Category Archives: Uncategorized

Leading Trust Capacity Growth – The 4 C’s

In last week’s reading about the trust triangle we found that individuals that share more are known more and therefore easier to trust. This week I will write about the other principle mentioned in the 1st module of the ICOPE program namely the 4 C’s of trust based on the book of my dear friend Jonathan Low from Singapore. 

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Leading Trust Capacity Growth – The Trust Triangle

                                                                                      

All leaders know how important trust is. Often when I speak to leaders they indicate to me that nothing can be done before trust is built.  In the ICOPE training we learn 2 principles on Trust with the ultimate aim of gaining insight into the generation of trust in our followers.

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HOW IMPORTANT IS THE PAST WHEN YOU DEAL WITH THE FUTURE?

HOW IMPORTANT IS THE PAST WHEN YOU DEAL WITH THE FUTURE?

Many people believe that the future is not connected to the past. How mistaken they are. The way we behave now is founded on what we have experienced in the past. Interestingly we tend to go to the worst about our past and ourselves (Law of Slip & Self) . This causes us to focus on the worst things in our past instead of the best. Because of this, people tend to approach their future with the worst thoughts that they can have about their future. This dynamic sets them up for failure. We lose because we have not been equipped to deal with the past effectively.

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Emotional Debt & The Workplace

Emotional Debt & The Workplace

On the level of OTHERS (which is one of the 5 levels of emotional debt – Others, Faceless, Dead, God & Self)

No Feedback is one of the biggest triggers leading to high performer towards becoming toxic team members

How this happens is best explained by the below dynamic:

 

The high performing team member does not get feedback from their supervisors and start dropping in performance partially because they feel that the supervisor has wronged them by not acknowledging their performance and secondarily because this emotional debt had eroded the meaning that the staff member had experienced. This high performer is thus transformed into a toxic staff member that influences the other members in a negative way and prevents the team from performing as they could (as can be seen in the blue line). The alternative is that the member picks up performance just past the danger line and maintains a just enough to keep the job position (as can be seen on the orange line).

 

If the company had invested in an effective EQ training the high performing members would have sufficient insight to deal with the debt and would write it off before the performance dropped to the levels that it had. Even more important if the leaders had completed the ICOPE training they would be using the SBI model frequently and the risk for this emotional debt would have been minimized.

 

Solution/Insight

If you realize that your supervisor has hurt you in any way, take the action your grievance policy allows if it is bad enough. Whatever you do make sure that you write that debt off to keep enjoying your work and build a good future for yourself. You should work on boundaries if it is “life threatening” it is however crucial that you remind yourself that your leaders might be hurting you unintentionally.

 

As a leader in your organisation it is important to care for your high performers and give them frequent feedback on what they do rite and what they should do more off and what less. Google the SBI model by the Centre of Creative Leadership and use the model like breathing. Give as much feedback as possible so everyone knows exactly where they stand and how they can improve.

Emotional Intelligence and Rehabilitation of Prisoners

eq-crimeEmotional Intelligence and Rehabilitation of Prisoners

As at first the intelligent quotient arrest a lot of attention, psychologists have identified many more areas of intelligence, which include: fluid intelligence, crystallized intelligence, social intelligence, emotional intelligence, spiritual intelligence etc. These areas are all indices of adjustement (Salovey and Mayer 1990; Goleman 1995; Zohar and Marshall 2000; Animasahun 2003; Jimoh 2007). Adjustment is defined as the utilization of skills and experiences that facilitate personal integration into the society and environment they live in. It describes the adaptation of a person to keep pace with changes in its environment. Adjustment makes there a difference for excellence because only an adjusted person can be productive in the environment he belongs to (Animasahun 2003).

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