The cornerstone of emotional intelligence is the ability to perceive, evaluate, interpret, and manage emotions — both your own and those of others — and use those insights to drive positive action. This sensibility can improve everything from communication and personal relationships to effectiveness and job satisfaction. Here are some key phrases that are used by emotionally intelligent leaders.

The Cornerstone Of Emotional Intelligence

The person you're talking to will feel more validated and valued if you confirm that they have your undivided attention. Pair this with some eye contact and maybe a nod frpm time to time

"I'm Listening" / "I Hear You"

This signals your commitment to the conversation and and your desire to gain clarity minus any judgment.Effective communicators don’t pretend they know things when they don’t, or make another person feel stupid for not expressing themselves clearly.

"Tell Me More"/"Can You Tell Us More About That?"

While there’s nothing wrong with praise like, “looks good” or “thank you,” saying you appreciate the human being behind the work adds an extra layer of gratitude and facilitates stronger relationships down the roadIf this is too far out of your comfort zone, start with its sister phrase, “I appreciate your work on this.”

"I Appreciate You"

indicates a fundamental confidence in the decisions and abilities of another person, allowing them to deliver results and build personal morale.People generally perform better when they’re supported and believed in, rather than micromanaged or overly questioned.

"I Trust You"

Emotionally intelligent people don’t censor ideas, steamroll feedback, or presume they know more than everyone else. They don't feel insecure and they know they don't have anything to prove.

What Are Your Thoughts?

Being emotionally intelligent means neither creating unnecessary drama nor shying away from differences of opinion. If your thoughts don’t mesh with your co-workers', rather than remaining silent you can say something like “I'm afraid I don’t agree” or leading with a cloying, “With all due respect,” say, “I have a different perspective.” This opens the door to respectful dialogue and exchange of ideas. Who knows you're bringing something to the table that they didn't think to consider.

"I'm Afraid I Have A Different Opinion

If someone who is usually reliable isn’t performing to their standards, put disappointment aside for a moment and genuinely ask them of they're all right. They might have a perfectly acceptable reason.

"Is Everything Ok?

Far from being a sign of weakness, the ability to apologise is a hallmark trait of an emotional intelligent person. Recognising mistakes, taking responsibility, and showing remorse and a desire to do better are the foundational elements of productive personal-relationship-building. However 'sorry' is not something you can toss around everytime you miss your dealine or to get your mom to shut up. When you say 'sorry', mean it

"I'm Sorry"

Resist the tendency to over-apologise. This doesnt make you sound sorry at all. Instead, it makes you sound like everything's centred on you and your feelingsInstead of saying sorry about everyhting, try thanking someone the other person for their understanding. This shifts the focus from you onto what the other person is experiencing.

"Thanks For (Your) Understanding

Because we tend to say the wrong things sometimes

Exhibiting emotional intelligence is more important than ever in the workplace. We are in the midst of the Great Resignation, and people are

personaldevelopment

Personal Development

communication

Communication

teamwork

Teamwork

leadershipandmanagement

Leadership & Management

Use These Phrases to Sound More Emotionally Intelligent

Starting is Hard. A few ideas on how to get started

What I have learned from Beginning: Practical Steps to Starting

Understanding what the market looks like?  <ul><li>Is someone else already doing this? </li><li>What can you bring to the table?</li><li>How is it different?</li></ul>

One - Do Your Research

Understanding your "WHY" Is key to finding true success.  Simeon Sinek talks about this in his book "WHY". Having a well-established Why puts reason and sets the tone for how you will execute on your goals!

Two - Grasping Your Why

Habits are the key to staying on track with progress.  Having good habits will enable you to be successfull

Three - Establish Your Habits

What matters most? Having a greater yes allows you to be informed about what to say NO to.

Four - What is your greater Yes?

It will be hard. So what are you willing to give up? 📺 ? 🎮?

Five - What are you willing to sacrifice?

Seeing your goals each and every day is key. Put it in your bedroom Put it on your door Put it in your car

Six - Write it Down

What does your story look like this year? Write down your story, so that you can help realize your goals and dreams!

Seven - Write your Story

Starting is hard. Here are some things I learned along the way!

