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Unleash Your Peak Potential

Emotional Intelligence (EQ): Skills to Create a Thriving Culture

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Think of the best manager you ever had during your career. What is it or was it about this person that made him or her so great?  When I reflect back on the person who comes to mind for me, what stands out was my manager’s ability to stay calm in difficult situations, to be supportive and encouraging – a person who saw the best in me, even when I couldn’t. This manager listened to my ideas, and those of others on the team, and always made us comfortable to speak up, even if we had differing views. Additionally, this manager never hesitated to share information so that we all had the opportunity to learn and grow.  No matter the situation, this manager had the capability to determine what was needed and address that need accordingly. Decades later, I still feel the positive impact of working for, what I learned later, was an emotionally intelligent leader.

EQ / IQ / Style

Much has been written about emotional intelligence over the years and many models of EQ exist. One of those models, brought to us by John Wiley and Sons, defines emotional intelligence as:

  • EQ: “the ability to read the emotional and interpersonal needs of a situation and respond appropriately…even if it’s difficult”.¹

Some organizations have embraced the concept of EQ and have actively helped their leaders to develop these skills. Such forward-thinking companies are finding that they are much better prepared to adapt and pivot quickly. Cultures are created where employees are engaged and motivated which significantly improves retention and positively impacts the bottom line. Unfortunately, for many organizations, developing leaders’ skills in this area has not been a high priority. Consequently, many leaders find themselves far outside their comfort zones when dealing with interpersonal issues in the workplace.

Data consistently shows the link between EQ and leadership effectiveness.² A leader’s ability to demonstrate the behaviors and mindsets of emotional intelligence is as important, if not more so, as their:

  • IQ: the skills, knowledge, and capability a leader possesses and the ability to apply that to problem-solve or meet goals, and
  • Behavioral style: how leaders approach their work and relationships.

A Solution

When it comes to leading yourself and others through the challenges being faced as we move through the pandemic, emotional intelligence skills are more critical than ever to cultivate. As leaders strive to rebuild businesses, show empathy to employees dealing with a myriad of stressors both inside and outside of work, manage their own cadre of emotions, make decisions during great ambiguity, and so on, there is a need to understand our emotional intelligence mindsets, leverage our strengths, and take action to improve the areas requiring more effort. Doing so will improve our ability to read situations and respond in a constructive way.

The good news is that there is now a program, Everything DiSC® Agile EQ™, that helps organizations and people adapt to whatever the future may hold, so that when it arrives, they are ready to meet the challenge. The power in the program lies in the combination of practical application and personalized learning. Each participant learns their likely EQ strengths based on their DiSC® behavioral style. Then, they receive specific feedback around their EQ opportunities with actionable recommendations to learn methods to stretch outside their comfort zone as circumstances may require.

Tips to Start Building EQ

Here are a few key tips³ to begin enhancing emotional intelligence. Some of these may be easier for you than others. With practice, those that are more of a stretch will take less effort.

  • Take a breath to help you stay calm in high pressure moments.
  • Separate emotions from the facts to see situations more clearly.
  • Confront issues that may impact important standards and goals.
  • Assert your conviction about your opinions and ideas.
  • Take concrete steps to transform your ideas into reality.
  • Put aside time and energy to create and maintain relationships with others.
  • Listen for what is not being said in interactions and use inquiry to draw out and understand the other person’s perspective.
  • Stay open to other’s ideas and be willing to compromise or even set aside your own preferences for the good of the team or a colleague.

Take Action

Dutra Associates, LLC is now offering Everything DiSC® Agile EQ. If you want to develop the leaders and teams who will be nimble and agile in facing challenges, both now and in the future, please contact me to discuss your organization’s needs. Both the assessment and subsequent training to deepen the learning can be conducted virtually to support remote workers. We also can support you and your team with virtual individual and group coaching to help support the development and application of emotionally intelligent mindsets.

