LEARN A LITTLE:
On Emotional Expression
I was talking with a friend recently who shared the frustration that she was experiencing with her boss. It turns out that he exhibited what we sometimes call “flat affect,” communicating neither positive nor negative emotions. Whether he was struggling with depression or not, I do not know, but one thing was clear. He was demotivating my friend.
Effective leaders manage their emotions, so their take home message is: Expressing emotions allows us to connect to the feelings of others. If you don’t put any emotional energy into a relationship, you won’t get any back.
Employees do not want to work for
- The depressed
- The attention deficit disordered
- The pessimistic, negative thinker
- The manic depressive
- The weak
- The angry
- The hysterical
What then should be our goal? To be positive, encouraging, productive and predictable — someone people want to be around.
LAUGH A LITTLE:
REFLECT A LITTLE:
Do not let wisdom and understanding out of your sight, preserve sound judgement and discretion.
READ A LITTLE:
Primed to Perform:
How to Build the Highest Performing Cultures Through the Science of Total Motivation
Neil Doshi & Lindsay McGregor (2015, Harper Business)
Published in 2015, this book by Neil Doshi and Lindsay McGregor tackles the challenge of creating a high performing culture across a wide variety of organizations. It is their contention, after years of research, that the most successful and productive organizations employ totally motivated workers.
Doshi and McGregor explain that organizations achieve total motivation when they have maximized the dynamics of play, purpose and potential, while minimizing the presence of inertia, and emotional and economic pressures. Many different and complex organizational issues are discussed, including the danger of playing the “blame game.” The authors note that “the more we are removed from someone, the more likely we are to blame them.”
It is also replete with helpful insights, which are the result of a clear understanding of organizational dynamics. With respect to prioritization, the authors suggest that we need to sort ideas into two piles, “hares and tortoises.” Hare ideas are those that can be introduced rather easily even if they fail. Tortoise ideas require a broad consensus before they can be tried.
The authors also emphasize that a totally motivated work force ensures a strong organizational community which encompasses many factors. One of the most important is an increased “source of purpose because the identity of the group is naturally strong.”
The book is certainly one of the best books I have read with respect to understanding the impact of employee motivation and culture.
If you are curious about curiosity this book is for you.
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