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Business

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Podcasts

Podcast | Beginning To Begin

Keep your face to the sunshine and you cannot see a shadow

"Keep your face to the sunshine and you cannot..." - Helen Keller quotes from BrainyQuote.com

Helen Keller Quotes

The hybrid work environment creates new challenges for leaders, including:<ul><li>How to keep everyone focused amid so much change</li><li>When and how to communicate when some workers are on-site while others work remotely</li><li>How to make fair decisions</li><li>How to manage conflict when employees are out of sight and out of mind.</li></ul>Innovative leaders can use this time of instability and uncertainty to define leadership of the future.

Challenges of hybrid work for leaders

Clarity can be as simple as guiding an employee to the next right step, sharing a big vision for the future, or accurately describing a particular situation and desired outcome.Here’s a checklist of areas that contribute to a lack of clarity:<ul><li>Policies that are outdated or unenforced</li><li>Constantly changing priorities</li><li>Ineffective digital communications</li><li>Misunderstanding about how decisions are made</li><li>Unclear job descriptions.</li></ul>

Clarity

Today’s hybrid leader must acquire good writing and speaking skills as well as competency on various platforms.Quick tips to become a better communicator in a hybrid work environment:<ul><li>Text is okay for short updates or requests</li><li>Keep emails simple and short with the action item as the end</li><li>Space and format emails for easy reading</li><li>Difficult conversations require video or in-person meetings</li><li>Phone trumps email for complex issues.</li></ul>If there’s too much confusion, excessive unresolved conflict, and lack of follow-through, it could be due to ineffective communication.

The hybrid workplace requires leaders to have the capacity and competency to manage conflict among remote workers, virtual teammates, vendors, partners, and contractors.How to calm down and get clear before handling difficult situations.<ul><li>Feel the emotion, but don’t act until you have calmed down.</li><li>Instead of sending the email, send a calendar invite for a one-on-one meeting.</li><li>Plan your conversation, and clarify your intended result.</li><li>Clarify the situation by stating what’s happening that should not be happening.</li><li>Initiate a one-on-one private conversation in person or by videoconferencing.</li></ul>

Conflict capacity

The author of ‘No-Drama Leadership’ says we can use this time of instability and uncertainty to define leadership of the future.


3 ways you can create stability in uncertain situations

Today's employees want a manager who is invested in their personal and professional development. They want frequent feedback -- and opportunities to do more of what they do best. They want to consistently grow as they pursue a compelling purpose.In this new world, the best path to an exceptional employee experience -- not to mention, high performance -- is for employees to have a coach, not a boss.

The Boss Is Obsolete

Quick-fix coaching programs haven't made coaching intuitive or accessible.These transactional trainings don't prepare managers because they lack real-world applications and practical coaching behaviours.Also, many managers have misconceptions about coaching, such as:<ul><li>Coaching is like therapy.</li><li>Coaching is time-consuming.</li><li>Coaching is the same as independent executive coaching.</li></ul>

The State Of Coaching

Coaching starts with asking more and telling less -- becoming more inquisitive about employees as human beings. What do employees need? What are their strengths? What are their goals?Then, the best coaches listen to understand. They listen to truly comprehend employees' circumstances, goals, challenges and needs.

Coaching Behaviours: Being Curious

Coaches are curious for a reason: They use discoveries about employees' motivations, concerns and aspirations to demonstrate care and dismantle barriers to performance and engagement.The point is to have an authentic, ongoing dialogue with the individual to identify their top concerns and show support accordingly.

Coaching Behaviours: Supporting With Genuine Conversations

<ul><li>Coaches set clear expectations and performance goals, and they hold employees accountable for those targets. </li><li>Coaches are future-focused when it comes to performance -- whereas bosses typically look for errors and punish performance mistakes.</li><li>Great coaches also focus on each worker's one-of-a-kind strengths, which helps them individualize their leadership style. </li><li>By emphasizing employees' strengths, coaches cultivate employees' natural abilities and position teams for excellence.</li></ul>

Coaching Behaviours: Focusing on Performance, Strengths and Engagement

Like all employees, managers take their cues from leaders -- so leaders must create buy-in by providing the resources, development and accountability managers need. For leaders, preparing managers to coach requires more than asking them to start coaching.

