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LinkedIn Contribution - Soft Skills: Emotional Intelligence

Fri, 09 Aug 2024 17:51:51 GMT

You're dealing with unrealistic client expectations. How do you keep your emotions in check?

I recently collaborated on another article for LinkedIn that explored strategies for managing emotions in high-pressure situations, specifically focusing on handling unrealistic client expectations. LinkedIn shared the following insights to start the conversation:

"Maintaining objectivity is key to keeping your emotions in check. When faced with unrealistic expectations, it's easy to become personally invested or feel under attack. Instead, focus on the facts and detach your personal feelings from the situation. Approach the conversation with a problem-solving mindset, considering the client's perspective while also being clear about what is feasible. This balanced view will help you navigate the conversation with a level head."

After giving it some thought, I added the following in response to their inquiry:

Unrealistic expectations can arise in any business interaction. To manage them effectively, start by detaching yourself from personal frustration and focusing on the concrete details and feasibility of the client’s demands. Address the situation with a clear, fact-based approach rather than letting emotions dictate your response. This method helps guide the discussion toward practical solutions, preserves your professionalism, and ensures a constructive exchange. By staying grounded in facts and maintaining transparency, you reinforce your role as a rational problem-solver by fostering a more effective and productive dialogue. Embracing this approach also allows you to turn challenges into opportunities for growth and resolution.

To further explore this LinkedIn collaborative article, click here .

The Role of Emotional Intelligence in Emotional Well-Being, Psychological Safety, and Workplace Performance

Mon, 03 Jun 2024 00:00:00 GMT

A Practitioner's Perspective

Emotional intelligence (EI) is a factor affecting various personal and professional life aspects. It is defined as the capability to perceive, understand, manage, and apply feelings effectively. It is an indispensable requisite for emotional well-being and psychological safety, as well as overall effective performance in the workplace. This blog post explains how EI influences those aspects by emphasizing its importance in maintaining a productive and friendly work atmosphere.

Emotional Well-Being

Emotional well-being is an important component of mental health in general; EI makes great contribution to its improvement. A person with high EI knows how to perceive and control his or her emotions, which helps to handle stress and develop resilience. Key elements of how EI contributes to emotional well-being will involve :

Stress Management: High EI persons can recognize and manage their feelings when they are stressed. They are, therefore, able to keep calm and composed, reducing the effects of stress on their mental life.

Positive Attitude: T Individuals who have high EI happen to be positive in outlook. They also reframe negative experiences, focus on the positive aspects, and develop a more optimistic mindset, which consequently enhances their general emotional well-being.

Resilience: EI helps them in developing resilience against emotional challenges. Since they manage their emotions well, they bounce back from setbacks faster and maintain good mental health well into the future.

Mental Health: The ability to manage emotions fosters a reduction in anxiety, depression, and burnout. Individuals with high EI thus become resilient to emotional challenges, which is a guarantee of good mental health and well-being.

Psychological Safety

The concept of psychological safety at work is defined as "a feeling that one will not be punished or penalized for expressing one's self". High EI significantly enhances psychological safety in the workplace since it aids in empathy, effective communication, and resolving interpersonal conflicts. Key points to remember:

Empathy: High EI people can understand and share the feelings of others. The empathy in them allows one to give immense support and inclusion to the employees at work by making them feel appreciated and recognized.

Effective Communication: EI amplifies communication art, hence the individual can express and listen to others. In that respect, effective communication reduces misunderstandings and builds trust in teamwork.

Conflict Resolution: Individuals high on EI are capable of resolving conflicts. They can handle the emotional dynamics, mediate disputes, and find mutually constructive solutions that help create a harmonious work environment.

Inclusive Culture: Leaders and employees with high EI will be able to recognize and engage with emotional cues to create an inclusive culture where everyone can safely share their thoughts and ideas without being persecuted.

Workplace Performance

EI is considered one of the major predictors of workplace performance. Individuals with high EI understand how to handle their emotions and take care of the emotions of others, which improves teamwork, and collaboration, and hence enhances their performance at work. The essential elements of how EI can impact performance at workplaces include but are not limited to the following aspects:

Teamwork: High-EI individuals could work in a team by empathizing with team players and influencing team dynamics based on the same. The art of doing this strengthens teamwork and allows groups to maintain more cohesive and productive atmospheres.

Collaboration: EI leads to collaboration. People with high EI know how to treat interpersonal relationships, establish functional relationships, and work in various kinds of teams.

Productivity: The efficient treatment of emotions significantly promotes better concentration and focus on work. High EI employees are less likely to be distracted by emotional disturbances, which raises their productivity level.

Interpersonal Dynamics: High emotional intelligence helps an individual understand and manage the dynamics of interpersonal relationships. This minimizes the probability of disputes and misunderstandings. This ability develops better general organizational performance by creating an optimistic and collaborative atmosphere to work in.

Emotional Intelligence is part of emotional well-being, psychological safety, and work performance. High EI individuals possess an excellent level of handling stress, keeping a positive outlook on life, and building resilience; therefore, they function well for their mental health and fitness. In the workplace, EI nurtures empathy, effective communication, and conflict resolution-that is, a psychologically safe environment where employees can prosper. Additionally, due to improved teamwork, collaboration, and productivity, EI greatly enhances performance at work. As organizations continue to recognize the value of EI, investing in its development will result in more engaged, resilient, and high-performing employees and teams.

Exploring Theoretical Diversity and Best Practices in Emotional Intelligence

Wed, 01 May 2024 00:00:00 GMT

A Practitioner's Perspective

EI has received considerable attention within the disciplines of psychology, organizational behavior, and leadership studies. Despite its reportedly popular influence on both personal and professional success, the theoretical landscape of EI remains diverse and keeps on evolving. The present article overviews the current theoretical diversity in the EI paradigm and emphasizes effective strategies for assessing and developing EI in various contexts.

In this article, we revisit the theoretical variety in the EI paradigm by re-examining the distinct contributions and implications of each of the major models. We go on to detail good practices for the assessment and development of EI, reflecting current research and practical examples. The article aims to arrive at an advanced view of EI and its applications which will helpably shed light on and guide the efforts of researchers, educators, and practitioners toward furthering emotional intelligence in diverse settings.

Theoretical Diversity in Emotional Intelligence

Mayer and Salovey's Ability Model

Views EI as a facet of cognitive intelligence involved in the processing of emotional information.
Four-branch model: Perceiving emotions, using emotions to facilitate thought, understanding emotions, and managing emotions.
Intends to make an objective measurement of EI through tasks and problem-solving activities.

Goleman's Mixed Model

Combines emotional and social competencies.
Five components: Self-awareness, self-regulation, motivation, empathy, and social skills.
Has a greater focus on the practical utility of EI in leadership and organizational settings.

Bar-On's Trait Model

Conceptualizes EI as a set of emotional and social competencies that determine a person's well-being and harmony with other people.
Includes personality traits; a strong emphasis is placed on the role of EI in maintaining good mental health.
Relies on self-report questionnaires for the evaluation of EI.

Petrides' Trait EI Model

R efers to a constellation of emotional self-perceptions located at the lower levels of personality hierarchies.
The subjective nature of emotional experiences makes many of them difficult to operationalize or quantify.
Self-report measures tap into people's perceptions of their emotional abilities.

Each of these theoretical frameworks has its meaning to both the researcher and the practitioner. Each model contributes something different to the conceptualization, measurement, and development of how EI can be understood and reflects the complexity and multifaceted nature of emotional intelligence. Whereas, for instance, the ability model by Mayer and Salovey focuses on the cognitive aspects of EI, the mixed model by Goleman brings together emotional competencies with social skills for a holistic view. By contrast, models by Bar-On and by Petrides put the emphasis on the subjective and personality-related dimensions in EI and provide other ways of assessment and development.

Achieving Impactful Outcomes

Given the importance of EI in various domains, best practices should be instituted for assessing and developing EI. Truly effective assessment strategies will be able to capture the multi-dimensional nature of EI through the use of self-report measures in conjunction with performance-based tests and feedback from others. Conversely, developmental programs should be tailored to needs at the individual and group levels through the use of personal coaching, training sessions, and organization-level interventions.

Best Practices for Assessing Emotional Intelligence

Multi-Method Approaches

Combine self-report measures with performance-based tests and 360-degree feedback.
Ensures a comprehensive assessment of the different facets of EI.

Context-Specific Assessments

Ensure that assessments are performed in specific contexts and for specific goals of organizations or individuals.
Recognize that the expression of EI changes with environment and role.

Continuous and Developmental Assessment

Emphasizes ongoing assessment over one-shot assessments.
Integrates regular feedback and plans for development on EI.

Best Practices for Developing Emotional Intelligence

Individual Development Programs

Individual coaching and training in selected EI competencies.
Mindfulness practices, emotional regulation exercises, reflective practices.

Group and Team Development

Workshops and training programs with groups/teams to enhance collective EI.
Activities that encourage team bonding, empathy, and good communication.

Integration into Organizational Culture

Embed the development of EI into the DNA of the core values and practices of the organization.
Incentivize the leadership to model high EI behaviors and support emotionally intelligent workplaces.

Only by implementing best practices with regard to assessment and development will the full potential underlying the individuals and groups come forth. Using multi-method approaches, assessments fitted to specific contexts, placing a continuous emphasis on development, and integrating EI into the culture of organizations are ways in which practitioners can effectively and sustainably implement their EI initiatives. These efforts will go toward not only the personal and professional success of an individual but also the building of empathetic, resilient, high-performing organizations and communities. Inasmuch as the theoretical underpinning and practical applications are pursued, the field of EI will continue to grow, affording valuable insights and means through which emotional intelligence can be fostered.

LinkedIn Contribution - Soft Skills: Emotional Intelligence

Mon, 01 Apr 2024 00:00:00 GMT

How can you promote team well-being with Emotional Intelligence?

Emotional intelligence (EI) is a journey filled with rich insights and invaluable lessons, especially when it comes to fostering team well-being. Recently, I had the privilege of contributing to a collaborative article on soft skills for LinkedIn, where the discussion centered around the pivotal question: "How can you promote team well-being with Emotional Intelligence?" Here's what LinkedIn had to say:

"Before you can improve your team's EI, you need to know where you stand. You can use various tools and methods to measure your team's EI, such as surveys, feedback, observations, or self-assessments. The goal is to identify your team's strengths and areas for improvement in terms of self-awareness, self-regulation, motivation, empathy, and social skills. You can also compare your team's EI with other teams or benchmarks to see how you fare."

This thought-provoking question and perspective inspired me to delve deep into the undercurrents of EI within team dynamics. My focus? Your team's EI - a necessary starting point for fostering a culture of comprehension, tolerance, and, ultimately, shared success. In my contribution, I explored the crucial role which EI plays in supporting team harmony and effectiveness. Here's what I shared:

A forward-looking strategy is essential for gauging team emotional intelligence (EI). Beyond static assessments, it is critical to prioritize continuous improvement and cultural assimilation. A transformative team journey towards enhanced EI starts with a foundation of psychological safety, backed by pillars like open communication, trust-building, and valuing emotional expression.

Real-time feedback and peer coaching help foster ongoing reflection and learning to reveal EI's fluid nature. Diversity and inclusion mechanisms are also pivotal in creating an empathetic environment. Moving beyond assessments helps shape a future where EI is inherent in team collaboration and contributes to the development of agile resilience across the team.

To further explore this LinkedIn collaborative article, click here .

LinkedIn Contribution - Soft Skills: Emotional Intelligence

Fri, 01 Mar 2024 00:00:00 GMT

What role does emotional intelligence play in effective leadership?

As the landscape of leadership continues to evolve, the spotlight on emotional intelligence (EI) shines brighter than ever before. Recently, LinkedIn invited me to contribute to a collaborative article on soft skills, with a huge emphasis on EI. The topic up for exploration was both timely and compelling: "What role does emotional intelligence play in effective leadership?" LinkedIn shared the following initial thoughts:

"Emotional intelligence is comprised of several key components: self-awareness, self-regulation, motivation, empathy, and social skills. As a leader, self-awareness helps you understand your strengths and weaknesses, while self-regulation allows you to control impulses and handle change effectively. Motivation drives you to pursue goals with energy and persistence. Empathy enables you to understand the emotional makeup of other people. Social skills facilitate interactions and the building of networks. Together, these elements enable leaders to navigate the complex landscape of human emotions in the workplace. "

In my contribution, I delved into the fundamental elements of EI, emphasizing its significance as a cornerstone of effective leadership. Join me as we explore the essential EQ basics and uncover their profound impact on leadership excellence. Here's my perspective and what I shared:

Emotional intelligence is a critical element of effective leadership because it allows leaders to connect authentically with their team members, understand their perspectives, and inspire collective action. When leaders leverage their emotional intelligence skills, they can better navigate conflicts with empathy, communicate with clarity, and cultivate a positive work culture that's conducive to innovation and growth. This not only strengthens relationships but also drives organizational success by fostering a sense of belonging and purpose among team members.

To further explore this LinkedIn collaborative article, click here .

LinkedIn Contribution - Soft Skills: Emotional Intelligence

Fri, 01 Mar 2024 00:00:00 GMT

Here's how you can use Emotional Intelligence to set realistic deadlines and expectations.

Creating realistic deadlines and setting appropriate expectations are central skills in the toolkit of any professional; the mastery of which requires a nuanced understanding of emotional intelligence. It was a great honor to work with LinkedIn and other EI experts and enthusiasts on this recent collaborative article. The topic we delved into was particularly intriguing: "Harnessing Emotional Intelligence to Establish Achievable Deadlines and Expectations." LinkedIn shared the following insights to kick off the conversation:

"Understanding your own strengths and limitations is a fundamental aspect of Emotional Intelligence. By being aware of your emotional responses to stress and pressure, you can set deadlines that are challenging yet achievable. Reflect on past experiences to gauge how much you can realistically take on. This self-awareness helps prevent over-commitment and ensures you set expectations that align with your true capabilities, leading to a more balanced and less stressful work life"

My contribution centered on a crucial aspect often overlooked in this discussion: the importance of self-awareness. Here's what I added to the discussion:

By integrating emotional intelligence, individuals can establish deadlines and expectations that consider both capabilities and emotions. Tuning into the feelings and motivations of themselves and their team allows for the creation of goals that encourage growth without causing undue stress. This not only fosters a culture of understanding, adaptability, and mutual support, but it ultimately enhances productivity on multiple levels and cultivates a positive work environment.

To further explore this LinkedIn collaborative article, click here .

LinkedIn Contribution - Soft Skills: Emotional Intelligence

Tue, 16 Jan 2024 00:00:00 GMT

What are some strategies for using EI to manage conflict in an oral communication setting?

I was excited when LinkedIn contacted me to contribute in a collaborative article on utilizing Emotional Intelligence (EI) to navigate conflict in oral communication scenarios. They asked: What are some strategies for using EI to manage conflict in an oral communication setting? Here's what LinkedIn had to say:

"Before you can resolve a conflict, you need to understand what caused it and how it affects you and the other party. Is it a difference in goals, values, expectations, or perspectives? Is it a misunderstanding, a mistake, or a miscommunication? Is it a personal issue, a professional issue, or a mix of both? How do you feel about the conflict and how does it impact your performance, mood, and well-being? How do you think the other party feels and what are their needs and interests? By identifying the source of conflict, you can avoid jumping to conclusions, making assumptions, or blaming others. You can also prepare yourself to address the conflict in a constructive and respectful way."

In my contribution, I emphasized the importance of pinpointing the root cause(s) of conflicts and shared strategies for incorporating EI. My add to the discussion was as follows:

Resolving conflict contributes to the overall well-being and success of individuals, teams, and organizations. Here are some innovative ways to utilize emotional intelligence (EI) to manage conflict:

Engage in metacommunication labs to discuss the communication process itself.
Try role reversal exercises for empathy-building and taking on new perspectives.
Leverage storytelling techniques to create empathy and humanize the experience.
Introduce humor to lighten the mood and promote cooperation.
Tap into cultural nuances through cultural sensitivity exercises to minimize misunderstandings.

