Showing posts with label EQ at work. Show all posts
Showing posts with label EQ at work. Show all posts

Thursday, August 28, 2008

When You Make a Mistake at Work

It's a fact of life that you'll make a mistake at your job from time to time. How you handle it is what makes a difference.

See When Admins Mess Up: Four Steps Toward Controlling the Damage
by John Rossheim Monster Senior Contributing Writer

When you make a mistake, says Rossheim, here's what matters:

  • How you react
  • What you do about it
  • How you reduce the chances of repeating the mistake
The article outlines a 4-step plan for remedial action. It begins with "calm yourself" -- yes, we're on to emotional intelligence immediately. The first step is managing your emotions, and it makes the other steps possible.

To increase your career and personal potential, take THE EQ COURSE, get EQ coaching. Your emotional intelligence matters.



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Sunday, May 18, 2008

The Apology

It's entitled "Doctors start to say 'I'm sorry' long before 'see you in court'."

This article discusses doctors expaining their errors and apologizing to the patients and the effect it is having on malpractice lawsuits. And perhaps as importantly, on doctor/patient relationships. It's referred to as "full disclosure" here.

From the article:
At the University
of Michigan
Health System, one of the first to experiment with full
disclosure, existing claims and lawsuits dropped to 83 in August 2007 from 262 in August 2001, said Richard C. Boothman, the medical center’s chief risk officer.

“Improving patient safety and patient communication is more likely to cure the malpractice crisis than defensiveness and denial,” Mr. Boothman said.

It is often difficult in today's world to say "I'm sorry", admitting fault ... and insurance companies have long recommended against it, but sometimes it's what we really want when we are the offended party.

And, defensiveness and denial are simply not good emotional intelligence - at work, in relationships or anywhere else.

Email me for EQ coaching - sdunn@susandunn.cc . Coaching for professionals, coaches, and interested others.


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Thursday, November 22, 2007

Ray Garrett, SEC, showed Emotional Intelligence

email me at susandunn@live.com

RAY GARRETT, JR. former chairman of the Securities and Exchange Commission (SEC)

Emotional Intelligence is crucial to leadership.


Read this letter written by Harvey Pitt Ray Garrett, Jr., Chairman of the SEC, 1973-75.

"He gave so much, that one can only hope he received at least half of what he gave." Is there a boss you've had that you would say that about? Do your employees talk about you that way?

Ray Garrett, Jr.: A Remembrance
by Harvey L. Pitt


It is difficult to believe or accept that Ray Garrett, Jr. has died, in the prime of his life, and at the top of his career. For those who were privileged to know him, the very mention of his name evokes images of unparalleled vivacity and boundless energy - he possessed an incredible zest for life. These facts of Ray's personality make it impossible to depict in words Ray's spirit, warmth and humanity; but, despite his untimely death, it is important that his memory, and his ideals and values, should live on after him, and be cherished. This brief reflection of some of Ray's qualities is, I hope, a modest start in that direction.


While Ray was, most assuredly, a multifaceted individual, there is a natural tendency for most of us to think principally of his Commission activities. The Commission was fortunate to have had two separate tours of duty from Ray - once in the 1950's, when he served first as Associate Executive Director and later as Director of the Commission's Division of Corporate Regulation, and once more recently, from 1973 to 1975, when Ray honored the Commission by becoming its Chairman. It was as Chairman that I first came to know Ray. It took only a few weeks until I felt as if I had known him my entire life. I respected Ray as a teacher, and I loved him as a father. He was a very special person.


The period of Ray's Chairmanship was tumultuous and difficult. The political environment in Washington at the time was taking on crisis proportions, and some of the external developments unfortunately reached the SEC. In keeping with his personal style, Ray neither coveted nor sought the Chairmanship. His family, with whom he was extraordinarily close, lived largely in Chicago. His law firm, also located in Chicago was, together with his bar commitments, the center of his professional activities. While others actively sought the job, Ray turned the President's requests down twice, before he finally agreed to assume the Chairmanship on the President's third request. Typically, it was an appeal to Ray's sense of loyalty to the Commission, and his sense of patriotism to the Country, that finally prevailed...


Ray's external accomplishments as Chairman were impressive - among other things, he spearheaded the move to unfix commission rates, he shepherded the drafting and revision of the 1975 amendments to the Securities Exchange Act, he presided over the development of Stan Sporkin's now-heralded management fraud program, he commenced the Commission's recently-culminated examination of beneficial ownership and takeover regulations, he spurred the development of important new accounting and disclosure concepts (such as differential disclosure) and, perhaps more importantly, he served as Commander-in-Chief for the Commission's successful war on the attempt to exile us all to Buzzard's Point.


It is, however, Ray's internal accomplishments as Chairman that seem most important now. By word, by deed, and by his presence, he promoted intellectual independence and professional excellence. No voice was too far down the ladder to be heard; he had time for everyone. He sought out and welcomed diverse points of view, yet he attempted to shape a consensus. He encouraged staff participation in the formation of all Commission policies. Debates at the "Table" were exciting and erudite - it was a time for both scholarship and pragmatism; a time for airing all viewpoints without caustics or public dissent and dissension. He never sought to exercise the "prerogatives" of the Chair - he viewed himself as one among five equals, but everyone knew he had no equal.