The Role Of The Leader

To abandon traditional bossing and start coaching, managers need coaching themselves from leaders who genuinely care. When leaders support managers, they can make coaching systemic in their organization -- part of "how we do things around here" (the culture) -- and equip managers to succeed.

The Role Of The Leader: Become A Coach For The Manager

Excessive complicated administrative tasks make it difficult for managers to prioritize conversations with employees. And burned out, overworked managers will find it difficult to muster enthusiasm for coaching. In fact, reducing administrative tasks could better engage your best managers. This is why leaders must redefine and clarify managers' role expectations and performance metrics. Leaders don't have to design a whole new management structure; they can just modify expectations and resources to align with coaching goals.

The Role Of The Leader: Change Job Expectations

People join companies, but they leave managers. Because today's employees demand something different from their job, coaching is a must for managers. Plus, coaching creates an environment of high development, which is the most productive type of culture for your business and your employees. Coaching accelerates everything from collaboration and agility to performance and productivity.

The Role Of The Leader: Developing Managers

Coaching becomes approachable when managers have access to proven development. Best of all, coaches have a ripple effect that extends beyond bottom-line measures like turnover. When managers serve as coaches, they can improve employees' lives and wellbeing.

The Bottom Line

Coaching employees and leading teams is the job of the manager. But ensuring those managers work in a culture where coaching is encouraged? That’s the job of a leader.

corporateculture

Corporate Culture

Don't Overcomplicate the Best Management Practice: Coaching

Employees are hungry for feedback from their leaders, managers and peers. They want to gain insights that advance their abilities and future potential. And more than ever, feedback is pivotal for engaging employees.With business moving at warp speed, it's tempting to move on to the next task or objective after a client presentation or a busy shift. But meaningful feedback doesn't hinder performance -- it fuels it.

Facts About Employee Feedback

The Fast Feedback approach makes giving feedback easier and more straightforward for managers, who often find the activity intimidating and overwhelming. When feedback is easy and commonplace, everyone can feel at ease and walk away knowing what and how to improve. And as Fast Feedback becomes part of the norm, a culture of meaningful feedback -- the ultimate goal -- will emerge.

Fast Feedback

<ul>
<li>Supports agility: Fast Feedback energizes employees and enables teams to make real-time, on-the-fly performance adjustments that create a competitive edge.</li>
<li>Inspires excellence: Employees are 3.6 times more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily (vs. annual) feedback.</li>
<li>Retains talent: Employees today are looking for purpose-driven work and a manager who acknowledges and accelerates their progress.</li>
</ul>

Benefits Of Fast Feedback

Managers who continually listen, ask questions, gain context and promote dialogue have progressed to a coaching mindset. These best-in-class managers use ongoing conversations to deliver energizing feedback that celebrates successes and calibrates performance.

The Manager's Central Role in a Feedback Culture

Meaningful feedback is frequent.Effective feedback has an expiration date. Feedback should be a common occurrence -- for most jobs, a few times per week. People remember their most recent experiences best, so feedback is most valuable when it occurs immediately after an action.

Meaningful, Fast Feedback: Frequency

Meaningful feedback is focused.Ineffective feedback is vague and doesn't inform change. For instance, ranking all team members on the same general measures won't capture each individual's unique strengths and day-to-day work.The best managers individualize feedback to employees' natural talents and performance needs. They ensure feedback is relevant to the individual's contributions and the organization's purpose -- showing employees how their day-to-day efforts influence the big picture.

Meaningful, Fast Feedback: Focus


Meaningful feedback is future-oriented.Harping on an employee's prior blunders is anything but motivating. Managers can inspire growth by emphasizing the current moment and what's ahead -- recognizing employees' accomplishments and removing roadblocks for tomorrow. What can we do to get even better? How can we prepare for the future? What did you learn from this phase?That's not to say managers shouldn't acknowledge the past: Reflection facilitates learning. Top talent workers aren't looking only for "feel-good" feedback -- they want to be pushed to be their best.

