Archive for the ‘Self Awareness’ Category

Continued EQ learning

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When you fall flat on your face: 9 steps toward resilience

Article contributed by Amy Sargent.

Whether or not you are a fan of college track, it’s hard not to be inspired by Heather Dorniden’s unbelievable 600 meter run at the 2008 Big 10 Indoor Track & Field Finals. The celebrated runner for the University of Minnesota had completed two laps of the three-lap race and was leading the pack, as was expected due to her stellar earlier performances. But we all know how quickly adversity can hit. With only 200 meters to go, she tripped and fell hard, face-down on the track, quickly finding herself in last place and a good 25 meters behind the others. But here’s where the miracle happened. Instead of calling it quits, she sprang to her feet in a full-out sprint, and in a most-amazing finish, passed each of her competitors, one by one, and crossed the finish line in first place!  I get chills every time I watch it. To be honest, it makes me cry. If you haven’t seen it, watch (and cry with me) here: https://www.youtube.com/watch?v=xjejTQdK5OI

Wow, right? It’s rare to find someone with such a dedication to a single-minded purpose combined with the tenacity and grit to make it happen.

When you fall flat on your face, what do you do?

Lou Holtz, an American college and professional football coach, says this: “Show me someone who has done something worthwhile, and I’ll show you someone who has overcome adversity.”

Grit, or resiliency, is the ability to show perseverance and diligence in the face of setbacks.

People who are resilient are able to cope with disappointments and can overcome obstacles that slow others down. But not only can they cope — they are able to bounce back from adversity and often come out ahead of where they started.  Exhibiting grit is not about surviving but thriving.

If you’re human, you’re going to experience disappointments and setbacks. But do you notice how some people seem to jump over the hurdles set before them, while others allow the hurdles to stop them short? Those who struggle with grit tend to see failures as permanent, usually due to inflexible thinking. They tend to dwell in the past, ruminating about previous mistakes and difficult times to the point of getting ‘stuck’. It’s like when you meet someone who’s telling you about their ex-husband, not excluding a detail of all the bad things he did, and how he hurt her, and the marriage — then you come to discover the divorce happened 20 years ago. From the conversation you’d think it happened yesterday. People who lack grit also experience a great deal of negative self-talk. They think and say things like, “How could I be so stupid?“, or “You’ll never fix this one!“.

Setbacks are difficult. Having grit isn’t about being Pollyannaish and pretending the pain of the failure isn’t real, because it is. Experiencing any type of loss hurts.  And we need to take time to grieve. But at some point, we get to determine if we want to bounce back or let this setback be the end of us. Even if you’ve caved in the past, developing resilience is possible for anyone willing to make some small steps in that direction.

“Your choice:  victim or victor.” — Unknown

One step at a time

Many factors can contribute to developing grit, but all it takes is one step at a time to start moving in a positive direction. Which of these will you start with?

  • Adopt a healthy lifestyle.  It is very difficult to have grit when you lack sleep, are exhausted, or overly-stressed. Building in periods of rest and renewal (and fun!) into your life can help develop a resilient outlook when tough times hit.
  • Seek support and surround yourself with friends and family who encourage you.
  • Read stories/watch videos of others who have overcome failures and turned their mess into a mission.
  • Tell yourself, “This too shall pass“. Though the effects of setbacks can feel devastating, the event itself actually is temporary.
  • Challenge your negative self-talk. Using a tool such as a Thought Log” can be a helpful way to sort out negative thoughts from reality.
  • Ask yourself if you’re trying to control something you cannot. Often the circumstances can’t be changed, but your outlook can.
  • Focus on your strengths. Not sure what they are? Try an emotional intelligence assessment to help you determine the areas of life you excel in.
  • Drop the expectation of perfection.  We all mess up. Accept that you may have missed, forgive yourself, and move on.
  • Work with a  social + emotional intelligence coach to become more flexible and adaptable. Often a rigid mindset can prevent us from seeing setbacks as opportunities for growth and change.

When it comes to resiliency, perspective is everything.

