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    Arts

    The Modern Manager

    Practical management skills you can use this week. Host Mamie Kanfer Stewart helps managers close the gap between knowing what good management looks like and actually doing it.

    Each week brings either a short solo lesson with one tool you can use right away, or a conversation with an expert on topics like feedback, difficult conversations, delegation, meetings, strategic thinking, team culture, collaboration and using AI at work.

    Get new episodes and one-page takeaways by email: https://www.themodernmanager.com

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    Copyright: © 2021 The Modern Manager

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    Latest Episodes:
    149: Planning a (Virtual) Team Retreat with Seth Linden Apr 13, 2021
    Show notes

    With the end of COVID coming into sight, now is an ideal time to plan for a team retreat that can help people reconnect after a long year of physical distancing or isolation. Whether you’re able to gather in person or limited to a virtual retreat due to COVID or geography, taking time to focus on relationships and team purpose can inspire and refuel us in powerful ways.

    In this episode I speak with Seth Linden. Seth is the founder and principal of Gather Consulting, where he advises philanthropists, foundations and nonprofits at the intersections of education, leadership, and community. He has a teaching credential and bartending credential - both of which come in handy while building community.

    Seth and I talk about how to design and lead an effective and engaging team gathering or retreat whether in person or virtually.

    The full episode guide includes key areas to consider when planning an in-person or virtual retreat, along with ideas for activities to build relationships and how to make the retreat extra special. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.

    Get free episode mini-guides at www.themodernmanager.com/miniguides.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: How to Design a Retreat Your Team Will Love

    KEEP UP WITH SETH

    • Website: www.gatherconsulting.org
    • Newsletter: https://www.gatherconsulting.org/newsletter

    Key Takeaways:

    • Be really clear about what the purpose of the retreat is so that you can align the agenda with it.
    • Co-create the agenda; ask your team what they want to get out of the retreat and design the agenda together.
    • Set the tone and intentions of a safe space by having the leader be honest and open from the beginning.
    • Set equity of voice as a value from the beginning to encourage louder voices to make room, quieter people to speak up, and to recognize publically the importance of including historically marginalized voices.
    • To help people feel more comfortable opening up, set a casual dress code, use outdoor settings to lighten the mood, and offer “walking workshops”.
    • Choose team-building activities like karaoke and ropes courses if it aligns with your purpose and is something the participants are comfortable with.
    • Consider mailing or providing ‘goodie bags’ that contain little gifts that make the event feel special.
    • Set up accountability partners after the retreat to help people carry their learnings forward.

    Additional Resources:

    • Book: The Art of Gathering by Priya Parker
    • Book: The Power of Ritual by Casper ter Kuile
    • Book: Emergent Strategy by Adrienne Maree Brown

    mamie@mamieks.com


    148: Spark Motivation and Maximize Impact with Matt Granados Apr 06, 2021
    Show notes

    It can be hard enough to motivate yourself sometimes, let alone your team members. But great managers know how to tap into a person’s internal motivations in ways that maximize impact without the need for external carrots or sticks.

    Today’s guest is Matt Granados. Matt has spent his life as an entrepreneur so when he was told by a fortune 100 Company that the system he used to manage his life (personal and professional) was the answer to their biggest personal problem that EVERY company will eventually face, Matt decided it was time to start Life Pulse Inc to share how he connects Intention with Structure to ensure an individuals desired results. Matt has worked with organizations such as Twitter, Google, and the United States Air Force to individuals looking to just get more out of each day!

    Matt and I talk about internal vs external motivation, how to motivate yourself and others, the root of what motivates us, how to design your life around your motivations and desires, how to talk to your team members to help them be more intentional and tap into their internal motivators, and so much more.

