“Emotional Intelligence (EI)” is a concept we in the leadership business have heard about and focused on for the past several years. In a nutshell, it means you have the ability to control your emotions and read and respond to other people’s emotions appropriately. Tons of research indicates that people with EI, and specifically leaders
One challenge I see when people, and especially new leaders, attempt to address a conflict is the desire to ignore or minimize the emotional side of it. They attempt to persuade the other party with logic, data and reason, and take the emotion completely out of it. I have been guilty of this error myself,
Ninety-one percent of first-year employees stay on with an organization, if the onboarding process was successful—and nearly 60% will remain after three years. Those are beautiful stats, especially when you consider the high cost of turnover and the burgeoning talent shortage. Effective onboarding is one of (if not the) most critical things leaders can do, and
As leaders, new or otherwise, we are having a lot of conversations and in these conversations, there are a lot of questions. And it’s easy to fall into the trap of answering and responding to every question that we get and yet sometimes, NOT giving the answer is the right response. Here’s what I mean.
This week’s episode comes from a a listener’s question about goal achievement. They asked: How do I make sure that my team reaches their goals? I think “making sure” that someone reaches their goals isn’t necessarily possible but as leaders, we can “help” them and “hold them accountable” – all leading them to be more
The most recent Gallup “State of the Global Workforce” report tells us that 85% of employees are not engaged or actively disengaged at work, and it’s costing $7 trillion in lost productivity. Is it possible that only 15% percent of your employees are engaged at work? If that’s the case, how much is it costing you? As
If you thought the recruiting and hiring process was overwhelming, take a moment to remember how you felt when you started a new job with a new company. It’s rough. From the moment you extend an offer (granted the job candidate accepts), your new hire is likely filled with all sorts of anxiety. Did they
I am starting this episode a little differently than I normally do and I’m asking YOU a question rather than answering a question. Tweet it out: Choose to interact with your team early in the day – it sets a great example and creates a climate for encouragement and growth. @KevinEikenberry From This Episode: Sign
Boost creativity and innovation in your workplace by following these 10 tips: Eradicate fear Nothing stymies innovation like fear. If your employees are afraid of making mistakes—because they’ll be fired, publicly reprimanded or anything else along those lines—don’t expect them to take any chances with outside-the-box ideas. The same goes for fear of embarrassment. If
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