 

¹ Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence, John Wiley and Sons, Inc., 2020

² John Wiley and Sons, Inc. 2020 Agile Organization Survey Results; The Impact of Emotionally Intelligent Leadership on Talent Retention, Discretionary Effort and Employment Brand, Benjamin R. Palmer and Gilles Gignac, Vol. 44 NO. 1 2012, pp 9-18 © Emerald Group Publishing Limited, ISSN 0019-7858 | INDUSTRIAL AND COMMERCIAL TRAINING

³ Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence, John Wiley and Sons, Inc., 2020

About the Author: Sherry Dutra is a Talent Development, Career and Retirement Coach and Facilitator who works with corporate leaders in small to mid-size businesses, across the span of their careers. She helps them to accelerate business outcomes and team performance, navigate their own career path, and transition to retirement with ease using proven methodologies and strategies that get results. If you would like to uncover and address hidden challenges that may be sabotaging your success, leverage your strengths, and accelerate your progress toward the results you desire, contact Sherry for a complimentary consultation.

Adaptability: A Key Management Skill for Challenging Times

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As I write this, parts of the United States are beginning to allow some businesses to slowly re-open. Over time, more and more people will be going back to work. If you are a middle manager, you might be inclined to attempt a ‘business as usual’ approach as your team returns. Yet, there is nothing usual about the path forward. Most of us are experiencing the greatest ambiguity, volatility and complexity that we have been faced with in our entire personal and professional lives. There is no roadmap to follow, no prescription to cure the impact that COVID-19 has had on every aspect of our lives. A key management skill that is especially critical to your success right now is your level of adaptability. How able are you to adapt or adjust to new conditions?

As a middle manager, you are on the front lines with your team. It is your role to execute on the strategies that senior leaders set forth. And, it is equally your role to be there for your team and create an environment where people can be open about their concerns. You will be walking a tightrope as you strive to balance between empathetically helping your team cope with the stress they are feeling and ramping up productivity. There is no way to know what is coming next. Will stay at home orders start up again in the fall?  Will there be furloughs or layoffs ahead? When will business rise to pre-COVID levels? No one has the answers.

So, rather than focus on what is out of your control, help your team to get focused on what they can control or influence. Draw on the key strengths of your team, provide them with the latitude and support to do their work, and keep yourself in a positive frame of mind as a model to your team. Developing your capacity for adaptability can support you in these challenging times to be the manager that you would like to be. Here are a few tips to consider:

  • Learn: You do not need to have all the answers. Being curious, asking questions, and involving others in finding the way forward will generate innovative solutions and commitment to your evolving business.
  • Be mindful of the conversation in your head: What are you telling yourself? Self-doubt will paralyze you and prevent you from taking what might be some necessary bold moves.
  • Step outside your comfort zone: Everyone is in new territory. Expand your horizons and try new approaches. Leaning too heavily on what is already known to you will slow your progress. Experimenting with new possibilities is what is called for now.
  • Take small steps forward: In the current environment, the best strategy is one in which you use what you know right now to determine just your very next step. When you take that step, check for the result and let that determine the next small step. Small steps in unknown territory allow for easy course correction.
  • Show yourself some compassion: Not every step will have the intended result. Let that be okay. Rather than spending any time on beating yourself up, instead look at what you might learn that will inform your next move.

No matter the situation, your ability to lead is tied directly to how you choose to behave. Your ability to choose your behavior versus react to circumstances is improved through self-care. Ensure that you ask for the support you need from your own manager and lean on your colleagues so that you are grounded, calm and empathetic. Practice the skill of adaptability and you will be primed to lead your team through this crisis.

About the Author: Sherry Dutra is a Talent Development, Career and Retirement Coach and Facilitator who works with corporate leaders in small to mid-size businesses, across the span of their careers. She helps them to accelerate business outcomes and team performance, navigate their own career path, and transition to retirement with ease using proven methodologies and strategies that get results. If you would like to uncover and address hidden challenges that may be sabotaging your success, leverage your strengths, and accelerate your progress toward the results you desire, contact Sherry for a complimentary consultation.

Safeguarding Your Most Important Resource as a Leader

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So, what is your most important resource as a leader?

One of the first things that might come to mind is the amount of available cash and the state of the investment portfolio of the business. While these are certainly important, would you agree that you can always earn more money, find better investments, and eventually find your way back from a financial loss?