    Members of the Modern Manager community get a free 30 minute consult and custom program based on your answer. Also anyone who has the consultation will get the discounted LP Planner. Get this guest bonus when you join the Modern Manager community.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: The 3 Questions You Need To Ask Your Team Every Week

    KEEP UP WITH MATT

    • Website: www.LifePulseInc.com
    • Instagram: @lifepulseinc
    • YouTube: https://www.youtube.com/channel/UCPNc15l_7JB8-aziMAnLPsA

    Key Takeaways:

    • Motivation is a mindset. External motivation comes from fear or love. To tap into internal motivation, you need to connect what you want with what that person wants.
    • Most of us don’t actually know what we truly want. Take time to pause and reflect on what really matters in order to generate your list of desires. Consider creating a SWOT analysis of your life.
    • Often there are small changes or actions we could do now that will help us live our desires in the moment, generating greater fulfillment.
    • In order to tap into the internal motivations of our colleagues, we need to understand who they are and what matters to them.
    • Ask three questions weekly: (1) What Are You Focused On This Week?, (2) What Are You Grateful For?, (3) What Are You Working Towards?
    • These three questions help you understand the greater context of your colleague’s life while not getting too personal.
    • Knowing your teammates’ long and short term goals allows you to understand where they want to go and therefore how to help them in the present.
    • Have your team review their previous week’s successes and struggles by asking themselves how they grew (1) Internally - their mind, (2) Physically - their body, (3) Relationally - their connections, and (4) Professionally - their career.
    • Make three to-do lists of what you (1) want to get done, (2) need to get done, and (3) is most important to get done. Encourage your colleagues to do the same.
    • Managers inspire their teams by role modeling. It’s important to check in with yourself weekly on your intentions and make time for activities central to your life’s purpose into your schedule.

    Additional Resources:

    • Motivation Catalysts test: www.LifePulseInc.com/MCA

    mamie@mamieks.com


    147: Prevent And Recover From Burnout With Kristen Knowles Mar 30, 2021
    Show notes

    At this moment, we’re more than a year into the pandemic. Many of us have become accustomed to the added stress of living in isolation, not taking real vacations, not having the outlets of fun we used to have. This, combined with our intense workloads and home lives, with the promise of this all being over in just a few more months, is wearing many of us down. Burnout is nothing new, but if people struggled with burnout pre-pandemic, it seems even more prevalent now.

    In this episode, I speak with Kristen Knowles. Kristen is a 13x award-winning leadership expert with over a decade of experience in leading HR and leadership development for top global companies in Tech, Healthcare, and Startups. Her passion is helping organizations create brave cultures and working with leaders to overcome burnout and lead from purpose. She is the CEO of Brave Leaders Group, a full-suite leadership firm that specializes in offering transformational leadership and organizational development services that create brave cultures with practical application that you can immediately start implementing to see results. She offers a unique opportunity to implement strategies that create empowering cultures and breaks apart our previous ideas of leadership to create brave leaders that will mark history and change the narrative for leadership going forward.

    Kristen and I talk about the stages of burnout, how to avoid it and what to do if you find yourself out of alignment and heading into burnout. Kristen also shares tips with how to talk to your team to help them avoid burnout.

    Get 20% off the Brave Leadership course when you join the Modern Manager community. Purchase full episode guides at www.themodernmanager.com/shop.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: How To Stop Burnout From Burning You And Your Team

    KEEP UP WITH KRISTEN

    Website: https://www.kristenknowles.co/

    LinkedIn: https://www.linkedin.com/in/kristen-pinkston-knowles/

    Clubhouse: @kristenknowles

    Instagram: @kristenpinkstonknowles

    Brave Leadership Course: https://mailchi.mp/98a9ae4346da/brave-leadership-program

    Key Takeaways:

    • Burnout is often a result of being disconnected from your purpose.
    • There are four stages to burnout. (1) You are excited about the new work. Then your energy wanes and you start to feel irritable. (2) You start to be irritated by small things that otherwise wouldn’t bother you. (3) You feel stuck and overwhelmed and might have trouble sleeping. (4) You experience tremendous difficulty coping and getting work done.
    • Purpose isn’t about achieving something. It’s the “why” of your life, your overarching guidepost for living.
    • To help overcome and avoid burnout, identify what feels in and out of alignment in your life. Find time and space in your schedule to do things you care about. Create an action plan for how you want to show up better.
    • We need jobs that fit with our working style, strengths, and personality. We can only keep up a working style that doesn’t fit with us for about six months before we experience burnout.
    • To help your team members align themselves with their purpose, give them autonomy to figure out how to complete tasks in the way that works best for them.
    • Have a conversation with your team about their 80/20. What are the 20% of things that they are doing in their role that are best suited to their strengths? Think about how to eliminate, delegate, or manage the other 80% of their tasks.
    • Learn about your team members’ individual purposes and how they can align with the company’s purpose.