These innovative approaches aim to disrupt traditional conflict resolution patterns and introduce more targeted approaches that foster more creative and effective outcomes.

To further explore this LinkedIn collaborative article, click here .

Article Alert!

Fri, 25 Aug 2023 00:00:00 GMT

Featured in VoyageATL

It's TIME!! I'm happy to share my article feature in VoyageATL, a local Atlanta magazine that highlights the best of their city.

The article explores my personal story, passions, work experiences, professional interactions, and client outcomes. I also talk about my experience working with Monique Russell of Clear Communication Solutions LLC.

You can access the article using this link:
https://lnkd.in/eTpeZ3QZ

Happy Reading! ��

Podcast Alert!

Tue, 15 Aug 2023 00:00:00 GMT

5 Ways to Evaluate a Service Provider Beyond their Wonderful Public Speaking Abilities

I was pleased to chat with Monique Russell of Clear Communication Solutions LLC. Here's what she shared in her LinkedIn Article post:

1 semester into my first year college experience, I became pregnant. It took me months before I would be able to tell my mother. But I never felt like I was handicapped or had a disability, even though some around me behaved so.

That's why I knew I needed to interview this young lady, and many others whose lives disrupt the "status quo."

She's been branded in the workplace as a calm, level-headed and resilient leader. And I was curious not about why….but how and what helped her to develop a level of resilience that branded her this way.

She shared a story about her journey as a teenage mother, and how it served as a foundation for the critical work in organizational development she does today.

This could just be about the parenting journey, but I assure you, it's not.

What it really is about is wellness, well-being, and what support could look like at all levels in an organization. It's about what happens when everyone takes ownership for a culture of well-being…not just leaders, or human resources.

Shené Marsh-Beckford, PhD is an Industrial and Organizational Practitioner with a vast list of research and practice areas that include Learning and Organizational Development, Talent Management, Coaching, Systems Orientation, and Data Analytics.

Listen to the full episode where she shares how to help employees invest in their own well-being.

You can access the post using this link: LinkedIn

LinkedIn - Client Highlight

Mon, 03 Jul 2023 00:00:00 GMT

Thank YOU, Monique!

I'm honored to be featured in a LinkedIn client highlight by Monique Russell of Clear Communication Solutions LLC. Here's what she shared in her LinkedIn post:

There are many people we work with who cannot or would not share their amazing client experience publicly for a number of reasons. It's also one reason people enjoy their experience because there is no pressure, or tactic that requires them to do so.

This is why feedback like this provides so much gratitude and fulfillment. Your client experience feedback should be a win for them, a win for you, and a win for your organization.

Thank you Shené Marsh-Beckford, PhD for highlighting your experience working with me.

Beyond public speaking, assess their communication skills in various contexts.

Evaluating skills goes beyond surface-level assessments. Look holistically at an individual's competencies, experiences, and contributions in their field.

1. Assess whether they possess a diverse skill set relevant to their field
2. Assess the consistent results they achieve and can help you achieve
3. Assess the people who work with them, for them which can provide valuable insights into their expertise and outcomes
4. Assess their portfolio and work samples
5. Assess their ability to problem-solve

It won't prevent you from making a mistake, but it will help you to improve your decision-making process.

30 Days to Emotional Awareness & Wellness Challenge

Wed, 31 Oct 2018 19:20:34 GMT

Day 30: Continue the Journey

Wow, time really does go by fast! It’s the final day of the 30 Days to Emotional Awareness and Wellness Challenge already! For the last post, I’ll keep it simple and say it plain: We’ve only just begun and only the surface has been scratched.

Over the last several weeks we’ve looked at a very limited number of the personal, social, cultural, and organizational aspects of emotional awareness and wellness. Each day of the challenge, posts were organically developed through inspiration from lived experiences and social observations and used to channel energy and direct the focus. Some discussions intended to present fresh ways of thinking about what it means to be emotionally aware and proficiently demonstrate emotional intelligence (EI). Others aimed to provide strategies and tips for how we can use emotional awareness to encourage and practice change as well as promote emotional health. Still, many areas have yet to be explored or even comprehended.

As we continue to learn more about EI and explore the many possibilities for moving beyond meanings to collectively reaching breakthroughs, it is equally important we consider as well as encourage divergent and multiple perspectives. Idea sharing offers us a great starting place for isolating practical solutions that put EI at the forefront and are applicable across the board.

So much has been realized and divulged, it is my hope the insights and information shared helps at least one person learn more about themselves and/or improve one aspect of their emotional awareness. Hopefully, the discussions included also inspire you to continue your EI journey.

It has been an absolute pleasure to host this 30-day campaign! As always, thank you to each one of YOU! Thank yourself for taking time to invest in you, to follow along, and to engage in the conversation (online or offline).

30 Days to Emotional Awareness & Wellness Challenge

Tue, 30 Oct 2018 19:28:00 GMT

Day 29: Building Bridges

In our discussion on psychological safety, it was mentioned a diverse and inclusive approach to organizational leadership is one of the most effective for building emotionally intelligent organizations. So, let’s wrap up our segment on emotional intelligence (EI) in organizations by exploring the topic of diversity and inclusion (D&I) in a bit more depth.

D&I supporters have long presented these concepts using a blended approach, however, their independent meanings are not one in the same. According to Arruda (2016), diversity involves the who and what factors. Inclusion, on the other hand, as he mentioned involves the how.

Both diversity and inclusion are necessary for cultivating an emotionally intelligent organization. In a 2017 D&I blog post (see it here or here ), I petitioned for an increase in the application of D&I initiatives in organizations and emphasized that diversity does not exist without inclusion. Now, it is also clear D&I is less attainable without EI.

Other D&I enthusiasts have also pondered the benefits of combining the two. Big Think contributors, for example, isolated EI as a key pillar of D&I. In their article, Big Think (2018) presented data that goes beyond the racial underpinnings of D&I and called attention to the fact that diversity boosts EI and diverse workplaces reinforce the development of critical EI skills. These insights further support building a bridge between these two branches of study and interest.

Combining D&I strategies with EI programs is just one sector of professional training and development that has yet to be fully explored. Certainly, many others exist. As we move forward, it’s important that we engage in budding ventures that enable collaboration and facilitate shared success.

When creating fresh ways of thinking, building bridges between existing ideas is also necessary for uncovering areas for continued learning and growth. It seems clear the relationship between the EI and D&I offers the types of opportunities suggested. To achieve excellence, we should continue to seek and find these types of channels to access and use them as openings for advancing intellectual capacity.

References

Arruda, W. (20166, November 22). The difference between diversity and inclusion and why it’s important for your success. Retrieved from https://www.forbes.com/sites/williamarruda/2016/11/22/the-difference-between-diversity-and-inclusion-and-why-it-is-important-to-your-success/#30acd2105f8f

Big Think. (2018, June 21). Why emotional intelligence is a key pillar of diversity and inclusion. Retrieved from https://bigthink.com/amway/why-emotional-intelligence-is-a-key-pillar-of-diversity-and-inclusion

30 Days to Emotional Awareness & Wellness Challenge

Mon, 29 Oct 2018 17:38:53 GMT

Day 28: Tackling Stress & Burnout

Another important issue affecting the emotional wellness of organizational members is managing stress, burnout, and exhaustion. In both academic and work organizations, occupational stress and burnout prevalence has steadily increased. The bidirectional relationship between these occurrences (Stress <--> Exhaustion <--> Burnout ) often has a negative physical, mental, and emotional impact on our well-being.

Mental and emotional exhaustion go hand-in-hand with feelings of despair and being overwhelmed. Cafasso (2018) described emotional exhaustion as the consequences of an accumulation of ongoing chronic life, academic, or work-related stress—such as death, divorce, disaster, job load, intense schooling, or child or adult care responsibilities.

A 2016 survey by Statista showed people in the U.S. contribute much of their stress and burnout to financial uncertainties and work and/or school changes and schedule conflicts. In organizations, emotional fatigue often results in decreased performance and loyalty as well as increased absenteeism and turnover (Cafasso, 2018). Some of the physical and cognitive consequences Neal (2018) cited include chronic headaches, high blood pressure, cynicism, anger and depression, poor concentration, and insomnia.

So, how can we treat and eradicate the experience of emotional exhaustion? From an individual standpoint, once we become emotionally aware we’re moving towards stress and burnout we can choose from several options. Treatment can vary from self-care methods such as healthy eating, exercise, and sleeping practices, to grounding exercises like mindfulness workouts or relaxation drills, to seeking professional help from a therapist or family physician (Boyes, 2016; Cafasso, 2018). From an organizational perspective, working to eradicate it all together is ideal.

One strategy I often encourage in organizational settings is an organization-wide promotion of ‘Mental Health Days’. In a 2016 article (check it out on my website or EDCs LinkedIn Blog ), I listed six reasons why mental health days are important and provided some strategies for promoting mental health in the workplace. Many of the same principles and strategies included in the article also apply to emotional wellness. Organizational leaders who recognize the importance of mental health days for their learners and workers and advocate for self-care actively improve their community’s emotional fitness and savvy.

When was your last mental health day?

References

Boyes, A. (2016, April 15). 5 ways to overcome mental exhaustion. Retrieved from https://www.psychologytoday.com/us/blog/in-practice/201604/5-ways-overcome-mental-exhaustion

Cafasso, J. (2018, July 23). Emotional exhaustion: What it is and how to fix it. Retrieved from https://www.healthline.com/health/emotional-exhaustion

Neal, B. (2018, August). 7signs you’re burnt out and how you should self-care. Retrieved from https://www.bustle.com/p/7-signs-youre-burnt-out-how-you-should-self-care-11471191

30 Days to Emotional Awareness & Wellness Challenge

Sun, 28 Oct 2018 15:11:13 GMT

Day 27: A Safe Space

The topic of psychological safety surfaced in yesterday’s discussion of organizational teams. Edmondson and Roloff (2009) described psychological safety as “a climate in which people feel free to express work-related thoughts and feelings” (p. 48). It involves an atmosphere where confidence replaces anxiety and criticism is swapped for divergent thinking.

In psychologically safe work environments, an organization’s emotional culture and climate take center stage. Like most concepts in psychology, it is important to note the distinction between the two. Emotional culture involves “the shared affective values, norms, artifacts, and assumptions” governing the perception, expression, and/or suppression of emotions in a workplace (Barsade & O’Neill, 2016, para.4). Emotional climate, on the other hand, involves the following five factors:

Trust— a sense of safety, independence, and assurance; encourages risk-taking, idea sharing, innovation, and going beyond expectations.
Motivation— unwavering zest and engagement; inspires to go beyond what’s required.
Change— an adaptable environment; advocates for employee ingenuity.
Teamwork —supported collaboration; emboldens leadership.
Execution —focus on task/project completion; reinforces accountability.

When it comes to effectively managing the emotional aspects an organization’s culture and climate, it involves a whole-system process. Brendel (2017) highlighted how psychological safety originates from the top of the organization and spreads across. Here, leadership plays an influential role and the more inclusive organizational leaders are the better. Some of the positive outcomes of psychologically safe work environments and inclusive leadership outlined by Edmondson and Roloff (2009) include: help and feedback seeking, speaking up about errors and concerns, innovation, and boundary spanning behaviors.

To be truly inclusive, however, leaders first need to learn how to effectively leverage diversity, explicitly involve others, and realistically model the way. Harnessing the power of emotions at both the individual and team levels is the first step to implementing psychological safety practices across the organization. Through these initiatives and high-impact affective leadership, emotional awareness and wellness in organizations is well within reach.

Today’s task: Evaluate the psychological safety of your workplace. Consider how emotional culture and climate may be influencing psychological safety. Use the five factors of emotional climate to help you gain clear line of sight and then reflect on your observations. How is the psychological safety (or lack thereof) impacting your emotional awareness and wellness?

References

Barsade, S., & O’Neill, O. A. (2016, January-February). Managing your emotional culture. Retrieved from https://hbr.org/2016/01/manage-your-emotional-culture

Brendel, D. (2017, August 29). How leaders can promote psychological safety in the workplace. Retrieved from https://www.huffingtonpost.com/entry/how-leaders-can-promote-psychological-safety-in-the_us_59a55d34e4b03c5da162af6e

Edmondson, A., & Roloff, K. (2009). Leveraging diversity through psychological safety. Rothman Magazine, 47-51. Retrieved from http://scholar.harvard.edu/files/afriberg/files/leveraging_diversity_through_psychological_safety_hbs_article.pdf

30 Days to Emotional Awareness & Wellness Challenge

Sat, 27 Oct 2018 17:09:39 GMT

Day 26: How It's Done

Organizational leadership is just the one area of EI in organizations. There’s also web data around how Fortune 500 Chief Emotions Officers (CEOs), like Elon Musk (Tesla), Warren Buffett (Berkshire Hathaway), Ursula Burns (Xerox), and Howard Shultz (Starbucks), use emotional intelligence (EI) to drive performance and productivity. Some resources explain how sharing their personal experiences and upholding core values helps them inspire others and lead successful companies.

Many of the available sources position EI as a well-established, high-impact performance enhancer for C-level executives and senior leaders. They also do well with shedding light on the variations of EI leadership applied and demonstrated in each business example. One shared quality of the CEOs said to be embodying emotionally intelligent leadership is their ability to create robust teams and motivate them to act.

Teams are one of the most integral parts of an organization, but what makes them effectively and consistently execute? Emotional awareness, of course. A research study showed 40% of the variance in team performance was attributed to the accuracy of emotional communication (Boss, 2018). When team members are emotionally engaged and vested, they can communicate effectively to streamline their efforts and intentions to co-create.

Here are three quick ways to determine if a work team is emotionally intelligent (Boss, 2018; Nadler, 2017):

They focus on deep connections and team strengths, not task delegation.
Team learning is a priority and objectives are clear.
Members are inquisitive, willing to share ideas, and feel psychologically safe in their environment.

When all’s said and done, teams impact the organization's bottom line. Through EI training, teams can be systematized to enhance organizational performance. It all starts with organizational leadership and leaders who embody what the true nature of EI is and learning how it’s done.

References

Boss, J. (2018, February 4). 6 signs of an emotionally intelligent team. Retrieved from https://www.forbes.com/sites/jeffboss/2018/02/04/6-signs-of-an-emotionally-intelligent-team/#36dfa9765c1a

Nadley, R. (2017, June 6). 10 reasons why teams need emotional intelligence. Retrieved from https://www.psychologytoday.com/us/blog/leading-emotional-intelligence/201707/10-reasons-why-teams-need-emotional-intelligence

30 Days to Emotional Awareness & Wellness Challenge

Fri, 26 Oct 2018 18:55:38 GMT

Day 25: Leading with EI

What does it mean to lead with emotional intelligence (EI)? If we conducted a Google search for “emotional intelligence leadership”, we’d uncover 45.7 million results. This high number of web links proves there’s lots of interest in this area. Many of the resources produced from the search explore the ins and outs of emotions and leadership by providing tips and insights, discussing key skills and traits, and offering evidence to show the importance of EI in leadership.

If we performed a follow-up search for “emotional intelligence organization leadership”, we’d generate 29.7 million results. What these results indicate is nearly 65% of the existing web data around EI leadership relates to organizations, work or otherwise. Some conversations in the corporate domain also focus on the concept of organizational leadership (OL). OL, as TDK Technologies (n.d.) explained, is a twofold approach that allows leaders to simultaneously do what is in the best interest of individuals as well as the organization.

