Posts Tagged ‘change management’

A Spark of Creativity

Article submitted by Amy Sargent.

If you’ve ever watched fireworks, whether as a small child or as an adult, it’s likely you’ve experienced moments of awe at the grandiose pyrotechnics illuminating the night. What’s even more amazing is that all it takes is a relatively small, smoldering stick to spark the explosive array of color, sound and light overhead.

When it comes to creativity, it seems some are able to come up with innovative ideas comparable to a dazzling display, where others of us can’t even seem to get the match to light. And it’s true: some people are more creative than others. However, each of us have the ability to improve our creativity, and all it takes is a small spark to light things up.

“If you want something new, you have to stop doing something old.” –Peter F. Drucker

We often think of creative people as those who can draw, or paint, or pull off an amazing performance on stage. At the office, the creative gene may seem to be limited to those in leadership. Or maybe you see ingenuity as the role of those on the creative team in the marketing department. At home, it may be assumed that it’s your significant other’s role to keep things new and interesting. I like to think that creativity spans a broader demographic, and is a behavior which can be achieved by anyone who puts their mind (and effort!) to it. Consider creativity in a more comprehensive sense. For example, it could be as simple as being open to and actively pursuing novel ideas. It’s being willing to take on new approaches, and seek out fresh ideas from a variety of sources. It’s being able to consider new solutions to old ways of doing things, and being willing to ask questions which generate new ideas–and encouraging others to do the same.

Creativity can be about taking risks to test out a new idea to see if it’s a worthy one. It’s about being curious. People who are creative tend to be flexible and adaptable, and view ‘failure’ as feedback instead of a setback.

“If you have always done it that way, it is probably wrong.” –Charles Kettering

Looking at it in this light, how creative are you? Here are some questions to ask yourself.  If you answer yes to any of the below, your creativity could probably use a spark:

  • Do you worry about impending yet necessary change in your personal or professional life?
  • Do you respond negatively to new situations?
  • Are you one to complain when changes occur?
  • Do you take an inflexible stance when new ideas are introduced?
  • Are you hesitant to take on new challenges?
  • Have you ever said, “That’s not the way we do things”?
  • Do you drag your feet toward change even when you recognize the ‘old ways’ aren’t working anymore?

If you have more yes’s than no’s, there’s no need to write yourself off as hopeless. Creativity and innovation are competencies of emotional intelligence, that ability to be aware of our own emotions and those of others, then manage our behaviors accordingly. And the good news about emotional intelligence is that it can be improved, with some effort.

But first, why develop your creativity? Research shows that increased creativity can:

  • lift us out of ruts
  • sparks new ideas
  • provide fresh perspectives
  • open up better ways of doing things
  • give us a positive outlook
  • connect us with others
  • create a sense of accomplishment

“Imagination is everything. It is the preview of life’s coming attractions.”–Albert Einstein

Most of us who don’t think we’re creative allow ourselves to get stuck behind one or more of the following hurdles. Which one of these is preventing you from sparking something new?

1-Negative self-talk. “I’m just not creative,” you may tell yourself. And based upon what you’re thinking, it may seem as if it’s true. But in all verity, each of us can be creative in some shape or form. In his article, “Challenging Negative Self-Talk”, Ben Martin, Psy.D., suggests we start by testing the accuracy of our negative self-perceptions, by asking one or all of these four questions:

Just because someone has criticized you in the past doesn’t mean you have to wear their stamp of disapproval like a scarlet letter. Allow yourself to see yourself as imaginative despite the negativity of others.

2-I choose distractions. Would you rather mindlessly scroll on your phone or carve out time for innovative thinking? Here’s a quick test:  Yes or no – do you pick up your phone every time you have a free moment? If so, you may be limiting your ability–and time–to think creatively.  In an article entitled, “Why You Should Put Your Phone Down”, author Alexandra Hayes notes that “Allowing your mind to wander is a prerequisite for having a eureka moment, and when your gaze is perpetually glued to your phone, mind-wandering is nearly impossible.” [https://thriveglobal.com/stories/brain-body-benefits-less-screen-time/?]. Next time you pick up your phone, consider setting it back down and allowing your mind a little freedom to wander, and wonder.

