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Three Tips To Becoming A Transformational Leader

Three Tips To Becoming A Transformational Leader

What is a Transformational Leader?

Transformational leaders anticipate changes within an organization and aim to be ahead of them by preparing team members on how to navigate through them. The result will be a culture that fosters adaptability and innovation, where people feel inspired to handle whatever comes their way and supported to think outside the box.

So, how can you put your transformational leadership skills to the test and build the resilient culture you have always dreamed of? Below are three tips to help you get started.

1. EXPECT THE UNEXPECTED.

Transformational leadership requires a high level of flexibility, so be prepared to condition your mind to anticipate unforeseen situations. Considering multiple outcomes and embracing change as an opportunity to grow and find new alternative ways to do things more effectively. This perspective will reframe your mental model around change, and force you to think of it more positively to prepare you to handle adversity.

2. EMPOWER YOUR TEAM.

Encourage your team members to think and learn on their own — that’s when new, and great ideas come to life. Delegating tasks and sharing decision-making power is not just the answer to a more productive organization; it also promotes employee growth. Providing your team with opportunities to learn and grow will inspire them to feel empowered and self-directed to handle any challenge that they face.

3. PRACTICE EMOTIONAL SELF-AWARENESS.

Take a moment and determine how well you know yourself. What are your strengths and development opportunities? Do you know your Emotional Intelligence level? Ask yourself these two questions to enhance your emotional self-awareness. It starts with you as the leader, so don’t cut yourself short, and spend time truly acknowledging how you can learn more, and do better by working on yourself.

The main takeaway is that a transformational leader knows when to take a step back to encourage creativity and employee autonomy, and step in to embrace change and make change within themselves. The three tips above will act as a great starting point for your transformational leadership journey. Not only will you be better equipped to embrace your emotions and those of your employees, but you will also build a culture of engagement

A culture that makes it OK to be human in the workplace. 

Implement these steps today to become a transformational leader — one who encourages employees to be self-directed, innovative problem-solvers.

Stay connected with us on LinkedIn, Twitter, Facebook or Instagram and don’t forget to sign up for our monthly newsletter to learn more about how emotional intelligence can help your organization.

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Identifying and Overcoming Your Growth Barriers

Identifying and Overcoming Your Growth Barriers

The Importance of Identifying Barriers

Barriers represent the real-life issues that get in the way of our success. The fascinating thing about barriers, however, is that though they may appear overwhelming, they serve a purpose — they help us uncover the root cause of our problems. 

Awareness of these barriers and how to combat them has become vital for success, especially for those of you in leadership positions. It’s important to learn to identify your obstacles because they do not just affect you; they also affect those around you.

For instance, say your suggestions in the workplace are dismissed by a colleague multiple times. This re-occurring event could result in you not wanting to share your thoughts anymore and, consequently, get in the way of innovation, collaboration, and the team’s overall performance. 

This issue has now become a barrier to professional development and is affecting your team’s productivity. 

There are various reasons why leaders are blocked from achieving their full potential. Obstacles are inevitable, so learning to identify them before they become barriers to your success is crucial.

So, what can you do to identify and eventually overcome these hurdles?

How to Identify Barriers

Begin by pausing to recognize the kind of challenge you are facing and how it is impacting you. Some barriers may be hindering your professional development, while others may be getting in the way of your personal growth.

Understanding the type of barrier you are dealing with will clarify how you address it moving forward.

Here are the three fundamental steps to help you identify and address your barriers, as well as those of your team:

1. Self-evaluation

Taking a step back and recognizing how you feel is critical. Start by identifying a one or two-word feeling, then ask yourself what that feeling is telling you about yourself, others and the situation you are facing. Take a moment to acknowledge your feelings and pinpoint what triggered them. Be an observer of your emotions, actions, and body sensations.

2. Assess The Needs of Your Team

Encouraging an open-door policy and weekly team meetings will provide insight into what your team members need from you, what challenges are triggering them and how it’s making them feel. Open and engaged communication with your team will help you identify how they can support you and how you can support them. It’s a two-way street.

3. Coach Yourself and Your Team

Now that you have identified your and your team’s triggers and how they make you feel, use that emotional data to determine the next steps. For instance, if you know you don’t like your ideas being dismissed, give that feedback to the person dismissing you. Coach yourself and your team by using emotions as information to act appropriately and professionally in the workplace.

