Poker Face… My, My Emotionally Intelligent Poker Face?
A recent article on the Management Today website has raised the concern that emotional intelligence can be abused to manipulate others in the workplace in order to achieve self-serving goals. Drawing from the research report of Prof. Martin Kilduff and Dr Jochen Menges (Cambridge’s Judge Business School) and Prof. Dan Chiaburu (Mays Business School, Texas) the article warns that EI can be used to “manipulate, spin, intimidate and generally bend others” to one’s own agenda.
Just how important are emotional/relational factors such as empathy, trust and respect when it comes to empirical clinical outcomes?
A good bedside manner has received much anecdotal support in everyday conversation where we hear friends, colleagues and patients refer to a good bedside manner as essential to comprehensive and effective healthcare.
But does the research evidence corroborate these notions?
What is your definition of effective coaching?
Many coaches I have spoken to or read about have defined effective coaching by using words such as support, challenge, develop, change, facilitate, collaborate, inspire etc. Despite these overlaps in how coaches describe what they are aiming to do, there are a multitude of approaches, frameworks, techniques and ethical viewpoints that promise to make you an effective coach.
“Leadership is lifting a person’s vision to higher sights, the raising of a person’s performance to a higher standard… …the building of a personality beyond its normal limitations.“
Peter F. Drucker
How do leaders build others’ personalities beyond their normal limitations? And equally important, how do leaders raise their own vision and performance beyond the limits of their own personality styles?
First-degree Change: An Illustration from Healthcare
Medical healthcare has traditionally focused largely on providing remedial or “curative” treatments for acute conditions. A patient with bacterial pneumonia is typically diagnosed based on presenting symptoms, and then treated with a course of antibiotics to “fix” or eradicate the health problem. We could call this approach a “first-degree” intervention and it is of course necessary and essential in the management of acute conditions.
But how well does this approach work in the treatment of ‘lifestyle-based’ health problems such as obesity, diabetes, and heart disease?
Emotionally Intelligent Emails
The 21st century is replete with new technologies that have changed the way we communicate.
On the train this morning I was typing an email to an American colleague on my mobile phone. We were corresponding to negotiate an appropriate time for a Skype call tomorrow. Most of us take this kind of technology for granted now, but just over a decade ago this kind of convenience was inconceivable. I’m still amazed that within minutes of switching on my laptop, I can communicate with a person in another continent at very little cost.
When you hear the word ‘intelligence’ what do you think of?
Most of us associate the word intelligence with the mind’s ability, and with things like academic performance or the grasp of complex knowledge. The dictionary defines intelligence as the power of learning, understanding and reasoning, and describes intelligence primarily as a mental ability.
But recent developments in the field of business psychology have expanded the notion of intelligence from a purely thinking-based capacity to include our feelings and emotional understanding of the organizational functioning. Emotional intelligence is now widely recognized as central to better managing professional relationships, and increasing productivity.
Strategies for Managing Conflict In the Workplace
This article briefly explores Conscious Perception and Empathic State Development (adapted from David Taylor’s Naked Coach: Business Coaching Made Simple, 2007) as two related strategies for better managing conflict in the workplace. An emphasis is placed on how our points of view shape our patterns of interpretation and response.
Ultimately it is proposed that taking personal responsibility for the impact of our limited perspectives and behaviour, while developing alternative and empathic interpretations of others’ behaviour, is the key to better workplace relationships and becoming good at managing conflict in the workplace.
The Limitations for Coaching and Development of the Myers Briggs Type Indicator (MBTI) and other Preference-Based Personality Questionnaires
MBTI and Other Personality Questionnaires – Employee Selection and Development
Psychometric assessment has become standard practice for most global organizations and companies with a keen interest in thorough employee selection and development. Today psychometric assessment is used by more than 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK.
Never before has the appropriate selection of effective psychometric assessment tools been more important.