Avoid Emotional Intelligence Pitfalls at Work

pitfall_guyFrequently encountered emotional intelligence (EI) pitfalls that limit relationships and productivity at work are numerous. Ordering people to just “get it done” could well be the top pitfall of all. Several pitfalls and better EI Options are listed below.

Pitfall: Just tell your direct reports or others to do something.

Better EI Option: Use your EI skills in empathy and assertiveness to influence others to want to engage in your project.

trap-jump-pitfallPitfalls sabotage your success. When you just tell people to do something and you don’t take a few minutes to acknowledge them, build buy-in and guide understanding, you often invite opposition and resistance. Ironically you might have been so directive because you felt you didn’t have time for more engagement, yet the resistance will cost you more time in the long run.

Pitfall: Order your direct reports or others to be happy and engaged.

Better EI Option: Create a culture that builds skills in optimism, self-regard and emotional expression and thus supports staff agility and buy in. These and other EI skills are central to building an engaged culture with a “can-do” attitude. Your leadership has a lot to do with the responses you get. If you want happy and engaged direct reports, use positive language that supports optimism. For example, express the belief that together all of you will meet the big challenge, you just don’t know how yet. That wonderful word “yet” establishes the presupposition of success, and that helps create the outcome you’re looking for.

Pitfall: Ignore the impact of reassigning employees who have become friends and are working effectively as team members.

Better EI Option: Respond to and acknowledge relationships, notice how they support or weaken team work. When you need to make new assignments, help people process and accept the change.

people-puzzlePitfall: Insist that emotions be left at the door when it’s time to solve problems.

Better EI Option: Use all your smarts in solving problems; that is both your IQ and your EQ. People can’t think without using their emotions. So the question becomes whether you and your team want to be aware of your emotional responses, including your intuitive awareness, and factor in all your data when resolving the problem. We suspect people seek to avoid their emotions when they are afraid they don’t have the skills to manage the emotions successfully. However, this strategy frequently backfires as the emotions will leak out in some poorly managed format. It’s better to get training and coaching and be fully in charge of your responses.

Pitfall: Blast your stress on all in your path.

angry-redhoopBetter EI Option: Learn strategies to regain your equilibrium when your buttons are pushed, then talk to others. You can breathe, use stair therapy, count to 10, any number of strategies work. Just give yourself time to avoid the adverse consequences of getting all tied up in knots! The key point is get more oxygen to your brain and give yourself a few minutes before you respond. Stair therapy is one of our favorites. When you feel triggered, tired or cranky go climb a set of stairs then come back to your office or to the situation and respond. Your renewed resilience will invite more welcome responses.

Resilient Leaders Shine Despite Adversity

Marcia Hughes
©ATD2016, published May 2016

abelincolnPresident Abraham Lincoln remains a model of transformative leadership
more than 150 years after he served as the 16th president of the United
States. Lincoln led the United States through its Civil War—a great constitutional
and political crisis. Throughout his presidency, he was focused on his
vision of maintaining the unity of the nation with unwavering passion, yet was
able to exert high flexibility and impulse control in the strategies he employed.
He took time to listen well, seek out and consider diverse feedback, and was
willing to shift his strategies. No one had time during the Civil War to talk about
change management, yet that was the order of the day. Lincoln is one of our
best resilience teachers.

READ FULL ARTICLE: Resilient-Leaders

Avoiding Emotional Pitfalls at Work

pitfall_guyFrequently encountered emotional intelligence (EI) pitfalls that limit relationships and productivity at work are numerous. Ordering people to just “get it done” could well be the top pitfall of all. Do you agree? Several pitfalls and better EI Options are listed below.

  • Pitfall: Just tell your direct reports or others to do something.
  • Better EI Option: Use your EI skills in empathy and assertiveness to influence others to want to engage in your project.