He deferred to his fellow Commissioners, and they, in turn, deferred to him. They laughed at themselves and laughed with, but never at, each other. No man possessed a greater mastery of the art of "collegiality" than did Ray. Time and again, I observed him subordinating his own views to those of this fellow Commissioners, not because he thought their views right, necessarily, but because, as he was fond of saying, "it's important for the Chairman to lose too."
By example, Ray taught courtesy, patience, respect and restraint. I never heard him raise his voice, but I could quickly tell mostly by facial content and measured words, when his patience had been tried. He was not afraid to be wrong, but it seems as if he seldom was. He never forgot that he was once a member of the staff and, as a result, his commitment to the staff was great - every major appointment during his tenure came from within the agency, without favoritism or politics. He fought for the appointment of Irv Pollack, a career SEC servant, to the five-member Commission, and he appointed Stan Sporkin to replace him. Bob Davenport succeeded Don Stocking in Denver, and I became the agency's General Counsel. Kathie McGrath and Anne Jones, who unsuccessfully attempted to reform Ray of his chauvinistic tendencies, became Executive Assistant and Director of Investment Management, respectively. Only the merits counted with Ray. He had no tolerance for indolence or superficiality. But he recognized and accepted human limitations, including the few he could claim as his own.


Ray was kind, fair, smart, loving and, above all else, a good person, but stating these qualities hardly scratches the surface. His sense of perspective - the ability not to take himself too seriously - was refreshing and awesome. He loved life, and lived it to the fullest. He gave so much, that one can only hope he received at least half of what he gave. And, he loved the Commission and was loyal to it, from both inside and out. He never criticized or attacked the agency, and he defended its records and goals, including some that were set during his tenure, but over his objection. He was, above all else, a member as well as the captain of the team, and he did not sulk when others got their way.


Ray was embarrassed by praise and rank emotional adoration, but he surely could not criticize my reliance on his own words to sum up what Ray means to all of us who have worked, or currently do work, at the Commission. In 1974, on the occasion of our 40th Anniversary Celebration, Ray said:
"It would be far more satisfying if we could have with us some of the wonderful people that have built this agency and on whose legacy we thrive. For many of us, that is what we are really remembering and dreaming of. But we must do the best
we can. And the best is to honor their memory and keep alive the strong tradition of honor, professional excellence, anddevotion to the public interest that is our heritage."

It would be more than "satisfying" to have Ray back, but we cannot will it so. We thrive, however, on Ray's legacy. He was the best, and his life and accomplishments are inspirational. In honoring Ray and his memory, we honor ourselves and those who will come after us.



From Garrett Family personal papers

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Saturday, July 14, 2007

Etiquette - with the Queen of England and Others

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It happens every day in the workplace. Those "sticky dilemmas."

I sure went through enough when I was in marketing ... like the CEO who wanted to do his own TV spot, and he was not only unattrative, he came off in front of the camera as deceptive. (How did I know? When you're a marketing CEO, it's your job to know that sort of thing.)

Now, if you were photographing the Queen of England, would you tell her to take off her crown?

In a line too good to have been scripted, the Queen replies, "What do you think this is?"

Quite a multicultural SNAFU here. Annie Leibovitz, hired to photograph the Queen, asks her to remove it (ever how nicely), telling her it would be more "casual." Well, yes, that it would.

COMMENTS:
  • Yes, there is "simply going too far"? It's an EQ thing
  • Come on now, do you honetly think the Queen of England would "storm out"? Don't you think she would have the offender removed?
  • It's a TIARA, not a crown?
  • You cannot trust the media, you cannot trust photography any more. It appears she's storming out. That footage was from when she arrived.

    Watch a video here:
    -->BBC apologizes to Queen Elizabeth II Or go here:
    javascript:navigateToTab('external','http://www.blinkx.com/burl?v=xETsMg94s9hIQaehBFVgqHJijK15OJCr')
  • July 12: After implying that the queen stormed out of a photo-shoot with Annie Leibovitz, the BBC refutes the claim and issues an apology. NBC's Martin Savidge reports.

In the workplace, would you:

  1. Watch your lawyer practice his jury summary, when you've been asked to watch and give feedback, and then tell him that he needed to make better eye contact?
  2. Edit the CEO's article, correcting the grammar? The content? His opinion that "no vice president could be trusted with ..."
  3. Advise your colleague that their dress was inappropriate for the office.
  4. Tell your secretary she smelled bad.
  5. Give negative feedback about anything to a 'superior officer', even if requested.
  6. Inform your boss that the reason people wouldn't meet with him was because they said he was always picking his nose.

Tricky questions? The last one is a true example of when a coach was called in to find out why people were avoiding a certain executive.

Nothing's harder than the office politics. Need some help? Take the BUDGET EQ COURSE. There's also the Difficult People course.

I'm a coach. My job is to make your job easier!