3-I’m too busy. When my kids were little, they’d tire of a game or activity and whine, “I’m bored”.  Instead of fixing it for them by providing a new, engaging activity, I’d often respond with, “OK”.  It wasn’t long before they’d find something else to do, on their own. As adults, we tend to stay so busy that we never allow ourselves to feel bored. However, boredom can spark creative ideas. “Bored people feel that their actions are meaningless and so they are motivated to engage in meaningful behaviour,” concludes Wijnand van Tilburg, co-author of the paper, “Bored George Helps Others: A Pragmatic Meaning-Regulation Hypothesis on Boredom and Prosocial Behaviour.” [https://www.theguardian.com/science/2011/may/06/boredom-good-for-you-claims-study].

So consider freeing up your schedule for some ‘nothing time’, allow yourself to feel bored, and see what happens next.

4-Innovative ideas are not safe in this environment. Your surroundings may not feel like a safe place to exercise creativity. You may have a boss who disregarded an idea you had, or a significant other who laughed at your last novel suggestion for a fun, family activity. It makes sense why you may choose to shut down your creativity. In an article entitled, “Why A Culture of Innovation Doesn’t Work When People Are Afraid”, author Pere Rosales points out that when our work environment conditions us to keep quiet and do what we’re told, instead of exercising creativity, employees are concerned more with not coming across ignorant or incompetent. The result? “People keep everything—from big ideas to good questions—inside,” severely limiting new and innovative ideas for growth. [https://inusual.com/en/blog/why-a-culture-of-innovation-doesnt-work-when-people-are-afraid].

If you are in a situation such as this, it may be time to have a conversation with your manager or human resources professional, or, at home, with your significant other about how it is important for you to feel you have a say in helping to create new direction when needed. As well, be sure you are doing your part to create a safe environment for creativity, making sure not to criticize or ridicule new ways of doing things.

5-I don’t know where to start. Sometimes getting started is the biggest hurdle in sparking creativity. In Josh Spector’s article, “How to Start a Creative Project When You Don’t Know Where to Begin”, he speaks of the importance of recognizing there are two aspects to every creative project: ideas and execution. Sometimes we get overwhelmed by the actions we’d need to take that we shut down. Spending time on a simple brainstorming exercise can get the ideas flowing, thus helping us launch.

When you’re ready to ignite your creativity, here are a few prompts to journal about or discuss with a close friend or coach:

  • In which areas of your life are things feeling stale or stagnant? How does it make you feel?
  • What is one shift you foresee needs to be made in your workplace? At home?
    • What is your role in preventing necessary changes at work? At home?
  • If you were to make changes, who else would it involve and how would the changes potentially impact them?
  • What conversations do you need to have and with whom to initiate change?
  • What is one thing you can do today to start in a fresh direction?

Making the smallest of effort towards creativity may be just the spark you need to create your own fireworks display!

“There’s a way to do it better – find it.” –Thomas A. Edison

8 Essential Components of Personal Transformation

Article contributed by Brian Baker.

Today we are talking about personal transformation. These 8 strategies can help you become the person you’ve always wanted to be.

1. Identify your core values. You won’t be happy if you create a big change that puts you in conflict with your values. Most people have never really taken the time to identify their values. Take a day to consider the values that are most important to you. Write them down.

2. Create a vision of the future. Think about the end result of the transformation you want to make. What would that look like? What direction would you like your life to take? Is your transformation reasonable for you? For example, you might not be able to make a trillion dollars, but you could still build great wealth.

3. Determine why. Why do you want to make this change? Create a long list of reasons why you want to transform. Get excited and dream big!

4. Identify the qualities and skills you’ll need to develop. If you want to transform your body, you might need to learn more about exercise physiology, nutrition, and develop some discipline. Consider what it will take to accomplish your transformation.

5. Identify the resources you’ll require. Do you need a personal trainer, gym membership, and a blender? Maybe you need money and a life coach for your transformation. Figure out the resources you’ll need.

6. Make a plan. Start at the end and keep working backwards until you reach a step that you can do today. Avoid worrying about every little detail of the future and work in the moment. Don’t get ahead of yourself.

7. Audit your plan. Imagine following your plan and note how you feel at each step. You’re bound to feel some emotional resistance at one or more points. If you didn’t, you would have made the transformation long ago.

a. It’s important to address each of the issues that creates emotional discomfort. You’re likely to quit if you don’t.
b. Either come up with a plan to work around those issues or just relax and let the negative feelings go.
c. You’ll know you’re in a good place when you find yourself chomping at the bit to get started. Procrastination is a sign that something is awry.

