt (through developing such things as self-awareness and relationship building) and sustains
- commitment and
- performance throughout the organisation.
Taken from words of Richard Boyastis and Daniel Goleman
As a champion of ‘to transform for impact’, I am drawn to the competencies needed for emotional intelligence to build trust, ownership and clear decision making.
When we operate through fear, our minds shut down and we can make mistakes which we regret later. However, when we operate through love, compassion and hope, we become more creative and find solutions to our issues. This is due entirely to the neurotransmitters in our brains. Daniel Goleman mentioned 8 primary emotions: fear, anger, disgust, shame and sadness, love, trust, joy and excitement. Cortisol, a neurotransmitter is released when emotions force you to protect yourself and hence the ability to use the executive brain shuts down, yet if one can enable neurotransmitters like oxytocin, dopamine and serotonin then a calmness and openness is promoted enabling the executive brain to work towards its greater potential.
Over the years, I have experienced and witnessed professionals such as lawyers, accountants, business owners and leaders, fuelled by fear, protecting their own interests and in the end losing customers and team members due to reacting too quickly.
However, if they partnered, listened and brainstormed solutions together with their clients and teams, they would build trust and have the ability to see situations clearly. They would be increasing their levels of oxytocin and dopamine that support positive solutions, build respect and integrity. This leads to a healthier and more creative disposition.
The key skills here are the abilities to listen to the heart of the issue with empathy and to build consensus together through empowerment and collaboration.
This is due to emotional intelligence. Daniel Goleman refers to this as increased Self and Social Awareness. It is the social awareness we need to inspire, influence and develop others, to communicate and listen with empathy, to resolve conflicts, recognise the needs of the customer, build decision making and consensus, and promote teamwork and collaboration.
Adopting the six seconds model in emotional intelligence allows us to work with and build on the competencies at every stage.
As organisational and leadership coaches, we work with you – professionals and leaders, to grow through your fears, with greater emotional intelligence and conversational intelligence (CiQ). We measure your competencies at the beginning of our engagement and through your own examples we coach you through the model of the change process. By asking the right questions you move from fear to hope, to balancing the irrational and the protective and to seeing possibilities with greater clarity.
If you would like further support from the Claris Coaching team then please contact us to discuss which of our services might be of benefit to you.