Our current understanding of OL, however, is not where the conversation of emotionally intelligent leadership should end. In other words, how can organizations, in and of themselves, exemplify leadership? What can they do to ensure the people they employ and the communities they serve benefit from their leadership? These are just some examples of questions that organizational leaders and stakeholders should consider as we move forward in 4IR.

They can also opt to take OL one step further by embracing a new perspective about how they should be leading or “paying it forward”, so to speak. Time and time again, organizations have demonstrated they have the power to make change happen. Mostly, they’ve done this by triggering our emotions and heightening our awareness about a specific cause. Thus, using our emotions to get us to act.

In the same vein, corporations can also lead with EI. To be a champion of change as it relates to cultivating emotionally intelligent communities and nations, organizations need lead the movement. Obviously, people will still be needed to run organizations but how those individuals are trained and developed makes a big impact on them both professionally and personally.

To create the type of trickle-down effect that reaches beyond the organization, permeates into immediate and surrounding communities, and broadens the intellect of humankind, we need to educate and train lower level employees in EI. Not only would doing so help equip them with critical life and leadership skills, it would also help to reduce the size of the ‘soft’ skills gap and improve performance across the organization itself.

Think about it, if organizations really want, they can be a major driving force for an EI revolution at the global level. By fusing EI into their workforce and therefore their infrastructure, organizations can educate more than just their employees and contribute to the development of emotionally savvy communities. However, they must first realize the extent of their power and harness it in the same manner as being done with artificial intelligence.

When organizations invest in the well-being of their employees, it goes far beyond the workplace. The interpersonal and leadership skills workers acquire through employment are not strictly for their individual benefit. They bring those skills home to their families and communities, which should be desired by employers and organizational leaders. Unfortunately, this is not usually the case and some organizations lack accountability in their role as community leaders and champions of change.

Surprisingly, the logic behind organizations leading with EI is quite simple: They have the resources and ability to provide their workers with skills that have more than an organizational impact. What they need to do to contribute to change outside the workplace is make EI training and development a top priority. If companies are willing to take this small, yet enormous, step towards educating others in this area, they could spearhead the biggest EI revolution we’ve ever seen.

References

TDK Technologies. (n.d.) Key components of organizational leadership. Retrieved from https://www.tdktech.com/tech-talks/key-components-of-organizational-leadership

30 Days to Emotional Awareness & Wellness Challenge

Thu, 25 Oct 2018 20:57:36 GMT

Day 24: 4 Ways to Survive the Revolution

It’s been said we’re on the cusp of the Fourth Industrial Revolution, but with all the inventions and innovations it’s hard not to wonder if we’re already there. Where even more uncertainty lies is around our readiness for the continuation of these advances and their impact on humankind. Now, probably more than ever, there’s a need for emotional intelligence (EI) (Johnson, 2018; Kawash, 2017).

The Fourth Industrial Revolution, or 4IR, involves “a range of new technologies that are fusing the physical, digital and biological worlds, impacting all disciplines, economies and industries, and even challenging ideas about what it means to be human” (World Economic Forum, n.d., para. 3). Klaus Schwab, author and professor, put rapid changes in technology into perspective by examining the positive and negative impact technological advancements have on governments, corporations, communities, and individuals.

Putting the exponential growth of 4IR into context is required to appreciate the challenge we’re up against. To do so, Crabbe (2018) highlighted the paradox of this stage of the revolution using the following analogy (para. 1):

" How many times would you have to fold a piece of paper, before the thickness of that paper equalled the distance between you and the moon? The answer is 42! Not very many. So, I did some calculations of my own. It turns out, after the first 15 folds, the thickness of the paper is still only 3 meters; but after the next 15 folds, the thickness grows to 127,000,000 meters. This is the way exponential change works. It starts incredibly slowly and gathers pace as each fold doubles the speed or size. Until at a certain point, the pace of change is unimaginable…and getting faster!"

From Crabbe’s example, we can better envision the compound effects of accelerated technologies. We can also recognize the role we play as developers of people-driven tools to determine how we can stay ahead of the curve as technology continues to develop. So, how can we use our awareness of expanding technology to ensure we’re able to adapt organizationally?

In his book, The Fourth Industrial Revolution , Schwab mentioned organizations are ill-equipped and may face challenges adjusting. Segregated job markets, economic gaps, and obsolete professions are just some of the examples of the negative organizational implications Marr (2018) listed, but surely many more exist. To actively work towards avoiding these possibilities, organizations need to apply approaches appropriate for managing what I refer to as ‘the evolution of the revolution’.

Here are four strategies organizations can use to survive 4IR:

Keep EI at the forefront to maintain the human connection—Kawash (2017) proposed an Intellectual + Emotional intelligence algorithm-type approach to bridge the two intellects.
Coach for leadership development—Use EI skills training and dynamic coaching practices to prepare employees to take on a leadership mindset.
Invest in technical infrastructure and data analysis capabilities, as suggested by Marr (2018).
Put people before technology (Schwab as cited in World Economic Forum, n.d.)—we create, and therefore have control of how much we allow technology to impact us.

What strategies do you think will help organizations and their leaders leverage 4IR?

References

Crabbe, T. (2018, October 24). The fourth industrial paradox: Psychological tips to navigate it well. Retrieved from https://www.workfront.com/blog/fourth-industrial-paradox

Kawash, N. (2017, June 14). Emotional intelligence & the 4th industrial revolution: Are we ready? Retrieved from https://www.linkedin.com/pulse/emotional-intelligence-4th-industrial-revolution-we-ready-kawash/

Marr, B. (2018, August 13). The fourth industrial revolution is here: Are you ready? Retrieved from https://www.forbes.com/sites/bernardmarr/2018/08/13/the-4th-industrial-revolution-is-here-are-you-ready/#17419387628b

World Economic Forum. (n.d.). The fourth industrial revolution, by Klaus Schwab . Retrieved from https://www.weforum.org/about/the-fourth-industrial-revolution-by-klaus-schwab

30 Days to Emotional Awareness & Wellness Challenge

Wed, 24 Oct 2018 19:30:29 GMT

Day 23: Emotions at work

We’ve reached one of my favorite areas of emotional intelligence (EI)! As an Industrial/Organizational psychologist, much of the work I perform involves organizations and their workers. One of my goals in my role as a Learning and Organizational (L&OD) consultant is to contribute to the creation of emotionally intelligent communities; hence my decision to host the 30 Days to Emotional Awareness and Wellness Challenge .

Approximately one-third of our adult life is spent in the workplace; totaling nearly 90,000 hours over a lifetime (News@Gettysburg, 2017). Work is how we earn money and maintain finances as well as contribute to an organizational cause. We also participate in work relationships that involve emotional transactions and influence the quality of the bonds we build with our co-workers. Therefore, EI is critical for a well-functioning and productive workplace.

Ingraining EI into every work organization would surely be a noble feat and with this challenge we’re one step closer. While this is a main goal of many EI practitioners and supporters, ongoing challenges are continuing to prevent the implementation of active, organization-wide training and development programs focused on building expertise in EI.

There may be many reasons why EI has not become a top priority for organizations. In passing conversations, many have shared the various causes of low or no EI training in the companies they work for. Some mentioned their organization lacks buy-in from executive leadership, others indicate it’s because of budget constraints, and a few acknowledged the organizational value an emotionally intelligent workforce could bring isn’t clearly understood.

If you’ve heard similar explanations or think these are some of the reasons your employer is not providing EI training or if the conclusions offered in LinkedIn’s report ring true in your place of employment, perhaps your organization needs someone like me to start the conversation and demystify the misapprehensions about educating workers to be emotionally savvy. Take the first step to be an organizational change agent by sharing what you’ve learned on the challenge to start an EI movement in your work organization.

What do the LinkedIn conclusions and insights mean for you—the employee, organizations, business leaders and stakeholders, and the sustainability of workforces?

References

News@Gettysburg. (2017, January 17). 1/3 of your life is spent at work. Retrieved from http://www.gettysburg.edu/news_events/press_release_detail.dot?id=79db7b34-630c-4f49-ad32-4ab9ea48e72b

30 Days to Emotional Awareness & Wellness Challenge

Tue, 23 Oct 2018 22:03:51 GMT

Day 22: Back to School

Another important component of culture, as it relates to emotional awareness and wellness, is education. Any learning or training initiative designed for competency development functions as a form of education. In most educational environments, culture operates as a powerful force that influences the emotional experience of learners.

Schools are one of the primary and most influential outlets for educating both youth and adults. Cultural factors in these settings often influence what is taught and how learning is delivered. Rivera (2012) mentioned that, in the U.S. both “government-mandated and socially influenced curriculums” are used to shape our learning experience (para. 1).

Unfortunately, initiatives focused on social and emotional learning (SEL) are not always included in current educational curricula. Even though recent research (e.g. Brackett & Rivers, 2014; Nathanson, Rivers, Flynn, & Brackett, 2016) shows competence in social and emotional intelligence (SEI) skills has positive effects on academic achievement, many institutions (in both Pre-K through 12 and higher education) have not incorporated explicit strategies for skill development into their programs. Modifying educational curricula across the board would be ideal for cultivating emotionally intelligent populations.

Often learners completing their education in programs that lack tenets for SEI skill development end up being at a disadvantage because they don’t gain the ‘people skills’ (aka ‘soft’ skills) necessary for successful leadership and performance. Failing to incorporate essential SEI skills into learning programs also contributes to a shortage of skills essential in the workplace. Earlier this year in a CNBC interview, LinkedIn CEO, Jeff Weiner reported study findings implicating a ‘soft’ skills gap and an increase in skills deficiencies around interpersonal competence and communication; demonstrating some of the long-term implications. Click the link below (see References) to watch the video and see what Jeff had to say.

Educational leaders, facilitators, and professionals need not take these research insights lightly. To create change in this area, we need start with the decision-makers, faculty, and staff of learning communities by helping them craft and/or refine expertise in SEI and SEL and learn to effectively apply their skills in the teaching space and in various types of learning programs. Starting here would likely help trigger a nation-wide movement that could lead to one of the biggest socially-driven educational change movements our culture has ever seen.

Is this a possibility or just a fantasy? What are your thoughts?

References

CNBC. (2018, April 18). LinkedIn CEO on the ‘soft’ skills gap [Video file]. Retrieved from https://www.cnbc.com/video/2018/04/19/linkedin-ceo-on-the-soft-skills-gap.html

Rivera, N. (2012, April 5). Opportunity and limitation: The culture of education. Retrieved from https://www.psychologytoday.com/us/blog/psyched/201204/opportunity-and-limitation-the-culture-education

30 Days to Emotional Awareness & Wellness Challenge

Mon, 22 Oct 2018 17:35:15 GMT

Day 21: Emotions & Politics

Culture operates as a system or a framework of collective practices and rituals. These intricate multidimensional sets of customs dictate our worldviews and what is socially expected and accepted. In discussing culture and being emotionally intelligence, we also need to evaluate the influence of culture on politics as well as the impact politics has on our emotions.

If you live in the U.S., it’s likely you’ve been exposed to one or more of the politically-motivated solicitations or ads currently being propagated. Politics, at both national and global levels, is a delicate subject many usually veer away from in social settings. Not only do we tend to avoid socially discussing politics, many of us rarely make a conscious effort to consider the lasting impact political events have on our emotional wellness.

On the home front, problems related to government transactions and officials have been exploited and magnified by the media. Media outlets frequently spread evidence of questionable decision making or controversial representatives to “keep the public informed” and expose possible challenges, contradictions, and ambiguities. These types of negative reports are intended to open the door for us to make emotional appraisals, especially when the target is an individual.

Making emotional judgments based on information provided in media campaigns elicits reactive responses rather than responsive responses. For this reason, Cavanaugh (2018) suggested we put our emotional responses in check when it comes to politics. Like her, I too believe the emotional displays of others’ emotions does not supersede our own and our awareness allows us to understand and manage this.

Recognizing emotional triggers, attitudes, and behaviors caused by political marketing is necessary to avoid amygdala—the fear and distrust hub of the brain—hijackings. This means overlooking the flaws of the candidates and the hypocrisy of the advertisements for a moment and thinking about how our responses to political propaganda mucks up the emotional landscape of our communities and organizations. How is it contributing to a ' silent divide '? What’s the long-term emotional and sociocultural implications?

As many of us prepare to vote in the 2018 U.S. Midterm elections, let’s keep in mind how our emotional brains process and respond to political marketing. Before hitting the polls, do your own research and make your voice heard by making your vote count!

References

Cavanaugh, S. R. (2018, March 17). Stop shaming political emotions. Retrieved from https://www.psychologytoday.com/us/blog/once-more-feeling/201803/stop-shaming-political-emotions

30 Days to Emotional Awareness & Wellness Challenge

Sun, 21 Oct 2018 20:27:08 GMT

Day 20: Beyond Social

As we move into the third and final part of the challenge, we’re going beyond the social aspects of emotional intelligence (EI) to look at some related cultural dynamics and explore the organizational impact of emotional awareness and wellness.

Culture is important to consider when talking about EI because it has much to do with how we identify with and understand ourselves as well as others. It shapes our attitudes, morals, and values by setting the stage for many of the beliefs and traditions we advocate. Today, the diversity of cultures in many communities is triggering formidable changes in the way we think and react about our cultural differences.

Since culture is so deeply ingrained into our existence, our level of EI is bound by cultural influences. Some reporters, like Menzies (2015), believe EI doesn’t translate across cultures because of cross-cultural differences in emotional expression. In other words, the way in which our expressions are interpreted differ according to the uncommunicated guidelines included in the social contract of that particular culture.

Social contracts play a huge role in driving the advancement of EI. These agreements are used to maintain social order and are intended to promote peace. However, every culture has their own rules of engagement. For this reason, being aware of cultural differences is a part of being emotionally aware and demonstrating EI.

If we want to move from meanings to breakthroughs, we need to go beyond the individual and social tenets we’ve discussed. Forging ahead to the next level and creating change that enables the development of EI skills across the board, requires that we take on a mentality focused on culture and advocate for EI development at both the national and global levels.

Nevertheless, EI is a beneficial set of skills helpful for maintaining mental health regardless of our cultural backgrounds. From young to older and everything in between, we all need ongoing training to be proficient in EI. Formal training in this area helps us discover and access a set of abilities that reinforce emotional awareness and connectedness. Learning about and from other cultures also allows us to broaden our emotional understanding and provide reference for adeptly making emotional appraisals.

Take a moment to reflect on how culture may be impacting your emotional awareness. Try to think of an instance where you've experienced an emotional reaction that may have been influenced by cultural differences. How can you better manage the conflict and emotional ambiguities that result from cultural dynamics?

Reflect on your thoughts and make note of the frequency of these occurrences to identify ways to control your emotional responses when cultural factors are at play.

References

Menzies, F. (2015, March 15). Emotional intelligence doesn’t transfer across cultures. Retrieved from https://cultureplusconsulting.com/2015/03/25/emotional-intelligence-across-cultures/

30 Days to Emotional Awareness & Wellness Challenge

Sat, 20 Oct 2018 19:06:36 GMT

Day 19: Celebrate Everything!

It’s the final day of our review of emotional relationship management strategies in the 30 Days to Emotional Awareness and Wellness Challenge ! To acknowledge this milestone, today’s focus is on how the social connections we hold offer us opportunities to express gratitude, exchange feedback, and share and learn with those in our lives. Perhaps more importantly, however, this post highlights the importance of celebrating within those socio-emotional bonds.

Notice the operative words— with others— in the previous paragraph? This phrase embodies the togetherness and intimacy we need to make the most out of our social interactions. Campbell (2015) agreed, engaging in celebrations is important for our emotional and mental well-being. She also mentioned it helps us take on a positive disposition, develop resilience, and relieve stress.

Quite often, many of us find ourselves on the swing of life—family, work, and everything in between—and we complacently teeter-totter about without taking time to pause. In the midst of our non-stop bobbing, we often forget to rejoice, absorb, and reflect on the big, small, good, bad, appealing, or even repulsive things in our lives.