Another resource that might come to mind is your network of relationships. The connections you have nurtured in your professional life are important resources in your success. Yet, even if there has been a significant hiccup in a relationship, you can choose to mend it while continuing to meet other professionals and adding to your network.

Your health is another resource that hits high on the most important list. Many times, there is a tendency to not do as much as we might to protect that resource. However, in most cases, we have the control to make adjustments to our daily habits that will positively impact our health. And, when we have a healthier lifestyle, it positively impacts the energy we bring to our work.

So, if your most important resource as a leader isn’t money, relationships or health, then what is it?  What these three have in common is that, for the most part, they can all be revived or renewed. There is one resource, though, that cannot be revived or renewed.

That resource is time. With each moment that goes by, that’s it. You’ll never see that moment again.

This is not new news. Yet, even though you know this, how often do you take actions that aren’t in alignment with this knowledge? How much time do you spend in meetings that you don’t need to attend (or that even need to be held at all)? How much time do you spend on doing things that don’t contribute to your business’ top priorities? Where are there opportunities to delegate something that doesn’t require you to do it?

Failure to see time as your most important resource, often results in stress and overwhelm. We become scattered and lose our discipline. When we’re in this state, we also negatively impact those other resources. High stress levels wear away at our health. It may make us impatient and short with others which may damage our relationships. Our thought process becomes clouded and our decision-making may be impacted which can lead to financial missteps.

Time, then, is our most important resource.  So, safeguard that resource. Pay attention to how you use it. Where are your opportunities to use it more strategically? Put new habits and disciplines in place that allow you to set and maintain boundaries and act in alignment with your new choices.

Remember, time is the one resource we cannot get back.

Adapted with permission by Center for Executive Coaching.

About the Author: Sherry Dutra is a Talent Development, Career and Retirement Coach and Facilitator who works with corporate leaders in small to mid-size businesses, across the span of their careers. She helps them to accelerate business growth and team performance, navigate their own career path, and transition to retirement with ease using proven methodologies and strategies that get results. If you would like to uncover and address hidden challenges that may be sabotaging your success, leverage your strengths, and accelerate your progress toward the results you desire, contact Sherry for a complimentary consultation.

 

Is Your Organization Ready for This Seismic Shift?

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On average, 10,000 of these events will happen per day in the United States through the year 2030. What are they?

According to the Insured Retirement Institute, 10,000 baby boomers (those born between 1946 and 1964) are expected to retire, on average, each day in the United States through 2030. This is excellent news for those getting ready to enter the next chapter of their lives and an opportunity for younger workers to step into new roles. Yet, what will be the impact of that lost knowledge and expertise on your organization?

Based on research conducted by the authors of Critical Knowledge Transfer, one company reported that in the next anticipated wave of nearly 700 retirements, they would experience a loss of 27,000 years of experience.  If that’s not enough to have you sit up and take notice, I’m not sure what will. That said, not every vacated position is created equal. Some will certainly be easier to fill than others. Perhaps the appropriate level of expertise and skill is readily available on the job market or you have done the work to ensure that someone within your organization is ready to take on the role. Unfortunately, this is the exception rather than the rule.

Taking a Proactive Stanch – 4 Key Tips

  1. Knowing the average age of your employee population is not enough. That still keeps the potential problem at hand difficult to define. Take a closer look at the specific roles held by long-term employees and seasoned managers who are within a few years of retirement age. Which positions require critical skills and experience that are not easy to find on the open market?  Long term employees across and at all levels of the organization often hold critical, hands-on experience of how to get things done through their comprehensive knowledge of processes, company historical information, clients and customers.  Without a proactive approach, your organization runs the risk of realizing, too late, that you have a critical skill shortage that is adversely impacting your business performance.
  2. Consider implementing a mentoring program that effectively engages both older and younger workers in accelerating development and bridging the knowledge gap. Providing training for both mentors and mentees can help to ensure that a mutually beneficial mentoring relationship is created and both parties find the experience a valuable one.
  3. Utilize knowledge capture methods to gather critical expertise and make it available across a wide range of people. There are many ways to store and manage institutional knowledge including online forums, podcasts, webinars, and videos, to name a few.
  4. Pay attention to employee engagement. Younger members of the workforce have an average job stay of roughly four years.  Ensure the right managers are in place who truly care about their employees’ success. Robin Reilly, a Senior Consultant at Gallup has written that such managers “seek to understand each person’s strengths and provide employees with every opportunity to use their strengths in their role. Great managers empower their employees, recognize and value their contributions, and actively seek their ideas and opinions.” Increasing employee engagement will assist in keeping younger workers from jumping ship.

