Editor's Note: We would never dream of trying to predict the future—that's why we left it up to the futurists. In this series, we interview experts in HR, recruiting and the future of work to get their take on what's next.
As the mindfulness movement infiltrates every aspect of modern-day life, there is now a growing interest and need for emotional intelligence (EQ) in the workplace. While the thought of conducting business with emotions may still cause some to cringe, it has become "essential learning" for leaders and executives as they harness their insight and turn it into inspired action, says Harvard psychologist and business consultant Susan David.
David has built a compelling case for managing our inner world in order to be better employees, managers and leaders at the office. Her bestselling book, Emotional Agility: Get Unstuck, Embrace Change, and Thrive in Work and Life grabbed accolades from The Wall Street Journal, USA Today and Harvard Business Review, among others, when it published in 2016.
"Emotional agility is a process that enables us to navigate life's twists and turns with self- acceptance, clear-sightedness and an open mind," says David, whose 20 years of research on emotionally-agile people has led her to her conclusions. "The process isn't about ignoring difficult emotions and thoughts. It's about holding those emotions and thoughts loosely, facing them courageously and compassionately, and then moving past them to ignite change in your life."
So what does it mean to be emotionally intelligent and how does it translate into a more productive and perhaps even more pleasant work environment? We asked David to explain and offer some recommendations.
The old adage "stay positive" and what it implies—hide your emotional truth no matter what—is finally losing its grip on society, and for good reason. David says being unhappy is an authentic human experience: "A sense of disaffection or dissatisfaction or concern is your inner self telling you that you are moving away from something of value to you. To deny this type of emotion in the service of positivity means you're choosing not to learn something important."
In other words, it's like you're cutting off a key piece of data.
David's work provides readers with a roadmap for overcoming the obstacles and stressors that hold them back. If leaders are able to achieve self-awareness, organizations will experience greater success.
Ultimately, this requires leaders to establish and maintain a company culture that empowers every member of the team to feel safe in times of uncertainty and vulnerability.
We've all been there, clouded by our difficult emotions during a critical juncture, which David refers to as "oceanic feelings of distress." In this moment, she says it's important to acknowledge and address the feelings by labeling them, which creates a finite experience with boundaries. Doing this puts space between you and the feelings so you can figure out an appropriate action based on your values.
According to her research, how we handle these scenarios is the biggest predictor of our success and effectiveness in every aspect of our lives.
How to Thrive
Thanks to technology and globalization, organizations are coping with unprecedented complexity. To adapt and flourish in changing circumstances, she says, is to be agile and resilient. And unless the people at the helm are emotionally agile, the business will be left behind.
To help others thrive while living their truth, David designed an action-oriented roadmap featuring four key concepts:
Showing Up: Instead of ignoring difficult thoughts and emotions or overemphasizing "positive thinking," face your thoughts, emotions and behaviors willingly, with curiosity and kindness.
Stepping Out: Detach from and observe your thoughts and emotions to see them for what they are—just thoughts, just emotions. Essentially, learning to see yourself as the chessboard, filled with possibilities, rather than as any one piece on the board that's confined to preordained moves.
Walking Your Why: Your core values provide the compass that keeps you moving in the right direction. Rather than being abstract ideas, these values are the true path to willpower, resilience and effectiveness.
Moving On: Small deliberate tweaks to your mindset, motivation, and habits – in ways that are infused with your values, can make a powerful difference in your life. The idea is to find the balance between challenge and competence, so that you're neither complacent nor overwhelmed. You're excited, enthusiastic, invigorated.
Are you ready to transform your most difficult feelings into energy and creativity? David's free quiz might help you assess your emotional agility and start transforming how you deal with your emotions in the workplace.
Photo: Creative Commons
Vill du lära dig mer? Utforska våra produkter, kundberättelser och det senaste i branschen.
LinkedIn Live: Så håller du din organisation agil hela tiden
Steve Goldberg, HCM research & advisory och Jennifer Borun, senior director, analyst relations och strategic engagement satte sig ner i LinkedIn Live för att diskutera hur du kan vägleda din organisation, lösa framtida problem och lyckas på en instabil marknad.
Trend 2023: Stora förändringar för HR
Alla organisationer vill bli bättre på förändring. Samtidigt sitter många organisationer fast i gamla hjulspår och har svårt att förändras. Kan 2023 bli året då det tar fart på riktigt? Det tror Pia-Maria Thorén på Agile People, och nämner att en viktig trend är att många ekonomiavdelningar nu börjar sluta göra årliga budgetar och istället siktar på kontinuerliga prognoser. Och det kommer även att leda till stora förändringar för HR och ledare.
Självdrivet lärande underlättar förändring
Förändringsvilja, driv och problemlösningsförmåga är eftertraktade egenskaper vid rekrytering. Men att rekrytera medarbetare utifrån som med mer eller mindre självinsikt säger sig ha dessa egenskaper, räcker inte för att en hel organisation ska bli mer snabbrörlig. Så hur får man alla med sig i förändringsarbetet? Ny teknologi ger nu helt nya möjligheter att ge medarbetare det sammanhang de ofta efterfrågar, öka deras engagemang och därmed också deras vilja och förmåga att förändras.