Even though we rarely congregate to celebrate the small, bad, or repulsive experiences and outcomes, doing so is healthy for achieving emotional liberation and gaining a clear line of sight. Celebrations are one way we actively build confidence and a positive outlook for the future. Therefore, taking time to celebrate our accomplishments and milestones as well as the failures and obstacles we encounter along our journeys is critical for discovering eye-opening moments of emotional growth and agility.

When we only focus on celebrating our good achievements or anticipated milestones, we don’t fully grasp the emotional significance of our experiences and we often miss opportunities to express it as well. In order to ensure that we do, we need to celebrate everything. Celebrating not only reduces narrow-sighted thinking, it also enables a more futuristic perspective and advances our ability to learn from our experiences in a healthy and constructive manner.

Celebrating everything in terms of our relationships may initially sound unrealistic. However, getting in the habit of executing celebrations (for self, others, or mutual) can be achieved in three easy steps (adapted from Campbell, 2015). These include:

Be aware . Get proficient at sensing and ceasing opportunities for learning and reflection as well as for enjoying successes and milestones, not matter the size.
Lose the traditions . Take time to focus and hone in on the bigger picture to envision next steps as well as pinpoint and overcome pain-points, and find a way to celebrate your awareness of those insights as well.
Take action. Treasure the highs and lows of life and celebrate by making it a memorable moment, e.g., singing a celebratory song or making a toast.

Celebrations offer an outlet for emotional expression. By celebrating with others, we take an active role in their development as well as our own. Khorammi (2017) mentioned celebrating the success (or failure) of others promotes mutual satisfaction and boosts self-determination. It also lends itself well to creating instances for trust-building and shared success.

References

Campbell, P. (2015, December 2). Why you should celebrate everything. Retrieved from https://www.psychologytoday.com/us/blog/imperfect-spirituality/201512/why-you-should-celebrate-everything

Khorammi, N. (2017, April 7). 4 reasons why you should celebrate others’ success. Retrieved from https://www.success.com/4-reasons-you-should-celebrate-others-success/

30 Days to Emotional Awareness & Wellness Challenge

Fri, 19 Oct 2018 20:15:20 GMT

Day 18: Conflict is Inevitable

No matter what we do, there will always be conflict. While social media has played a major role in exacerbating much of the conflict we witness and face today, it isn’t the only culprit. We’ve been experiencing and dealing with conflict our whole lives—internal conflict, interpersonal conflict, social conflict, global conflict, and the list goes on.

Conflict is like an ugly ogre who rears its head any time there’s controversy, chaos, or instability and tries to wreak havoc on everything in sight. When we become emotionally aware that we’re veering towards a negative path because of conflict, our fight, flight, or freeze responses kick into high gear. During the hijacking of our emotions, we become vulnerable to losing sight of the task at hand: Addressing and resolving the (internal or external) conflict.

The internal conflict we experience when we encounter a situation of disagreement is tied to our instincts, where safety overrides all. When these inner struggles occur, they can be quelled using positive emotional reinforcements like positive self-talk. On the other hand, when interpersonal factors contribute to the conflict, additional considerations need to be made to make sure the relationship is properly managed and preserved.

In interpersonal relationships, conflict usually occurs when there’s opposition in thoughts or beliefs. Even with our best efforts, there will be conflict at different points throughout any relationship. These instances can bring about up and downs, but how they are managed is one of the determining factors of whether the relationship will continue and thrive or deteriorate.

Despite the challenges associated with conflict, it has some healthy benefits like improving confidence and communication. Parker (2018) agreed conflict isn’t fun and can often be uncomfortable but making peace with it is the best resolution for moving past it. However, avoiding conflict has become somewhat of a common practice among many, especially in the business world.

Avoiding conflict, or being conflict-avoidant, only escalates conflict in relationships. When conflict is avoided it materializes and creates ripples of ongoing conflict. Grover (2017) suggested looking into our past to identify deep-seated underpinnings that lead to our avoidant behaviors and actively addressing conflict using the following four approaches:

Address it head-on by being more expressive and directly sharing your thoughts and concerns.
Join a therapy group to gain access to and build a support network.
Don’t avoid conflict, embrace it by accepting the fact that conflict is inevitable and addressing it is the only way to manage it.
Move towards being more resilient by building confidence and practicing ‘share courage’. ( See Day 6 )

It’s also important to remember that sometimes our emotional reactions to conflict are intensified by underlying feelings of rage or resentment. In other cases, when we are aware of negative reactions or feelings, deeper levels of closeness and empathy are achieved via enhanced communication. Ultimately, it’s up to us to use the information we gain from conflict to complete Tip #5: Be willing to investigate and fact-check ( see Day 16: First Thing First ) to gain a better understanding of the nature of conflict and identify ways to create a shared reality.

References

Grover, S. (2017, September 15). How conflict escalates conflict in relationships. Retrieved from https://www.psychologytoday.com/us/blog/when-kids-call-the-shots/201709/how-avoiding-conflict-escalates-conflict-in-relationships

Parker, H. (2018, January 18). Making peace with conflict . Retrieved from https://www.psychologytoday.com/us/blog/your-future-self/201801/making-peace-conflict

30 Days to Emotional Awareness & Wellness Challenge

Thu, 18 Oct 2018 16:28:42 GMT

Day 17: Less Media, More Social

In the 1980’s, many of us witnessed the birth and ascent of the Digital Age. The influx and infusion of technology platforms and tools developed to revolutionize communication and expand our reach in creating connections have since made an impact on our daily lives. It has also led to the explosion of social media—virtual public networks and sites used for social congregation.

Thus far, social media has caused both constructive and destructive individual, organizational, and global outcomes. Access to education and information, enhanced connectivity, awareness-building, community development, emotional expression, and easier communication are some of the benefits reported (Nath, 2018; Sharma, 2018). As these examples demonstrate, social media platforms do improve different aspects of our lives.

We also know social media sometimes has a way of getting in the way. Research shows it has many harmful effects that act as a disservice to our emotional well-being and do not benefit our overall mental health. This is because, as Walton (2017) noted, social media provides a breeding ground for addictive behaviors, misinterpretations, destructive thinking, bias, distrust and mistrust, and sadness and isolation.

When it comes to our relationships, social media also negatively impacts how we manage them. Social media is supposed to help us cast a wider net and build global connections as well as access, gain, and share knowledge and data. The overarching goal is to make a positive social impact, but as Nath (2018) pointed out, it is having the opposite effect. She mentioned social media use and misuse is contributing to decreased intellectual capital, social divide, sharing of false reports and information, invasions of privacy, and cyberbullying, to name a few.

The number of quality interpersonal relationships being formed using these public sites is also reducing. Despite these drops in quality, we can work towards reversing this by changing the way we use social media and by being aware and choosing to be more socially receptive. Using social media etiquette, for instance, is one way to increase connection quality.

Let’s use LinkedIn connections as an example. It’s been said that first impressions are the most important when starting any type of new relationship. However, in the virtual world, this involves the first interaction or introduction that takes place. In my experience, the way in which the connection begins usually influences the outcome.

So, how effective is your social media etiquette? How do you feel about the etiquette of others? What conclusions do you make on your first virtual interaction? Here’s a challenge: Scroll down your list of LinkedIn connections. Make note of how many you have actually attempted to establish a personal connection with and vice versa.

Now, take a closer look to get an idea of how many of those connections went beyond the introduction-less request to connect. Or the casual “Add me to your network” and then nothing rendition of connecting. What was your response? How did your reaction impact the formation (or lack thereof) of the relationship?

Use the above-mentioned questions to reflect on how these types of social media exchanges impact the quality of the connections you’re making online. After you reflect, identify strategies you can use to trigger change, be more social, and develop more quality connections.

References

Nath, S. S. (2018, June 26). Impact of the fourth industrial revolution. Retrieved from https://www.linkedin.com/pulse/impact-fourth-industrial-revolution-swikriti-sheela-nath/

Sharma, V. (2018, February 14). 7 ways that social media is affecting us positively. Retrieved from https://curatti.com/social-media-positive-effects/

Walton, A. G. (2017, June 30). 6 ways social media affects our mental health. Retrieved from https://www.forbes.com/sites/alicegwalton/2017/06/30/a-run-down-of-social-medias-effects-on-our-mental-health/#3dd475172e5a

30 Days to Emotional Awareness & Wellness Challenge

Wed, 17 Oct 2018 19:19:43 GMT

Day 16: First Thing First

What is the key ingredient for maintaining healthy and lasting connections? Many would probably instantly think or say trust. But imagine the number of differences in the descriptions of trust that would result if this question was posed to a group of people.

Thagard (2018) uncovered the emotional and cognitive nature of trust. Here’s the five descriptions he provided:

Trust is a set of behaviors such as acting in ways that depend on another.
Trust is a belief in a probability that a person will behave in certain ways.
Trust is an abstract mental attitude toward a proposition that someone is dependable.
Trust is a feeling of confidence and security that a partner cares.
Trust is a complex neural process that binds diverse representations into a semantic pointer that includes emotions.

From Thagard’s explanations, we can see how complex the topic is.

Trust also comes in two notable forms: mutual trust and self-trust. Mutual trust is the adhesive holding the psycho-social elements of interpersonal relationships intact and shaping our relationships as time progresses. Self-trust, on the other hand, is the process of self-conviction that translates into entrusting in our abilities, values, and emotions.

We also need to be aware of the dark side of trust—mistrust and distrust. Collectively, these indicate a lack of trust. Mistrust is a general form of uncertainty that results from visceral reactions of discomfort towards an individual(s) or situation(s). Distrust, or a total absence of trust, stems from lived experiences, evidence, or knowledge-based opinions. Both types potentially influence the quality of our relationships.

Establishing trust that’s reciprocated helps build strong bonds and make an emotional impact on one another. Without it, it is not only difficult to maintain healthy relationships, but it is also impossible to develop new ones. No matter what type of relationship or how long it has survived, trust needs to be a priority.

For some time, LinkedIn has been one of my go-to resources for making new connections. Some of the exchanges have led to in-person meetings where support liaisons and opportunities for collaboration have been identified. Below are a few trust-building tips useful for expanding your online network.

Be straightforward . Share your intents with others to avoid erroneous assumptions from being formed.
Focus on the relationship . Build respect and rapport by making human connections that facilitate the synchronization of emotions.
Be considerate . Engage in reflective empathetic listening practices to gain an appreciation for others’ perspectives.
Focus on mutual success . Set aside self-interests and envision outcomes favorable to all parties.
Be willing to investigate and fact-check . Identify reality gaps by visualizing a ‘master plan’ and engaging in discussions to reflect on differences in realities.

Some of these tips are even useful for maintaining existing relationships with family, friends, and colleagues. What are your thought about trust? What methods do you apply when working towards building trustful relationships?

References

Thagard, P. (2018, October 9). What is trust? Retrieved from https://www.psychologytoday.com/us/blog/hot-thought/201810/what-is-trust

30 Days to Emotional Awareness & Wellness Challenge

Tue, 16 Oct 2018 18:16:13 GMT

Day 15: Gratitude in Action

Today marks the halfway point of the 30 Days to Emotional Awareness and Wellness Challenge . From the beginning, the goal has been to initiate conversations about concepts of emotional intelligence (EI) and provide resources that actively promote awareness-building and healthy emotional responses.

So far, we’ve explored self-awareness and self-management practices by uncovering personal truths through self-discovery as well as learned strategies to build social awareness. As we move through the final days of the social competence phase of the challenge, let’s put the knowledge we’ve gained into action to build solid connections with others and expand our networks.

Relationship management is the second part of social competence. Nummenmaa et al. (2012) presented evidence suggesting shared interactions promote intersubjective harmony between brain activity and our behavior. They reported synchronized internal subjectivity “provides an intentional and affective framework for interpreting other’s actions… estimate others’ goals and needs more accurately and tune our own behaviors accordingly” (p. 9062). Thereby, synchronizing emotions in social relationships.

This research evidence suggests we can leverage our EI skills to develop and maintain positive relationships with others. The social awareness strategies previously discussed offer a guided approach for avoiding some of the challenges associated with managing the emotional side of social relationships. Some additional examples include building trust, healthy conflict resolution, knowledge and information sharing, positive reinforcement, and peer recognition. Over the next several days, we’ll examine a few of these correlating concepts.

First, however, let’s take a closer look at one relationship management idea that should be implemented and repeated daily. On Day 7, I shared some of the results from my strengths assessment to reveal the power of self-discovery and a heightened sense of awareness. If you recall, gratitude was one of my top strengths.

Gratitude is without doubt essential for developing strong emotional bonds. It is a simple and intentional act of kindness that provides us with a meaningful way of verbalizing our appreciation. Sadly, and maybe too often, we feel gratitude without expressing it out load. Without voicing thanks to others, our appreciation of their ideas and experiences is adrift. Watch the short video below to see gratitude in action.

Thank You: 30 Days to Emotional Awareness and Wellness Challenge - https://www.youtube.com/watch?v=NtkxSvwSzA8

References

Nummenmaa, L., Glerean, E., Viinikainen, M., Jääskeläinen, I. P., Hari, R., & Sams, M. (2012). Emotions promote social interaction by synchronizing brain activity across individuals. Proceedings of the National Academy of Science of the United States of America, 109 (24), 9599-9604. doi:10.1073/pnas.1206095109

30 Days to Emotional Awareness & Wellness Challenge

Mon, 15 Oct 2018 22:33:43 GMT

Day 14: Lose the Judgment

As human beings, it’s in our nature to judge. Our reflexive brains naturally send continuous streams of information to help us differentiate our observations about human experiences and behaviors (Hall, 2018). These observations are then used to make appraisals about others and various situations. However, depending on the circumstances, our judgments potentially prevent us from exercising emotional objectivity.

Emotional objectivity involves understanding and accepting the individual differences that make us each unique and allow us to be who we are (Thornton, 2016). One of the key aspects of this skill is keeping in mind that we only have the power to change ourselves, not others. Thornton (2016) also pointed out acting as a facilitator of change and allowing others the autonomy to make changes (or not) is most favorable.

Subjectivity or bias can easily creep in and block neutral thinking, however. Mascolo (2016) proposed emotional objectivity is an illusion because our brains don’t have the capacity to understand observed human experiences or behaviors without background and details. He referred to this as "intersubjective" or "pre-understandings" we psychologically access to understand our observations.

While making judgments is something we’re biologically equipped to do, our mental capacities may not always align. Therefore, we need to practice what Mascolo (2016) called intersubjective engagement to enhance our precision when articulating our understanding of other peoples’ actions, behaviors, and experiences. Of course, this takes practice. Drawing on strategies like reflective empathetic listening is useful for doing this, as it enables more precise articulation and reinforces emotional awareness as well as improves our communication.

What strategies do you use to avoid being judgmental?

References

Hall, E. D. (2018, May 11). Why we judge others. Retrieved from https://www.psychologytoday.com/us/blog/conscious-communication/201805/why-we-judge-others

Mascolo, M. (2016, December 4). The false lure of objectivity in psychology. Retrieved from https://www.psychologytoday.com/us/blog/values-matter/201612/the-false-lure-objectivity-in-psychology

Thornton, E. R. (2016, May 16). Principle of objectivity #2 can improve your relationships. Retrieved from https://www.psychologytoday.com/us/blog/the-objective-leader/201605/principle-objectivity-2-can-improve-your-relationships

30 Days to Emotional Awareness & Wellness Challenge

Sun, 14 Oct 2018 17:47:23 GMT

Day 13: Understanding vs. Feeling

Another competency of social awareness is empathy ( see Day 11: Set Boundaries ). Self-help articles and how-to blogs present empathy as a bedrock talent of emotional intelligence (EI). These resources greatly contribute to its continued acceptance and explain many of its complexities. However, topic saturation is also having contradictory effects and leading to common misconceptions.