Pitfalls sabotage your success. When you just tell people to do something and you don’t take a few minutes to acknowledge them, build buy-in and guide understanding, you often invite opposition and resistance. Ironically you might have been so directive because you felt you didn’t have time for more engagement, yet the resistance will cost you more time in the long run.

trap-jump-pitfall

  • Pitfall: Order your direct reports or others to be happy and engaged.
  • Better EI Option: Create a culture that builds skills in optimism, self-regard and emotional expression and thus supports staff agility and buy in. These and other EI skills are central to building an engaged culture with a “can-do” attitude. Your leadership has a lot to do with the responses you get. If you want happy and engaged direct reports, use positive language that supports optimism. For example, express the belief that together all of you will meet the big challenge, you just don’t know how yet. That wonderful word “yet” establishes the presupposition of success, and that helps create the outcome you’re looking for.

people-puzzle

  • Pitfall: Ignore the impact of reassigning employees who have become friends and are working effectively as team members.
  • Better EI Option: Respond to and acknowledge relationships, notice how they support or weaken team work. When you need to make new assignments, help people process and accept the change.
  • Pitfall: Insist that emotions be left at the door when it’s time to solve problems.
  • Better EI Option: Use all your smarts in solving problems; that is both your IQ and your EQ. People can’t think without using their emotions. So the question becomes whether you and your team want to be aware of your emotional responses, including your intuitive awareness, and factor in all your data when resolving the problem. We suspect people seek to avoid their emotions when they are afraid they don’t have the skills to manage the emotions successfully. However, this strategy frequently backfires as the emotions will leak out in some poorly managed format. It’s better to get training and coaching and be fully in charge of your responses.

angry-redhoop

  • Pitfall: Blast your stress on all in your path.
  • Better EI Option: Learn strategies to regain your equilibrium when your buttons are pushed, then talk to others. You can breathe, use stair therapy, count to 10, any number of strategies work. Just give yourself time to avoid the adverse consequences of getting all tied up in knots! The key point is get more oxygen to your brain and give yourself a few minutes before you respond. Stair therapy is one of our favorites. When you feel triggered, tired or cranky go climb a set of stairs then come back to your office or to the situation and respond. Your renewed resilience will invite more welcome responses.

Helping Teams Where It Hurts

pie-7-3dWhile most of the work for organizations is accomplished by teams, just imagine team productivity if their pain was attended to! You can listen to our recent webinar to gain many specific strategies on how to help teams make this transition. In this article we will highlight several areas where we’ve seen considerable team pain and strategies for resolving the concerns.

Much of team pain revolves around emotions including as part of how they handle relationships, how they manage their impulses, and how team members communicate their emotions and manage their assertiveness. Each of these and so many other challenges are resolved by effective use of emotional and social intelligence, often labeled EI. Emotional Intelligence, or better yet, emotional and social effectiveness, is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way. Teams benefit from team members who are skilled in effective EI and where they apply EI at the group level.

7 team competencies measured by the Team Emotional and Social Intelligence Survey (TESI) provide a strategic format for understanding team pain.

Team Identity reflects the level of pride and connection members feel with the team. It indicates how well the team demonstrates belongingness, and how strong a sense of role clarity is established for each member.

Pain/ Challenge points show up as:

  • Disengaged / apathetic behavior
  • Self-focused not team just a group of individuals
  • Failure to know & agree on goals/mission

Solutions or strategic actions include:

  • Facilitated retreat with an expert guiding the team through challenges and to develop new ways
  • Build WIFFM (what’s in it for me and for my team) so everyone knows WHY they are on they are on the team and why everyone else is there as well.
  • Share responsibilities.

Motivation shows the team’s level of internal resources for generating and sustaining the energy necessary to get the job done well and on time. It gives feedback on whether creative thinking is promoted and if members are driven to achieve together.