If you’re struggling with seeing setbacks as anything else but absolute and complete failure with no hope for the future, stop and ask yourself these questions:

  1. What is the worst thing that can happen?
  2. How likely is it that this worst thing will happen?
  3. What is one thing I can do to stop it from happening?
  4. What is the best thing that can happen?
  5. What is one thing I can do to make that happen?
  6. What is the most likely thing that will happen?
  7. What can I do to handle the most likely thing that will happen?

It hurts to fall flat on our face. And the easiest thing when we do is to lie there and refuse to get up. But we humans are wired to be resilient. We have the choice to rise, sprint forward, and finish the race. What will you do?

“True grit is making a decision and standing by it, doing what must be done.” –John Wayne

Values or feelings in self-regulation?

Interesting read on the importance of values (not just feelings) when it comes to behavior change. Thoughts?

“…a focus on feelings without regard to values will more likely lead to addictions and compulsions than beneficial behavior. Consistent self-regulation requires focus on your deepest values rather than feelings.”

Read more at: https://www.psychologytoday.com/us/blog/anger-in-the-age-entitlement/201110/self-regulation

 

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  • Certification to administer both the self and 360-versions of The Social + Emotional Intelligence Profile-Self (SEIP)®, the most comprehensive, statistically-reliable, scientifically-validated instrument on the market today. This includes the Work, Adult and Youth Editions.
  • 12 recertification credits (ICF, HRCI or SHRM)
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5 Habits That Let Emotionally Intelligent People Adapt To Anything

Article submitted by guest author Harvey Deutschendorf.

The ability to stay flexible and open-minded in uncertain times isn’t just a personality thing. It also depends on what you do.
5 Habits That Let Emotionally Intelligent People Adapt To Anything

[Photo: Jurica Koletić/Unsplash]

Adaptability has always mattered in the workplace, but with automation on the march and many industries experiencing major upheavals, it may be a more crucial skill now than ever. Whether you’re an entry-level employee or the CEO of a company, knowing how to cope with change and uncertainty is pretty much nonnegotiable.

By now it’s hardly news that emotional intelligence is key to thriving in the future of work, thanks to the habits and behaviors it encourages. Here are five that highly emotionally intelligent people tend to practice–which anyone can tap into in order to adapt to change.

 

 

1. THEY RECOGNIZE WHEN THEY’RE GETTING TOO COMFORTABLE

When confronted with change, most people decamp back to their proverbial comfort zones. It’s a natural first instinct–staying with what you know–not to mention the easiest. But over the mid- to long-term, it can make you rigid and inflexible.

Emotionally intelligent people aren’t immune to this knee-jerk reaction. They simply tend to more aware when it’s happening. That’s the crucial first step toward overcoming the urge to stay with the tried-and-true and move instead into uncharted territory. After all, awareness precedes any possibility of action. Simply knowing your typical behavioral patterns and emotional drivers gives you an advantage in dealing with sudden new variables.

Brené Brown put this aptly in her 2015 book Daring Greatly: “Vulnerability is not weakness, and the uncertainty, risk, and emotional exposure we face every day are not optional. Our only choice is a question of engagement,” she writes. “Our willingness to own and engage with our vulnerability determines the depth of our courage and the clarity of our purpose; the level to which we protect ourselves from being vulnerable is a measure of our fear and disconnection.”

If you can’t first recognize when you’re clinging to cozy habits–and, in Brown’s words, “engage with” your discomfort at the idea of changing them up–you’ll never find a way to break with the old.

2. THEY ACKNOWLEDGE THEIR NEGATIVE EMOTIONS

Change brings up feelings from both ends of the emotional spectrum: excitement and anxiety. In their just-published book The Power of Vulnerability, authors Barry Kaplan and Jeffrey Manchester point out the obvious perils of the latter: “The fear will tug at your sleeves and attempt to pull you back into a spiral of second guessing.” Their advice? Don’t try to suppress that anxiety. “Acknowledge it, be thankful that the presence of the emotion keeps you grounded, and then move through it.”

No one adapts to change and uncertainty by trying to ignore how it makes them feel. Recognizing your negative emotions is the prerequisite to managing and moving through them successfully. Not sure just how to do that? Here are a few ways to start.