    Additional Resources:

    • The Sparketype Assessment - help find your purpose
    • Episode 47: Managing Stress and Avoiding Burnout

    mamie@mamieks.com


    146: Preparing For A Productive Meeting Mar 24, 2021
    Show notes

    Most people think of meetings as an event - the time we’re gathered together in a physical or virtual room. But meetings are actually a cycle that consists of three phases - before, during and after. Too often meetings are unproductive due to a lack of proper preparation by both the meeting leader and participants. Yet, by spending a few minutes designing a thoughtful agenda, developing appropriate prework, and communicating clearly with your meeting participants, you can transform the entire meeting experience.

    In this episode, I walk through what to do before a meeting to prepare yourself and your colleagues for a productive conversation.

    The full episode guide includes my meeting agenda template, tips for writing a desired outcome, and how to design and communicate pre-work. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.

    Get the free mini-guide at www.themodernmanager.com/miniguides.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: How to Prepare Yourself and Others For A Productive Meeting

    Key Takeaways:

    • Preparing yourself and your meeting participants will help create a more productive meeting.
    • The most important element of any meeting is the desired outcome: what will the meeting achieve?
    • The more specific the desired outcome, the easier it will be to plan the agenda and facilitate the conversation to accomplish that goal.
    • Consider what people need to know, what they can think about, or what they can do prior to entering the meeting that will prepare people for a more productive and efficient conversation.
    • Pre-work can be reading or listening to an article, video or podcast, a document, voice or video message.
    • Pre-work can be reflecting on specific questions or generating ideas ahead of time.
    • Pre-work can be completing a worksheet, answering questions, contributing to a shared online document.
    • Sometimes you may need to produce a document, record a voice message or video presentation in order to share important information in the optimal format prior to the meeting.
    • When you assign prework, be sure to include clear instructions that explain (1) why you have assigned this pre-work or how it will help the meeting, (2) what specifically people should do, (3) how long it will take and (4) when it needs to be done by.
    • Share the agenda and pre-work with enough time for meeting participants to review and complete any actions.

    Additional Resources:

    • Episode 33: Do You Really Need That Meeting?
    • Book: Momentum: Creating Effective, Engaging, and Enjoyable Meetings

    mamie@mamieks.com


    145: Communication Beyond Email, Slack and Zoom with Josh Little Mar 16, 2021
    Show notes

    Our modes of communication have grown seemingly exponentially over the past few decades. From email to texting, Slack to Zoom, we’re communicating faster than ever before. Yet, even with the combination of tools at our disposal, there are still moments when none of them are quite right.

    While you might be thinking, oh no, not another communications app, consider this: We have yet to harness the power of video in asynchronous communications at work. It’s grown in popularity for social connecting so consider how it might enhance your existing communications to build relationships and move work forward.

    Today’s guest is Josh Little. Josh is the founder of four tech companies–Maestro, Bloomfire, Qzzr, and Volley–that have collectively been used by hundreds of millions of people. His work has been featured in Tech Crunch, Mashable, Entrepreneur, Inc., and Forbes. With two successful exits and a third pending, he’s currently on a mission to save the working world from death-by-meetings with his fourth creation, Volley.

    Josh and I talk about how to connect with your team using video messaging. We talk about how to make our communications more effective, efficient and inclusive, plus more good stuff.

    Members of The Modern Manager get my guide to team communication tools. In it, I share my approach and tips for which apps are best suited to which types of communication needs. Get it when you join the Modern Manager community or purchase the guide at www.themodernmanager.com/shop.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: Why Email and Zoom Are Hurting Our Teams And What Else To Use

    KEEP UP WITH JOSH

    Website: https://www.volleyapp.com/

    Key Takeaways:

    • Historically, asynchronous communications are written like email and text is; we read and respond at any time.
    • Historically, synchronous communications are meetings; we need to be present with each other at the same time to communicate.
    • The Volley app offers a unique opportunity for asynchronous, video communication.
    • The problem with communicating via text and email is that it wastes a lot of time. The average person types 19 words per minute but can speak 150 words per minute.
    • We lose about 93% of the communication that comes from voice, tone and body language. This often leads to miscommunications or the need for many back-and-forth messages.
    • In person or Zoom meetings require us to set aside chunks or our day and disrupt our ability to get into deep work.
    • Asynchronous communications allow people time to think before responding which can lead to greater engagement from introverts and deeper thinking overall.
    • Teams using Volley have experienced a strengthening in relationships and more “water-cooler” type talk.
    • Managers have also used Volley with individuals on their team which has enabled more natural conversations to unfold, leading to continued alignment and faster speed of work.
    • Different work tech apps serve different purposes. Slack is good for simple information sharing. Zoom or in-person meetings are best for emotionally charged topics, complex discussion, as well as weekly team meetings.
    • Introduce Volley to your team as an experiment. Try it out for one topic to get your team excited about what it has to offer instead of demanding a transition onto the platform as the new way to work.