For example, Cherry (2018) mentioned empathy is putting ourselves in “someone else’s position and feeling what they must be feeling” (para. 8). In another example, Streep (2017) also suggested that empathy involves feeling with others. Both ideas demonstrate what empathy is perhaps not about—taking on the feelings of others vicariously.

What empathy is more about is understanding others’ experiences and providing non-judgmental emotional support. In other words, we don’t have to feel what others are feeling to understand how they feel and be supportive. Let’s say someone is experiencing unpleasant, difficult, distressing or burdensome feelings. Do the former interpretations of empathy still apply? Would we want to be exposed to someone else’s pain, discomfort, uncertainty, or shame?

Surely, this is food for thought and there are many who likely would not because of the associated risks. If we engage in unbalanced empathizing our intrapersonal wellness becomes emotionally vulnerable, and undesired, counterintuitive self-inflicted harm is possible. Since assuming others’ feelings could have harmful effects, careful considerations should be taken when operating with empathy.

Understanding what empathy is and isn’t is one of the first steps to using it effectively. A healthy demonstration of empathy is what I call ‘expressive understanding’. Expressive understanding is being able to identify others’ feelings and articulate our understanding and awareness of their experience(s). These abilities promote enhanced communication as well as emotional bonding.

One approach that lends itself well to expressive understanding is reflective empathetic listening. This practice involves taking an interest in the information others share to identify emotional cues and opportunities for information sharing. It also draws on appreciative inquiry strategies to ask clarifying questions that encourage information sharing.

One strategy is XYZ fill-in-the-blank techniques. Give it a try and reflect on its conversational impact. It is a simple method which can be applied as follow:

I see you’re feeling X because of Y, tell me more about Z.

References

Cherry, K. (2018, July 19). What empathy is and why it’s important . Retrieved from https://www.verywellmind.com/what-is-empathy-2795562

Streep, P. (2017, January 23). 6 things you need to know about empathy. Retrieved from https://www.psychologytoday.com/us/blog/tech-support/201701/6-things-you-need-know-about-empathy

30 Days to Emotional Awareness & Wellness Challenge

Sat, 13 Oct 2018 17:06:48 GMT

Day 12: Serving Others with a Smile

One of the social awareness competencies introduced in yesterday’s post was service orientation. Service orientation, according to Goleman (2015), involves the anticipation, recognition, and addressing the needs of others.

Today, the University of Miami and its Alumni observed the National Gandhi Day of Service. In line with the principles of peace and civic responsibility advocated by Mahatma Gandhi, the day of service provides an opportunity to give back to the South Florida community. Service-focused volunteering took place at multiple sites all throughout region.

The Broward ‘Canes Community contributed by volunteering at the Covenant House of Florida and refreshing their recreation room. This national organization specializes in providing housing, support, and resources for homeless and trafficked youth. The South Florida location, a former hotel, has a large common room for residents that was in need of some TLC, and the Hurricanes were there to help address their need!

We each worked hard to make the room sparkle and our efforts were much appreciated. Residents of the Covenant House community expressed their gratitude with heartfelt thanks and big smiles. It was obvious our contribution uplifted their spirits and demonstrated how our communities can come together.

As participating in the National Gandhi Day of Service also illustrated, taking time to contribute to needs of others is favorable for building emotional intelligence. Not only did participation help us cultivate social awareness by exposing the real-life struggles of our youth in our immediate community, it also offered us a chance to make an emotional impact on them just by helping out and showing that we care. That’s what moving beyond meanings to breakthroughs is all about: Putting words into action through execution and observable results.

At the end of the experience, we each had an increased awareness and were reminded of how great it is to be a Miami Hurricane! What can you do today to serve others to contribute to Gandhi’s National Day of Service? How will your contribution facilitate your development of social awareness?

References

Goleman, D. (2015, April 5). Daniel Goleman: How emotionally intelligent are you. Retrieved from https://www.linkedin.com/pulse/how-emotionally-intelligent-you-daniel-goleman/

30 Days to Emotional Awareness & Wellness Challenge

Fri, 12 Oct 2018 17:19:37 GMT

Day 11: Set Boundaries

Social awareness is key to building emotional intelligence (EI) because it equips us with an ability to understand and effectively respond to others’ needs. Goleman (2015) advised being socially aware requires skill in following three areas:

Empathy —understanding others’ thoughts, feelings, and concerns from their perspective.
Organizational awareness —understanding the emotional impact of group politics and power dynamics.
Service —understanding and meeting others’ needs.

Goleman’s outline of these competencies provides an easy-to-understand framework useful for conceptualizing the overarching topic of social awareness and how it promotes EI skill development. Based on this framework, countless articles and blogs discussing the importance of social awareness in EI have been produced. Most of the existing resources focus on the pros and cons of empathy, strategies for active listening, and the importance of self-awareness in building social awareness.

Over the next few days, we’ll explore each competency included in Goleman’s framework in a bit more depth, but first let’s take a closer look at how we can use our self-awareness to set practical boundaries and maintain our integrity. Establishing personal boundaries and respecting the boundaries of others are basic functions of social awareness.

According to Bockarova (2016), we create personal boundaries based on our sense of self-worth, which she cautioned should not be dependent on others or others’ feelings. She summarized five domains of self-worth that help us self-identify our intrinsic values. These include (para. 3):

Intellectual worth—the right to personal thoughts and opinions.
Emotional worth—the right to experience personal feelings in a given situation.
Physical worth—the right to personal space.
Social worth—the right to personal friends and to pursue social activities independently.
Spiritual worth—the right to personal spiritual beliefs.

One of the most important aspects Bockarova pointed out in her review of these self-worth domains is: We all have a right to these entitlements. She also mentioned we should be sure to exercise these rights to develop a healthy level of respect for ourselves and others. Acknowledging our rights as rights we all share helps us accomplish this and increases our social awareness.

Completing an inventory of our intrinsic values allows us set boundaries as well as gain an appreciation and respect for our and others’ rights. Conversely, an absence of social awareness can have negative effects on us and those we encounter in social environments. Access the link below to watch a video that demonstrates what a lack of social awareness looks from the perspective of observers.

What a Lack of Social Awareness Looks Like - https://www.youtube.com/watch?v=-bcCgM4M7Nc

References

Bockarova, M. (2016, August 1). 4 ways to set and keep personal boundaries . Retrieved from https://www.psychologytoday.com/us/blog/romantically-attached/201608/4-ways-set-and-keep-your-personal-boundaries

Goleman, D. (2015, April 5). Daniel Goleman: How emotionally intelligent are you. Retrieved from http://www.danielgoleman.info/daniel-goleman-how-emotionally-intelligent-are-you/

Hf Course Material. (2014, August 8). What a lack of social awareness looks like [YouTube video]. Retrieved from https://www.youtube.com/watch?v=-bcCgM4M7Nc

30 Days to Emotional Awareness & Wellness Challenge

Thu, 11 Oct 2018 19:24:43 GMT

Day 10: Looking Back, Moving Forward

By now you may or may not have noticed the first part of this challenge heavily focuses on how we, as individuals, can become more emotionally aware. Each day we’ve explored emotional intelligence (EI) concepts specifically related to self-awareness and self-management to kick-start and aid in the development of personal skills. Now, let’s slightly pivot and apply what we know.

Developing an understanding our emotions as well as how to actively control them is the first step to expanding our emotional awareness. In fact, many of the intrapersonal skills outlined thus far offer the prerequisites necessary for the next stage of the process, social competence. Social competence in EI focuses on the development of interpersonal skills specifically related to social awareness and managing relationships.

Social awareness is about being mindful of others’ emotions and having the ability to accurately, and nonjudgmentally, evaluate people and situations while conveying understanding and compassion. The relationship management component involves executing on tasks and achieving intrapersonal goals through others we engage and connect with. To reach social competence, we need to cultivate social awareness skills that facilitate proficiency in effective relationship management.

In the next phase of the 30 Days to Emotional Awareness and Wellness Challenge , we’re going to concentrate on specific actions and behaviors that help us maintain an accurate social perspective as well as enhance our interpersonal interactions. Let’s apply the emotional knowledge we’ve gained about ourselves to activate and explore the social skills associated with EI. Take a moment to look back at the insights collected over the last 10 days and use them to identify opportunities to apply your awareness, advance your skills in EI, and promote your mental well-being as we move forward.

30 Days to Emotional Awareness & Wellness Challenge

Wed, 10 Oct 2018 16:23:43 GMT

Day 9: Finding Balance

If you took time to complete the free strengths assessments, it’s likely you’ve gained a better understanding of where your talents are and how you can leverage them to facilitate your emotional awareness and wellness. The High 5 Test discloses five top abilities and the VIA Assessment compiles a customized profile of 24 character strengths. When combined, these profiles provide a comprehensive overview and a good starting place for understanding what makes each of us unique.

Our talents unveil our strengths, and our strengths help us maximize our performance, but relying too heavily on the information our strengths provide could be harmful and lead to additional blind spots. Forbes Coaches Council (2017) warned that being dependent on any particular strength or set of strengths potentially leads to unconscious bias and the dismissal of alternative solutions that are viable. They also suggested hyperfocusing on strengths prevents us from seeking others’ perspectives and using higher order thinking, creativity, and savvy, which ultimately undermines our intentions and reduces outcome quality.

Therefore, staying aware and striking a balance are key to avoid these potential obstacles. If you have not already done so, take the VIA Assessment. Using the results provided, make note of the last five strengths presented and compare them with the top five. Identify techniques you can use to leverage both.

My VIA Assessment results, for example, revealed that gratitude is one of my top strengths, but spirituality comes less naturally. While I initially found this result puzzling, to say the least, the dynamic between these two strengths was also intriguing. With a little research the relationship between them became more evident and strategies for development were easily identified.

Here’s what I learned: Gratitude, in and of itself, is a form of spirituality (Romero, 2017). In another article, Chopra (2015) discussed the spiritual experience we have when we feel and express gratitude as well as shared study findings that suggest gratitude has a direct and favorable influence on our spirituality and well-being. Some of the interventions used to enhance spirituality in the study included: inspirational journaling, mind-body exercises, relaxation techniques, and activities in natural settings.

Without going through the process of exposing our strengths and areas where we need further development, a renewed sense of awareness is intangible, and change is unattainable. Investing time for self-discovery in this area allows us to make the adjustments necessary for channeling our talents, appreciating our limitations, and more importantly, improving our emotional awareness and wellness.

References

Chopra, D. (2015, September 3). Sowing seeds of gratitude to cultivate wellbeing . Retrieved from https://www.huffingtonpost.com/deepak-chopra/sowing-seeds-of-gratitude_b_8078426.html

Forbes Coaches Council. (2017, October 19). Don’t let your strengths become a weakness. Retrieved from https://www.forbes.com/sites/forbescoachescouncil/2017/10/19/dont-let-your-strength-become-a-weakness/#7796d52013f1

Romero, L. E. (2017, November 22). Gratitude: The ultimate spiritual practice (A Thanksgiving special). Retrieved from https://www.forbes.com/sites/luisromero/2017/11/22/gratitude-the-ultimate-spiritual-practice-a-thanksgiving-special/#61d735c82706

30 Days to Emotional Awareness & Wellness Challenge

Tue, 09 Oct 2018 16:21:01 GMT

Day 8: Channel Your Talents

As we observed, emotional agility requires transparency and exposure to rejection. Responding to rejection in a healthy way offers us opportunities for learning as well as provides clarity about areas for further development. Let’s explore how we can channel our existing talents to increase our emotional awareness and wellness.

To effectively leverage our talents, we need to first be able to identify our personal strengths and limitations. As many of us already know, there’s a massive number of articles and blogs that discuss the importance of being aware of our strengths and weaknesses as well as review how we can go about characterizing them. An equally extensive inventory of psychological instruments and self-report measures also exists.

Forbes Coaches Council (2018) identified 15 assessment tools for better understanding our strengths and weaknesses as well as leadership capabilities. This comprehensive list provides individuals seeking self-discovery with a collection of tools that could be used for skill development that vary by approach, cost, and focus. With so many resources, how do we know which philosophy to ascribe to or which test to take to get the answers we’re seeking? How can we apply the information we receive in an emotional way?

If you’ve never explored your strengths to reveal your innate talents, then here’s your chance to do it for free! There are several strength-based measures available through online platforms. Two tests recommended for self-discovery include:

VIA Assessment—One of the only free, scientific assessments used to identify character strengths. It takes less than 15 minutes to complete and can be accessed at: https://www.viacharacter.org/Survey/Account/Register
High 5 Test—A free strengths test with two assessment options—personal and peer review. This measure takes 10 to 15 minutes to complete and can be accessed at: https://high5test.com/

There are also some cost-effective options that you may find useful if you’re looking for a more in-depth report, such as the EQ-i 2.0 or the Clifton StrengthsFinder.

Once we have taken the time to discover our strengths and unique talents, we can use our knowledge of them to enhance our emotional awareness and vice versa. Greaves (n.d.) points out that channeling our strengths is a strategic approach to bouncing back from setbacks, learning new behaviors, and envisioning the big picture. Are you emotionally channeling and leveraging your strengths in an effective way?

References

Greaves, J. (n.d.). Amplify your strengths with emotional intelligence (EQ). Retrieved from http://www.talentsmart.com/articles/Amplify-Your-Strengths-with-Emotional-Intelligence-(EQ)-2087246851-p-1.html

Forbes Coaches Council. (2018, January 22). Best test to help you understand your strengths and weaknesses. Retrieved from https://www.forbes.com/sites/forbescoachescouncil/2018/01/22/best-tests-to-help-you-understand-your-strengths-and-weaknesses/#1246523c495a

30 Days to Emotional Awareness & Wellness Challenge

Mon, 08 Oct 2018 17:44:36 GMT

Day 7: Emotional Transparency

Using ‘share courage’ we gained an opportunity to share an emotional insight or experience encountered since the beginning of this challenge with someone we know. The impact of fear and anxiety and how they often prevent us from communicating with others was also mentioned. Hopefully the conversations you had were engaging, reflective, and inspirational, and you received additional insights from your external source. Since the underlying objective of the exercise was to be emotionally transparent and receptive, let’s take a closer look.

Many of us hide behind our truths because we fear it will ruin our reputations, expose us to unwanted confrontations, or interfere with the relationships we hold with others. Emotional transparency is about overcoming these fears and revealing self-observations without concerns of judgment or reproach. It also involves acknowledging every one of our emotions (the good, the bad, and the downright ugly ones too!) and building the confidence to engage in sharing.

To cultivate emotional transparency, we need to be clear about the emotional sensations we’re experiencing and accept them. We also need to be willing to take risks, ready for rejection, and unashamed about our faults. By no means is it being suggested that we walk around everyday showcasing our emotions for all to see but that we instead take on a bold stance in our own development.

So, how can we assume a brave attitude? Since fear of rejection is what usually prevents us from taking risks, a practical solution is to embrace rejection. By doing so, we can work towards developing the courage and confidence needed to change our rejection responses. When faced with rejection, Warrell (2017) suggests we exercise the following four responses:

Make meaning. Look outward instead of inward for potential opportunities for learning and growth; realize it’s not always personal.
Access information. Ask for additional information to facilitate your development (e.g. strengths and weaknesses).
Step out. Get in the game to get noticed! Like they say with the lottery: Can’t win if you don’t play.
Stick with it. Don’t give up hope when confronted with repeated rejection because it causes discomfort.

Warrell reminds us that we should do whatever we can to learn from instances of rejection because regrets are likely far worse, and I couldn’t agree more. Are your anxieties being fueled by fear of rejection? How do you handle them?

