It’s no secret that today’s employees want (and expect) more from their employers. They long for the confidence that their leaders have their backs. Yet, many leaders in our contemporary world are operating without a moment to spare. But leaving our staff ‘on their own’, void of the much desired and needed mentoring, we are positioning our organizations at an unnecessary risk.
Use a different name if your board, direct reports, or managers think the term ‘emotional intelligence’ is fluff. Don’t even use the term if it will tune them out. I’m not an advocate for lying, but a little white lie, in this case, will do them good.
We rely on our management team. Our front-line workers also rely on them. Our managers are generally our middle man/woman. They’re in a tough spot when you really think about it.
Hats off to those who have earned the right to be our best managers. As leaders, we should be grooming their leadership skills insomuch as their managerial skills. If you aren’t already doing so, try it. I promise you – it will make life a lot easier on everyone.
After all, everything we do is with the intent that continuous efforts are intended to consistently and positively impact our revenues.
Consider implementing these tools and watch how things transform.
Even when they try – ignoring emotional information doesn’t work
Lots of our managers try to hide their emotions, but it always backfires
There is no way around it: for optimal decision making, we must take into account emotional information
After all, everything we do is with the intent that continuous efforts are intended to consistently and positively impact our revenues. Regardless of how brilliant our management team is – without the ability to convey such knowledge, they are limiting themselves. And it’s their direct reports and our staff who pays the price.
Maybe a better way to introduce this is by emphasizing the reality that even a minor adjustment can make for major benefits.