Many people grow up pretty confused about their emotions and how they work. So, understandably, they tend to simply avoid what feels bad and hold onto what feels good.
The problem is…
Making decisions based on how you feel is a recipe for both failure and unhappiness.
On the other hand, emotionally sophisticated people have a more nuanced understanding of how emotions work. And the better you understand your emotions, the easier it is to work with them in a healthy way.
Emotional sophistication means having a deep understanding of how your emotions actually work.
If you want to cultivate a healthier understanding of your emotions, these 6 habits are a good place to start.
1. They’re Curious About Their Own Mind
If you’re stuck tossing and turning once your head hits the pillow, these tips can help.
There are few things more frustrating than getting in bed after a long, tiring day only to realize your brain isn’t ready for sleep. You know those nights: Despite how exhausted you feel, your mind is off ruminating on tomorrow’s to-do list, your uncertainties about the pandemic, or whatever other worries are real for you in that moment. While you’re in the heat of tossing and turning, sleep can feel like a hopeless reality — but fortunately, that’s rarely the case. There are plenty of in-the-moment strategies that can help us kick our worries out the door so we can get the rest we need and deserve.
We asked our Thrive community to share their go-to strategies that help them fall asleep when they’re stuck tossing and turning. Which of these tips will you turn to the next time you can’t sleep?
by Thomas Oppong
The world’s greatest thinkers problem-solvers and decision-makers rely on a set of principles, shortcuts, frameworks and smart tools to cut through complexity, difficult decisions and life-changing obstacles.
These are a few of my thinking principles. I use them to improve and upgrade my intellectual life. All of them will help you think better, and I hope they inspire your own intellectual curiosity. Each thinking model offers a different framework that you can use to look at life.
Feedback will always be ineffective if the recipient doesn’t understand it. Here’s how to make sure your conversations always achieve the intended result.
How effective are you at giving feedback?
When managers answer this question, they often describe how and how often they deliver feedback to their employees: timely, direct, actionable, contextual, continuous. As long as the feedback is delivered often enough and directly enough, we reason that it’s effective.
Unfortunately, this couldn’t be farther from the truth.
A recent Harvard Business Review article by Michael Schaerer and Roderick Swaab titled “ Are You Sugarcoating Your Feedback Without Realizing It?” provides a grave reality check. Their research shows that many managers deliver inflated feedback unintentionally, and often think they’ve been much more clear then they have been.
Indeed, in one study mentioned in the article conducted at a multinational nonprofit organization, Schaerer and Swaab observed that “the employees perceived feedback as being more positive than their managers thought they would.” When the feedback became more negative, the understanding gap widened.
by Suzie Doscher, Executive Coach and Life Coach for Personal Development, Self-Help Author
How can companies best support their employees during these difficult and challenging covid related times?.
Working from home has added some extra issues to deal with.
Individuals benefit from support dealing with:
(Coaching is not a substitute for counseling, psychotherapy, psychoanalysis, mental health care or substance abuse treatment)
Ever been asked to say a few things about yourself? Perhaps you said you’re a good communicator, attentive to details, or a team player. The point being, we all define ourselves in a certain way.
Here’s the paradox, though; It’s not what you say that is an accurate representation of who you are, but rather what you show yourself to be. That’s how people judge you. They respond to the image you project. As such, it’s critical to focus on what you do rather than what you say.
If you want to sell yourself to the world in an authentic way, focus on these four really small things because they say a lot about you. This way, you’re guaranteed to make a lasting impression and command respect from people.
By Caroline Bologna
There's research to suggest some genres of music are better for productivity than others. As many of us continue to work from home amid the COVID-19 pandemic, we’ve seen big shifts in the way we conduct business.
Without the background noise of the traditional office setting, many people have implemented music into their work days to fill the sound void and break up the monotony. Others have turned to music to help drown out the chaos of their home lives while they work.
Music can help stimulate the senses and get the creative juices flowing. A 2005 study linked listening to music while working with quicker and higher-quality results. But research has also shown that some kinds are better for different work contexts than others.
By Suzie Doscher, Executive Coach & Life Coach focusing on Personal Development,
When a company focuses solely on reaching targets and continually pushes employees to reach these goals, the side effects often result in a high turnover and burnout rate.
Ironically, this can cause the company NOT to achieve its targets in the desired timeframe. Pushing too hard in one direction results in an inevitable push back from the opposite direction. This is a law of nature that applies to the business world as well.
Stressed employees trying to reach sometimes unrealistic or unnecessary targets tend to operate at half of their capacity. They start to make mistakes and lose track of the details amid their overwhelming work schedules. They tend to suffer physically exhaustion as well. All of this hurts productivity, the very thing the company is trying to increase.
By Karen Bridbord, Ph.D., Licensed Psychologist and Organizational Consultant
When I wrote about the inflection of workplace culture back in May, I was expecting the pandemic to be a distant memory by now. Remember when we all thought it was going to last three weeks? Yet today, six months into the most significant global health crisis of our lifetime, we find ourselves still grappling with uncertainty.
Instead of creating new rituals to uplift and ground us as we find ourselves, as I recommended in the beginning of the pandemic, we now must find a way to sustain ourselves. We’re collectively exhausted. This pandemic is a marathon, not a sprint, and we need to act accordingly. This includes adjusting our company values and how they’re operationalized in our organizational cultures.
By Marcel Schwantes at Inc.
In 2016, the World Economic Forum released its fascinating Future of Jobs Report, where they asked chief human resources officers from global companies what they saw as the top 10 job skills required for workers to thrive by 2020.
One skill projected for success in 2020 that didn’t even crack the top 10 list in 2015 was — you guessed it — emotional intelligence.
According to many experts in the field, emotional intelligence has become an important predictor of job success for nearly two decades, even surpassing technical ability.
In one noteworthy CareerBuilder survey of more than 2,600 U.S. hiring managers and human resources professionals, it was found that “fifty-nine percent of employers would not hire someone who has a high IQ but low [emotional intelligence].”
In fact, 75 percent of survey respondents said they’re more likely to promote someone with high emotional intelligence over someone with high IQ.
Companies are placing a high value on workers with emotional intelligence for several reasons. In my own studies and observations over the years as a leadership coach, here are six that really stand out...
I have attended some events and thought the same "UGH" when I heard the word Icebreaker! I whole heartedly agree that bringing the group together, creating a safe environment and encouraging a feeling of connection is important for a workshop / group event to get off the ground successfully. Some people will open up more easily if they have had 'eye contact' with the people next to them, others are happy to open up without this being necessary. Individuals are exactly that 'individual'.
I like the suggestions in this article because they offer 'ice breakers' that are more neutral and connect the group in a more meaningful way in my opinion.
As Peter Block says: "“Connection before Content.” If a group is going to concentrate on a difficult issue, they need to learn who others are, the skills they bring, the experience they represent, and the values they hold".
and Nancy Dixon's rule are great.
Please! No More Icebreakers -
Raise your self-awareness with this: