Competent leaders appreciate the importance of emotion regulation and rather than simply get upset or angry with employees they might convey their impatience or frustration. Those are legitimate reactions, but they’re often less effective than disappointment.
The frustrated or impatient leader won’t necessarily cause employees to bolt for the exits, but they’ll find it harder to build the close relationships that help teams weather bad times, and their employees’ loyalty will be contingent on continued success.
MORE IDEAS FROM This word is especially effective when you need to give critical feedback
The key for the unhappy leader is to convey their feelings of discontent in ways that will evoke an emotional reaction in their employees, capturing their attention and heightening “the immediate pressures of reality.”
But it’s essential to evoke the right response–not just any feelings will do.
This is where a leader’s ability to say, “I’m disappointed” can be so powerful.
Intellectual bravery is a willingness to disagree, dissent, or challenge the status quo in a setting of social risk in which you could be embarrassed, marginalized, or punished in some way.
Encouraging psychological safety isn’t easy; it requires a high level of emotional intelligence and a highly controlled ego. Arguably, a leader’s most important job — perhaps above that of creating a vision and setting strategy — is to nourish a context in which people are given air cover in exchange for candor. That’s how you create a culture of intellectual bravery.
An emotion is a complex pyschological state that involves three distinct components: a subjective experience, a physiological response, and a behavioral or expressive response.
In addition to trying to define what emotions are, researchers have also tried to identify and classify the different types of emotions. The descriptions and insights have changed over time
Plutchik proposed eight primary emotional dimensions: happiness vs. sadness, anger vs. fear, trust vs. disgust, and surprise vs. anticipation. These emotions can then be combined to create others (such as happiness + anticipation = excitement).
Strategic developmental feedback requires careful thought and insightful construction, in order to help someone learn and improve. It should be:
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