Meaningful, Fast Feedback: Future-Oriented

The first action that leaders need to take is to transform managers into coaches. Coaching is a unique skill set that managers need to cultivate. Fortunately, the right manager development demystifies <a href="https://www.gallup.com/workplace/350057/gallup-finds-silver-bullet-coach-once-per-week.aspx">coaching</a> and evolves a manager's mindset -- giving them exactly what they need to become coaching aficionados who provide excellent feedback.

Managers As Coaches

In a development-focused work culture, feedback isn't a one-way, top-down event. Individuals, managers and leaders should all give and receive feedback -- showing appreciation for one another's efforts through an honest, open, ongoing dialogue. Peer-to-peer feedback strengthens relationships and cross-departmental collaboration.Leaders should model the behaviours they want their managers to display by sharing "Fast Feedback" with them.

Become a Feedback Evangelist

Leaders need to abandon annual reviews in favor of the <a href="https://www.gallup.com/cliftonstrengths/en/296192/coaching-conversations-role-relationship-orientation.aspx">five coaching conversations</a> that are scientifically shown to improve performance. Leaders should assess their current performance management approach, then implement the necessary changes to shift to feedback-rich performance development.

Management Practices and Performance Metrics

Employees crave feedback, and they don't need a special occasion to hear it. Learn how to give meaningful feedback in a few minutes.

How Fast Feedback Fuels Performance

<a href="https://asynchr.com/blog/tpost/x56zmg1e31-what-the-hell-is-asynchronous-hiring">Asynchronous hiring</a> refers to activities in your hiring process where the candidate and the recruiter do things at different times. In these situations, the hiring process is done without any live or co-located tasks – each one acts independently.

Asynchronous Hiring

An asynchronous interview is where an applicant is guided through a series of interview questions and answers them in their own time. Most commonly, those answers are recorded using a phone/computer camera.  As video technology has become more and more popular within hiring, it’s now best practice for recruiters to record the questions via video, too, rather than just putting text on the screen. It also helps recruiters become more confident on camera and levels the playing field between the recruiter and the candidate.

Asynchronous Interview

Async interviews are fantastic for remote hiring. Recruiters no longer have to rely on local talent pools or invest money to bring remote candidates into the office for interviews. With asynchronous video, it’s easy for recruiters and candidates to ‘speak’ to each other at a time that works for them, no matter which time zones they work in!

Made For Remote Hiring

Async interviews boost time-to-hire by allowing you to screen multiple candidates at once. Let’s say you want to screen 30 candidates, in the old world, that’s 30 separate phone interviews. 
Now, all you need to do is record your questions once and then let candidates respond all at the same time. Slotting in 30 calls may have taken a whole week, async interviews take a matter of hours!

The Benefits of Asynchronous Interviews For Recruiters: Speed up Time-To-Hire

Asynchronous video interviews are one of the best ways to assess a candidate’s critical skills early in the process. Especially when compared to phone interviews, async interviews allow you to test how candidates communicate and display confidence. 
It’s also great for testing those critical skills such as foreign language or even evidence functional requirements such as working visas.

Screen For Critical, Dealbreaker Skills Early

A candidate’s video responses all go into a single system where you and your colleagues can collaborate on their assessment. Gone are the days of relaying the phone interview to others, as you and the team can work together on assessing video interview submissions.

Allowing Collaboration

If you’re concerned about <a href="https://toggl.com/blog/fair-chance-hiring-practices">fair hiring practices</a> within your organization, asynchronous interviews are a great way to deliver consistency. Every candidate gets exactly the same questions, providing the perfect environment to directly compare performance and eliminate unconscious bias.

Delivers Fair Chance Hiring

Async interviews allow you to submit your answers at a time and date which suits you. That means no more awkward excuses at work, or feeling under pressure to complete interviews around your workload. Plus, with the option to practice questions and re-record your answers, asynchronous interviews give you the chance to put your best foot forward!

The Benefits of Asynchronous Interviews For Candidates: Convenience

Video interviews provide a fantastic opportunity to showcase what makes you special early on in the recruitment process. Especially for customer-facing roles, it’s hard to stand out on boring resumes, but with a video, you can let your personality and soft skill set shine through!

Showcase Your Skills

Especially for companies who record their questions, pre-recorded video interviews give you an insight into the company you’re applying to. This helps you feel more relaxed and helps you connect with the company to decide if it’s a good fit for you.