Pain / Challenge points show up as:

  • Lack of trust
  • Lack of purpose
  • Lack of advocacy

Solution

  • Team collaborates to establish purpose through focused discussion and an emphasis on reaching agreement that then is broadly stated and made visible to the full organization
  • Establish reliable consistent communication
  • Leaders advocate for the team and team members know about the advocacy.

Emotional Awareness measures how sensitive and responsive team members are to each other’s feelings. Does the team value and respect negative as well as positive feelings?

Pain / Challenge points show up as:

  • Missing non-verbal communication, resulting in many feeling misunderstood
  • Feeling wounded, taken for granted or not being seen
  • Ignoring team members

Solution

  • Non-verbal skills building
  • Listen with the ears of your heart through active listening practice and then keeping attention on continuing to build this skill
  • Focus on each member at various times in team meetings, have them give brief presentations, lead a topical discussion or take on other responsibilities.

Communication reflects how accurately the team sends and receives emotional and cognitive information. It indicates how well team members listen, encourage participation, share information and discuss sensitive matters. It indicates the extent to which team members acknowledge contributions and give feedback to one another.

Pain / Challenge is reflected through:

  • Poor listeners
  • Introverts not finding ways to engage
  • Missing the message

Solution

  • Active listening practice
  • Develop new engagement strategies to bring team members together in new pairs or small groups that haven’t worked together as much
  • Match message & receiver by literally stopping during communications sometimes to see if what one is responding to reflects understanding of what the other intended to communicate.

Stress Tolerance measures how well the team understands the types and intensity of the stress factors impacting its members and the team as a whole. It addresses whether team members feel safe with one another, and if they will step in if someone on the team needs help. Stress tolerance reflects the level of work/life balance that the team is able to achieve including its ability to manage workload expectations.

Pain / Challenge

  • Increasingly being asked to do more with less
  • Team members feeling like they are in an emotionally unsafe work environment
  • Resistance

Solution

  • Listen & respond
  • Facilitated intervention
  • Establish positive approach by building speaking and acting strategies that create a positive environment – catch people doing things well and commend them!

Conflict Resolution capabilities show how willing the team is to engage in conflict openly and constructively without needing to get even. It measures the ability to be flexible and to respond to challenging situations without blaming one another. Conflict is natural, and will happen when any team is engaged in fulfilling its purpose. It can be an opportunity for growth or it can destroy a team.

Pain / Challenge

  • Increasingly being asked to do more with less
  • Abuse of power by leaders or de facto leaders
  • Poor impulse control

Solution

  • Build individual EI skills through individual and group coaching and training
  • Set boundaries and enforce accountability
  • Train and hold team members accountable to work together to resolve conflict.

Positive Mood reflects the positive attitude of the team in general as well as when the team is under pressure. Positive mood scores indicate the members’ willingness to provide encouragement, their sense of humor, and how successful the team expects to be. It is a major support for a team’s flexibility and resilience. Positive Mood gives feedback on how well the team deals with pressure and if the team has a can-do attitude.

Pain / Challenge

  • Missing work/life balance
  • No support from leaders above
  • Dysfunctional organizational culture

Solution

  • Act to manage workload
  • Create support among the team members
  • Advocate for organizational change – show the way through your team’s functioning!

The benefits to noticing where your teams have pain and proactively responding are quite likely to exceed your expectations! Give it a go!

10 Actions to Make Your 2015 a Year of Authentic Success

emotional intelligence authentic successDoes this picture reflect a conversation between your ideal self (how you would most like to live) and your real self (how you really live)? Authentic success integrates these two parts into a happier and more successful you. Our article was so successful as a way to frame moving into the New Year, that it’s back by popular demand.

Authentic success begets peace of mind because you are living and working in accordance with your values, strengths, and your sense of purpose instead of living in conflict. Reaching this highly desired state requires personal awareness. Without it you will be missing the joy from your current wealth by only focusing on what hasn’t happened. Happiness and optimism, both components of emotional intelligence, are vital to experiencing authentic success. The following 10 Actions are based on years of research in the fields of emotional intelligence and positive psychology and set forth choices you can make to change the quality of your life in 2015.