    Additional Resources:

    • Episode 45: Invest in Meaningful One-on-Ones

    mamie@mamieks.com


    144: Optimal Decision-Making With Timothy Yen Mar 09, 2021
    Show notes

    Many people struggle to make decisions when we have competing interests. It can be hard to navigate the needs of various stakeholders along with our own emotions and desires. Instead of getting lost in confusion, we need a step by step approach that facilitates us to think through the different dimensions and discover the solution that creates a win-win-win.

    Today’s guest is Timothy Yen. Tim is a psychologist with a Doctorate in Clinical Psychology and emphasis in executive consultation. He is the author of "Choose Better: The Optimal Decision-Making Framework”. He practices in the San Francisco Bay area and leads conferences and retreats around the globe. Between his years in private practice and another eight years as a Mental Health Staff Sergeant in the US Army, he’s empowered hundreds of individuals, families, organizations, and teams to develop authentic relationships and grow into their best selves.

    Tim and I talk about how to make optimal decisions. We get into why we make poor decisions, or worse, are indecisive, and how to apply Tim’s framework to help you and your team members make better decisions every time.

    Get the Optimal Decision-making Framework Checklist when you join the Modern Manager community.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Register for Managing by Personality: www.themodernmanager.com/courses/personality

    Read the related blog article: The Four Step Process To Making Better Decisions.

    KEEP UP WITH TIMOTHY

    Website: www.timyen.com

    Instagram: https://www.instagram.com/choosebetterconsulting/

    Facebook: https://www.facebook.com/timothyyenpsyd

    LinkedIn: https://www.linkedin.com/in/timkyen/

    Key Takeaways:

    • An optimal decision is one that reflects your values while also meeting the needs of everyone involved.
    • There are four core pillars to optimal decision-making: (1) your emotions; (2) your values; (3) others’ values; and (4) reality constraints.
    • Pillar Number One: What emotions come up when you are making a tough decision? Reflect on both what you feel and why you are feeling this way.
    • Pillar Number Two: What are your values? Consider what is important to you and what outcomes you would like to see based upon these values.
    • Pillar Number Three: What does your team (or other stakeholders) want? Ask people about their values, desires and ideas if you’re not sure.
    • Team members from different cultural backgrounds come with different expectations. Ask your team where they got their values from to get to know them better and gain greater insight into what they want.
    • Pillar Number Four: What are the reality constraints? What factors - like your manager’s expectations or budget constraints - affect your decision?
    • Balance competing interests and values while staying true to yourself. Build trust by listening to your team’s ideas while accommodating your manager’s expectations.

    Additional Resources:

    • Episode 124: How to Make Better Decisions
    • Episode 88: Models and Methods of Decision-Making

    mamie@mamieks.com


    143: How to Support People of Color at Work with Dr. Omolara Uwemedimo Mar 02, 2021
    Show notes

    Diversity, equity and inclusion trainings are unfortunately often aimed at helping white people understand unconscious bias, microaggressions and managing white fragility. While these are important aspects of any company’s DEI journey, it’s important to also attend to the needs and experience of people of color, who have experienced the impact of these.

    Today’s guest Dr. Omolara Uwemedimo. Omolara is a physician and success strategist who works with women professionals to rediscover their purpose, prevent burnout, and achieve their vision - without resorting to struggle or sacrifice.

    Omolara and I talk about her approach to providing the space and support for people of color to do their own work while us white folks do our needed work.

