Comments for Emotional Intelligence Leadership

Comment on Knowledge + Ability + Skills + Motivation = Happy Person, Optimal Performance by Exertia

Exertia — Tue, 26 Jan 2010 22:31:36 +0000

Nice post! Expands on Stephen Covey’s idea of the 3 pillars: Knowledge, Skill and Motivation by adding “Ability” to the mix.

Comment on Success: Task or Relationship Oriented? by Emotional Abuse Relationships

Emotional Abuse Relationships — Sat, 14 Nov 2009 15:03:07 +0000

If you are being abused by your partner, you may feel confused, afraid, angry and/or trapped. All of these emotions are normal responses to abuse. You may also blame yourself for what is happening. But no matter what others might say, you are never responsible for your partner’s abusive actions. Dating abuse is not caused by alcohol or drugs, stress, anger management, or provocation. It is always a choice to be abusive.

Comment on Leadership Principle 1: Know Yourself by Making Best Better Team

Making Best Better Team — Fri, 26 Jun 2009 08:51:18 +0000

This is a great article. Only by knowing yourself can you be able to give more of yourself to others, in your business and in your personal life. Remember that success is not by chance, it’s by CHOICE. You have to make an effort before you can experience success.

Comment on How to Build Trusting Relationships, a Key Element to Bringing Out Optimal Performance in Others by Leigh Jackson

Leigh Jackson — Thu, 18 Jun 2009 06:10:29 +0000

There are detractors as it relates to emotional intelligence. From what I can gather because it cannot be documented, scientifically with facts, it is perceived it seems, to be the “flavor of the month”. Can emotional intelligence be learned? Are some people born with a higher level of EI than others?

Comment on The Top Three Reasons Leaders Need to be Socially Aware (part one) by Edataindia

Edataindia — Sat, 13 Jun 2009 00:18:21 +0000

It has been noticed and very interesting that numerous persons with superior I.Q fail whereas those with less intellectual talent are radically successful. Even in certain well known business household where employees are instructed to be smart, the most valued and productive managers are those who have a high emotional intelligence level and not necessarily those with highest I.Q. such examples are plentiful in business, politics, academia etc.

Comment on For Heaven’s Sake, You Think I Should Thank You for That?!? by mark

mark — Wed, 15 Apr 2009 15:18:39 +0000

I bookmarked this site, Thank you for good job!

Comment on For Heaven’s Sake, You Think I Should Thank You for That?!? by Alicia Smith, DISC Ninja

Alicia Smith, DISC Ninja — Wed, 11 Mar 2009 00:52:39 +0000

Alison -

Your post reminds me of two resources: The One Minute Manager by by Kenneth Blanchard, Ph.D. and Spencer Johnson, M.D. and an assessment from Inscape Publishing called Workplace Expectations. Both support and offer ways to meet the needs for recognition for every individual.

Volunteer. or paid employee, we all want and need recognition. It gives us a certain fulfllment, a reason for being, if you will.

Your reminder to look for the opportunities to appreciate people more is especially good, given that so many people these days are hard pressed to see what is right in their lives and the world around them. A little sincere appreciation helps both the sender and the receiver!

Thank you for your heartfelt encouragement, served up with a dose of healthy, and emotionally intelligent, reality.

Alicia Smith, DISC Ninja

Comment on For Heaven’s Sake, You Think I Should Thank You for That?!? by Tina

Tina — Sat, 07 Mar 2009 05:53:54 +0000

Really great reminder of the power of a simple thank you. And I think too, in my role as “manager” in the work I do… this reminds me that sometimes a heartfelt thank-you is all that I need to give. I sometimes wonder if we try too hard to find other ways to ‘make people happy’ when thanks may be all they need.

Comment on Your Leadership Legacy: Success??? by Alicia Smith, DISC Ninja

Alicia Smith, DISC Ninja — Mon, 02 Mar 2009 04:05:02 +0000

Alison – thanks for this reminder. It is so interesting that we so often focus on our weaknesses and not our strengths. One of the tools that I rely on personally, and that I use with my clients, is the DiSC Personal Profile System. This is a 4 Quadrant Model of behavior that is elegant in its simplicity.

In less than 10 minutes anyone can see in black & white their specific strengths and limitations. It is not that the information is revolutionary; at some level we all know ourselves. But there is a confidence offered when we have this information confirmed by a highly researched and validated instrument.

Even as someone who knows this well, reverting back to old behaviors still happens with regularity. Thanks for the gentle reminder, including action steps to take us back to our true selves.

Alicia

Comment on Leadership Intention and Impact by Nina East

Nina East — Sun, 08 Feb 2009 21:36:03 +0000

Excellent point, Alison. Back when I had a traditional job, I remember the thing that upset me the most was having someone question my intention. Often, when I backed up, I realized I had not been as clear about it from the beginning as I could have been. In my own business I try to make it a point to state my intentions – first to myself (so I know what the heck I’m talking about) and then to my team and clients. It has helped tremendously.

I wonder what some of the now infamous CEOs are thinking about intention and impact (regarding bonuses, airplanes, etc.). I’m guessing they didn’t think a lot about the impact their decisions would have, but I also wonder if they had thought through the intentions.

Hmmm…
Nina!