817-734-1471, sdnun@susandunn.cc .

SEEN ON A TSHIRT: I DON'T KNOW IF YOU KNOW THIS
BUT I'M KIND OF A BIG DEAL AROUND HERE

P.S. and so is my crown, as a symbol the UK.

Thursday, June 21, 2007

Business Emotional Intelligence

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BUSINESS EMOTIONAL INTELLIGENCE

Makes some good points.

Be the kind of person people want to be around.
Get along with IT and the other people who can help you do your job.
If you want to impress, come in early, don't stay late. The perception of the ones who come early is always good. The perception of those who stay late is not always good.

Interesting, take a look and let me know what you think.



For a broader look at what he's talking about, take THE EQ COURSE or get career EQ coaching. Email me at sdunn@susandunn.cc . I work with people all over the world - distance is not a problem. User-friendly.

Thursday, May 31, 2007

Teamwork and Emotional Intelligence


Tom Heck's TeachMeTeamwork

To Heck's TeachMe Teamwork talks about emotional intelligence and leadership, featuring an interview Dr. Haydn Hasty.

"Leaders in the field of team and leadership development know the difference between a marginal leader and a great leader is often boiled down to one thing: Emotional Intelligence (EQ)," he writes.

Isn't it wonderful that the value of emotional intelligence is becoming validated. When I first read about the term, nearly 7 years ago, we jumped on it as "the missing piece," and "the wave of the future." I've been coaching and training emotional intelligence all over the world since that date.

It continues:

"Most have heard of IQ and too many people believe that a leader with a high IQ is what's going to save your team. Not even close. IQ won't save you. EQ will."

In the interview, he talks about the difference between IQ and EQ.

Important to remember however, that the two are not antithetical. It's not either/or. You need both. A low EQ can render a high IQ nearly worthless. I bet you can think of some examples all by yourself!!

If you'd like to improve your emotional intelligence, register for my EQ program. It's on the internet, self-paced, and highly effective.

Former student comment: "It changed my life."

Sunday, May 27, 2007

Emotional Intelligence: The Tools of a Catalyst

The Tools of a Catalyst : wdavidphillips.com - missional. global. cultural. theological. think on these things.

This is about the tools of a catalyst, from the book "The Spider and the Starfish". This is about leadership, about drawing people in, making things happen, and the uses of emotional intelligence.

One of these tools is Emotional Intelligence. "Catalysts tend to lead with emotions," it says. "To a catalyst, emotional connections come first. Once there is an emotional connection, then and only then is it time to brainstorm and talk strategy."

Another tool:

Meets People Where They Are. There’s a difference between being passionate and being pushy. A catalyst doesn’t try to persuade people but rather relies on a much more subtle technique: meeting people where they are. When people feel heard, when they feel understood and supported, they are more likely to change. A catalyst doesn’t prescribe a solution, nor does he hit you over the head with one. Instead he assumes a peer relationship and listens intently. You don’t follow a catalyst because you have to - you follow one because he understands you.

Thursday, April 05, 2007

Learn How to Make Your Workplace Happier and More Productive


Learn about the 7 Key Steps to Make Your Workplace Happier and More Productive

THE MAJOR KEY IS WELLNESS ... being in top shape physically, mentally, emotionally and spiritually. Emotions effect our wellness - as Candace Pert, Ph.D. says, our emotions are in every cell of our body. Try ARBONNE for feeling your best. You cannot follow any of the 7 steps unless you are robust, energetic and healthy. Shop safely online with me at MyArbonne. I use only their products, cosmetics, supplements, lotions (they are PURE) and I haven't missed a day of work (or fun) in 4 years. Have you? What you put on your skin is absorbed into your bloodstream.
________________________________________________________
What's the key to a great workplace?

Emotional Intelligence ... according to Dr. Steven Stein, who studies emotional intelligence, or EQ, these are the 7 keys from his new book:

THE 7 KEYS (Go HERE to read the whole article.)

1. Hire capable people who love the work they do and show how they contribute to the bigger picture.

2. Compensate people fairly.

3. Don't overwork (or under work) people.

4. Build strong teams with shared purpose and viable goals.

5. Make sure managers can manage.

6. Treat people with respect and leverage their unique talents.

7. Be proactively responsible by doing the right things to win the hearts and minds of your people.

All of these are signs that the workplace has a high EQ or emotional intelligence. "Happy" people ar emore productive, and one thing we learn from studying emotional intelligence, which I like to combine with the StrengthsFinder assessment (because it is NOT all about "emotions") is that what makes one person "happy" in the workplace, does not make another person "happy."

Look around in an average office these days and you will find all ages, cultures, backgrounds, etc. I was observing one alpha male today. The office is under a huge crunch, and many are wearing down. This man absolutely LOVES to work and "churn it out." He gets HAPPIER as the pressure builds, more cheerful as the day progresses, and I find hi absolutely energizing. Why? Because emotions are contagious. There's nothing like a leader who can smile when the going gets rough, and can show what I call "grace under pressure."

Want to know more about it? Take the EQ course.

It's all about GRACE UNDER PRESSURE.