In recent years, meditation and mindfulness have become buzz words in many organisations. They now form part of many Employee Wellbeing Programmes or packages and have been credited with reducing stress and improving the health of employees. But do you know what they really mean? Are they the “one size fits all” wellbeing initiative organisations are looking for?
Our ability to express emotions in the workplace could be made simpler by using the humble emoji. By no means are they a substitute for real life interactions, but research suggests they could facilitate a more nuanced interpretation of emails and text messages.
‘Sleep is the best meditation’ – Dalai Lama
We’ve all been made aware of the debilitating effects of severe sleep deprivation; memory is impaired, reality is distorted, and we can experience hallucinations. Ultimately, sleep is a basic life need, we all know that. However, what we may not be so aware of is that not getting enough sleep, or the right sleep, on a daily basis can also have effects on our health.
How can contact centre leaders ensure their teams are equipped to meet the challenges as well as embrace the benefits that AI will bring? We believe that this will be achieved by recruiting and developing skills in Emotional Intelligence (EI). EI has multiple dimensions that are all relevant for customer facing roles. Take Self Regard and Regard for Others for example – they underpin EI and influence every interaction we have. Customer advisers with higher levels of Self Regard are more likely to be fully present when talking to customers, rather than listening to an inner voice telling them they can’t handle the conversation.
Protecting ourselves when we feel threatened is a natural human reaction in the face of perceived danger. If left unchecked, however, defensiveness can derail performance at work and hinder career progression. It can limit an individual’s drive for success, their capacity to adapt to challenges effectively, and the extent to which they collaborate and support others.
If you’re new to the field of selection, you might be wondering why assessing for personality is a common tool used in the hiring process. While most selection systems will include other steps in their process as well, assessing personality is almost always recommended at some stage of your process. Jaclyn Menendez. Ph.D., a consultant at PSI Services, explains the three main reasons why.
Read the full article here.
When assessing current pay gap data from April 2018, it is still abundantly clear that a discrepancy remains between male and female rate of pay. The Financial Times published this year that 89% of women are employed in businesses who pay male colleagues more. It was suggested that the main explanation for the pay gap is due to the presence of more senior men than women. But if this is in fact the case, surely it should be explored as to why?
Emotional Intelligence (EI) has gone from being a ‘fluffy fad’ to a critical aspect of work – be it leadership, team relationships, engagement and much more. The more you look at the theory and application of EI, the more complex it can seem. But what really enables EI and how can you develop it?
The importance of teams is unquestionable in today’s multifaceted world. Achieving the right team dynamic can transform the efforts of individuals, creating positive results for the organisation. However, with teams comes a risk of a group dynamic that can hinder performance and reduce the satisfaction of individuals within the team.
It has been a little while since Mental Health Awareness week, and I have spent a lot of time reflecting on what Mental Health Awareness means to me, and how it impacts my performance, engagement and well being at work. At the end of the week, I was reading through some incredible stories of honesty, openness and resilience. People opening up about their experiences and feelings – I was in awe.
But then I stopped, paused for a second and asked myself the question “…and, how are you?”
Working in construction means that – as well as technical skills – individuals need to be great at collaboration. And that’s not just working within an established team.
The change in style of both the England manager and players during this World Cup feels marked. They have focused just as much on psychology and sports science as the technical skills required to succeed. And with the best performance at a tournament since 1990, it seemed to work.
Artificial Intelligence, Obesity Stigma, and the Neuroscience of Change were just a few of the topics presented at the first ABP Student Conference this week. Industry experts came together to talk about their research, introduce innovative products and raise an awareness of the anticipated psychological challenges of the future. The day provided the next generation of Business Psychologists with thought provoking insights into the diverse and ever-changing workplace. Workshops, expert advice and networking opportunities, provided students with the chance to learn new skills and seek practical information to help them stay ahead of the curve.
After months of planning, we filled London‘s Tobacco Dock with almost 100 people including independent coaches and corporate users of our tools, for our first Practitioner Conference. The event was an opportunity to not just support users of our tools with a day of leadership and Emotional Intelligence thought leadership, but also to begin the celebration of JCA Global’s 25 years as leaders of Emotional Intelligence in business.
Living an inauthentic life can be incredibly exhausting. As a leader, “putting on a face” and exhibiting behaviours at work that don’t reflect our true self is a constant strain. A strain that takes its toll on leaders and employees alike.
Leaders who are great at coping under normal conditions are sometimes not best equipped to cope with adversity. Unfortunately, leading organisations in today’s business climate means that adversity is never far away. That means we need resilient leaders, who can bounce back and respond effectively to difficult and arduous circumstances.
Leaders need to understand how they react at different stages when facing difficulties.
While many leaders can cope with extreme amounts of stress and pressure, everyone has a breaking point. Research from KPMG’s 2016 Global CEO Outlook found that 72% of CEOs believe that the next three years will be more critical for their industry than the last 50 have been, but that only 5% feel capable of dealing with this level of disruption.
Authenticity is seen as the holy grail of leadership development. But, there is little understanding of the attitudes and behaviours that underpin an authentic leader.
Kindness and compassion in the workplace aren’t things which many leaders pay much attention to. But it turns out that they’re much more important than we thought. In fact, they’re critical, and the reasons why might surprise you.