Archive | March, 2016

organizational awareness

Develop the Three Levels of Organizational Awareness

organizational awareness

Outstanding leaders have an acute organizational awareness.

Organizational Awareness: Inner, Outer and Other Focus

In this brief video clip from the Brainpower: Mindsight and Emotional Intelligence in Leadership with Daniel Goleman and Daniel Siegel, Daniel Goleman discusses systems thinking, three levels of organizational awareness, and visionary leadership. He points out that outstanding leaders are aware of the many systems within organizations. Such leaders start with the level of self-awareness and self-regulation, move outward with empathy toward awareness of interpersonal relationships, and then further to awareness of the whole organization.

Dr. Goleman has written about this inner-other-outer “triple focus” in many contexts, including organizational leadership and education. In his article, “Why Leaders Need a Triple Focus,” adapted from his book, Focus: The Hidden Driver of Excellence, Goleman said,

“When Accenture interviewed 100 CEOs about the skills they needed to run a company successfully, a set of 14 abilities emerged, from thinking globally and creating an inspiring shared vision, to embracing change and tech savvy. No one person could have them all. But there is one “meta” ability that emerges from research on leadership: self-awareness. Chief executives need self-awareness to assess their own strengths and weaknesses, and so surround themselves with a team of people whose strengths in those core abilities complement their own. This means inner focus.

Companies also need leaders who have an other-focus—who understand the motivations of their employees and want to help other people be successful, too. For instance, they realize that if someone lacks a given strength today, they can work to develop it.

Such leaders take the time to mentor and advise. In practical terms this means:

  • Listening within, to articulate an authentic vision of overall direction—from the heart and to the heart—that energizes others even as it sets clear expectations.
  • Paying attention to people’s feelings and needs, and showing concern.
  • Listening to advice and expertise; being collaborative and making decisions by consensus.
  • Coaching, based on listening to what the person wants from their life, career, and current job….

Of course that doesn’t mean that leaders can ignore other concerns, like market trends or innovation, to meet changing demands. But the same attention skills that can help manage one’s own emotions and work relationships can help leaders stay more flexible and allow for better outer focus.”

organizational awareness

Brainpower: Mindsight and Emotional Intelligence in Leadership is a collection of streaming videos and audio downloads with Daniel Goleman and Daniel Siegel.

Brainpower provides leaders, executive coaches, management consultants, and HR professionals with a science basis for their leadership development work.

Additional Resources to Develop Organizational Awareness

The Focused Leader

Attune: The Role of Focus in Authentic Leadership

The Competency Builder

Cultivating Focus: Techniques for Excellence

build emotional intelligence

Develop Emotional Intelligence with Mindfulness

develop emotional intelligence

Develop Emotional Intelligence with Mindfulness Practices

Leaders, trainers and executive coaches can develop emotional intelligence in themselves and others with mindfulness practices. Dawa Tarchin Phillips describes how in this video clip.

Develop Emotional Intelligence: Start with Self-Management

Mindfulness as a tool for self-management is a topic Phillips explores in his article, “Take the Lead in Reducing Workplace Stress.” He suggests five steps for using mindfulness to manage yourself when you’re under stress.

Notice your reaction to a specific “trigger” situation

What caused that rush of adrenaline or stress? What conditions led to that moment? Recognizing the triggers of stress can help you prepare to deal with them more effectively the next time they arise.

First become aware, then manage

Pay attention to how you feel physically and emotionally when you are in a stressful situation. The first step to managing your self is to be aware of yourself and your reactions.

Stay in the moment

Pay attention to whatever is happening in the moment rather than rehashing stressful situations from the past. If the moment presents a problem, focus on finding creative solutions to that problem.

Learn to meditate

Meditation helps calm the mind and increases the ability to focus. It also helps you be able to move between mental tasks more deliberately and with greater ease.

Breathe

Taking a few deep breaths during a stressful situation will bring oxygen to your brain and clarify your thinking. Try this: Breathe in and count one…then breathe out and count one. Breathe in and count two…then breathe out and count two. Breathe in and count three…then breathe out. Repeat. If you can, place your hands on your abdomen or chest to feel the rise and settling of each breath.