10 Actions to Make Your
2015 a Year of Authentic Success

1. Define happiness. Know what you are looking for when you are seeking happiness. True happiness isn’t the quick food fix; even Belgian chocolates bring a temporary response. As an article by Carlin Flora, “The Pursuit of Happiness” in Psychology Today states, “The most useful definition – and it’s one agreed upon by neuroscientists, psychiatrists, behavioral economists, positive psychologists, and Buddhist monks – is more like satisfied or content than ‘happy’ in its strict bursting-with-glee sense. It has depth and deliberation to it. It encompasses living a meaningful life, utilizing your gifts and your time, living with thought and purpose. It’s maximized when you also feel part of a community. And when you confront annoyances and crises with grace. It involves a willingness to learn and stretch and grow, which sometimes involves discomfort. It requires acting on life, not merely taking it in. It’s not joy, a temporary exhilaration, or even pleasure, that sensual rush – though a steady supply of those feelings course through those who seize each day.”

Action: Happiness is closely tied to being aware of what success truly means for you. Write your own definition of what Authentic Success means to you and intend to live in synch with your truth about Authentic Success in 2015.

2. Practice mindfulness. While defined in a variety of ways, mindfulness simply means paying attention. Notice how you are feeling and why and then make a choice to stick with your current path or take a breath and intentionally shift.
Action: Set a time each day when you will review your day with intention to notice and expand your mindfulness. Even a short review will make a difference.

3. Be you. Embrace yourself. Know your good points and that which you don’t consider so favorably. Know your styles and preferences and trust you are a good and resilient person. We received the following quote awhile ago and we give profound credit to whoever first said it though we don’t know the original source.
Action: Print this out and tape it around your environment:

nothing_wrong_quote4. Practice your 2% Solution. As Marcia describes in Life’s 2% Solution, the 2% Solution requires just half an hour a day (3 ½ hours a week if it works better to cluster your time). Spend that time doing something that’s deeply nurturing, meaningful, fulfilling to you. It may be what you’ve vowed to do later when you are free to explore long-delayed purposeful pursuits. This seemingly small expenditure of time is even more critical in today’s harried world, where work deadlines loom, the carpool to soccer awaits, the dry cleaning is piling up, and a dinner party fills up whatever free time is left. We get it all done, yet feel incomplete. This stress-filled existence leaches away our creativity, passion and sense of fulfillment. We sacrifice the long-view of our lives for short-term results, to check something off a list. No doubt, that scenario leads to burnout.
Action: Integrate your enhanced awareness from taking some of the above steps with your own 2% project. Investing 2% of your time in an unusual way on yourself will make a world of difference. It’s an achievable way of creating more work/life balance without having to turn your life upside down by radical change. You can learn more and follow the 10 step process found in my book Life’s 2% Solution.

5. Relationships matter. Take time for friends and choose friends who support the values you wish to live with.
Action: Notice who your friends are. Ask yourself if you are giving the time it takes to cultivate valuable relationships. If not make a change. Keep your expectations of time with friends manageable.

6. Carpe diem! Seize the day.
Action: Today is the only version of this day you’ll ever have. Take advantage of it!

7. Know your values. It’s easy to get caught up in the multitude of options that expand daily from numbers of cereals to forms of entertainment to interesting books. We all have twenty-four hours in a day. Take advantage of your day by knowing what is truly important so you don’t get distracted with the job of making too many unimportant choices.
Action: Make a list of your top values – somewhere between five and ten items at the most. Then practice connecting your values with your choices.

8. Create. It feels good! Humans are amazingly creative beings. You probably create much more than you realize and miss giving yourself credit for your gifts.
Action: Intentionally make a soup, draw a picture, write a letter. Whatever feels simply good to you and then stop and acknowledge the act of creating and give yourself time to enjoy.