3. THEY SOLICIT AND CONSIDER MULTIPLE PERSPECTIVES

Instead of insisting on their way or looking for just one right way, emotionally intelligent people understand that their own point of view is merely that–and they aren’t discouraged by the knowledge that their beliefs have inevitable biases and limitations.

Grasping this reality is essential for considering new ideas, including those that may be totally contrary to whatever you’ve believed in the past. Needless to say, adapting to change requires approaching new and untried initiatives with an open mind, and a willingness to take risks on them. (It’s one reason why recruiting expert Yewande Ige recently shared with Fast Company that she asks every job candidate, “Are you willing to be wrong about your opinion on the world?”) Instead of increasing friction in the workplace, emotionally intelligent people serve as the lubricant for ingenuity to flow more freely in fast-changing times.

4. THEY READ NONVERBAL CUES

Amid any change, there’s likely to be resistance that can sabotage the process if it isn’t dealt with. Some may want to be seen as being open to new things and yet feel very differently inside. Emotionally intelligent people intuitively understand how group pressure might compel others not to voice their misgivings. So they try to predict wherever unspoken reservations might be lying dormant, then draw them out productively.

This takes an awareness of verbal nuances as well as nonverbal cues. It might sound like an odd habit for cultivating adaptability, but making a conscious effort to practice reading others’ body language can help you home in on and address what what your coworkers are feeling. This won’t just sharpen your own emotional intelligence, it will also help you win your colleagues’ support so you can all adapt to new circumstances together.

5. THEY DON’T REACT HASTILY TO SETBACKS

Anyone trying to succeed in a fast-changing environment will encounter surprises, setbacks, and failures. They key isn’t avoiding those obstacles, it’s handling them effectively. Emotionally intelligent people don’t automatically revert to the old way of doing things as soon as a new approach falls short. Instead, they typically avoid reacting until they’ve had a chance to think things through and decide how to move forward. Often doing nothing (for now) is better–and more difficult–than doing the wrong thing too quickly.

The key is being able to sit with a problem long enough to think through the best way forward. It takes patience, composure, and listening skills to bring everyone together and come up with a solid group consensus. Instead of looking to lay blame for setbacks, they’ll be focused on solutions.

 

The Best Leaders are Learners

Article submitted by Lindiwe S. Lester, M.Ed., Ed.S.

The well-worn phrase “lifelong learner” is no joke when it comes to leaders operating in today’s quickly changing business landscape. Remember, leaders at every level, including managers, wield significant influence that can impact multiple levels of the organization. This means YOU are either maximizing or thwarting both business and staff performance (and satisfaction).

The best leaders realize the effect their leadership has on both departments and people; so they make it a priority to carve out time to keep honing their skills, i.e., remain in a growthmode.

Consider these two recently published data points: Only 10% of leaders have a learning plan and most people lack 20-40% of the skills needed to perform their jobs.[1]

People tend to get promoted into higher roles based on their successful performance in a previous role. How do they thoughtfully assess the new skills and requisite competencies for their new role?

Then we have those who are tenured in their roles. They ought to be considering, “Since I’ve been in this role for years, I need to figure out what this role requires of me today.”

The best leaders are learners. Lack of time is not an excuse when success in your esteemed role is critically important. Age or years on the job doesn’t mean learning and development stop, especially in a changing environment where the complex issues will likely challenge your current capabilities.

Coaching, leader development, and leader learning plans are proven tactics for those who desire to have greater currency, relevance, and authenticity as high-performing leaders.

Consider these questions: What are you reading this month? Who is providing you with genuine coaching and feedback? How are you uncovering blind spots that others see and are impacted by? How are you engaging your strengths in new and important ways? Where does your learning journey begin?

[1] Zenger Folkman, Bringing Science to the Art of Coaching, 2014 and HBR Ulrik Christensen, 9/29/2017

Why show empathy, anyway?

Article contributed by Amy Sargent

We hear a lot about the need for empathy. Empathy is that ability to sense others’ feelings and to take an active interest in their perspective and concerns. People who are good at this listen for the unspoken emotions in a conversation. They are attentive to a wide range of emotional signals which clue them in to being sensitive to understanding what the other person really wants and needs.

