Emotionally Intelligent Conversations - Human Connectivity
by Dr. Maynard Brusman Tuesday, July 27, 2010
Dr. Maynard Brusman is the president of Working Resources, a leadership development and executive coaching firm specializing in working with law firms and lawyers. We help companies and law firms assess, select, coach, and retain emotionally intelligent people. He is a highly sought-after speaker and workshop leader. He facilitates high performance leadership retreats. He specializes in working with senior level executives and attorneys.
Full Bio
No one has to change; everyone has to have the conversation.” —David Whyte
In her two books, Fierce Conversations and Fierce Leadership, training and development consultant Susan Scott explains that the word “fierce” doesn’t imply menace, cruelty or threats. In Roget’s Thesaurus, the word fierce is associated with the following synonyms: robust, intense, strong, powerful, passionate, eager, unbridled, uncurbed and untamed.
Emotionally intelligent leaders create great workplace cultures where people collaborate by having open and honest deep conversations about what matters. What types of conversations are people engaged in at your workplace?
The following are some tips you can use for having fierce conversations at work, particularly difficult conversations that have to deal with conflict or lack of trust. These ideas are helpful for people who have trust issues and are in conflict with one another. They have been found to be very powerful and effective in helping leaders and employees engage in assertive and emotionally intelligent conversations.
Human Connectivity
For top leaders, 90 percent of their success can be attributed to emotional intelligence. Those who fail lack emotional competencies.
Three problems can derail potential triumphs:
a.Difficulty in handling change
b.Inability to work well in a team
c.Poor interpersonal relations
Each of these deficits can be resolved through meaningful conversations.
Smart leaders quickly realize that their most valuable currency isn’t money, IQ, advanced degrees, achievements, charisma, good looks, athletic prowess, analytical expertise or other symbols of success. Rather, their most valuable currencies are relationships, emotional capital and the ability to connect with others.
Lack of meaningful connections with coworkers and customers costs companies billions of dollars annually. In a highly competitive marketplace, where most products and services are commodities that customers can acquire from your competitors, human connectivity is often the sole differentiator.
You cannot achieve a deep connection with colleagues and customers unless you bring valuable expertise to the relationship and can access and manage emotions (your own and others’).
Are you working in a professional services firm or other organization where executive coaches are hired to provide interpersonal communication skills and leadership development for organizational leaders? Does your organization provide executive coaching to help leaders improve their interpersonal communication skills? Leaders at all levels need to improve their emotional intelligence and social intelligence competence.
One of the most powerful questions you can ask yourself is “Do I excel at human connectivity by engaging in fierce conversations?” Emotionally intelligent and socially intelligent organizations, provide executive coaching and communications skills training for leaders who want to have fierce conversations and be fully engaged and happy at work.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where the ability to connect and collaborate with people helps build business success. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.
In her two books, Fierce Conversations and Fierce Leadership, training and development consultant Susan Scott explains that the word “fierce” doesn’t imply menace, cruelty or threats. In Roget’s Thesaurus, the word fierce is associated with the following synonyms: robust, intense, strong, powerful, passionate, eager, unbridled, uncurbed and untamed.
Emotionally intelligent leaders create great workplace cultures where people collaborate by having open and honest deep conversations about what matters. What types of conversations are people engaged in at your workplace?
The following are some tips you can use for having fierce conversations at work, particularly difficult conversations that have to deal with conflict or lack of trust. These ideas are helpful for people who have trust issues and are in conflict with one another. They have been found to be very powerful and effective in helping leaders and employees engage in assertive and emotionally intelligent conversations.
Human Connectivity
For top leaders, 90 percent of their success can be attributed to emotional intelligence. Those who fail lack emotional competencies.
Three problems can derail potential triumphs:
a.Difficulty in handling change
b.Inability to work well in a team
c.Poor interpersonal relations
Each of these deficits can be resolved through meaningful conversations.
Smart leaders quickly realize that their most valuable currency isn’t money, IQ, advanced degrees, achievements, charisma, good looks, athletic prowess, analytical expertise or other symbols of success. Rather, their most valuable currencies are relationships, emotional capital and the ability to connect with others.
Lack of meaningful connections with coworkers and customers costs companies billions of dollars annually. In a highly competitive marketplace, where most products and services are commodities that customers can acquire from your competitors, human connectivity is often the sole differentiator.
You cannot achieve a deep connection with colleagues and customers unless you bring valuable expertise to the relationship and can access and manage emotions (your own and others’).
Are you working in a professional services firm or other organization where executive coaches are hired to provide interpersonal communication skills and leadership development for organizational leaders? Does your organization provide executive coaching to help leaders improve their interpersonal communication skills? Leaders at all levels need to improve their emotional intelligence and social intelligence competence.
One of the most powerful questions you can ask yourself is “Do I excel at human connectivity by engaging in fierce conversations?” Emotionally intelligent and socially intelligent organizations, provide executive coaching and communications skills training for leaders who want to have fierce conversations and be fully engaged and happy at work.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where the ability to connect and collaborate with people helps build business success. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.