Overcoming Your Barriers

Now that you have clarity on identifying your barriers and your team’s, you can start to see the positive impacts this will have on your life.  

Eliminating barriers to growth means removing all that interferes with your ability to self-improve. The result of overcoming such limitations is that it will give you satisfaction and a sense of fulfillment. Ultimately, you will be empowered to express your ideas, and your team will be motivated to work as a unit with you. 

If you need personalized help identifying your growth barriers or those of your team,  book a call with us!

Sign up for our monthly newsletter to learn more about us and how emotional intelligence can help your organization. You will receive our latest updates and inventory of resources, and much more!

To stay up to date with our latest blogs, follow us on Twitter, Facebook, or LinkedIn.

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​​The Core Concepts of Self-Coaching

​​The Core Concepts of Self-Coaching

What Is Coaching?

The role of a coach is to help people find solutions to their workplace challenges, rather than being the problem-solving hero and doing it for them. Coaching requires active listening and asking meaningful questions that get the other person thinking about their obstacles and their respective solutions.

Essentially, coaches ask good questions to help the coachee see things from new perspectives and determine the best path forward through their issues. A coach will simply provide the coachee with the guidance necessary to distinguish and accomplish goals on their own.

What Is Self-Coaching?

When you play the role of both the coach and the coachee, you guide yourself through your workplace challenges or times of transition.  When self-coaching, you tend to follow the core elements of self-coaching:

So, why is self-coaching so much more complex than coaching someone else?

The truth is that self-coaching involves a lot of reflection and confidence. It requires a lot of internal work of your whole self and all areas of your life.  You have to play both roles and try to get yourself to see things from different perspectives and challenge old ways of thinking.

How Do I Start?

The first step to being successful in self-coaching is to identify why it’s necessary to start. Ask yourself, “what is the driving force behind coaching myself?”.

Life brings many obstacles, and the likelihood of having a coach nearby every time something comes up is not always feasible. While it would be great to have someone available at your fingertips to support you through every complication, it is just not realistic.

The impact self-coaching can have on your life will empower you to achieve your personal development independently.

The 4 Core Concepts of Self-Coaching

1. Pinpoint your focus

We cannot proceed with the self-coaching process without defining our end goal. The first step is to clarify what is important to you. What are you trying to achieve, and why? 

Take this step as your chance to visualize your success. Envisioning the desired outcome can help you eliminate any sort of limitations. Having a clear vision of your success will strengthen the likelihood of it becoming your reality and thus, become a great source of motivation.

This practice starts with imagining what success looks like but, most importantly, how achieving success will make you feel. Picture how your future self will be fulfilled. Daily positive affirmations are also a great way to assist the power of visualization and are excellent reminders of your ultimate goal.

2. Do the inner work

Focusing on setting aside time to reflect and practice self-awareness is essential. Analyze your starting point, what obstacles are interfering with your goal, and how you will eliminate those barriers.

For this to be effective, you will need to have a clear mind. Going on a walk or meditating are a couple of things you can do to help you get in the right mindset. Once done, find a quiet place with no distractions to start your inner work.

Most importantly, you will need to be completely honest with yourself. Doing so will help you identify if there are any particular actions you need to start or stop. Most of all, this is a fantastic opportunity to acknowledge your efforts to improve.

3. Ready, plan, go

You’ve done the most demanding part — being honest with yourself; now, you need to craft your strategy. Do you have resources? Have you thought about what hindrances could get in your way? Put everything that could or could not go according to plan down on paper, and ensure you have a course of action for it. 

Life is unexpected, and though we may want things to steer in a particular way, the reality is that they may not. You need to prepare yourself in advance for such instances. Remember what Benjamin Franklin said, “if you fail to plan, you are planning to fail.”

Setting up a plan that acknowledges various outcomes may happen will not only set you up for success but will also strengthen your tolerance and increase your adaptability. Progress isn’t always a straight line. Sometimes it’s two steps forward, one step back. Having a plan, including when you relapse, is critical for your ongoing success.

4. Recognize your accomplishments

Take a moment to acknowledge your self-coaching efforts. It’s no easy task, and you deserve to celebrate how far you’ve come!  

Did you achieve your objective? Was it hard to follow your initial plan? 

Some reflective time will help you understand what worked best and what didn’t. Above all, you did it, which deserves a celebration. Don’t forget to recognize your accomplishments because, whether big or small, they are equally important.  

