Congratulations! You’ve just received the long-sought-for promotion, and now find yourself in a brand new leadership role. But perhaps you’re also a little intimidated by the idea that the very people who were working with you, now work for you. This can be a difficult, uncomfortable transition for you and your colleagues. Let’s look at five ways to make it easier.
Determining the success of your workplace can be tricky, as your bottom line and sales conversion rates will only tell you so much. Metrics that measure employee satisfaction, stress, and turnover are arguably just as valuable. The following are a few of the most useful metrics for establishing and maintaining a productive and harmonious workplace:
Happy employees are productive employees. Unfortunately, employee satisfaction can be tricky to measure. Surveys should be anonymous, and employees should be promised no retribution based on their responses. Questions should not only address how satisfied employees are with their work, but also what they think about specific aspects of the workplace, such as transparency, diversity, communication with coworkers, and communication with management.
Failure is an expected and arguably necessary aspect of business leadership, but the temptation to give up in the face of failure can be tough to overcome. This natural impulse to quit can be mitigated through resilience, but not all business leaders are naturally resilient.
Tempted to throw in the towel following a significant setback? Cultivate greater resilience with one or more of these effective strategies:
Mindfulness can have a profound impact on the brain. A 2011 study published in Psychiatry Research Neuroimaging found that those who engaged in Mindfulness-Based Stress Reduction (MBSR) experienced significant increases in gray matter density in the left hippocampus. Mindfulness is also believed to strengthen the anterior cingulate cortex (ACC), which is associated with self-regulation and mental flexibility — critical elements of resiliency.
A 2009 study on emotional intelligence, The neural bases of key competencies of emotional intelligence, found a strong connection between general intelligence and behavior. Those who score high on general intelligence tests usually also score higher on emotional intelligence tests, possibly since both skills activate the same parts of the brain.
In today’s post, we’re going to examine this research in the context of how leaders can get more out of their teams and create conditions for better and more tailored communication throughout an organization.
The research, led by Aron K. Barbey, a neuroscience professor at the University of Illinois, examined 152 Vietnam veterans with brain injuries. Barbey and his colleagues assessed how brain damage, to specific areas of the brain affected both emotional and general intelligence.
Whether you’re trying to remake the culture at your office, recruit great people or triage after some nasty “office drama,” you might benefit from honing your communication skills.
You need to be able to convey messages to other people effectively, and you need people to hear what you are saying and respond well. One key to making this communication “dance” work is learning how to listen effectively. When you listen well, you can pick up subtle signals from vendors, employees, and other stakeholders you might otherwise have ignored. Demonstrating empathy can also inspire loyalty and a desire to contribute. Here are some powerful tips to that end.
1. Pay attention to body language.
Communication is a lot like an iceberg. The “visible part” (which is smaller) consists of the actual words exchanged. The “invisible part” (the part of the iceberg below the water) involves non-verbal communication — the subtle verbal gesticulations that you make in between words, how you nod, how close you are from the other speaker, how you time certain responses, how your face looks as you are speaking, etc.