Better Insight Into The Company

Tired of the same old interviews? We look at asynchronous interviews, exploring what they are, their benefits, and how to get started with Toggl Hire!

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Career

humanresources

Human Resources

Hold On, What The Heck Are Asynchronous Interviews? - Toggl Blog

Our beliefs can help us navigate the world around us. However, when our beliefs do not line up with reality, they can cause harm to ourselves and others. 
Also, these beliefs can become so deeply ingrained that they become very challenging to unlearn, even when presented with new information. This phenomenon is called belief perseverance.

Belief Perseverance: The Premise

Our beliefs about ourselves, others, and how the world works come from many places. In part, formal instruction and education inform our belief systems. 
The ideas we hold about ourselves and others also come from our experiences interacting with the world and secondary sources like the media. Belief perseverance happens when a person holds onto a belief even when presented with evidence that this belief is false.

Why We Cling To False Beliefs

<ol>
<li>First, self-impressions, which are beliefs about yourself, such as “beliefs about your athletic skills, musical talents, ability to get along with others, or even body image.”</li>
<li>The second involves social impressions, which are beliefs about specific other people, such as “beliefs about your best friend, mother, or least favourite teacher.”</li>
<li>Finally, the third type is called naive theories — these are beliefs about how the world works, including beliefs about the causes of war or poverty, stereotypes about teenagers, lawyers or other cultures, and any other social theories.</li>
</ol>

Three Types of Belief Perseverance

If we cling to false beliefs, we risk causing harm to ourselves and those around us. Some of the adverse effects:<ul><li>People with negative belief perseverance about their social abilities may avoid interpersonal interactions, resulting in mental disorders.</li><li>Employees with belief perseverance in their superior skills may fail to request the needed assistance when faced with a given challenge.</li><li>Dangerous decisions may be made because of a belief in perseverance in one’s ability to manage risk.</li></ul>

The Impact of Belief Perseverance

The only way to somehow manage belief perseverance is to become aware of it. The next step is to increase your self-awareness about your beliefs and where they come from. If you want to increase your self-awareness and challenge your beliefs about yourself and others, ask yourself these five questions:<ul><li>What beliefs do I have about myself and my abilities?</li><li>What assumptions do I hold about other people?</li><li>Where did these beliefs come from?  </li><li>Are the beliefs I hold about myself and others accurate?</li><li>What experiences have I had that counter these beliefs?</li></ul>

How to Manage Belief Perseverance

Our minds are prone to cognitive biases that may discord the way we consider these questions. Our need for coherence, combined with cognitive biases, make it very difficult to unlearn our false beliefs. Trusted friends or colleagues can help jog your memory to moderate the availability bias, the confirmation bias, and stay clear of illusory correlations. Awareness and self-reflection are the best ways to address this phenomenon. Questioning our false beliefs can help us all grow and better achieve our goals.

Our beliefs can help us navigate the world around us. However, when we fall prey to belief perseverance, they can cause harm to ourselves and others.

Understand yourself and those around you.

psychology

Psychology

Belief perseverance: why we cling on to old ideas

We all are surrounded by monkeys bossing us around with their monkey chatter, going about their monkey business at the expense of our toils, but there is an age-old trick to master this miserable monkey-human relationship.

Give the monkey what it wants!

The monkey is anyone who holds authority, power and designation. This monkey is someone you need approval from, someone who is giving you a hard time. It could be your interviewer, asking you questions that pinch (e.g. that time gap on your résumé) or your examiner, who is asking you the questions no one studies, or worse your manager, poised like a snake, waiting for you to commit a mistake so that they get a legit reason to bite.Remember, any monkey that you meet and want to get by, has few attributes. To simplify, these monkeys that we encounter will usually be self-centred beings.

Who is the monkey?

The monkey has a fixed mindset, they like to have things done their way. Monkey See, Monkey Do. They learn to do things by mimicry and often do not know the reason and logic behind the act so, what if you start mimicking the monkey’s style and flair?The monkey may or may not possess any theoretical prowess but being so long out into the field, the monkey does have practical wisdom. This wisdom gained over the years is difficult to beat in a one-on-one confrontation and gives birth to certain biases and stereotypes inside the monkey’s head.