    Omolara has provided access to the replay of her masterclass: How To Have Courageous Conversations. In it, you learn to begin building the confidence to communicate with key stakeholders, foster relationships and get what you need. To get access become a member of The Modern Manager community at themodernmanager.com/join/

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: What Diversity Training Is Getting Wrong: 4 Ways To Help POC At Work

    KEEP UP WITH OMOLARA

    • Website: http://www.melaninmedicinemotherhood.com/
    • Podcast: http://www.melaninmedicinemotherhood.com/podcast
    • Instagram: https://www.instagram.com/melaninmedicinemotherhood
    • LinkedIn: https://www.linkedin.com/in/omolaramd/
    • Twitter: https://www.twitter.com/dromolara
    • YouTube: https://www.youtube.com/channel/UCmEztKcqxoN-6REC4oMETqg/videos

    Key Takeaways:

    • “Code switching” is when a person of color feels pressure to change how they naturally communicate in order to make their colleagues feel more comfortable. This causes a great psychological burden.
    • In a large organization, managers can create an employee resource group (an affinity group) for people to speak with people who have a shared experience about vulnerable or sensitive issues.
    • In a small organization, encourage employees to connect with community organizations that gather people from a shared industry, race or gender such as black women in tech.
    • Team diversity discussions and training often focus on discovering what white people have done wrong and improving the awareness, mindset and behavior of white people. While this is important, it’s not enough.
    • Create space for recovery for employees of color who live with the trauma of these issues.
    • POC often spend a lot of energy at work proving they are not negative stereotypes.
    • Set up employees of color with sponsorship and mentorship opportunities to gain support from leaders in their field who can help them feel more comfortable in showing up as themselves.
    • Meet one-on-one with employees of color to share strategies for success. Discuss the mission and vision of the company and how it applies to that individual’s own goals and values. Follow through with a strategy of what they can do to lead to promotions and leadership opportunities that POC don’t often get.
    • If you are a POC managing a mostly white team, be open about how implicit biases about your capabilities as a person of color might affect your colleagues. Demonstrate that you want a workplace with open communication and courageous conversation.

    Additional Resources:

    • Episode 123: Addressing Race and Bias in the Workplace with Aaron Samuels

    mamie@mamieks.com


    142: Ask Better Questions Feb 23, 2021
    Show notes

    Questions are one of the most useful tools that managers can use. Questions can unlock new thinking, show support, strengthen relationships, and much more. Learning to ask the right questions can enhance any manager’s leadership capability.

    In this episode, I walk through different types of questions to ask and how to ask them so you cultivate trust and solicit answers that move work forward productively.

    The full episode guide includes an overview of different types of questions and my favorite questions to ask. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.

    Get the free mini-guide at www.themodernmanager.com/miniguides.

    Learn to navigate the different personality types and work styles to make managing your team easier than you ever imagined. Check out the Managing by Personality live course that starts on March 11, 2021. Learn more and register at www.themodernmanager.com/courses/personality

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: How Questions Can Help Us Be Better Managers

    Key Takeaways:

    • Questions are not just for gathering information. They also help us build relationships, increase psychological safety and trust, open up thinking, and uncover hidden thoughts.
    • Instead of yes-no questions which often create a false binary, ask a rating question e.g. On a scale of 1-5, how confident are you in this plan?
    • Asking what, why and how will lead to different answers so be thoughtful about what question you’re asking.
    • Asking what if, how might, and why not will open the door to more creative, alternative thinking.
    • How you ask and how you respond also impact what type of response you will get now and in the future.
    • Asking a difficult question in a calm, warm tone shows support.
    • Responding to an answer you don’t like or didn’t expect with appreciation will encourage people to be honest going forward.

    Additional Resources:

    • Episode 40: The Power of Questions with Pete Mockaitis

    mamie@mamieks.com


    141: Managing When Everything Is Urgent With Brandon Smith Feb 16, 2021
    Show notes

    Like most things in life, moderation is key. This is particularly true of urgency. When everything is urgent, either we can’t distinguish what’s really urgent or we burn out trying to do it all.

    Today’s guest is Brandon Smith. Brandon is a leading expert in leadership communication and curer of workplace dysfunction. Known as “The Workplace Therapist,” Brandon is a sought-after executive coach, TEDx speaker, author and award- winning business school instructor. He has been featured in The Wall Street Journal, Fast Company, CNN, Fox News.com, NPR, Forbes and many others for his expertise. His book The Hot Sauce Principle: How to Live and Lead in a World Where Everything Is Urgent All of the Time helps readers to master urgency so they can more effectively lead others, manage others’ unrealistic expectations, and prevent burnout at home.