Develop Emotional Intelligence with Mindfulness

Gain insight into ways you can develop emotional intelligence in your organization through self-awareness, social awareness, self-management, and relationship management. Dawa Tarchin Phillips will discuss each of these areas further in his upcoming webcast series, Mindful Leadership Breakthrough System.

The live webcast series is developed and hosted by Phillips, a mindful leadership expert, author, coach and classically trained senior meditation teacher. His business acumen and deep understanding of meditation techniques and mind training allow him to deliver a unique coaching program to address challenges facing 21st century leaders. Each webcast includes a Q&A with Phillips.

Develop emotional intelligence through mindfulness with these live webcasts:

Dealing with Workplace Stress: How it Impacts Performance, Culture and the Bottom Line

The Mindfulness and Emotional Intelligence Connection

Patience in Business: How to Overcome Doubts, Worry and Negativity

Beyond Habit: How to Change Habits that Limit Leaders

Managing Change: First, Understand and Manage Yourself

Dealing with Failure and Setbacks Mindfully: How to Move Through Struggles like a True Champion

Mindful Decision Making Under Pressure: Using the Power of Presence to Achieve Success from the Inside Out
Super Soul Sunday

What Oprah Winfrey Has Learned from Daniel Goleman

Super Soul Sunday

SuperSoul Sunday with Daniel Goleman and Oprah Winfrey

Oprah Winfrey uses what she has learned from Daniel Goleman every day. And, she thinks everyone can learn from Dr. Goleman’s work. That’s why she sat down with Dr. Goleman for an interview on SuperSoul Sunday. Here’s a taste of what they covered in their wide-ranging conversation:

What is the difference between IQ and emotional intelligence?

Technical and intellectual knowledge can get you in the door for a job, but emotional intelligence is what keeps you there and successful. Oprah shares examples of how she has seen the power of emotional intelligence.

What are the three kinds of empathy and why do they matter?

Any relationship or interaction is enhanced if we can empathize with others. Can you understand how someone thinks and how they feel? Does your understanding lead to concern?

How does Focus relate to Flow?

What is Flow and how can we intentionally get there? Dr. Goleman shares a key to achieving a flow state – pay attention. Goleman and Oprah discuss how our attention is under siege in daily life and how to step away from distractions.

It’s never too early, or too late, to develop emotional intelligence.

At any age, our brains can change, and we can build the mental muscles of emotional intelligence. Parents and schools can help children develop emotional intelligence from an early age. Dr. Goleman talks about the use of Social and Emotional Learning (SEL) programs in schools and how cognitive control is a predictor of future success.

How can we each be a force for good in the world?

Oprah asks Dr. Goleman about his book, A Force for Good, his friendship with the Dalai Lama, and his work to help spread the Dalai Lama’s vision for the world. In the face of what seem like overwhelming challenges, we can each take steps to be a force for good. Dr. Goleman shares the greatest lesson the Dalai Lama has taught him.

Why does the media focus on negative news?

Dr. Goleman explains the brain science behind our fascination with news that is threatening or scary and how the media capitalizes on that fascination. Oprah and Dr. Goleman discuss how to manage the barrage of negative news.

What is the impact of the stories we tell ourselves?

Emotional intelligence allows us to change our relationship with our own thoughts and feelings and have more choice.

Watch the full SuperSoul Sunday interview with Daniel Goleman and Oprah Winfrey.

 

 

 

IQ

Are You Smarter Than Your IQ Says You Are?

IQ

iStock/wowomnom

Have you ever felt more intelligent than your IQ says you are?

What predicts success?            

These are a few of the questions Daniel Goleman explored with Oprah Winfrey when they sat down for a conversation on SuperSoul Sunday. That discussion airs on Sunday, March 20 on OWN.

super soul sunday

What Predicts Success? It’s Not Just IQ

Dr. Goleman looked at the fallacy that intelligence is a predictor of success and shared research that shows the importance of emotional intelligence. Angela Duckworth at the University of Pennsylvania has done extensive work on grit – the tendency to sustain interest in and effort toward very long-term goals. Duckworth and her colleagues have found that some students who don’t necessarily have the highest IQs in their classes get high grades because they keep plugging away despite setbacks.