9. Express gratitude. This is a big one. Anytime you want to build happiness, be grateful for what you do have and go find a way to give. So much of authentic happiness is based in giving your gifts and in being a good and compassionate human being. Don’t make it hard; find easy and natural ways to give with no strings attached. Pay it forward is a great strategy.
Action: Take time to stop and say thank you. Notice how you feel and how the recipient feels. Keep a gratitude journal. Notice five to ten events that occur each day for which you are grateful. Be specific. Feel the gratitude in your heart as you write your list and as you read it over.

10. Smile. It’s impossible to be grumpy and smile at the same time.
Action: If you are willing to change your emotional state, you will. Breathe, notice what is going on, notice any tension you are holding in your body, and be willing to let it go. Be quiet and smile for a full minute.

Authentic success combines your inner and outer strengths, though integrating these two is not always so easy. Good luck on your journey. We’re always interested in learning from you about how this works. Comment on our blog.

How’s Your Resilience Meter?

resilience_meterGive yourself one of the best gifts available – expand your resilience. Sustainable behavior change is a lifestyle change, not a whim. That’s very much the truth for expanding your resilience. Scientist and leading scholar in the field of positive psychology, Barbara Fredrickson reports that in their entire research program in resilience they found that the key active ingredient supporting those with higher resilience is positivity, which includes openness and a better ability to keep things in perspective and see the bigger picture.

A frequent challenge raised by our coaching clients relates to managing their resilience. They may talk about putting up with one challenge after another as a new program is being unveiled until they finally lose their composure. Or the challenge may be significant personal issues that are taking so much of their energy and drawing upon their flexibility dramatically that when one more thing happens – at work, at home or anywhere they become unusually inflexible, emotional or just walk away leaving things unresolved.

Stephan (not his real name) is a good example. Most of the time, things are fine; he can manage work and personal demands. He has a good education, a reliable job with mid-management responsibilities, and a loving family. Just like happens to most of us, each of these good parts have challenges. His parents are in their 80’s and require a lot of attention. Recently his dad was diagnosed with Alzheimer’s and his mom has arthritis to the point she can’t take care of him. His teenage children need a great deal of time from both he and his wife. It’s hard, yet he keeps telling himself that in a few years it’ll be easier. For now Stephan is committed to giving his all to helping his parents, his kids, serving at his church and then there’s his job. His position has a lot of stress with it and most weeks require 45 to 50 hours of work plus his commute. Usually he juggles everything well enough. Then his boss informed him that the big report he and his team have worked on for two months is needed in two days instead of the two weeks they were supposed to have to complete it well. Stephan hit the roof. He yelled at his boss, refused to meet the deadline. Told his staff to just quit and take the rest of the day off. It wasn’t a pretty picture. That was a few weeks ago. Stephan is working with the aftermath of his outburst, as well as what brought him to it, in coaching. Our focus includes understanding his challenges and building ways to stay in touch with his resilience meter to help guide his behavior.

Strategies for Expanding Resilience

You, just like Stephan, can choose from several strategies to expand and maintain your resilience. Six of the sixteen EQi skills particularly support resilience strength. Act now to support your health and well-being by following a resilience enhancing strategy such as:

  • Meditation.
  • Recognizing that you are a part of something purposeful that’s bigger than you.
  • Expanding your happiness through gratitude or embracing and valuing your connections with others.
  • Building your optimism by expecting what works to keep on happening and get even larger.
  • Embracing your Bigger Yes – by living priorities that call for time with loved ones, time to exercise, time for you – all which expand your stress tolerance capacity.
  • Perceiving yourself with healthy self-regard by being able to view your strengths. challenges, and neutral zones and feel good about who you are.
  • Exercising your emotional self-awareness by noticing your emotions, recognizing how you feel and why and continuing to call forth positive emotions.