We are confident that these four core concepts of self-coaching will start you on your journey of becoming a great coach for yourself. Remember, it’s all within your power. As John Wooden wisely said, “a great coach can change a life.” 

 

Do you want to start coaching others? Book a coaching workshop with us!

Have you heard of our 6-step self-coaching model? To become familiar with it, you can pre-order our book, The Emotionally Strong Leader: An Inside-Out Journey to Transformational Leadership, available on September 13th.

Don’t forget to sign up for our newsletter to learn more about us and how coaching can help your organization. You will receive our latest updates, inventory of resources, and much more!

To stay connected, follow us on Twitter, Facebook, Instagram or LinkedIn.

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Workplace Success Starts With Employee Recognition

Workplace Success Starts With Employee Recognition

A Successful Workplace: Creating a Culture of Recognition

Every leader’s goal is to ensure a clear path to success and identify all the factors involved. While it may be clear that a business cannot operate without its employees, how can you ensure that employee productivity and engagement are at their full potential? What could you, as a leader, do to ensure you are setting up your team and business for success?

The answer is undoubtedly complex, but one element remains easy to implement: recognizing your employees as people, not just workers.

Though this may be straightforward, a self-reflective question would be, “what am I doing to demonstrate that I value my team beyond the tasks they are completing?”. Actions speak louder than words. It is not enough to know that your employees are an essential key element for your business’ success; you need to implement actions that demonstrate they are seen, recognized for their efforts, and valued.

Employee Appreciation Leads To A Positive Workplace

Now that the objective is clear, it’s essential to understand the importance. How much can recognizing your employees as people impact your business? What consequences could your business face if you don’t corroborate your employees feeling valued and appreciated?

NO SENSE OF BELONGING

The lack of acknowledgement of employees as an asset to your team can directly impact their sense of belonging, and negatively impact the business by creating a sense of detachment from peer-to-peer and the business objectives. The result: your employees will feel easily replaceable.

Developing a sense of belonging is vital for employee retention and ensuring they are aware of how every task they perform contributes to the organization’s overall success. In other words, they need to know that their role and responsibilities positively impact the team’s performance, thus creating value in their actions.

LACK OF PRODUCTIVITY

Engaging in actions that show you don’t consider your employees as significant enough will diminish their desire to want to do their tasks effectively and efficiently, ultimately causing a drop in productivity and quality of work. If employees don’t see how their performance impacts the organization’s growth, they will stop caring and settle for doing the bare minimum.

The consequences of not treating your employees with regard will affect their engagement and quality of life and, at length, lead to career dissatisfaction.

And what would someone experiencing all those things do? Seek other employment opportunities.

MENTAL HEALTH

Treating employees as just workers rather than acknowledging they are human can have serious adverse effects on their mental health. Not feeling valued as a human being will often cause people to lose their sense of belonging. A CCOHS study on Psychosocial Risk Factors in the Workplace showed that a “lack of recognition and reward undermines employee confidence” and can lead to:

  • Social isolation
  • Decrease in social engagement
  • Decrease in motivation
  • Job dissatisfaction
  • Depression
  • Absenteeism

Employee Recognition Tactics

As a leader, you want to create a working culture that recognizes employees as people first. To achieve a positive work environment, you will need to craft a plan to target all the concerns identified so far. First, here’s a list of things you can start doing right away to go the extra mile for your employees.

ACTIONS YOU CAN START TODAY

The first and most important step to beginning an action plan is to listen to your employees actively. Employees need to be heard loud and clear before executing measures that align with their needs, so begin the critical conversations with your team members! Collecting their feedback will be a great way to create a smooth and clear pathway.

After implementing active listening, the next step is to:

Invest in employee training and development. A Harvard Business Review article mentions a LinkedIn study reporting that “94% of employees said they would stay with their employer if it invested in their career development”, thus reinforcing the value employees see in having the opportunity to grow professionally.

Employee surveys and regular check-ins can promote active listening. When paired up with investing in your team members’ professional development, it will result in a company culture that nurtures employee engagement, and most importantly, it will create top performers.

We encourage you to perceive this blog as a toolkit to build a strong structure that shapes your organization for success. A conclusive message to take home would be the following: rather than seeing your employees as just workers, instead, recognize them as collaborators.

If you need help building a positive workplace culture that features employee recognition as a priority, book a call with us!

Sign up for our newsletter to learn more about us and how emotional intelligence can help your organization. You will receive our latest updates and inventory of resources, and much more!