A 30-year long longitudinal study of children in New Zealand found that the kids with the best cognitive control had the greatest financial success in their 30s. Cognitive control refers to the ability to delay gratification in pursuit of your goals, manage upsetting emotions well, and hold focus. Those skills mattered more to future success than the children’s IQ or family wealth.

Grit and cognitive control are examples of self-management, a key part of emotional intelligence. Self-management shows up in competence models – studies done by companies to identify the abilities of their top performers. Beyond grit and cognitive control, what sets apart stars from average workers are abilities across the emotional intelligence spectrum: self-awareness, self-management, empathy, and social effectiveness.

In an article, Dr. Goleman explained,

“IQ and technical skills matter, of course: they are crucial threshold abilities, what you need to get the job done. But everyone you compete with at work has those same skill sets. It’s the distinguishing competencies that are the crucial factor in workplace success: the variables that you find only in the star performers – and those are largely due to emotional intelligence.

These human skills include, for instance, confidence, striving for goals despite setbacks, staying cool under pressure, harmony and collaboration, persuasion and influence. Those are the competencies companies use to identify their star performers about twice as often as do purely cognitive skills (IQ or technical abilities) for jobs of all kinds.

The higher you go up the ladder, the more emotional intelligence matters: for top leadership positions they are about 80 to 90 percent of distinguishing competencies.”

Resources to Enhance Emotional Intelligence

The HR & EI Collection

What Makes a Leader: Why Emotional Intelligence Matters

The Brain and Emotional Intelligence: New Insights

Brainpower: Mindsight and Emotional Intelligence in Leadership

brainpower

How the Brain Can Boost Your Emotional Intelligence

How the brain can boost your emotional intelligence

Understand Brain Science, Boost Your Emotional Intelligence

Many people think “you can’t teach an old dog new tricks,” but not Daniel Goleman and Daniel Siegel. They understand the brain science, which shows we can all grow new pathways in our brain that support our emotional intelligence and Mindsight. That science explains the mechanism of neuroplasticity – lasting change to the brain. During the Brainpower webcast series, Dr. Goleman and Dr. Siegel describe concrete ways leaders can grow their own brains AND help their employees build their capacity for emotional intelligence and Mindsight.

How to Develop a Connected Brain

A key to emotional intelligence and Mindsight is having a connected brain, where different parts of the brain communicate well with each other. How do you make a more connected brain?

Dr. Siegel explained,

“Here are the steps to making a more connected brain. You grow new connections between neurons with synaptogenesis and synapse modulation. You grow new neurons, at least in the hippocampus. Myelinogenesis is the creation of myelin. Myelin when it’s laid down, allows the action potential. This means that the ions flowing in and out go 100 times faster and the resting period, the refracting period between firings, is 30 times shorter. So 30 times 100 is 3,000. So with myelin, you’re 3,000 times faster and more coordinated and balanced.

So, how do you build myelin? Dan’s insightful book, Focus, talks about the key: focus of attention. The way I think about it is this: Where attention goes, neurofiring flows, and neuro connection grows. Where attention goes – how I use my mind to focus attention – gets neurons to fire and where neurons fire, they grow and rewire. I use the acronym SNAGS: Stimulate Neural Activation and Growth. One of the main things to SNAG a brain is the focus of attention. But the context in which that happens, trust, actually helps you promote more growth. There’s a social engagement system that’s turned on when you get trust going. As a leader, that’s the way you can help promote neuroplasticity. Learning and unlearning and deep practice in skill building – this is all stuff that builds myelin.”

CEO of the Mind and the Mind’s Radar

Dr. Goleman responded to Dr. Siegel’s comments focusing in on two parts of the brain that play an active role in emotional intelligence. Dr. Goleman said,

“I want to hone in on the prefrontal area of the brain. This is the part of the brain that’s really the brain’s executive, the CEO of the mind. It focuses attention, can help us integrate, plan, make decision, process information, strategize, learn, pursue goals. The prefrontal area should be the boss of the brain and is in our best moments. The amygdala, however, is at the bottom of a kind of spiral of emotional centers in the brain. The amygdala is the radar for threat in the brain; it’s the trigger for strong negative emotional responses. When the amygdala looks around, it’s asking: am I safe? Is there a threat? And if the amygdala thinks there is a threat, it can take over the prefrontal cortex in what I call an amygdala hijack and in the hijack, several things are going on.”