8. Don’t quit! This is the most challenging part for most people. You fail if you quit. You can’t fail if you don’t. Keep on going no matter how bleak things seem. You can always do better tomorrow than you did today. A little bit of progress each day or week is all you need.

Start your transformation today. Build a vision and create a plan. Stay the course until you’re satisfied with the changes you’ve made.

Are you flexible?

“No matter what twists and turns your life offers you, your ability to be adaptable and flexible will help you to stay open to all of the hidden gifts that difficulty may offer. ” –Mandy Ingber

Article contributed by Amy Sargent

The routine of habits

We are creatures of habit. Consider, for example, how you prepare your morning coffee each day. I’m guessing you go through the same exact steps, day by day, whether it’s stopping by your favorite local coffee shop and ordering that same drink you love, or whether you make your own, carefully measuring coffee grounds into your coffeemaker and adding the same amount of sweetener and creamer to your steaming mug.  Or, reflect on the route you take to work. Do you tend to turn down the same streets each day or change things up?

Oxford dictionary defines a habit as a settled or regular tendency or practice, especially one that is hard to give up. Habits often imply a refusal to flex. On the contrary, flexibility, or personal agility, is our ability to anticipate and respond rapidly and willingly to changing conditions.

Does your day-to-day life consist more of habits or agility?

“It is not the strongest of the species that survive, nor the most intelligence, but those most responsive to change.” — Charles Darwin

Habits in and of themselves are not a negative thing. They are our way of getting necessary tasks done with a minimal need for brain engagement. You most likely could write down the steps you take from when you wake up to when you taste that first sip of piping hot coffee without much effort.  And your route to work — you could draw the map in your sleep. Getting dressed for work, brushing your teeth, filling the car with fuel when the tank is low — all tasks that need to be done yet don’t take a lot of effort to figure out how to do them. You’ve been doing these for years. Forming a habit around these seemingly mundane tasks allow you to accomplish with minimal thinking.

A study was done at Massachusetts Institute of Technology to determine how much of our behavior is fueled by habits.  The researchers outfitted students with a box that monitored their activities throughout the day–sleeping, eating, walking, working, going to class, talking with friends, etc. They discovered that a whopping 90% of our daily activities follow predictable routines! And many of these routines are simply reactions to the world around us. John Bargh, psychologist at Yale University,  says this: “…most of a person’s everyday life is determined not by their conscious intentions and deliberate choices, but by mental processes put into motion by the environment.”

Many habits can lead to a healthier, happier lifestyle. Take for example, your routine to eat healthy food, to exercise every day, or to spend quiet time in mediation or self-reflection. Habits such as these enable you to live the life you want, whether it be to achieve a level of health, find peace of mind, or relieve stress.

Habits get us into trouble, however, when a need for change arises and we refuse to respond. Some habits lead to poor physical health, such as overeating. Some lead to a lack of connection, such as spending too much time staring at your cell phone. At work, a refusal to flex can lead to frustration when the new manager arrives, or an inability to work well with others if you’re tied to always doing things the way you want to.

Signs of personal agility

Not sure if you are flexible? Take this short quiz (adapted from the ISEI Coaching Toolkit developed by Dr. Laura Belsten) to find how you score in personal agility. Read each statement and determine how frequently you demonstrate the behavior, on a scale of 1 to 5 (1=Always, 2=Almost Always, 3=Occasionally, 4-Almost Never, 5=Never):

  1. I find it easy to operate out of my comfort zone.
  2. I am comfortable with change.
  3. It’s okay when things are ‘up in the air’.
  4. I readily embrace new ideas and concepts.
  5. I quickly make decisions and solve problems even when there’s not enough information.
  6. I shift gears quickly when changes arise.
  7. I don’t curse change nor do I let change put me in a bad mood.
  8. I like to learn new skills and new ways of doing things.
  9. I can take action without having the complete picture.
  10. I readily embrace shifting priorities.
  11. I am comfortable if I have to do things differently than they’ve always been done.
  12. Others view me as someone who is curious in new ways of doing things.
  13. I am comfortable working with people who are different from me in their thinking and problem-solving.
  14. I anticipate change and respond readily.
  15. I can juggle multiple demands with ease (and a smile).
  16. I am comfortable with risk and uncertainty.
  17. I tend to be an early adopter (of things like technology, new ideas, new procedures).
  18. I adjust quickly to the need for change even if the facts available to me are limited.
  19. I happily rearrange my schedule to make sure new priorities and deadlines are met.
  20. I am comfortable with chaos and complexity.