To stay connected with us, follow us on Twitter, Facebook, Instagram or Linkedin!

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Take Your Company to the Next Level: Invest in the Right People

Take Your Company to the Next Level: Invest in the Right People

As a leadership and emotional intelligence training company that focuses on recruitment, evaluation, and developing employees, we understand that hiring and retaining is easier said than done. The maxim “many hands make light work”  seems like a no-brainer when running an organization. Although teamwork is essential, you can’t just hire any “hands” to work in your organization. You have to think about their long-term devotion to the company, their fit in the company culture, and whether they genuinely make your life as a manager easier.

Who Are the “Right” People?

The right people for your company

No company can consistently grow revenues faster than its ability to get enough of the right people to implement that growth and still become a great company.”Jim Collins in How the Mighty Fall

 

It takes time and effort to find the “right people” to accompany you on your company’s journey.

It can be stressful to pass up otherwise qualified individuals who you know in your heart do not meet your specific needs. This stress, however, will be offset by avoiding the frustration of replacing the wrong person after months (or even worse, years) of trying to make it work. And once you do find the talented ones who are committed to your team, you’ll feel reassured that you found the “right” people to take your company to the next level. 

The “right” people are the employees who naturally crave training, mentorship, and coaching— and are the ones you should invest in. The biggest mistake for managers today is embracing complacency. When organizations fail to provide professional development opportunities for their workers, they suffer early departures and high turnover rates. Companies will not only lose critical skills and information but will also have to bear the high expense of replacing personnel. 

Take the Initiative to Invest

It is crucial to describe potential development opportunities to your employees and show serious interest in their intellectual development and future. Your employees will feel acknowledged, respected, and more loyal to the organization—all of which is an upward trajectory to retaining the “right” people. Moreover, implementing training programs to help your employees build and enhance their skills helps guarantee that you are fostering a competitive workforce in the future.

Let’s Talk About Emotional Intelligence

Buying stocks seems pretty straightforward, but it’s honestly not an easy feat. It’s incredibly nerve-wracking because returns aren’t guaranteed.

Investing in stocks is the same as investing in your people.

Companies struggle to select an optimal employee development program to implement in their workplace. But there is one essential component that all skills rely on: emotional intelligence

Step Back from Micromanaging

 Emotional intelligence (EQ) is the ability to detect, interpret, and regulate your own emotions to reduce stress and anxiety, communicate with impact, connect with others, overcome life’s obstacles, and resolve conflict. It is divided into five composite scales: self-perception, self-expression, interpersonal relations, decision making, and stress management. 

Here are some examples of worthwhile investments in your staff that you can undertake today:

  1. Hard and Soft Skills Building Programs
  2. Emotional Intelligence Training
  3. Leadership Development Programs
  4. Mentorship and Coaching

Emotional intelligence is the utmost investment your firm can make in its employees today. It’s something that we all have, regardless of our position in the organization– but despite how many years we spend in college, most of us have never learned how to develop it in school. But the path to excelling begins with understanding and leveraging our emotional intelligence in all facets of life.

It Goes Both Ways

The employer-employee relationship is a two-way effort. For your employees to make your life easier, managers’ deliberate effort to be the employer of choice. After all, employees don’t leave companies—they leave managers. Bad managers foster toxic work environments, leaving their most valuable employees exhausted and anxious, which not only creates burnout but plummets their organization’s productivity. Bad managers pervade all parts of their employees’ lives; once workplace woes emerge in their homes, it causes a cascade of stress, discontent, and misery that impacts their personal lives. To ensure it doesn’t come to this and to take your leadership skills to the next level, check our latest blogs on leadership.

The Clock is Ticking

Whether it’s remote or live, EQ training is a highly versatile means of increasing employee experience in the workplace, from building and advancing skillsets to stimulating team bonding. But it’s important to note that the sooner you begin investing in your people, the more fruitful your investments will be in the long run on your company’s productivity, performance, and profitability. And we’re here to help.

Take the first step in improving employee experience and development by booking a call with us here by investing in your people.

To learn more about emotional intelligence and how it impacts your organization, sign up for our biweekly newsletter here, where you will receive our latest updates, an inventory of resources, and much more!

If you need help breaking down silos in your organization to foster productivity and achieve more, book a call with us here; we’d love to listen and provide support in any way we can. 

Don’t forget to follow us on Twitter, Facebook, or Linkedin to keep up with our latest blogs! 

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