    Brandon and I talk about how to use urgency in the right ways, the interplay between urgency and trust, boundary setting, and how to talk to your boss and your team members about when there is just too much to get done and not enough time, plus a whole lot more.

    Get 50% off the Happiness at Work Formula workbooks when you join the Modern Manager community. This workbook series helps you clarify the 3 things you need to find true happiness at work - The right job, the right workplace culture, and the right boss.

    Register for Managing by Personality: https://tga7q1na.pages.infusionsoft.net - Live course begins March 11th.

    Get free episode mini-guides at www.themodernmanager.com/miniguides.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: How A Feeling Of Constant Urgency Became The New Work Norm And What We Can Do To Fix It

    Key Takeaways:

    • The rise in iPhones, constant communication, and the fallout from the 2008 recession led to an increase in workers feeling more burdened and workplaces filled with a greater sense of constant urgency.
    • Small doses of the anxiety that comes from urgency can be a good thing, but too much will result in an exhausted team.
    • To reduce the constant urgency to be responsive, agree with your team to schedule emails written during “off hours” to be sent during work hours on workdays only.
    • To gain credibility points with your team members or manager, respond to emails that you’ll get to later with a simple confirmation that you received the message.
    • If you have too much on your plate, ask your manager to help you prioritize tasks or find more resources to help.
    • Create psychological safety by being vulnerable and authentic yourself, so that your team will feel comfortable being vulnerable and asking for help.
    • Limit how many “urgent” projects you give out at a time so as not to overwhelm your staff.

    mamie@mamieks.com


    140: Develop Your EQ - Emotional Intelligence With Ilana Zivkovich Feb 09, 2021
    Show notes

    There are many forms of intelligence, but EQ, emotional intelligence, may be one of the most important for managers. Our ability to accurately “read” and interpret the emotional state of our colleagues gives us an advantage when it comes to motivating, supporting, and engaging with our team members. Additionally, our ability to recognize our own emotions and respond intentionally instead of automatically, enables us to show up productively even during difficult moments.

    Today’s guest is Ilana Zivkovich. Ilana is the Founder and CEO of Werq, a strategic leadership advisory firm headquartered in Austin, TX, serving clients around the country and abroad. An experienced executive leader and Certified Executive Coach and certified Genos Emotional Intelligence Practitioner, Zivkovich helps leadership teams align their people, processes and strategy so that businesses can achieve exceptional results.

    Ilana and talk about EQ, emotional intelligence - what it really is, why it’s a critical skill set for managers, the three different dimensions of it, and how to develop your emotional intelligence capabilities.

    Werq has offered 10% off their Team Chemistry Workshops. These workshops are the perfect way to reach new levels of success using data-backed personality assessments alongside proven coaching mythology for an incredible team strengthening experience. To get this discount, become a member of The Modern Manager community by going to www.themodernmanager.com/join.

    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

    Read the related blog article: Emotional Intelligence Is A Skill. Here’s How To Improve Yours

    Key Takeaways:

    • Emotional intelligence is a learned skill.
    • The cornerstone of EQ is self-awareness. There are two types of self-awareness; big picture awareness and momentary awareness.
    • Big picture self-awareness means being aware of who we are; what we’re good at, our general communication style, understanding how people perceive us, and how we tend to behave in the world.
    • The best way to improve our big picture self-awareness is through feedback.
    • Momentary awareness is being aware in the moment of what we’re experiencing by honestly observing and assessing our automatic reactions to experiences.
    • To improve your momentary awareness, use the POWER acronym. Pause when you feel yourself reacting to a difficult situation. Observe what you are thinking and feeling. Widen your perspective to think about the greater context behind how you’re responding. Elect to make a choice about how you want to show up in that moment. Respond how you see best.
    • In order to improve your EQ in relationship to others, the most important things to do are to focus and pay attention.
    • If you’re dealing with a lot of Zoom calls these days, turn off the “self-view” on your camera so that you aren’t thinking about what you look like.

    KEEP UP WITH ILANA

    • Website: https://werqpeople.com/blog/
    • Twitter: @Werqpeople

    Additional Resources:

    • Top 25 Team Building Podcasts You Must Follow in 2021: https://blog.feedspot.com/team_building_podcasts/

    mamie@mamieks.com


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