Resilience is the ability to recover readily from illness, depression, or adversity; it’s a form of buoyancy. Fortunately, your resilience can be expanded – it’s a personal skill that may have some components of genetic predisposition but can be influenced and grown as one of your most reliable assets. However, it does require continuous upkeep. Growing the skill requires awareness and practice. Your journey is one of developing new habits that may not only change your social and psychological take on life but may well improve your health as well.

Six Emotional Intelligence Skills

There is a strong connection between the strength of your resilience and 6 of the 16 skills measured by the EQi 2.0: stress tolerance, emotional self-awareness, self-regard, optimism, happiness and flexibility.

These EI skills are ones that are more self-oriented rather than other-oriented because resilience is an internal state. You’ve probably heard that you need to take care of yourself before you have the strength and resilience to take care of others well. The metaphor most call to mind readily is when oxygen is needed on an airplane you need to put your own oxygen mask on before you start helping others. You know why – you’ll black out quickly and be a problem rather than a help if you don’t start with your mask. Life is that way as well. Though it may be easier for some to focus on the tasks, including attending to everyone else’s needs, you will be better in all ways if you start with you first – and then remember to keep prioritizing your needs!

Barbara Fredrickson

Dr. Barbara Fredrickson, author of Love 2.0 and Positivity, which I highly recommend, provides copious research on the beneficial effect of resilience and the field of positivity. I’m blessed to be taking an online training with her. She talks about changing people’s daily diets of positivity with the goal being to change what we notice and to influence the practice of our habitual positive and negative emotions. One effective strategy she emphasizes is loving kindness meditation. What’s different about Barbara’s work is that it primarily occurs in the laboratory – her laboratory and her joint work with many other leading scientists. The blessing of her research is she is documenting what so many coaches, trainers and others have believed to be true.

Research results by Barbara and her colleagues are documenting that there are improvements on cognitive, social, psychological and physical resources for people using certain positivity practices. Whether you practice meditation or other resilience enhancing strategies, I encourage you to choose a practice or two from the list I provided above or another resource you have and take good care of yourself.

What Qualities Do You Associate With Emotional Sustainability?

Emotional Sustainable Qualities visualAt Collaborative Growth’s recent Symposium on Emotional Sustainability participants identified the key qualities they feel are associated with this hopeful term.  Their answers follow and were the heart of how the Emotional Sustainability Word Cloud you see here.  After some soul searching these answers were highlighted at the Symposium:

  • Gratitude – being without regret or anxiety
  • Self/other awareness
  • Work/ life integration – eliminating my own internal silos
  • Modeling
  • Accountability – how to get EQ in at the bottom of the organization
  • Language – feeling words, able to speak on emotions in a structured way
  • Joy – living to one’s full potential
  • Kindness – leading people to be comfortable to learn in the classroom
  • Love, the verb! – Stress disconnects us from our higher purpose and we need to recognize that fear harms learning.  Be transparent around emotions.
  • Present to moments of Grace – align talent with organizational goals
  • Intimacy – transform leaders as people by deeply and respectfully connecting
  • Act with the recognition:  In love I am one with you
  • In Lak’ech – from the Mayan tradition this is understood to mean I am another yourself (A modern day interpretation) and also means I am you, and You are me (A traditional Mayan interpretation)


Top 10 Reasons for Playing!

  1. It feels good and makes you happy!
  2. Happy is good!  Good for your health, for your decision-making, for your relationships….. Heck, what isn’t it good for?
  3. It’s good for our world economy – a stretch?  Maybe, but what about the recreation dollars we spend even if we’re just driving to a great hike in the forest and taking a picnic.  And happy people have more capacity to slug through the difficult conversations to get to good collaborative decisions.  Tell that to the G-20 – or even the G-8 leaders!
  4. We build resilience, defined as the ability to recover quickly from setbacks and elasticity, as in the ability to spring back after things are bent out of shape. Resilience is enhanced through play, through relaxing and through nourishing reflecting.  Play regularly to be prepared for life’s twists and turns.
  5. It makes other people happy.
  6. You can get good exercise and increase your cardio vascular functioning.
  7. Brain health and well-being.
  8. We satisfy our own developmental need to be creative and feel competent.
  9. We can be more creative while playing with novel possibilities in an environment where we can be flexible and relaxed.

