He was extremely frustrated that his employees were not taking him seriously. They were questioning all of his decisions, not getting projects done on deadline and negotiating every aspect of their job.
Do you ever feel frustrated when your team hears you, but doesn't seem to understand you?
Do you ever feel like you are giving and giving away, time, benefits, and special favors and not getting the hard work and dedication you expect for your flexibility?
Does your team seem to come to you with every little problem like they are afraid to even think for themselves?
I have bad news for you if you are the leader or manager. Its all your fault!
If you can own up to the that, I'll give you suggestions on how this client fixed it in his organization.
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First this leader needed to know what his strengths and weaknesses were. The assessment takes about 20 minutes. We spent about 40 minutes reviewing his report on 15 different leadership competencies.
EQ is different that other assessments in two key areas. First, too much can be just as much as a hinderance as two little. Second is that any one of the competencies can be increased or decreased. It is not a diagnosis, you are not locked in. The coaching process is the best way to change any one of them.
2. Practice the Golden Ratio 5 Compliments To Every 1 Correction
Most managers, entrepreneurs and even parents believe their employees should do their job and be happy without any effort on the superiors part. The superior feels like its their job to point out mistakes and make corrections. If someone really goes out of their way or has an outstanding effort their will praise it.
This leads to falling into the trap of 5 corrections for every compliment. The employee slowly builds a feeling of resentment. They feel like the manager is not paying attention to all the good contributions and is nit picky. When the one compliment does come out, it feels insincere and the employee feels manipulated.
Start looking for the good work your employees do everyday and make a point of noticing it out loud. I am not suggesting embellishment or false praise. Just notice it. Once you have earned the trust, the employee with be more open and accepting of criticism when they occur and change faster and possibly, happily!
3. Keep Your Intentions Clear
In every important conversation or meeting, set an intention first of what you want to accomplish and how you want to come across. Don't get caught up in the emotional moment and don't miss a moment to connect emotionally. This example works better face to face because its all in the voice inflection. Here's a written example.
You did a GREAT job on that project!!! :) I have few suggestions for improvement......
YOU DID A GREAT JOB ON THAT PROJECT. I HAVE A FEW SUGGESTIONS FOR IMPROVEMENT!!!
You did a great job on that project. I have a few suggestions for improvement.
Same words, three different meanings. The first is positive and supportive. The second is shocking and feels sarcastic or angry. The third is neutral and ambiguous.
So much of our actual communication is non-verbal and open for interpretation it is up to us to be consistent is what and how we say to be clear.
If you would like to be a more effective business owner, manager or parent, click here to schedule 15 minutes with me for free by phone to see if an emotional intelligence assessment would benefit you?