References

Warrell, M. (2017, January 20). 4 reasons you should be risking rejection. Retrieved from https://www.success.com/4-reasons-you-should-be-risking-rejection/

30 Days to Emotional Awareness & Wellness Challenge

Sun, 07 Oct 2018 14:15:19 GMT

Day 6: Share Courage

The value of participating in an emotional journey lies in the unlimited opportunities to expand our knowledge, acquire and leverage an advanced skill set, and communicate critical insights. As part of our voyage to emotional awareness and wellness, it’s important that we share our understandings and experiences with others. Letting others in to our reality is an excellent way to encourage our continued self-improvement, boost our confidence, and campaign for others to seek a heightened sense of emotional awareness. This is what I refer to as ‘share courage’.

Share courage involves using insights we acquire from self-awareness, self-talk, and self-care exercises to have open discussions with others that strengthen our emotional fitness. Some of the big questions around share courage include: How confident do I feel about sharing? What to share? How much to share? Who to share it with? These questions are important in the discovery process.

A famous quote by a Scottish novelist, poet, essayist, musician and travel writer named Robert Louis Stevenson states:

Keep your fears to yourself but share your courage with others.

While Stevenson’s quote has some merit, it ill-advisedly discourages us from being transparent about what we share with others. Here’s another issue with Stevenson’s proposal: Keeping quiet about our fears may block us from accessing valuable feedback we need from others to appreciate multiple perspectives and consider alternatives that could invalidate feelings of anxiety.

Fear and anxiety are like kryptonite to emotions. If these types of negative feelings are not eliminated they continue to intensify and emotionally cripple the person in possession. For this reason, the self-awareness, positive self-talk, and self-care exercises introduced are critical. These activities help us avoid emotional takeovers driven by fear and anxiety as well as gain clarity and confidence.

Developing the courage to share self-discoveries may take more time for some than others, but it’s an important part of the process. The more we learn about ourselves and massage our emotional brains, the better we can confidently communicate how we feel with others. Take some time today to share at least one emotional insight or experience you’ve had thus far during the 30 Days to Emotional Awareness and Wellness Challenge with a close friend, family member, or colleague. During the conversation, be sure to offer your perceptions, communicate your uncertainties, and ask for feedback and support, and don't forget to invite them to start their own emotional journey!

30 Days to Emotional Awareness & Wellness Challenge

Sat, 06 Oct 2018 16:26:26 GMT

Day 5: From Self-Talk to Self-Care

In Day 4, we explored how positive internal dialog improves our ability to reduce and eliminate negative thoughts and feelings. We learned positive self-talk promotes self-affirmation, self-motivation, and goal attainment as well as observed through the example that it can be used to avoid making judgements (or misjudgments) and overcome anxieties. Two important themes also emerged: self-care and time management.

We all have busy lives but a major aspect of being emotionally aware and fit is dependent on self-care. Barratta (2018) describes self-care as “mindful[-ly] taking time to pay attention to you , not in a narcissistic way, but in a way that ensures that you are being cared for by you ” (para. 1). In other words, we all need to take time to independently engage in activities that promote personal growth.

Time management is another emerging theme that cannot be ignored. Many of us experience times where we become so preoccupied with our work and family responsibilities that our personal needs get placed on the back-burner. While our needs lie and wait for our attention, the clock keeps ticking and time for vital self-care is lost. As a result, we subject ourselves to preventable duress, we lose opportunities to proactively avoid burnout, and we fail to nurture our physical and mental psyches.

Sometimes it’s the smallest investments that have the largest return, so it’s important that we put in the work necessary to maximize our return on investment (ROI). There are several ways we can be sure to partake in self-care and efficiently manage our time. Using my self-created 3D approaches, we can identify self-care activities suited to our preferences. Some examples include:

Disconnecting—taking time to “log off” from everything other than nature; committing to uninterrupted time (e.g. 1-2 hours every other day) without phones, computers, or media.
Decompressing—taking time to “let go” and pause to appreciate what is in our present; taking miniature (e.g. 2-5 minutes) to extended (e.g. 30-45 minutes) opportunities to walk, sit, or enjoy our surroundings or a hobby.
Deliberating—taking time to reflect on our why’s (e.g. motivations) as well as what we take pleasure in doing (e.g. pastimes and/or endeavors) and aspire to do (e.g. ambitions).

These types of self-care activities are what help us recognize our healthy, unhealthy, and unpleasant emotions and use our understanding as a gauge for improvement. How often are you engaging in self-care? What are some of your favorite go-to self-care activities?

References

Barratta, M. (2018, May 27). Self-care 101: 10 ways to take better care of you. Retrieved from https://www.psychologytoday.com/us/blog/skinny-revisited/201805/self-care-101

30 Days to Emotional Awareness & Wellness Challenge

Fri, 05 Oct 2018 15:26:21 GMT

Day 4: Flip the Script

Words are some of the most powerful tools we have in our personal arsenals. In the emotional vocabulary building exercise, we explored feeling words and reflected on our emotional triggers. Today, let’s bring our attention to how we can use those words to 'flip the script', so to speak.

Flip the script is an informal expression used to describe how we transform our attitudes or thoughts in a situation. This approach is useful for shifting from negative to positive positions in real-time. Of course, executing with proficiency will take some practice but learning how to use feeling words to change our views in a positive manner is easier than we may initially imagine.

Researchers and practitioners who specialize in positive psychology practices and principles have developed their own philosophies around the flipping the script called progressive clarification. Progressive clarification involves using present-tense, positive self-talk, adopting a positive perspective, and exercising positive thinking. Of these, self-talk possibly plays one of the biggest roles because of its direct influence on the others—thinking and perspective-taking.

Self-talk, or the personal conversations (negative or positive) we have with ourselves aloud or mentally, is a practice that reinforces our reasoning, opinions, and actions. According to the Progressive Teacher (2017), self-talk is an essential self-affirming cognitive technique useful for coping with ruminating negative thoughts. Regrettably, however, it is also highly underutilized.

Applying the self-talk approach, we can actively transform negative thoughts with positive affirmations. It is also critical for self-motivation and goals attainment (Battle, 2018). Think about it: How are our negative inner thoughts limiting our ability to reach desired outcomes?

Here’s the Day 4 challenge: Use positive self-talk to flip the script. Identify one or two negative thoughts or situations you encountered today and use your words to convert it into a positive one. For example,

Negative – “I’m wasting my time with this challenge.”

Positive – “I’m investing in myself by taking time to participate in the 30 Days to Emotional Awareness and Wellness Challenge .”

All in all, words are imminent for identifying and expressing our feelings, and being aware of our feelings gives us the opportunity to adjust our thoughts as well as our behaviors. Moreover, progressive clarification strategies help us take on and maintain a positive disposition, and self-talk offers a valuable way to flip the script!

References

Battle, M. (2018, September 27). 15 way to practice positive self-talk for success . Retrieved from https://www.lifehack.org/504756/self-talk-determines-your-success-15-tips

The Progressive Teacher. (2017, May 24). The power of positive self talk . Retrieved from https://www.progressiveteacher.in/the-power-of-positive-self-talk/

30 Days to Emotional Awareness & Wellness Challenge

Thu, 04 Oct 2018 16:49:52 GMT

Day 3: Build Your Emotional Vocabulary

It’s Day 3 of the 30 Days to Emotional Awareness and Wellness Challenge and your survey results are in! So, how’d you do? What did you learn about yourself? Did the results confirm your feelings or help you gain insights about your level of self-awareness? If our discoveries were similar, it’s probably fair to say both. Remember: Self-exploration and reflection are not one-time events in the emotional wellness process and should be done regularly.

Now that we’ve slightly heightened our sense of self-awareness, we can use this new information to explore another key aspect of emotional intelligence (EI) called emotional literacy. At its most basic level, literacy helps us understand and communicate. Becoming emotionally literate is a considerable part of the EI process that helps us confidently share with others by speaking the universal language of emotions.

Human emotions are complex phenomenons that involve biological, psychological, and social dynamics, so it’s easy to understand why it’s challenging for many to recognize, reveal, and translate them with precision. Steve Hein of EQI.org reports there are more than 4,000 words that can be used to describe the many different types of positive and negative emotions we experience. So many words, so little time. Right?!

While more than 4,000 feeling words may initially seem overwhelming and excessive, it actually expands our emotional vocabulary by adding and confirming word meanings. This type of resource also exposes us to terms and descriptions of emotions we may not have otherwise considered although we may be experiencing them. In addition, learning about emotions in a rudimentary way allows us to build our emotional expertise which further facilitates positive social interactions through emotionally intelligent conversations.

Remember those vocabulary tests in grade school? Well, today’s task is designed to trigger your memory of their value. Access Hein’s list of emotions (provided in the link below). Using the word list, identify two feeling words you do not know the meaning of and define them by looking them up in the dictionary. Next, identify two positive and two negative emotions that you’ve experienced in the last 24 hours. As a final step, reflect on each emotion and corresponding description and try to pinpoint what factors may have triggered those emotions.

Like each step in the EI process, repeated action is needed to improve. Continue to build your vocabulary using this method to boost your EI awareness and capabilities. What strategies do you use to increase your knowledge and awareness about your emotions?

References

Hein, S. (n.d.). Feeling words/emotion words: Words describing feeling and emotions. Retrieved from http://core.eqi.org/fw.htm

30 Days to Emotional Awareness & Wellness Challenge

Wed, 03 Oct 2018 16:38:00 GMT

Day 2: How Aware Are You?

Yesterday’s post focused on the importance of consciously committing to the process of emotional awareness and seeing it as a lifestyle change. As we embark on Day 2 of the 30 Days to Emotional Awareness & Wellness Challenge , let’s shift our attention to the importance of self-awareness.

Emotional intelligence (EI) is commonly described using Goleman’s five core principles: self-awareness, self-regulation, motivation, empathy, and social skills. While each of these elements are important for demonstrating EI, self-awareness is at the heart of the process (Canaday, 2013). Recognizing this, it may be safe to assume that self-awareness is essential for any learning, change, or awareness building process.

To be emotionally aware, we must be self-aware. To be self-aware, we must be mindful. Through self-awareness we can access as well as leverage emotional information for self-improvement. Thankfully, we don’t have to wait for someone else to find out how self-aware we are. There are many free online tools and assessments we can use for self-discovery. Below are two quick online self-awareness measures that will help us discover and reflect.

Higher Awareness’ Level of Awareness Tests - http://www.higherawareness.com/awareness-level-test.php

Dr. Tasha Eurich’s Insight Quiz - http://www.insight-quiz.com/selfquiz.aspx?z=0

Today’s call of action is a simple one: Take one (or both) of the quizzes to get an idea of how self-aware you are. Once you complete this task, take note of your strengths as well as areas where you can further develop your self-awareness skills.

References

Canaday, S. (2013, October 2). The high price of self-awareness: Do the benefits of discovery outweigh the pain? Retrieved from https://www.psychologytoday.com/us/blog/you-according-them/201310/the-high-price-self-awareness

30 Days to Emotional Awareness & Wellness Challenge

Tue, 02 Oct 2018 13:29:21 GMT

Day 1: Commit to the Journey

The goal of the 30 Days to Emotional Awareness & Wellness Challenge is to go beyond the normal rigmarole of emotional intelligence and provide real-life strategies designed to increase emotional awareness and promote emotional wellness. Unfortunately, the journey cannot be achieved without a conscious effort and commitment. These two factors are critical to completing the challenge.

As many of us are already aware, some more so than others, sometimes when we say we’re ready for change, we still have trouble making a commitment and following through to completion. This is probably because we are too heavily focused on our commitment to the desired outcomes, instead of being dedicated to the process itself. Some practitioners, researchers, and other enthusiasts refer to this as living with intention, but what does this really mean?

In the case of emotional awareness, living with intention involves making a significant lifestyle change, which demands personal commitment as well as takes time and requires support. For lifestyle changes to result in enduring and positive transformations that move us from meanings to breakthroughs, the American Psychological Association (n.d.) suggests the following tips:

1. Craft a strategic plan. Your plan is the roadmap that guides you through the process. During this 30-day challenge, the daily posts provided will offer a guiding outlook to facilitate the planning process.

2. Take small steps. Don’t try to eat the whole elephant at once! Each day we’ll cover a topic and you’ll be provided with tips, strategies, and recommendations aimed to help you increase your emotional awareness and promote emotional well-being.

3. Don’t multitask. This is probably one instance where multitasking is more harmful than helpful. Focus on one goal or change at a time to get in the habit of having good habits! Use the tools presented in the daily posts to help you work towards achieving emotional awareness.

4. Recruit an accountability partner. Being the player on the field and the cheerleader is exhausting, so why try? Instead, identify someone who will provide you with support and motivation to help keep you on track such as a mentor, colleague, or spouse.

5. Request help. We hear this advice often, yet this option is typically not leveraged as often as it should be. Never hesitate to reach out for assistance and bear in mind the number of resources you have that may be able to offer you support (including me!).

Today’s call of action in the 30 Days to Emotional Awareness & Wellness Challenge is for you to commit to the journey. Are YOU ready?

References

American Psychological Association. (n.d.). Making lifestyle changes that last . Retrieved from https://www.apa.org/helpcenter/lifestyle-changes.aspx

October's Emotional Intelligence Awareness Month

Mon, 01 Oct 2018 16:13:06 GMT

October is one of the busiest months for awareness campaigns. Typically, these organizational, national, and sometimes global efforts are used to promote the expansion of knowledge in a wide range of areas from health to recreation to animal safety and many more. While we may not be privy to or take part in all the movements advocated in the month of October, there’s one powerful campaign that deserves a special “shout-out”—Emotional Intelligence Awareness.

Emotional intelligence (EI) is an integral skill that directly impacts our success in daily life and at work. It is commonly described as an ability to self-regulate in order to make wholesome appraisals about how our emotions influence how we think and behave. These appraisals help us gain a better understanding about how our brains function and how we can use our insights to avoid undesirable emotional takeovers.

The month-long Emotional Intelligence Awareness campaign provides an opportunity to not only raise awareness but also highlight the importance of emotional wellness and literacy. Through EI, we can create a more intelligent world filled with healthy minds and behaviorally savvy, emotionally stable nations. To contribute to this year’s campaign, I’m hosting the 30 Days to Emotional Awareness & Wellness Challenge .

Every day this month, a post that discusses trending topics and offers tips and exercises to encourage EI awareness and emotional wellness will be featured. Be sure to check back each day as well as share your insights, questions, or experiences via the Contact page.

Webinar Alert

Fri, 17 Aug 2018 18:56:49 GMT

Organized by the Society of Emotional Intelligence

As we know, it’s not the smartest people that are the most successful or the most fulfilled in life. When it comes to happiness and success in life, emotional intelligence (EQ) matters just as much as intellectual ability or IQ - some say it matters more.

So, if you're new to the field of emotional intelligence or an experienced practitioner, you'll want to attend this webinar to gain new insights. Not only will you hear about what it is, you'll also hear how it's being applied from three different perspectives. Join us as we view "Emotional Intelligence Through Three Lenses".

Topics Include:

Emotional Intelligence: The Only Pathway to Resonant Leadership - Lynne Davidson, PhD

From Conception to Cessation – Unlocking Emotional Pathways to Humanship - Shené Marsh-Beckford, PhD

Emotional Mastery: Feel it 2 Heal it - Matt Perelstein , MCP

Click Here to Register

Feel Good Friday

Fri, 18 May 2018 00:00:00 GMT

Feel Good Friday

Fri, 11 May 2018 00:00:00 GMT

Feel Good Friday

Fri, 04 May 2018 00:00:00 GMT

John C. Maxwell is an American author, speaker, and pastor who has written many books, primarily focusing on leadership (Wikipedia, 2018).