Three Signs of an Amygdala Hijack

Dr. Goleman explained, “First of all, there are three signs of a hijack. One is that you have a really strong emotional reaction. It might be anger, or fear, or going numb. It’s something that doesn’t help in the situation. The second is that it’s very sudden. It kind of takes you over. You’re surprised by it. Third is that it leads you to do something that doesn’t work, that’s inappropriate.”

What Happens During an Amygdala Hijack

Dr. Goleman continued, “In a leader, an amygdala hijack is never helpful. The mind state during a hijack, as shown by the research of Joseph LeDoux at New York University, tends to be very childish. The logic of the amygdala is that of a child, that of poetry, art, myth. Anything is possible. It’s a very fuzzy logic. It’s not the logic of the prefrontal cortex.

Attention also fixates on the threat. That was great in evolution because we needed to see what was rustling in the bushes. But, today the amygdala responds to complex social realities, symbolic realities. Feelings such as ‘I’m not being treated fairly’ can cascade in the body a whole flood of reactions. Also, memory reshuffles so what is salient to what we think the perceived threat is, is what we most easily remember. This leads us to rely on over-learned response. During an amygdala hijack, our responses are rigid. We do what comes to us most easily, which is what we’ve practiced the most. It might be something very immature such as ‘I’d like to hit this guy.’”

Managing an Amygdala Hijack

Dr. Goleman offered tips on how to manage a hijack.

“There are many ways to manage a hijack, but here’s one approach. First, pause whenever you sense it’s coming on or are in the midst of it. You may not realize because it can happen so suddenly. We need to collect ourselves, pause. Mindfulness is very helpful here. Dan also mentioned something in another webcast that’s really helpful here. ‘Name it to tame it.’ If you can say, ‘Oh, I’m having that reaction,’ you already are doing something neutrally with your mind. You are deactivating the amygdala and energizing the prefrontal cortex. It shifts the ratio of power.

A third thing you can do is calm down. Focus on your breath. Or, if it’s possible, take a break. John Gottman at University of Washington, who studies marital arguments, which are really mutual emotional hijacks, recommends that a couple take 20 minutes out. He says it takes about that long to calm down from the hijack. Then you can come back and talk things over.

The fourth step is repeat as needed. This takes advantage of the neuroplasticity that Dan is talking about. What we’re trying to do is develop a new way of reacting to those triggers.”

How to Help Others Build Their Brainpower

Dr. Siegel described concrete ways to help others build their brains. He said,

“These are ways as a leader you can help promote neuroplasticity. You can have relationships that build trust. You can create a culture with a lot of strength and integrity and intention that encourages the people working in your organization to get good sleep. Sleep is the greatest thing for neuroplasticity. We’re now beginning to understand that sleep helps clean away the toxins that are inevitably produced during the waking state. So, people who are sleep deprived are accumulating toxins. They don’t pay attention as well, they can’t remember as much, they’re irritable. The brain does not consolidate learning when it is sleep deprived. Nutrition. People need to be eating well. Aerobic exercise, keeping active, humor. Some studies suggest that humor actually helps promote brain growth. Novelty, having new things go on and the close paying of attention. All of these things help promote building a connected brain.”

“At drdansiegel.com, we’ve had a lot of people download a simple practice called ‘The Wheel of Awareness.’ It takes about 25 minutes. The results have been absolutely fascinating. I’ve collected and recorded responses from over 10,000 people who I’ve given this to in person. You can actually integrate consciousness to promote self-monitoring and self-modulation. That is, you can modulate your internal state through this very simple practice. What you’re doing basically is distinguishing the knowing from the known of consciousness and in doing that, you’re giving a huge amount of power for choice and change. This is exactly what we as leaders want to do is to provide the people we work with the opportunity to actually create more integration in their life.”

leadership development

Brainpower: Mindsight and Emotional Intelligence in Leadership is a collection of four streaming videos with Daniel Goleman and Daniel Siegel. This series provides leaders, executive coaches, management consultants, and HR professionals with a science basis for their leadership development work. The video content is a recording of Dr. Goleman and Dr. Siegel’s live webcast series broadcast in February 2016.