What does the monkey think?

Simple question, even simpler answer, say it with me- the monkey wants the BANANA. So, what is this BANANA?The Banana in this article is not the fruit, although it would be nice if we could get solutions to our life problems at 0.80C$/lb. The Banana is the key to getting past the monkey, you give the monkey what it wants and go on with your life without the monkey bothering you.

What does the monkey want?

In reality, every monkey you encounter is different, hence the same is true for the banana. The banana in every scenario changes according to the needs of the monkey. To identify the perfect banana you need to understand the trifactorial of the monkey i.e. NEEDS, WANTS AND DEMANDS.For example, for the interviewer, a need is a candidate, a want is a candidate with desired credentials and demand is to have all above with 5+ years of experience for an entry-level job. But for the examiner, a need is an answer, a want is a correct answer of desired length and demand is to get all with examples.

What is the BANANA?

Firstly, understand the business at hand. Why do you want to use the banana and what is the outcome you want. Once that is established, make your move. Remember, Agreement yields better results than arguments. Play the monkey by using the monkey’s preset notions, bias, like and dislike to tilt the arguments in your favour. Once the level field is uneven the monkey feels inclined to fall for the banana and leaves you alone, e.g., the banana for the interviewer could be some excellent references on top of the required credentials. The banana for the examiner could be an outstanding answer.

How to give the banana?

Lastly, remember monkeys are monkeys, no matter how evolved they are, they always fall for bananas. The only key is to identify the best banana for the situation at hand and make the most of the moment you overcome a boisterous and raucous monkey. Godspeed!!

Summary:

We all are surrounded by monkeys bossing us around with their monkey chatter, going about their monkey business at the expense of our toils, but there is an age-old trick to master this miserable monkey-human relationship.

We all are surrounded by monkeys bossing us around with their monkey chatter, going about their monkey business at the expense of our toils, but there is an age-old trick to master this miserable…

productivity

Productivity

That's sounds quite ridiculous. Tho is a matter of fact which makes a person identify his capabilities and grow not just rich but being successful in future. Elon Musk had several failures and not just several but severe failures which came up as strong barriers in his life but he stood still fighting all odds and making it to be the top rich.

Art Of Failing Successfully

His ideas, initially termed dreams by many, have turned into realities. He could be regarded as a serial entrepreneur, an entrepreneur who continuously comes up with new ideas and starts new businesses, instead, we have coined a new term for him: ‘parallel entrepreneur’. Someone who has implemented his ideas parallely in more than one industry.

Ideas Lead The Future

But before reaching on top of one of the tallest mountains, Musk had to go through many lows, failures and problems. But he is on top of the mountain because he believed

Belief 

If something is important enough you should try, even if the probable outcome is failure.

Failure, as much as it hurts, is an important part of life. In fact, failure is necessary.I have failed more times than I’d like to admit. And I’m not talking about small failures; I’m talking about the kind of failures that rock your world, completely altering the landscape of your relationships, finances, and mental-wellbeing.And, if you’re anything like me, then you’ve also most likely failed many times over. I can’t say that I particularly enjoy failing, but failure, through its life-altering lessons, makes us into better persons.

In fact, failure is life’s great teacher; it’s nature’s chisel that chips away at all the excess, stripping down egos as it molds and shapes us through divine intentions.Without failure, we’d be less capable of compassion, empathy, kindness, and great achievement; we would be less likely to reach for the moon and the stars.It’s through failure that we learn the greatest lessons that life could teach us.

Failure Is Life's Great Teacher  !!! 

“It is impossible to live without failing at something, unless you live so cautiously that you might as well not have lived at all, in which case you have failed by default.”

The art of failing successfully is a special phrase which can add up huge value to life. Most importantly we should never look upto failures as failures in fact it should be more of a special case study to you

We all know Elon Musk as the brainiac, who also happens to be worth almost $12 billion. But, before being a billionaire, his only assets were his brain and a vision to change the world and humanity.Hi... 

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Motivation & Inspiration

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Technology & The Future

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Entrepreneurship

Elon Musk and the art of failing successfully

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