Feel Good Friday

Fri, 27 Apr 2018 00:00:00 GMT

Feel Good Friday

Fri, 20 Apr 2018 19:19:02 GMT

A Quote for Inspiration

Marguerite Annie Johnson Angelou (April 4, 1928 to May 28, 2014), known as Maya Angelou , was an American author, actress, screenwriter, dancer, poet and civil rights activist best known for her 1969 memoir, I Know Why the Caged Bird Sings , which made literary history as the first nonfiction best-seller by an African-American woman ( Biography.com , 2018).

Feel Good Friday

Fri, 13 Apr 2018 17:30:54 GMT

A Quote for Inspiration

Walter "Walt" Whitman was an American poet, essayist, and journalist. A humanist, he was a part of the transition between transcendentalism and realism, incorporating both views in his works (Wikipedia, 2018).

Speaking Enagagment Alert! - Update

Fri, 13 Apr 2018 17:27:43 GMT

Organized by Florida International University

Topic: Leading with Emotional Intelligence: Fundamental Concepts of EI & Correlation to Leadership

Overview:

A 4-hour workshop designed for any person who wants to boost their overall performance and contribute to cultivating a wholesome, dynamic work environment and organizational culture. The program aims to lay the foundation for leading with emotional intelligence by providing you with knowledge and tools that enable and facilitate skill development.

Date: Wednesday, November 8, 2018

Location:
FIU Metropolitan Center

1930 SW 145th Avenue
Room 336
Miramar, FL 33027
(954) 438-8650

Register Here

Feel Good Friday

Fri, 06 Apr 2018 17:28:49 GMT

A Quote for Inspiration

Bob Marley, Jamaican singer, musician, and songwriter, served as a world ambassador for reggae music and sold more than 20 million records throughout his career—making him the first international superstar to emerge from the so-called Third World ( Biography.com , 2018 ).

Feel Good Friday

Sat, 31 Mar 2018 01:47:16 GMT

A Quote for Inspiration

George Gordon Byron, 6th Baron Byron FRS, known as Lord Byron, was an English nobleman, poet, peer, politician, and leading figure in the Romantic movement. He is regarded as one of the greatest British poets and remains widely read and influential (Wikipedia, 2018).

Feel Good Friday

Fri, 23 Mar 2018 00:00:00 GMT

A Quote for Inspiration

Albert Einstein was a German-born theoretical physicist who developed the theory of relativity, one of the two pillars of modern physics. His work is also known for its influence on the philosophy of science (Wikipedia, 2018).

Feel Good Fridays

Fri, 16 Mar 2018 19:37:23 GMT

A Quote for Inspiration

Oprah Winfrey is an American media proprietor, talk show host, actress, producer, and philanthropist (Wikipedia, 2018).

Speaking Engagement Alert!

Mon, 12 Mar 2018 18:51:25 GMT

Organized by Florida International University

Topic: Leading with Emotional Intelligence

Overview:

A 4-hour workshop designed for any person who wants to boost their overall performance and contribute to cultivating a wholesome, dynamic work environment and organizational culture. The program aims to lay the foundation for leading with emotional intelligence by providing you with knowledge and tools that enable and facilitate skill development.

Date: Tuesday, May 8, 2018

Location:
FIU Metropolitan Center

1930 SW 145th Avenue
Suite 302
Miramar, FL 33027
(954) 438-8650

Registration Link to TBD

Speaking Engagement Alert!

Mon, 12 Mar 2018 18:13:20 GMT

Organized by LinkedIn Local Doral

Topic: Five Keys to Leveraging Emotional Intelligence Skills

Overview:

Research shows emotional intelligence (EI) skills are important for success in daily life and at work. In the workplace, this essential skillset lends itself well to working effectively with others, making decisions, dealing with difficult people and situations, and adapting to change. As organizational infrastructures continue to swiftly transform, EI competencies are becoming even more crucial for employees at all levels to master. By using specific strategies, these favorable skills can be learned, measured, strengthened, and leveraged. In this brief discussion, you will discover five key techniques you can apply to drive your EI development and cultivate high-impact work relationships.

Three key takeaways will include:

What emotional intelligence is and which aspects of it matter most.
How to develop and leverage your skills to enhance engagement and maximize productivity.
Strategies for fine-tuning your skills and understanding how you impact others in interpersonal exchanges.

Date: Saturday, April 7, 2018

Location:
Sergio's Cuban Kitchen & Bar
Miami, FL 33172
(305) 639-8960

Click Here to Register

Feel Good Friday

Fri, 09 Mar 2018 18:42:15 GMT

A Quote for Inspiration

Peter F. Drucker crossed many boundaries as a writer, teacher, management consultant and business visionary. He's been called “the inventor of modern management”.... He believed in business as a human-driven enterprise that could be profitable and socially responsible. ( Drucker School of Management, Claremont Graduate University , 2018)

Feel Good Friday

Fri, 02 Mar 2018 20:12:41 GMT

A Quote for Inspiration

Marcus Garvey was a political leader and strong proponent of Black nationalism and Pan-Africanism movements.

Feel Good Friday

Fri, 23 Feb 2018 00:00:00 GMT

A Quote for Inspiration

Aristotle was an ancient Greek philosopher and scientist.

Too Close to Home

Fri, 16 Feb 2018 18:53:47 GMT

As my 14-year-old daughter and I drove past the Marjory Stoneman Douglas High School, exactly one week before the Valentine’s Day tragedy would occur, we talked about how nice the area where the school is located looked on that sunny Wednesday afternoon. I can vividly recall our conversation about how the students were engaging in outside activities as we passed the buildings along the highway. Without knowing what would happen just days later, we pondered about where she’d like to attend high school next year and considered that very school community. The idea that we even gave thought to her attending that institution keeps sending chills down my spine.

Just knowing that kind of danger has entered our school systems at such an astonishing rate, that this incident is so close to home, and that so many families are simultaneously suffering is both heart-wrenching and downright terrifying. As a Broward County, Florida native who attended schools within the district throughout my K-12 education and as an active volunteer, I'm not only saddened by the horrific, unimaginable events but I have also continued to experience a number of looming emotions.

Realizing this and understanding the impact the event is having on me and the South Florida community at-large, I felt compelled to write. While many of us probably cannot even begin to fathom what the families who were directly impacted are actually going through, we still share their sorrow and pain. It has also, perhaps more now than ever before, made many realize how important it is to express love to their children every day, to hold them close, and to love all children as if they were our own because in reality... All Children are Our Children .

To start the long journey of mending the many broken hearts in Broward County, it will be crucial for the people of the community to come together and be compassionate and diligent in our efforts to rebuild the spirits of the families who are living this nightmare and help them gain even the smallest amount of solace. My thoughts and prayers are with them during this difficult experience.

Feel Good Friday

Fri, 16 Feb 2018 18:03:50 GMT

A Quote for Inspiration

Jinna Yang is the founder of GREASE & GLAMOUR is a lifestyle photography and digital media specialist who works in New York City. In April 2013, she quit her full-time fashion job to travel the world.

Feel Good Friday

Fri, 09 Feb 2018 00:00:00 GMT

A Quote for Inspiration

Hilary Hinton "Zig" Ziglar was an American author, salesman, and worldwide motivational speaker who provided hope, taught life skills, and mentored millions.

Feel Good Friday

Fri, 02 Feb 2018 00:00:00 GMT

A Quote for Inspiration

Neale Donald Walsch is an American author, actor, screenwriter, and speaker.

Interview Alert!

Mon, 29 Jan 2018 23:11:54 GMT

Emotional Intelligence Magazine - Emotion Understood

Joining forces with like-minded EI enthusiasts, researchers, practitioners, and specialists to raise awareness and create conversation.

Date: March 11, 2017

To review the interview in detail, please visit: http://emotionunderstood.blogspot.com/

Feel Good Friday

Fri, 26 Jan 2018 00:00:00 GMT

A Quote for Inspiration

Robert Byrne is an American author and Billiard Congress of America Hall of Fame instructor of pool and carom billiards.

Feel Good Friday

Fri, 19 Jan 2018 00:00:00 GMT

A Quote for Inspiration

Abraham Lincoln, a self-taught lawyer, legislator and vocal opponent of slavery, was elected 16th president of the United States in November 1860, shortly before the outbreak of the Civil War. Lincoln proved to be a shrewd military strategist and a savvy leader: His Emancipation Proclamation paved the way for slavery’s abolition, while his Gettysburg Address stands as one of the most famous pieces of oratory in American history. In April 1865, with the Union on the brink of victory, Abraham Lincoln was assassinated by Confederate sympathizer John Wilkes Booth; his untimely death made him a martyr to the cause of liberty, and he is widely regarded as one of the greatest presidents in U.S. history. ( History.com Staff, 2009 )

Feel Good Friday

Fri, 12 Jan 2018 00:00:00 GMT

A Quote for Inspiration

The Dalai Lama , his holiness is a world leader that is committed to promoting positive values such as , forgiveness,self-discipline, tolerance, compassion and contentment. He is a spiritual leader like no other and is highlighting the importance of happiness and world peace every minute of the day. ( Brown, 2015 )

Feel Good Friday

Fri, 05 Jan 2018 00:00:00 GMT

A Quote for Inspiration

I'm starting something new for the New Year! Each Friday, I'll post an inspirational quote as a part of my Feel Good Friday series. To kick-off the series, the first quote for inspiration is about prosperity, which is something I hope for everyone this year. Remember to visit the blog every Friday for your daily dose of motivation.

Jerry Gillies was an American author and mentor to millions of people around the world. He is most recognized for his works on MoneyLove & Prosperity Thinking.

We're Growing!

Thu, 30 Nov 2017 00:00:00 GMT

SoEI - SFL is growing!

We're proud to announce that we have welcomed Iberkis Faltas, MSIA, PhD (ABD) as the South Florida chapter's Vice Chair. To learn more about Iberkis, see her bio on 'The Spotlight' by visiting our website www.soeisfl.org .

Welcome to the SoEI family, Iberkis! We're so happy to have you!

Speaking Engagement Alert!

Thu, 23 Nov 2017 00:00:00 GMT

Organized by the Society of Emotional Intelligence - North Florida Chapter

Topic: EI (squared): Emotional Intelligence x Enhanced Interactions

Overview:

Emotional intelligence (EI) is powerful tool for success. At work, employees skilled in EI manage their own emotions and gauge others emotions in order to respond in a way that enhances the social interaction. Positive social interactions foster a productive work experience and boosts morale. How can organizations close the gap among their employees with varying levels of EI to create an emotionally intelligent organization? By providing employees the opportunity to maximize their potential through continued emotional intelligence development and maintenance.
Learning Objectives:

Articulate the importance of emotional intelligence in daily life and the workplace.
Explore the competencies associated with emotional intelligence
Analyze how improving emotional intelligence skills enhances social interactions
Identify 5 strategic approaches for maximizing emotional intelligence skills.

Date: Tuesday, April 10, 2018

Location:
Adam W. Herbert University Center
12000 Alumni Drive
Jacksonville, FL 32224 - 2678
(904) 620-4222

Click Here to Register

Interview Alert!

Thu, 23 Nov 2017 00:00:00 GMT

The Dr. Hank Show Online Radio

Dr. Shené Marsh-Beckford, PhD will be the guest speaker on ‘The Dr. Hank Show’ this Wednesday, November 29th at Noon EST.

Discussion topic: Organizations have the POWER to change the world by redressing the balance of EI and contributing to the creation of “emotionally intelligent” communities.

Overview:

At the core of our existence as humans are emotions. They, along with our emotional knowledge, offer a navigational compass that’s useful for enhancing every experience and social exchange we have. This compass also helps boost other forms of intelligence and maximize our potential for success. However, not every individual is privy to the power of their emotions, leading to an imbalance of emotional intelligence (EI) across the board. So, how can we go about creating an “emotionally intelligent” world? Through organizations… Yes, that’s right! No matter their size, organizations provide accessible and practical environments to kick-start the change process and ensure EI for all. Initiating this type of movement will allow organizations to make a resounding contribution to society and change the infrastructure of our social world as ( we think) we know it as well as reap the many organizational benefits of implementing EI skills training and development initiatives.

To listen, visit https://lnkd.in/eE5Jjne
To join the conversation, call (929) 477.1423

A New Chapter

Thu, 26 Oct 2017 00:00:00 GMT

Amazingly, there are many who have not heard of the concept of emotional intelligence (EI) or been made privy to the benefits EI has on personal and professional life. After attending an inspiring conference hosted by the Society of Emotional Intelligence (SoEI), I realized there's a HUGE need to build an emotionally intelligence community in South Florida.

The powerful messages and connections I made during the conference encouraged me to jump into action and lay the foundation for a thriving community of like-minded individuals, practitioners, and enthusiasts to promote the sharing ideas, encourage collaboration, and facilitate learning. At SoEI - South Florida, we’re currently in the process of identifying and recruiting individuals to join on our Leadership Team and organizations to join our team of Community Partners. We encourage those living in the South Florida area, with an interest in being on the chapter’s Board, providing sponsorship, or volunteering, to reach out to us. For more information about our organization and what we do, visit our website: www.soeisfl.org . We’d love to partner with you!

So, What’s the BIG Deal with ‘Big Data’ in HR?

Thu, 24 Aug 2017 00:00:00 GMT

Despite growing evidence and heavy support from the research literature for analytics, Oracle (2011) reported many businesses still face challenges with understanding their workforce and how to utilize staff most effectively. Luckily, ‘Big Data’ or ‘predictive analytics’ applications in HR have flourished and are becoming more recognized as a diagnostic and projective tool for maintaining a competitive advantage. Because of this, HR professionals have coined their version of Big Data—HR Analytics.

So, what’s the BIG deal with HR Analytics? It’s all in the benefits! HR Analytics offer a platform to help organizations overcome workforce-related challenges by providing a data-driven information highway useful for developing strategic planning strategies and initiatives. These types of data allow information about the workforce to be leveraged to improve organizational performance and efficiency (Bersin, 2013). Leveraging of employee data, according to Straz (2015), facilitates enhanced decision making reinforced by better structural insights, retention rates, training initiatives, and hiring processes.

Organizations with HR departments already utilizing analytics as a tool to plan, develop, and retain their workforce, are already one step ahead of the game. If your organization has not considered how HR Analytics could help your company leverage talent and implement strategies supported by Big Data, the EDC team has some good news for you: It’s not too late to start and we can help!

EDC has seasoned consultants who specialize in Big Data applications, workforce analytics, and HR practices. Our specialists are committed to optimizing organizational performance and managing talent. Let us show you the value in HR Analytics and help you reap the benefits of investing in your workforce by using the rich information provided by Big Data.

To learn more, join us at the 2017 HR Conference & Expo in Orlando, FL August 27 - 30, as present on The Growth of Advanced Human Resources (HR) Analytics Tuesday, August 29 at 2:15 p.m. in the Waldorf Grand Ballroom I.

References

Bersin, J. (2013, October 7). Big data in human resources: A world of haves and have-nots. Retrieved from https://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-...

Speaking Engagement Alert!

Fri, 18 Aug 2017 00:00:00 GMT

*Standby Speaker*

Organized by the Society of Emotional Intelligence for the 8th Annual International Conference

Topic: EI (squared): Emotional Intelligence x Enhanced Interactions

Overview:

Emotional intelligence (EI) is powerful tool for success. At work, a high level of skills in EI helps employees manage personal emotions, evaluate others’ emotions, and adapt and respond with proficiency, which also enhances social interactions. Improving social relationships in organizational settings also fosters positive, productive work experiences and boosts morale. Individuals with lower EI skillsets usually have difficulty managing and gauging emotional situations, which also influences their work experience and communication with others. So, how can organizations redress the balance? Ensure each employee’s potential is maximized, regardless of their level of EI, through EI skill attainment and maintenance training.
Learning Objectives:

Articulate the importance of emotional intelligence in daily life and the workplace.
Explore the competencies associated with emotional intelligence
Analyze how improving emotional intelligence skills enhances social interactions
Identify 5 strategic approaches for maximizing emotional intelligence skills.

