Comments for Lead Change Group

Comment on Leadership Autopilot by Leadership Autopilot | MSBCoach Blog

Leadership Autopilot | MSBCoach Blog — Tue, 21 Feb 2012 09:05:59 +0000

[...] the full blog post at http://leadchangegroup.com/leadership-autopilot/ Posted in Coaching, [...]

Comment on Top 3 Change Management Mistakes by Ian Spendlove

Ian Spendlove — Sun, 19 Feb 2012 18:29:47 +0000

Great reason. I enjoy read it Marcy Lu

Comment on 5 Reasons Why Emotional Intelligence Workshops Fail by Lyn Boyer

Lyn Boyer — Sun, 19 Feb 2012 16:40:16 +0000

Chris, I looked at your article and I think you have made some very valid points. There is a difference between transient emotions and temperament. It may be in the same vein as the nature vs. nurture discussion. As I see it, temperament affects transient emotions. One person is more likely to experience a particular emotion in a given situation based on inherited temperament. Emotions are also learned, however. I may learn to think people are manipulative, or I may learn that people are cooperative. That preconception determines my emotional response. I have explained that idea my fully in my recent book, Connect: Affective Leadership for Effective Results.
People have little control over some emotions (a startle/fear response, for example.) However, they have control over how they respond to those emotions, and that is why EI comes into workplace discourse. If people do not understand the nature of emotions and make no effort to improve their behaviors toward co-workers, clients and others in an organization, they are less productive than they can be. I think for leaders who want to improve the climate of an organization, it is important to consider how to change certain emotion-laden behaviors regardless of cause. My next blog will deal with recommendations Goleman and others made based on research they did. Maybe you will want to read that as well.
Thank you for adding a different view. Lyn

Comment on 5 Reasons Why Emotional Intelligence Workshops Fail by Chris Golis

Chris Golis — Sun, 19 Feb 2012 08:22:59 +0000

I think your blog and the comments are on the wrong track and this is why the take-up of EQ is slow. While Goleman defined EQ and why it is important, he did not describe how to lift EQ in his seminal book. The main reason is that he did not have a theory of core emotions. He has since gone down the competency route which is another wrong track.

I think the major problem stems from a confusion between transient emotions (driven by the amygdala) and temperament (which is our genetic predisposition to how we emotionally react.) To really understand emotional intelligence you need a theory of temperament and I have blogged on what I think is the most practical for managers and salespeople. http://www.emotionalintelligencecourse.com/eq-blog/temperament-is-more-important-than-transient-emotions.html

Comment on 5 ideas for improving how you manage people by Rodrigo Leite - Brazil

Rodrigo Leite - Brazil — Sat, 18 Feb 2012 11:55:48 +0000

Great job!

Thanks for sharing.

Regards from Brazil

Rodrigo

Comment on 5 Reasons Why Emotional Intelligence Workshops Fail by Lyn Boyer

Lyn Boyer — Fri, 17 Feb 2012 22:09:08 +0000

Karl, Thank you and thanks for your comments.
Yes, as a coach, I fully agree, of course. I also think in the area of emotional intelligence a coach is particularly important. However, as you and others point out, the need for trust and a sense of security are paramount.

Comment on Love, Accountability and Leadership by Susan Mazza

Susan Mazza — Fri, 17 Feb 2012 22:01:58 +0000

You make many great points Mike especially that love is a verb!

There seems to be a prevalent belief that holding someone to account is somehow shaming them or doing them harm, perhaps because as you point out it can be painful to have to face where you did not deliver on your promises. .For the person holding someone to account it can be painful too – being on the other end of someones negative emotions/reactions can be hard. Yet when we hold someone accountable for being and doing their best then we strengthen them. it is as you point out an act of love. Iff you are blaming or shaming someone in the name of accountability you are not holding them accountable but rather attacking them. No one wins or grows and harm is done to the people involved and the relationship in those situations.

Comment on 5 Reasons Why Emotional Intelligence Workshops Fail by Karl Jones

Karl Jones — Fri, 17 Feb 2012 16:50:17 +0000

I couldn’t agree more with your article. One of the biggest challenges I see in clients trying to modify their behavior is the requirement to get outside their comfort zone repeatedly and deal with the anxiety. Classroom settings which provide information and the opportunity to practice in a ‘safe’ setting are a start in the behavior modification journey. One of the difficulties in continuing the process in the work setting is the lack of a support system to help cope with the anxiety. A coach provides the support, feedback and encouragement to help overcome this personal challenge.

Comment on 5 Reasons Why Emotional Intelligence Workshops Fail by Jon Mertz

Jon Mertz — Fri, 17 Feb 2012 14:58:36 +0000

Thanks, Lyn. I will check that out. Appreciate it. Jon

Comment on 5 Reasons Why Emotional Intelligence Workshops Fail by Lyn Boyer

Lyn Boyer — Fri, 17 Feb 2012 13:01:45 +0000

Jon, I hope you have an opportunity to attend EI workshops, and I would like to think that they would be more than a one-day session. If you would like to learn more, I strongly recommend Daniel Goleman’s work, particularly Primal Leadership, his discussion of the importance of EI to leaders. Yes, it can be challenging to facilitate sessions in which people hold back, which they can do if they do not trust the facilitator or the environment. However, when everything is working, it is great fun to see people learn how and why emotions work as they do.