Total Score ________

If your score is:

1-20 = Your personal agility is high

21-40 = Your personal agility is moderately high

41-60 = Your personal agility is moderate

61-80 = Your personal agility has room for improvement

81-100 = your personal agility needs improvement

It’s about comfort

Why are some resistant to change, and instead want to cling to habits and old ways, even if those ways are no longer serving them?

Habits are comfortable, like a favorite pair of socks or a warm, cozy blanket. Carol Kinsey Goman, an executive coach and author of the book This Isn’t the Company I Joined: How to Lead in a Business Turned Upside Down,  writes this in an article entitled, The Effects of Change on the Brain:
Change jerks us out of this comfort zone by stimulating the prefrontal cortex, an energy-intensive section of the brain responsible for insight and impulse control. But the prefrontal cortex is also directly linked to the most primitive part of the brain, the amygdala (the brain’s fear circuitry, which in turn controls our “flight or fight” response). And when the prefrontal cortex is overwhelmed with complex and unfamiliar concepts, the amygdala connection gets kicked into high gear. All of us are then subject to the physical and psychological disorientation and pain that can manifest in anxiety, fear, depression, sadness, fatigue or anger.” (http://www.sideroad.com/Leadership/change-effects-brain.html)

The thing is, change threatens to push us out of our comfort zone.  And we love our comfort zones! But personal agility is increasingly becoming a vital self-management skill. Change is inevitable. It occurs within all areas of our lives — our kids grow up and leave home, coworkers come and go, relationships shift, job descriptions mold into a new set of tasks, and our bodies — need we mention our bodies and the aging process?!  Instead of fighting the need to flex to ever-changing situations, it’s more advantageous to learn how to get comfortable with ambiguity, be adaptable, and shift gears when needed.

Where to start? 

“Change might not be fast and it isn’t always easy. But with time and effort, almost any habit can be reshaped.” — Charles Duhigg

Though change can be difficult, learning to flex and move in a new direction will help you navigate the ever-changing world around you.  Here are a few ideas to try:

  • Acknowledge and accept the normal human responses to change:  denial, resistance, exploration, and new beginnings. Think of a change you are currently being asked to navigate. Which phase are you experiencing? Have you gotten stuck there? Simply recognizing where you are in the process can help you see the need to move forward.
  • Recognize what is in your control, and what isn’t. Focus on the tasks you can control.  Note:  Other people and their behaviors are NOT something you can control!
  • Look for people who can support you during difficult transitions.  Find someone who’s been through something similar, or who has endured a tough time and made it to the other side.
  • Let go of your preconceived ideas about ‘the way things should be.’ Be open to new perspectives and be willing to try out new ideas.
  • Get your emotions in check.  Sometimes we allow our emotions to flood and create more drama around the change than necessary. Take note of how you are feeling, and why, and spend some time processing those feelings by journaling or talking to a coach or counselor.
  • “Try it, you’ll like it.”  Sometimes the best way to navigate change is to give it a try.  Take small steps in a new direction and try it on for size.  Look for the positives, noting opportunities that may arise with the shift.

“Success today requires the agility and drive to constantly rethink, reinvigorate, react, and reinvent.” — Bill Gates

Turn, Turn, Turn

Article submitted by Amy Sargent.

It’s that time of year in Colorado when the aspens turn.  Entire hillsides are ablaze with the bright golden glow of shimmering aspen leaves, dancing their final performance before they flutter to the ground and rest for the winter.  Carloads of leaf-peepers flock to the mountains to catch a glimpse of this stunning transformation of yellow and orange before the first snowflakes begin to fall.

Seasons come and go, both in nature and in our human existence. Change is inevitable, and in many circumstances, there’s not much we can do to stop it.  Many of us invite the start of a new season and the unknown adventures it holds– but how adaptable are we when a call for change beckons in our personal or professional lives?

The ability to initiate, manage and lead change is a competency of emotional intelligence.  People who are good at this tend to recognize the need for change ahead of time, and look for ways to make it happen.  They remove the barriers that may slow things down even if it means challenging the status quo.  They’re not afraid to stand up to opposition — even more, they’re good at rallying others to champion the change along with them by setting an example of mental agility and flexibility.

