Oh my, so much to say in response! First of all, I love the Eric Jensen quote. When I provide technical support, especially if someone’s nervous or intimidated by the software, my best first step is putting them at ease. Otherwise, they’ll struggle to process even simple instructions. Personally, I’m very aware that my learning is blocked when my internal emotional state is off. And it’s interesting how we all differ around this. For some people, being “pushed” brings out their best, while I prefer a more “gentle” approach of being given space with patience and encouragement. Sidenote: Anna did a related post recently on adjusting one’s leadership approach to the situation, and I recall thinking that beyond improving team performance and building trust, this garners loyalty as well.
Even though the focus of this piece is leadership, it has value and relevance for those who aren’t in official leadership positions. When you don’t have an official leadership role, but your role depends on buy-in from people, EQ is essential because people’s trust in you is all you have.
“..other people on your team will have strengths that you either undervalue or don’t perceive.” There are such distinct (sometimes narrow) concepts of what “strengths” are. It’s interesting how nationality, culture, social community, generation, professional industry, class, socio-economic status, all influence what is/isn’t viewed as a strength.
“…undervalue or don’t perceive…” Those four words are so significant, on so many levels (and in so many other contexts too), when one considers the ramifications.
Thank you so much for your thoughtful response, Susan! Leadership was much more straightforward in the good old days, except it wasn't good for most people.
Oh my, so much to say in response! First of all, I love the Eric Jensen quote. When I provide technical support, especially if someone’s nervous or intimidated by the software, my best first step is putting them at ease. Otherwise, they’ll struggle to process even simple instructions. Personally, I’m very aware that my learning is blocked when my internal emotional state is off. And it’s interesting how we all differ around this. For some people, being “pushed” brings out their best, while I prefer a more “gentle” approach of being given space with patience and encouragement. Sidenote: Anna did a related post recently on adjusting one’s leadership approach to the situation, and I recall thinking that beyond improving team performance and building trust, this garners loyalty as well.
Even though the focus of this piece is leadership, it has value and relevance for those who aren’t in official leadership positions. When you don’t have an official leadership role, but your role depends on buy-in from people, EQ is essential because people’s trust in you is all you have.
“..other people on your team will have strengths that you either undervalue or don’t perceive.” There are such distinct (sometimes narrow) concepts of what “strengths” are. It’s interesting how nationality, culture, social community, generation, professional industry, class, socio-economic status, all influence what is/isn’t viewed as a strength.
“…undervalue or don’t perceive…” Those four words are so significant, on so many levels (and in so many other contexts too), when one considers the ramifications.
Thank you so much for your thoughtful response, Susan! Leadership was much more straightforward in the good old days, except it wasn't good for most people.