Working with leaders to improve emotional intelligence skills, I’ve noticed that emotional intelligence is often described as controlling negative reactions. However, positive emotions also get in the way of our success.
Leaders sometimes tell me stories of their “challenging” colleagues and ask for advice for handling them. Leaders are often surprised when I suggest they start by looking at themselves. Hoping another person will change is not an effective plan. Real change starts with us trying a different lens. Here’s why…
Many leaders say they want feedback...at least in theory! Candid feedback shows people aspects of their potential and influence that they may not see otherwise. However, when the time comes for 360 feedback, these same leaders often push back with reasons why now is definitely not the right time to get feedback.
Self-awareness has become a central theme in our leadership development engagements because we have seen tremendous improvements in leaders’ performance and well-being once they see themselves more clearly.
More and more, companies turn to web- and mobile-based technologies to give employees frequent information about their performance. By streamlining the feedback process, companies can keep performance top of mind, identify issues in a timely fashion, and avoid dependence on traditional annual reviews. However, more data points do not necessarily mean better results.