“If there is any great secret of success in life, it lies in the ability to put yourself in the other person’s place and to see things from his point of view — as well as your own.” — Henry Ford

Those who struggle with empathy — and this may be you — have a hard time reading people and picking up on what they are thinking and feeling. They tend to be literal in hearing only the words which someone says and don’t know how to decipher the other communication that is going on through facial expressions, body language, tone of voice, etc. People with low empathy tend to stereotype others based upon outward appearances and show little deference to others’ opinions and ways of thinking. An unempathetic person can come across indifferent and uncaring.

Why does this matter in the workplace? A Gallup study done in 2015 reported that about 50% of the 7,200 adults surveyed left a job “to get away from their manager.” The study also found that employees whose bosses communicated with them directly and regularly (up to 3 times per week) — not just about work issues but who took an interest in their personal lives — felt more enthusiastic and dedicated to their work. But a lack of empathy — a boss that doesn’t show that he/she cares — can result in company money down the drain. In an article by Suzanne Lucas in CBS News’ Moneywatch (November 21, 2012), she wrote, “For all jobs earning less than $50,000 per year, or more than 40 percent of U.S. jobs, the average cost of replacing an employee amounts to fully 20 percent of the person’s annual salary.” She also shared that in lower-paying jobs (under $30k), the cost to lose an employee is only 16% of their salary — but still. Those dollars add up.

And what about outside of the workplace? “Empathy is truly the heart of the relationship,” said Carin Goldstein, a licensed marriage and family therapist. “Without it, the relationship will struggle to survive.” In his book Social Intelligence, author Daniel Goleman writes: “Our experience of oneness – a sense of merging or sharing identities – increases whenever we take someone else’s perspective and strengths the more we see things from their point of view. The moment when empathy becomes mutual has an especially rich resonance.” (Social Intelligence, Goleman, p. 110)

“Relationships often suffer because people get so caught up in their own experience that they simply can’t relate to what someone else is going through. They assert their opinions and hand out advice – all the while not truly appreciating the other person’s struggles.” – Leslie Becker -Phelps, Ph.D.

People with empathy are able to show a sensitivity to what the other person is going through and take action to help make the situation more tolerable for that person. Empathy truly is one of the ways we can begin to connect deeply with others.

I know it all sounds good. We should be more empathetic. But showing empathy is easier for some than others. If you come up on the short stick of empathy, do you just shrug and say, “Oh well. I’m no good at that.”? Empathy is a competency of emotional intelligence, specifically, social intelligence, the ability to discern others’ emotions in the moment and respond accordingly. Empathy is a behavior, and the good news for those of us who struggle with it, behavior can be changed. If you are self-aware enough to realize you may not be the most empathetic person, here are some developmental tips you can try to begin to make a shift in a new direction:

  • Listen. Becoming a good listener is the foundation. Stop thinking about what you’re going to say next and really tune in to what the other person is saying — and not saying.
  • Ask questions to clarify meaning. Sure, you heard what you think you heard, but asking a few questions not only shows the other person you are interested in learning more but provides clarity to truly understanding what they are trying to express.
  • Put down that phone. When someone’s talking, it’s easy to be distracted by other things going on around you. Let’s be honest, people don’t always pick the most opportune times to walk into your office to talk. Show them respect by putting away distractions while they’re speaking — put down your cell phone (and turn it over so you’re not tempted by the screen or even better, turn it off), close your laptop, and make eye contact as they speak.
  • Tune into the emotions behind the words. Sometimes what the person across from you is really looking for in a conversation is masked behind their words. Listen deeply to find the real meaning behind what is coming out of their mouths.
  • Suspend judgement. You may possess the gift of keen discernment and have that ability to pick up on the subtle nuances of what someone is trying to communicate, but with that can come the ability to pass judgement too quickly. Catch yourself if you are quick to criticize or dismiss the opinions of others. Often the other perspective can offer you fresh insights which you may not have been able to come up with yourself.

