Clear Focus LLC / TABNCI

May 24, 2022May 11, 2022

5 Ways To Use Emotional Intelligence To Become a Better Leader

5 Ways To Use Emotional Intelligence To Become a Better Leader

We live in a world where effective leadership is seen as a really important aspect especially in businesses. And leaders need to show dedication and improvement in performances over time so that they can stand out from the rest and lead by example. There is some orthodoxy when it comes to leadership because it is often associated with managing people and making the right decision at the right time, but there is one focal aspect that is often undermined when it comes to leadership. And that is emotional intelligence.

Emotional intelligence is the ability to recognize and understand emotions in yourself and others and then act accordingly to make decisions and manage things. It has been seen that in the workplace emotional intelligence is of more importance than IQ when it comes to the efficiency of employees and leaders.

High EI leads to strong leadership

A leader with high emotional intelligence stands out by leading by example and acting rationally. Leaders with High EI use the authoritative approach which is best suited because the leader acts as a role model rather than just dictating and that is where the difference lies between the authoritative approach and the authoritarian one. The authoritative approach is highly effective when it comes to households and parenting as well.

EI is contagious

When one person of a team exhibits high EI, then the EI of that team member spreads to other members as well. And just like that EI travels like a wave of positivity spreads throughout the team. And when the leader of the team exhibits high EI, then it spreads from top to bottom throughout the team.

High EI makes people active listeners

Active listening is an important aspect of communication, especially when it comes to organizations where employees go to their leaders to share ideas and converse. An authoritarian leader mostly would not listen to the employees and in cases where they listen, they will always override the suggestions of employees and implement their idea. On the contrary, authoritative leader exhibits high EI, so they actively listen to their employees and try to understand their situation, ideas, and grievances. The empathy of the leader not only puts them in a great position to make a great decision but also makes them a strong favorite in the team.

High EI is directly related to team engagement

A high EI leader knows how to handle all types of situations and even in situations of panic and crises, they make cool decisions and adapt to situations. Such that no matter what the situation is, the team will adapt and remain engaged.

The creation of a positive feedback loop

A high EI leader is an active listener, has social awareness, and knows how to manage relationships. These qualities are essential and play a key role because it is pivotal that a leader creates an environment of a positive feedback loop so that not only they can improve their leadership skills, but the organization will work smoothly and efficiently as well. EI is key in transformational leadership.

Please share with your colleagues & staff.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professionals.

May 17, 2022May 11, 2022

Dial It Back When You’re Burnt Out On Work

Dial It Back When You’re Burnt Out On Work

Our society does not set us up for understanding when to dial back to prevent burnout. We almost feel encouraged to give it all we have until we have no more to give. The flip side to being a hard worker is to know when to rest and take it easy so you always have enough to get the job done. Most people are aware of the health risks associated with burnout but continue anyhow.

There are many voices telling us to seek success at all cost but what is most important is the voice we will listen to.

Here are some ways to help you dial back when you are feeling burnt out at work:

Setting Healthy Work Boundaries

Setting healthy work boundaries is easier said than done. Most people work longer hours just to get out those last couple of emails before they arrive 20 minutes late to their daughter’s ballet recital.

Every opportunity is a chance to carry out your healthy work boundaries.

Addressing the Root Fear

When you are challenged on your boundaries, ask yourself, “What will happen if I just don’t?” You continue asking this same question until you get to the root of the fear of repercussion if you fail to do all these things. Once you have reached that point, then ask yourself if it is realistic. Acknowledging the fear allows you to determine if the fear is irrational.

Have Someone Keep You Accountable

By sharing your hopes in setting new boundaries with another person, they can help keep you accountable to your goals. This helps you stay dedicated and focus on these goals when you have someone in your corner believing you can do it.

Devote Yourself to Achieving Your Goal

When accomplishing our goals, many of us are too realistic for our own good. We weigh the odds and allow the negative to get in the way. Instead of feeling defeated, devote yourself to achieving your goal.

Devote yourself to the things at work that create the biggest achievements. Giving the most time and energy to these areas will allow you to dial back on areas that are not productive. You can leave work knowing you gave your best, which will help you make an easier transition daily to home life.

Consider the Future

What will your future self say if you fast forward a year, 10 years, 20 years from now? This allows you to see what you really should devote your time to in the grand scheme of things. Time is the one thing money can’t buy and none of us can get back. This exercise helps you to see beyond Monday meetings, deadlines, and stressful work situations.

Giving your body and mind the rest and recovery it needs helps you manage your stress and not feel overloaded. Mental health is crucial, and it’s high time we begin to prioritize it in the workplace.

We would love to hear your comments on this article or any of our latest articles.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professionals.

May 11, 2022May 11, 2022

Team Leadership and Team Dynamics

Team Leadership and Team Dynamics

The role of a leader cannot be undermined when it comes to setting up the direction of a team and it plays a focal role in the organization’s success to achieve its goals effectively. When we look at the literature, we realize that most of the literature is focused on the common features of leadership and how it affects and influences the organization but few works of literature focus on leadership and team dynamics.

There are some approaches and theories when it comes to leadership and team dynamics. There is a theory known as the path-goal theory in which a leader influences the organization in achieving its goals by setting goals for and with the subordinates. So, the involvement of the leader with individual members to set expectations is barely minimum. There are other models which emphasize leadership progression as a key driver for the success of the team.

The general practice as to who will lead in a team depends on the seniority of individuals and their qualifications. Well-qualified people or senior people are often preferred over others and are appointed to lead the team. There are some cases in which this traditional criterion is not followed while appointing a leader. Several staff members are identified as team leaders although they fall behind in the seniority order. Research has been done to get an insight into such personalities. It is noted that being vocal and actively participating in team meetings and discussions at an early stage is a strong predictor of a team leader. Such that, individuals who actively participate in the initial team discussions mostly end up leading the team. The passive personalities rarely end up leading the team.

Team members usually look for two important characteristics in the team leader. First, they focus on the social and emotional competencies of the individual. Members who are good at social dealings because of being adept in communication skills, and members who take into consideration the opinions and views of other members such that they have high emotional intelligence. The second characteristic that members look for in a team leader is their willingness, intensity, and frequency to get themselves involved in the problem-solving process. Being a team leader highly supports the transformational leadership concept.

A leader in a team is in a position of power and can impact others. A leader should persuade his followers through words and actions so that the followers can act accordingly to drive the organization towards its goals and to achieve the desired values. Transactional leadership is mainly driven by mutual political or economic reasons and as the name suggests it is simply a transaction between a leader and a follower. Transformational leadership is different. Because it requires the leader to be a role model and to bear enough emotional intelligence to listen to his members such that an environment of learning is developed and a positive feedback loop is created within the organization. Such an environment is healthy for the organization. Another type of leadership that can be seen is charismatic leadership. In this type of leadership, the charisma of the leader is the main thing because of which followers follow their leader, to the point that the leader is the conscience of the followers. Charismatic leadership can be constructive or destructive depending upon the leader. There are plenty of examples of both cases.

Observe your staff and see if you can spot these characteristics and potential successful leaders. How are your leaders leading?

We would love to hear your comments on this article or any of our latest articles.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professionals.

All articles, quotes, and material in this newsletter are copyrighted by our associate Gary Sorrell, Sorrell Associates, LLC ©. No part can be reproduced in any form without specific written consent. All rights reserved worldwide. Thank you!