10. To interact and be reflective without it seeming so serious – “Hey, why did we miss that grounder when Holly hit it?”  “What shall our team do next time?”

Play has been described as unplanned behavior, in other words activity that emerges and evolves spontaneously from within its own context. It occurs in a climate that facilitates creativity and innovation. Young children accomplish the majority of their most critical early learning through play. But guess what, adults learn best in the same sort of attitude — relaxed curiosity.  We just don’t emphasize play nearly as much as can serve us. For children play is considered valuable because it develops their social relationship skills, helps build positive interactions between the child and their classmates, and provides the chance to let off a bit of steam (reduce or prevent anger). It also builds on their skills of sharing and taking turns.  Isn’t this what we want for ourselves, our families and our teams?  Of course it is! 

At Collaborative Growth we’re declaring July as a great month for playing.  We hope you take time to enjoy this beautiful month whether it’s quite sunny for you in the northern part of our globe or snow is whitening your world in the southern hemisphere.

We also want to express our gratitude for Freedom.  In the United States where we live, July 4th is the day we celebrate our nation’s Independence.  Let us all embrace freedom with our intentions that really includes liberty and justice for all to help build a world that.  Neurologists assure us that seeing requires believing so let’s join our combined vision in seeing a world that works for all!

Blessings and our thanks to all of you!

10 Best Practices for Dynamic Teamwork

Manage stress.  Stress is a gift when it comes in the right dose.  You need some stress to help you be fully on your game.  Create challenges on the team, make them fun and meaningful.  Also take time to honor work/life balance for one another!

Optimize conflict.  Conflict just is; it isn’t good or bad until the team takes the conflictual event one direction or another.  To make the most of the opportunities conflict offers, exercise patience with one another, be actively willing to see the matter from someone else’s perspective and bring your flexibility to the table.  In times of conflict team members can ask themselves if they would rather be happy or be right.  This can be a powerful tool for gaining perspective.  It doesn’t call for compromising; rather it is important for team members to be an advocate for their perspectives if the situation calls for it, as well as to be willing to listen to others. Then when a decision is made all team members need to get behind it.

Intend to trust the team as a whole.  Trust is a result as demonstrated in the Collaborative Growth Team Model. http://www.theemotionallyintelligentteam.com/takethetesi.asp.  Trust develops as a result of respectful, consistent and active communications and interpersonal relationship.

10 Actions to Make Your 2010 a Year of Authentic Success

10. Practice your 2% Solution. As I described in Life’s 2% Solution, the 2% Solution requires just half an hour a day (3 1/2 hours a week if it works better to cluster your time). Spend that time doing something that’s deeply nurturing, meaningful, fulfilling to you.  It may be what you’ve vowed to do later when you are free to explore long-delayed purposeful pursuits.  This seemingly small expenditure of time is even more critical in today’s harried world, where work deadlines loom, the carpool to soccer awaits, the dry cleaning is piling up, and a dinner party fills up whatever free time is left. We get it all done, yet feel incomplete.  This stress-filled existence leaches away our creativity, passion and a sense of fulfillment. We sacrifice the long-view of our lives for short-term results, to check something off a list. No doubt, that scenario leads to burnout.

Action: Integrate your enhanced awareness from taking some of the above steps with your own 2% project.  Investing 2% of your time in an unusual way on yourself will make a world of difference.  It’s an achievable way of creating more work/life balance without having to turn your life upside down by radical change.  You can learn more and follow the 10 step process found in my book Life’s 2% Solution.