Those who struggle — and this may be most of us — tend to ask things like, “Aren’t things fine the way they are?”, or make comments like, “This is the way we’ve always done things around here” and “It’s worked up ’til now — why change it?” They tend to lack the ability to keep an open mind when major adjustments are made and are often blindsided when a shift occurs.

“Nothing is so painful to the human mind as a great and sudden change.” ― Mary Wollstonecraft Shelley, author of Frankenstein. 

Whether we embrace change or invite change–it’s going to happen.  As made popular by the folk-rock group, The Byrds, the song, “Turn, Turn, Turn”, written by Pete Seeger, was a 1950’s adaption of Ecclesiastes 3:1-8 and paints a clear picture of how there is a season for the different aspects of life — and that these seasons will come and go.

“To everything – turn, turn, turn
There is a season – turn, turn, turn
And a time to every purpose under heaven…”

Resisting change is like resisting the clock to move forward.  Change will and is happening all around us. Where will you be when it does? Will you be the one kicking and screaming or the one out in front guiding others toward the new directives?  Can you learn to go with change, thrive in change, and even lead change?

“Life is a series of natural and spontaneous changes. Don’t resist them; that only creates sorrow. Let reality be reality. Let things flow naturally forward in whatever way they like.” ― Lao Tzu

Here are some tips if you’re prone to resist change to the point that it’s beginning to limit your development or trip you up.

  • Reflect on your current state of affairs — dive into areas like professional relationships, personal relationships, achievement of goals, satisfaction, excitement for life, financial comfort, contentment, stress levels, etc., and ask yourself, “How’s that working for you?”  Note any areas that could be improved upon.
  • Challenge the status quo. Ask yourself,  “In a perfect world, what would each area of my life look like?” (Or, within your company, what would you and your teams be producing, achieving, and experiencing in a perfect world?) How would I (we) feel if I could shift things to that ideal?  What could I (we) accomplish if these changes were to occur?”
  • Brainstorm.  Which small shifts could you make to turn these areas of life in a new direction?  No matter how crazy or silly the adjustments may seem, jot them down. If you’re having a hard time coming up with ideas, consider teaming up with a social + emotional intelligence coach.
  • Note the impact these small shifts may have on you and others.  Who will be impacted?  How will they be impacted?  Be sure to include both the negative and the positive potential outcomes.

Once you’ve taken these steps, it’s time to develop a written plan for change initiatives.  This plan should include:

  1. Your vision for the change.  An example vision statement template to use is, ‘I want to ____ to create _____ in my life.” Or, if the changes are for the growth of your company, ‘I want to _____ to create _____ in our organization.”
  2. A list of short-term and long-term changes that need to be made.
  3. A sense of urgency. Write down why these changes need to happen and when you’d like them to happen. Set goal dates on each step of the change initiative.
  4. A council of wisdom (friends, colleagues, a coach, trusted advisers) to provide a multitude of counsel as-needed.
  5. Strategy. Which steps will you take first?  Which steps will come next? Does this order make sense?  Check in with your council and bounce your ideas off of them. It’s OK to revise the strategy as you move forward if needed.
  6. Action Empowerment.  What hurdles are keeping you from making the change needed?  What hurdles are keeping your teams from making the changes needed?  Learn what needs to be adapted to allow for action to take place.
  7. Collaboration. Communicate these changes with those who will be impacted.  Be sure to communicate clearly your vision and how they are to be involved, as well as how the changes will positively impact them. Make sure each team member understands their role and what’s expected of them to help make the changes happen. Ask for their input, their thoughts, their reactions. Let them know you are there to support them as you navigate the new paths ahead.
  8. Celebration.  Develop a plan for congratulations to yourself and your team members as you hit short-term goals.  Maybe it’s a Friday morning coffee to talk about forward movement, or a weekly happy hour, or a quarterly lunch to celebrate successes.
  9. Anchoring.  Are there shifts in your routine you’ll need to adopt to allow the change to be a part of your daily life?  Are there shifts in the culture of your organization that need to be made to incorporate the change as the new status-quo? Define what these are and see what steps you can take to create a safe space for the changes to stick.

Learning to not only adapt to change but initiate change can make room for new leaves to blossom in the next season, enabling you and your organization to grow and bloom to your greatest potential.

“The only way that we can live, is if we grow. The only way that we can grow is if we change. The only way that we can change is if we learn. The only way we can learn is if we are exposed. And the only way that we can become exposed is if we throw ourselves out into the open. Do it. Throw yourself.” ― C. JoyBell C.

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.

 

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