 by the BBC - (great tips for all uncertainties not just pandemic related)
"It may feel like we are living in extremely uncertain times, and that we now lack control over many important things in our lives, but is it still possible to be happy? Here are six tips from experts in psychology and neuroscience on how to better manage the uncertainty in your life during these unprecedented times". Video by Eleonore Voisard Click to see the video  There are certain characteristics inherent to resiliency. By Diana Raab, PhD, Award-winning author/poet/blogger/speaker
I have always believed, and I still believe, that whatever good or bad fortune may come our way we can always give it meaning and transform it into something of value.” ~ Hermann Hesse The way in which you deal with the stresses and our ‘new norm’ bestowed on us by the pandemic, could be an indication of how resilient you really are. Resilience is defined as the ability to withstand or recover from difficult situations. It’s the ability to ‘spring back,’ in spite of all odds. It’s how you’re able to restore equilibrium in your life during or following upheaval. In recent months many of us have encountered many new challenges, personal, economic, psychological and/or emotional, and it’s certainly a good test of resilience.  There’s more to life than reaching targets – Try including life skills for support to achieve a more balanced life? By Suzie Doscher, Executive Coach & Life Coach focusing on Personal Development,
Self-help Author 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.  When employees are celebrated, appreciated, and guided by a positive workplace culture, everyone wins. 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.  as seen on one of Robert Gordon's slides:
One of the basic facts about emotion - Feelings motivate
One of the basic facts about business life: Meetings are… suboptimal We have a lot of (probably WAY too many) fairly useless meetings. They don’t GO anywhere, people leave having heard, but not feeling heard. The leave with ideas but not meaning. Put the two facts together:
If you consider that every meeting is an opportunity give a gift of emotion — emotion that will create some value for the person, the team, the organization — what gift will you give?  Quote by Dr. Wayne Dyer by Suzie Doscher, Executive Coach and Life Coaching focusing on Personal Development, Self-Help Author: Balance - A Practical Handbook for Life's Difficult Moments
Coaching your team? Add this skill to your coaching style – being non-judgmental. There is an abundance of articles on being a coach to your people. I enjoy reading the quality information provided by the Harvard Business Review. The desire to increase, enhance or maintain the quality of work, and in some cases even the quality of life at work, is evident. The article in the HBR: Most Managers Don’t Know How to Coach. But They Can Learn, offers wonderful insights on what coaching is all about and aims to achieve. Your responsibilities include leading, motivating, inspiring and with your coaching you hope to further their growth, development and enhance their skills.  “Life is 10% what happens to you and 90% how you react to it” - Charles R. Swindoll Learning how to respond to a situation rather than just reacting to it brings huge rewards. Needless to say, it is one of those behaviour changes that is easier said than done. However it can be achieved.
Responding rather than reacting means you will have taken time to consider the situation and which response and consequent outcome best suits you. The difference between reacting and responding:
To react means you are not able to influence your emotions and you act emotionally rather than from a place of clarity. What you can gain by stopping knee-jerk reactions is a sense of strength, achievement, power to influence, calmness, plus an increase in your self-esteem. The rewards will be felt not only in your private life, but also at work.  Emotional intelligence is now one of ten critical job skills required for workers to thrive by 2020. 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... |
Raise your self-awareness with this:
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YOU ARE THE CEO OF YOUR LIFE -
Let's start making some changes
Executive Coach & Life Coach for Personal Development
Accredited Professional Master Coach (IAPC&M)
Zurich - Thalwil, Switzerland
Phone: + 41 43 443 59 54
Email link
suzie@suziedoscher.com