The time has come to proactively address the seismic shift that has already begun in terms of talent shortages in the workplace. These are just a few of the tips that can help you to mitigate your risk. Don’t wait another day to identify where your organization is most vulnerable and take the steps now to ensure a smoother transition.

About the Author: Sherry Dutra is a Talent Development and Career Coach and Facilitator who believes we each have far more potential than we typically tap in to. She helps you learn how to step into your full potential so you can create consistent, optimal performance for yourself and your team with less stress and more enjoyment. If you would like to uncover and address hidden challenges that may be sabotaging your success, leverage your strengths, and accelerate your progress toward the results you desire, contact Sherry for a complimentary consultation.

5 Key Tips for New Manager Success

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staff-meetingAre you a new manager or know someone who is? The transition to a first time management role can be exhilarating and terrifying at the same time. Soon, you often realize that the strengths and skills that made you successful in your previous role are not what will spell success as a manager.  To help you navigate this transition, here are five key tips to keep in mind.

  1. Keep learning and growing: The functional and/or technical skills that allowed you to excel at an individual level are still important. Yet, they are not sufficient to lead a team successfully. Take advantage of leadership courses, tools and resources that your company or local continuing education program provides. Then, look for opportunities every day to apply those skills as you lead your team. The more you practice, the more you will seamlessly integrate the new skills.
  2. Inspire and empower: Get to know the people on your team. Learn what they are passionate about. Paint a vivid and compelling vision of the future and ask for input and feedback. Align individual skills, strengths and passion with the vision and objectives for the team as a whole. Create a clear line-of-sight between each person’s contribution and the overarching desired result.
  3. Set clear expectations: It really is true – you do get what you expect. Establish yourself as a positive role model who exemplifies the behavior you would like to see in others. Expect that others will work well both individually and within the team and deliver high performance. Don’t assume that team members will intuitively know what you want them to do. Establish clear expectations, provide support and hold people accountable for results. You’ll be amazed at how motivating it can be to your team to know that someone believes in them.
  4. Develop your people: Change can be challenging and sometimes we hold onto the work that we most enjoyed because it feels comfortable. It’s time to take the leap and delegate key responsibilities to your team members. This frees you up to focus more of your time on your new role and develops the skills of your team. Make sure that you provide a level of decision-making authority and support that is appropriate to the skill level of the team member and the complexity of the task. When in doubt, err on the side of less authority and more support. You can always give more authority over time but you never want to have to take it back.
  5. Establish credibility as a manager: If you’ve been promoted within your current organization, you may now be supervising former peers. This can lead to an uncomfortable situation for both you and your colleagues unless you address the shift directly and quickly. Give up on the idea of being liked by everyone and staying best buddies with your former peers. It’s hard to be viewed as being fair and objective if you are continuing to socialize after work and have lunch every day with your close friend who now works for you. While it’s not an easy conversation to have, it is an important one. You might start off with something like, “Our friendship is important to me. As a manager now, I must ensure that the team feels that I’m being fair and unbiased. In order to do that our work relationship needs to be different.”  You and your former peer will be glad you discussed your new dynamic.

About the Author: Sherry Dutra is a Talent Management and Career Coach and Facilitator who helps you create consistent, optimal performance using all your capacity and potential in both your work and life. If you would like to uncover and address hidden challenges that may be sabotaging your success, leverage your strengths, and accelerate your progress toward the results you desire, contact Sherry for a complimentary consultation.