Though growing in empathy can take some work, your efforts can lead you down the path of healthier, happier relationships, both at home and at the office. If you feel you need some help, consider employing a social + emotional intelligence coach to walk alongside you on the journey.

“Maturity begins to grow when you can sense your concern for others outweighing your concern for yourself.” — John MacNaughton

Emotional Intelligence in the Age of Robots

Article submitted by guest author Joni Roylance.

There is an interesting shift in our world occurring right now. It is the kind of shift that rubs elbows with the invention of electricity, the television, the internet, and even the cell phone. In other words, this moment in time will be one that those of us alive to witness will have to explain what life used to be like to those who come after us.

We are in the Fourth Industrial Revolution, or, put more simply, a technological upheaval at such speed and scale that it is going to change the way we work, the way we live and how (and who/what) we connect with in a truly dramatic fashion.

So, what role does Emotional Intelligence play in a world that is increasingly automated and artificially intelligent?

The real answer is no one knows for sure—not Google, not Amazon or Microsoft, not any organization that is truly honest about how new and rapidly evolving these technologies are. Researchers are just barely completing studies that reveal insights about the impact of screens on human development and social behaviors. Most experts don’t even agree on the definition of intelligence yet!

However, there are some known factors that should be considered, and as much as we should be asking ourselves about what the technology can and can’t or should and shouldn’t do, we simultaneously need to think critically about what those capabilities, duties and applications mean for humans, and how we can prepare now for the new realities of what it means to work and be human in the age of robots.

The reality of the future of work is the skills that will be needed most are those that a machine or software or algorithm simply cannot perform—they are emotional and relational in nature[1]. That’s good news for most of us—especially those of us already attuned to the value and impact of EQ. Unfortunately that awareness is not widespread and we’re becoming increasingly bad at EQ thanks to our preference for digital over live connection. In fact, “face to face interaction has dropped to third behind texting and IM/FB messaging in the so called ‘iGeneration,’ or those born from 1990-1999”[2]  and as a result, “ ‘digital natives’ […] are already having a harder time reading social cues.”[3] So, as practitioners, the time is now to up our game in creating tools and trainings and promoting awareness of the value proposition of Emotional Intelligence and its vital role to the next era of humanity and work.

Here are three ways in which EQ is going to be more fully utilized in the AI revolution (at least at present):

  1. Handling Complex Emotional Scenarios
    1. Chatbots are one of the most popular entrees into Cognitive Solutions. They are cheap, can be built and launched in a matter of weeks, and they can relieve humans of repetitive, mundane work (on a 24/7 basis, no less). A popular application of these tools is to leverage them to service basic customer questions or needs. This is a fantastic and preferred solution for basic questions and inquiries. However, research shows when a customer is truly dissatisfied or upset with their experience, their preferred channel for resolution is to connect with a human[4], presumably because a human can actively listen to their problem, empathize, and find the fastest path to the best solution. At least at present, even if a robot employs affective computing[5] techniques, humans do not yet believe a chatbot can fundamentally understand or relate to human problems, so escalated service issues are still best handled by flesh and bones, and EQ.
  2. Designing Loveable Cognitive Experiences
    1. Humans of today are impatient. We are an instant gratification culture and our digital prowess and global access make us pretty intolerant of less than ideal experiences. In the world of adopting cognitive technologies, like a chatbot, we are no more patient. In fact, when a bot doesn’t do what we expect it to, we generally give up on the thing within 1-3 attempts. Similarly, about 80-90% of downloaded apps are deleted after one engagement[6]. This is the case for applying experience design to the development, build and deployment of cognitive tools. It is only through subjective, qualitative human insights that experiences can be enhanced from functional to delightful, from perfunctory to memorable. Connecting with humans to collect such valuable data is a human activity, requiring the ability to be curious, creative and contextually aware.
  3. Securing Human Trust
    1. Lastly, humans are not rational beings. Even when given research and facts that tell us a right answer—we will “go with our gut” or ignore logical conclusions and make emotion-based decisions (even when we think we are being logical)[7]. The same will be true for technology—especially in high stakes scenarios. I do not care how fool proof a medical algorithm is—if it says that my child is unlikely to live through, say a cancer diagnosis—I absolutely do not care how fact-based or research backed that algorithm is. I would never give up on faith and hope that my daughter could beat the computer, and I would expect medical staff to act the same. When the stakes are high, even when machines are more reliably right, humans are not likely to believe them, even though logically they are more reliable (which is not to say without a margin of error). So, if you want to deploy cognitive tools in a space such as hiring, where there are sensitivities around hiring bias and diversity, it will still be expected that somewhere in the process, a human is validating or quality checking the decisions of the tools, with an increasing demand for what is known as “Explainable AI.”[8]