Dates: Thursday - Friday, October 5 - 6, 2017

Location:
Epping Forest Yacht & Country Club
1830 Epping Forest Drive
Jacksonville, FL 32217

There’s NO Diversity Without Inclusion

Tue, 15 Aug 2017 00:00:00 GMT

Diversity and Inclusion (D&I) is one of the hottest trending topics in learning and organizational development today. A major issue with the existing development, however, is it presents D&I as a blended concept (Sherbin & Rashid, 2017). This contributes to incorrect assumptions that these independent ideas are one in the same. Researchers suggest this reinforced discrepancy in understanding is preventing inclusionary efforts from being carried out, which further indicates current practices are inconclusive and potentially ineffective.

With countless companies, organizations, and institutions claiming to embrace and implement successful D&I strategies, it may be hard to fathom inclusivity is still a work in progress (Riordan, 2014). To ensure current D&I programs are effective in real-world settings, we need to first differentiate between the two concepts and clarify misconceptions. By taking this first step, we can collectively move forward from having D&I conversations to implementing effective D&I initiatives.

Myers (2012) noted the distinction between diversity and inclusion lies in the difference between quantity and quality. Organizational leaders can highlight this difference to ensure the organization has a comprehensive D&I program that includes an action plan specifically for inclusivity. At EDC, we subscribe to the starting points recommended by Sherbin and Rashid (2017):

Inclusive Leadership
Authenticity
Networking & Visibility
Clear Career Path

Leaders can use these strategic pathways to promote inclusivity, provide transparency and sponsorship, and unlock career paths (Sherbin & Rashid, 2017). The D&I research on practical applications of D&I initiatives and programs also shows reframing of the organizational approach provides more positive program results. According to the Harvard Business Review (2016), organizations with successful D&I programs offer voluntary training, include diversity managers and task forces or self-management groups, incorporate cross-training groups and targeted college recruitment programs, and supply opportunities for mentorship. Adopting these strategic approaches could be the key to guaranteeing diversity efforts in the workplace are reinforced by inclusion.

References

Myers, V. (2012). Diversity is being invited to the party; inclusion is being asked to dance [Online version] . GPSolo eReport, 1 (11). Retrieved from http://www.americanbar.org/ publications/gpsolo_ereport/2012/june_2012/diversity_invited_party_inclusion_asked_dance.html

Riordan, C. M. (2014, June 5). Diversity is useless without inclusion. Retrieved from https://hbr.org/2014/06/diversity-is-useless-without-inclusivity

Sherbin, L. & Rashid, R. (2017, February 1). Diversity doesn’t stick without inclusion. Retrieved from https://hbr.org/2017/02/diversity-doesnt-stick-without-inclusion

Harvard Business Review. (2016, September 1). Why the most common diversity programs don’t work [Video file]. Retrieved from https://hbr.org/video/5108682441001/why-the-most-common-diversity-programs-dont-work

Speaking Engagement Alert!

Thu, 03 Aug 2017 00:00:00 GMT

*Honorary Speaker*

Organized by The University of Texas El Paso School of Nursing for the 2017 Faculty Retreat

Topic: Emotional Intelligence and the Future of Nursing Academia

Date: Monday, September 11, 2017

Location:
University of Texas El Paso
School of Nursing
Health Sciences and Nursing Building
500 W University
El Paso, Texas 79968

Speaking Engagement Alert!

Fri, 07 Jul 2017 00:00:00 GMT

Topic: The Growth of Advanced Human Resources (HR) Analytics

Organized by HR Florida for the 2017 HR Conference & Expo

Overview:

With the major transition into technological competencies, the HR field is no exception to the changes in the modern workplace. HR analytics takes real tangible numbers and use them to make decisions. While the act of measuring HR components is nothing new, they were formerly more simplistic and measured general criterion that was not very applicable. Today, computer and software capabilities are more advanced in their proficiencies in assisting people obtain data. To provide insight on how and why HR analytics are becoming more prevalent and extensive, this session presents a framework for HR analytics, exlores the benefits and challenges of implementing analytical processes in HR practices, and offers recommendation for infusing HR analytics into all facets of the organization. As a final objective, this presentation proposes strategic methods for using HR analytics to maximize return of investment (ROI).

Learning Objectives:

Explore the role, purpose, and significance of analytics in HR.
Describe the benefits and challenges of HR analytics.
Outline and identify 5 key strategies for implementing and leveraging HR analytics in your organization.

Date: Tuesday, August 29, 2017

Location:
Hilton Orlando Bonnet Creek
14100 Bonnet Creek Resort Lane
Orlando, FL 32821

How Effective is Your Organization’s Learning Culture?

Tue, 20 Jun 2017 00:00:00 GMT

Learning and development is one of the most commonly discussed L&OD topic trending in the workplace. Yet, many organizations have trouble establishing an effective learning culture. This is probably occurring because the importance of instilling learning and development into the organization’s practices has been put on the back-end of the agenda when it should remain on the forefront.

So, is your organization reaping the rewards of an effective learning culture? If not, Nabong’s (2015) seven benefits may encourage you to consider taking a closer look at the value of an effective learning culture, including:

Increased efficiency, productivity, and profit.
Increased employee satisfaction.
An improved mindset among employees.
A developed sense of ownership and accountability.
Ease in succession and/or transition processes.
A culture of knowledge inquiry and sharing.
An enhanced ability for workers to adapt to change.

It’s clear a culture of learning in the workplace is important for maintaining a competitive edge. In a recent report, LinkedIn Learning Solutions (2017) revealed five top trends of workplace learning and several challenges today’s L&D professionals encounter. While the report indicates, organizations have forged a commitment to workplace learning initiatives, concerns with budget constraints, small team dynamics, gaps in ROI, and employee engagement present challenges. To ensure an effective organizational culture is achieved, these challenges need to be addressed.

If your organization faces any of these challenges, it’s time to reexamine the effectiveness of your learning culture. One important factor to remember is: All hope is not lost! You can transform your organization’s current learning and development culture by investing in the following five simple initiatives (Jones, 2016):

Identify links between learning, performance, and outcomes using daily operations.
Provide opportunities to apply what’s learned through practical experiences and coaching.
Position learning as a principal strategic initiative and implement programs that encourage knowledge-sharing.
Identify employees with subject-matter expert capabilities.
Encourage an employee-employer partnership that promotes accountability.

In the modern workspace, according to Hart (2016), these initiatives reinforce an organizational mindset that recognizes learning as a natural part of work, appreciates the significance of individual development, values all forms of learning in the workplace, realizes the outcome of learning is the most meaningful factor, and understands the importance of learning in a continually changing workplace.

References

Hart, J. (2016, January 2). 2016: Rethinking workplace learning. Retrieved from http://www.c4lpt.co.uk/blog/2016/01/02/2016-rethinking-workplace-learning/

Jones, D. (2016, February 21). 5 tips for building a learning culture in your workplace. Retrieved from https://www.thebalance.com/building-learning-culture-3878190

LinkedIn Learning Solutions. (2017). 2017 workplace learning report: How modern L&D pros are tackling top challenges [PDF document]. Retrieved from https://learning.linkedin.com/elearning-solutions-guides/2017-workplace-learning-report

Nabong, T. A. (2015, April 7). Creating a learning culture for the improvement of your organization . Retrieved from https://www.trainingindustry.com/workforce-development/articles/creating-a-learning-culture-for-the-...

Speaking Engagement Alert!

Fri, 31 Mar 2017 00:00:00 GMT

Organized by the Emotional Intelligence Training & Research Institute (EITRI) for the 2017 - Fourteenth Annual Institute for Emotional Intelligence

Topic: EI (squared): Emotional Intelligence x Enhanced Interactions

Overview:

Researchers agree emotional intelligence (EI) is powerful tool for success in daily life and at work. In the workspace, a high level of skill in EI provides employees with the ability to manage personal emotions, evaluate the emotions of others, and adapt and respond with proficiency, which also enhances social interactions. Improving social relationships in organizational settings also fosters a positive, productive work experience and boosts morale. Individuals with lower EI skillsets usually have difficulty managing and gauging emotional situations, which also influences their work experience and communication with others. So, how can organizations redress the balance? The Goal: Ensure that each employee’s potential is maximized, regardless of their level of EI, through EI skill attainment and maintenance training. This program provides a comprehensive framework for EI, highlights how EI manifests in the workplace, and presents approaches for strengthening and applying EI skills.
Learning Objectives:

Articulate the importance of emotional intelligence in daily life and the workplace.
Explore the competencies associated with emotional intelligence.
Analyze how improving emotional intelligence skills enhances social interactions.
Identify 5 strategic approaches for maximizing emotional intelligence skills.

Dates: Monday, April 03, 2017 8:30 AM - Friday, April 07, 2017 4:30 PM (Central Time)

Conference Location:

Emerald Beach Hotel
1102 S Shoreline Blvd
Corpus Christi, Texas 78401
United States

Getting Better Together Through New Year’s Resolutions

Thu, 19 Jan 2017 00:00:00 GMT

Now that the new year is here, it’s time to work towards achieving your New Year’s resolutions. Usually, this change initiative is driven by one’s desire to improve, try something new, or start a new endeavor. Truth be told, each year many make resolutions that can’t be accomplished because the underlying short- and long-term goals are unrealistic, inaccessible, or poorly planned.

Silva (2016) noted almost half of Americans make New Year’s resolutions each year, but only 8% of those individuals execute them. In these instances, poor planning and lack of commitment are commonly regarded as root causes for the individual’s inability to accomplish the resolutions they proclaimed at the beginning of a new year. Individuals are not alone, as organizations too often fail to plan accordingly and commit to reaching anticipated outcomes as well.

Failure to reach a goal, at any level—individual, group, or organizational, has plausible consequences such as reduced performance, productivity, quality, and morale. The same can likely be said for the countless, unfulfilled New Year’s resolutions that are set each year. One possible reason behind these shortcomings is the same unreliable, self-absorbed approach continues to be applied. Changing our mindsets about how we approach resolutions could be the answer to both personal and organizational success. But, how can this be accomplished in the business world?

Change and progress can be accomplished by aligning individual and organizational goals and executing through coordinated efforts. Dignan (2016) and EDC suggest organizations initiate a new way of thinking and incorporate two specific actions in yearly declarations to inspire employees. First, call to question what “safe risks” are by challenging norms and exploring progressive alternatives. Second, develop a weekly pattern to evaluate progress, reflect on accomplishments, and clarify next steps. By incorporating these two initiatives, both individuals and organizations can avoid setbacks, establish accountability, and work to accomplish their goals together.

References

Dignan, A. (2016, Jan 1). New year’s resolutions for the organization. Retrieved from https://medium.com/the-ready/new-year-s-resolutions-for-the-organization-bf51eab44db3#.sy96vh5gg

Silva, L. (2016, December 31). How to start 2017 right with new year’s resolutions for your business . Retrieved from http://www.capitalism.com/start-2017-right-new-year-resolutions-business/

Speaking Engagement Alert!

Mon, 02 Jan 2017 00:00:00 GMT

Topic: Engaging Millennials: What They Want from Organizational Leadership

Organized by the South Florida Organization Development Network (SFLODN)

Overview:

Organizational leaders continue to struggle with reducing turnover associated with Millennials, the largest generation in the U.S. workforce. The challenge in retaining Millennial employees involves providing organizational leadership that is visionary, engaging, and mutually beneficial. Providing an overview of the job expectations of Millennials, this presentation will explore the opportunities, challenges, and mutual benefits of applying various organizational strategies and tools to increase engagement and retention. Throughout the discussion prospects for implementing innovative OD techniques that promote commitment and reinforce interaction will be highlighted. Several practical methods and guiding resources for addressing turnover, as well as, for articulating the mutual benefits of engaging and retaining Millennial workers will also be offered. As a final objective, the presentation will encourage OD practitioners and consultants to examine existing organizational practices and identify areas to implement change.
Learning Objectives:

Understand the importance of reducing Millennial turnover.
Develop an understanding of the factors influencing Millennial engagement.
Gain knowledge about Millennials and what they want from their organizational leaders.
Identify 5 strategies for engaging and retaining Millennial employees.

Date: Thursday, February 2, 2017

Location:
Nova Southeastern University
3301 College Avenue
Fort Lauderdale, FL 33314

6 Ways Mental Health Days Can Help Organizations & Their Employees

Tue, 13 Dec 2016 00:00:00 GMT

Researchers agree good mental health is important to maximizing your potential. This is especially true for individuals in the workforce. Regardless of occupational classification—blue collar, white collar, etc.—many organizational members report occasionally needing a mental health day to maintain a healthy work-life balance. In general, the phrase mental health day was coined to describe a personal day used to recuperate from the stress and anxiety associated with work and daily life.

Work, physical or otherwise, produces exhaustion—it’s the natural way of things. In fact, work is identified as one of the leading causes of stress (Holmes, 2016). To recover from the stress caused by work fatigue, a mental health day may be in order. You and/or your employee(s) might need a mental health day if signs of burnout are apparent. Burnout involves the manifestation of profound mental, physical, or emotional stress, overwhelming feelings, or lethargy. Have you observed these types of behaviors within your organization? If so, you have already identified the need for encouraging mental health days.

Holmes (2016) explained mental health days are important for the following six reasons:

1. Helps reduce stress.

2. Allows for exploration and enhances mood.

3. Increases productivity and creativity.

4. Enhances ability to manage personal responsibilities.

5. Provides an opportunity for additional rest—sleep improves performance.

6. Instantly rejuvenates the mind.

So, what can you do to make the most of a mental health day? Co (2016) suggested engaging in enriching activities such as exercising, reading a novel, exploring nature, cooking a meal, or meditating. These activities encourage the development of hobbies and they also foster self-exploration processes. More importantly, the advantages associated with taking a mental health day reinforces a healthy work-life balance by emphasizing the following specific domains: (1) working smarter, (2) staying fit—mentally, physically, and emotionally, (3) preserving personal time, and (4) getting an adequate amount of rest (Fitzpatrick, 2015).

Is a mental health day your organization’s answer to helping you or your employees achieve a healthy work-life balance?

At EDC, we practice what we preach, so to speak. As the year approaches a close, we will be practicing mental health days encouraging our team members to take much needed time off enjoying the holidays with friends and family! That said, on behalf of the EDC team, we wish you a Happy Holiday and all the best in the upcoming year!

References

Co, E. (2016, February 25). You deserve it: 12 ideas for taking a mental health day . Retrieved from http://www.popsugar.com/smart-living/Relaxation-Ideas-28158788

Fitzpatrick, K. (2015, November 17). 12 keys to achieving work-life balance . Retrieved from http://dailyburn.com/life/lifestyle/work-life-balance-tips/

Holmes, L. (2016, June 21). 6 very good reasons to take a mental health day: Your brain will thank you . Retrieved from http://www.huffingtonpost.com/entry/mental-health-day-benefits_us_5767f4d0e4b0853f8bf15a33

You Had Me at....

Thu, 17 Nov 2016 00:00:00 GMT

Welcome! I just want to take the time to welcome you all to my website and share a little about myself and how this blog will be utilized.

For the last several years, I've been deeply engrossed in self-development activities and other learning opportunities for personal and professional growth. As one of my commitments to continuing my never-ending journey of learning and helping others, I've decided to maintain a blog to share personal experiences, create conversations, disseminate field information and research findings, present practical and actionable strategies, and motivate change. The type of change I desire to initiate is the kind that encourages engagement, improves performance, and maximizes each individual's potential.

If you have a particular topic(s) you'd like to further explore, please feel free to share them with me. I encourage all readers to submit their questions, comments, and feedback using the Contact page.

Thank you all so much for your support in advance. Let's collaborate and flourish together!

Warmly,

Dr. Shené