So the good news is, there is still plenty of work for humans to do. The opportunity is, as you surely know, the existing lack of awareness and strong skill base among the workplace regarding core Emotional Intelligence Competencies—skills that were valuable ten years ago, but are imperative for the next ten years.

[1] https://www.weforum.org/agenda/2017/02/employers-are-going-soft-the-skills-companies-are-looking-for

[2] https://medium.com/musings-of-a-writer/social-media-the-death-of-real-world-interaction-5e2f33cfd8ee

[3] http://www.nytimes.com/2010/05/02/fashion/02BEST.html

[4] https://pr.liveperson.com/index.php?s=43&item=496

[5] https://en.wikipedia.org/wiki/Affective_computing

[6] https://www.digitaltrends.com/mobile/16-percent-of-mobile-userstry-out-a-buggy-app-more-than-twice/

[7] http://bigthink.com/experts-corner/decisions-are-emotional-not-logical-the-neuroscience-behind-decision-making

[8] https://en.wikipedia.org/wiki/Explainable_Artificial_Intelligence

 

Positive Psychology Interventions ~ Your Fun, Life-Altering Positivity Strategies

Article contributed by Dr. Judy Krings

Do you like to celebrate positive experiences, dates, and events?

Are you a romantic like me, or do these occasions feel like just another day? Or perhaps you take more pleasure in future visioning?

I think of remembering any positive event in my life as “positive emotion-memory-worthy.” You don’t need to or have to, but it’s fun. This suggestion is not the call for you to modify your attitudes or behaviors, if you don’t choose to. But perhaps take a pause and consider “looking for the good or what is right about your life.” Past, present and future. Heck that’s a PPI right there!

 

 

My favorite PPI is to notice and savor all the 10 Positive Emotions (PE’s) in my life. Sometimes I choose one PE a week, and sometimes I look for all ten in one day to challenge myself. Great pleasure! To refresh your memory, here are the ten PE’s: Joy, Gratitude, Serenity, Interest, Awe, Amusement, Hope, Pride, Inspiration, and the culmination of them all, Love.

Sometimes this means celebrating holidays with a new awareness. For me it is often recalling a happy memory of my mom and the rest of my family. Or my last dog, Rocky. Or planning for some fun in the future with friends. PE’s blow up my balloon of life positivity, So do Positive Psychology Interventions (PEI’s).

What are Positive Psychology Interventions?

They are activities or exercises that have been shown scientifically to increase your Positive Emotions. They also strengthen your feelings of well-being, improve your health and your life satisfaction. More good news? There are tons of them! What makes PPI’s important is they are not self-help mumbo-jumbo. They have been tested and are evidence-based. That is, we know they work scientifically.

It is important to note that different PPI’s work for some better than others. How cool and fun to discover the ones that really help you thrive. Also interesting to note: TIME. Some folks are like me and love to use the intervention of “Positive Reminiscence.” That is, we are sentimental and love to take joy in our photography and our PAST experience. Some folks like to focus on the NOW and bask in the PPI’s of the moment. Others love to feel PPI’s as they look to the FUTURE, like planning a super vacation.

As I began to type this blog, me, the romantic, remembered the day this blog will be posted is February 20th. This happens to be Ken’s and my 29th anniversary. I am choosing to close my eyes and savor that sunny day we were married in French Polynesia. It was the grandest happy day of my life. Beautiful, meaningful, and our gratitude soared.

 

 

It is sad for me say my son Sean’s birth was not my happiest day. I wanted it to be and planned for it to be. Alas, cognitively it was surreal, but the rest of my body was not offered the opportunity to share my heady enthusiasm. Due to complications, I had a c-section, and I was knocked out with a general anesthetic. I was sicker than a dog when I awoke. I thought the nausea and bowel obstruction pains would never end.

I awoke to no baby and was scared to death. Finally a nurse came in to my room, me in panic. “Where was my baby?” dismayed me blurted out. I had been too sick and out of it to have him in my room. I remember being thrilled to the heavens when I finally got to see and hold him. To count his fingers and toes and to see the double crown on his head and the shape of his hands. I knew then he was ours. Joyful and grateful and blissful, yes, positive emotions finally surfaced. And great meaning, of course. Memorable PE’s to the big time. All-encompassing LOVE, especially because three doctors in three countries told me I would never be able to have children. He was conceived on Valentine’s Day, too! So there!!! Euphoria for me and life at its most glorious…but PE’s a tad after the fact.

But I digress. (And it was Joyful!). Positive Psychology researcher, Sonja Lyubomirsky, has reported five criteria to help you understand Positive Psychology Interventions.

I’ll list the three positive ones first:

  1. Does it feel like a natural fit for you to do?
  2. Is enjoyment a by-product when you do the activity?
  3. Do you value doing it and/or do the results produce PE’s?

Here are the ones that might PROHIBIT or LIMIT your experiencing Positive Emotions from your Positive Psychology Interventions. Why? Because feeling guilty or pressured by something external factors/demands decreases PE’s.

They are:

  1. Would you have negative emotions like GUILT if you did NOT do the activity?
  2. Can you identify SITUATIONAL or EXTERNAL pressures/factors that motivate you to do something? (Rather than your own desire).

Need some Positive Psychology Intervention examples to jack up your ten Positive Emotions??

  1. Revisit your 24 character strengths. See which ones engender well-being and flourishing the most. Post them somewhere you can see them daily.
  2. Use a strength in a different way. Try a new restaurant. Make a new recipe. Or take a different path to work. Not something you usually do. Be novel!
  3. Watch a different TV channel to spark your love of learning or curiosity.
  4. Take photos of something new. Or look at how you take photos of what you like and try different angles.(Love this one!)
  5. Watch a fascinating YouTube video on a new topic.
  6. Research and listen to a different kind of music without judgement.
  7. Go shopping at a new store on online shopping site.

More interesting facts about PPI’s and some caveats:

  1. It is of utmost importance to do the activity that fits with what you LIKE or VALUE. Keep it new!
  2. The more you do an activity over time, the better the positivity effects. Note, however, that forcing yourself to write a gratitude journal every night for several weeks may cause habituation. That is, the PPI’s no longer have the power of producing well-being. if writing becomes a chore, change your PPI activity.
  3. You need to want to do it and find pleasure in doing it.
  4. Variety is imperative.
  5. If you especially enjoy a new PPI activity, that is great. Why? Implementing a PPI over an extended time period makes the PPI positivity benefits last longer. More bang for your happiness and well-being buck!
  6. Be specific. Gratitude is a great example. Being grateful for your life may not be as powerful as being grateful for your daughter drawing you a beautiful picture or your mom bringing you over a pot roast for dinner. Talking note of the little things in life matters!
  7. Mindfulness is important. Focus on your PPI activity and you will stretch your PE advantage..
  8. Choose to be proud of yourself. PRIDE is a Positive Emotion!

PE’s and PPI’s. Fun learning and well-being in a nutshell.

To cement learning, write down your PE’s and PPI’s for a week or two. Make that powerful glow of positivity shine the light longer within you!

Free 1-hour webinar on emotional intelligence

Join us for an interactive hour of insight into social + emotional intelligence–its relevance to well-being, impact on company bottom line, and how you can grow your coaching practice by adding the unique of S+EI coaching to your toolkit.

 Thursday, March 1, 2018

3-4 pm Eastern Time (USA)

The first 20 to register will receive a free Social + Emotional Intelligence Profile (SEIP)®, one of the most statistically-reliable S+EI assessments on the market today!

Even if you can’t attend this live session, please go ahead and register and we’ll send you the link to the recording after the webinar.

 

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