Tag: Communications

Understanding Emotional Intelligence

On May 22, 2016

Emotional Intelligence

Emotional intelligence (EI) has become one of the hottest buzzwords in corporate America. When you open your eyes and look around, there are a lot of examples and anecdotes that may come to mind. Here is an example that drives home the concept of emotional intelligence in the workplace.

Many executive assistants have a high degree of emotional intelligence. They respond to subtle cues and react appropriately. Moreover, executive assistants quickly learn what an executive needs, what their strengths and weaknesses are, what might trigger anger or stress, and how to best accommodate his or her personal style. During my tenure at a large organization, the two senior-most executive assistants had very different personalities. One of them was emotionally intelligent and the other wasn’t. The President’s assistant was always uptight, unorganized, panicked under stress, and did not take accountability for her mistakes or behavior. Oftentimes she would yell at the other assistants. In stark contrast, nothing rattled the other executive assistant. The Chairman’s assistant had a strong personality and was professional, articulate, decisive, sociable, and always remained calm under pressure.

What is Emotional Intelligence?

In a nutshell, emotional intelligence is the ability to understand and manage one’s own moods and emotions and the moods and emotions of other people. When individuals experience stressful feelings and emotions, emotional intelligence enables them to understand why and helps them manage these feelings so they do not get in the way of effective decision making. Individuals with high EI are proven to be effective leaders as they are empathetic, self-aware and hold themselves accountable to how their behavior influences those around them.

Emotional intelligence also plays an important role in how leaders relate to and deal with their followers, particularly when it comes to encouraging followers to be creative. People often talk about creativity in terms of artistic expression. For most people; however, creativity comes from solving the problems we all encounter every day. Creativity involves coming up with something that challenges the status quo. Oftentimes people feel more comfortable sticking to a familiar routine rather than thinking outside the box and heading down an unfamiliar path. Attempting to create something new is often accompanied by anxiety, fear, and uncertainty.

Leaders can either encourage or discourage employees from taking risk to come up with new ideas. Moreover, leaders can also create a favorable work environment that stimulates creativity. Leaders with high levels of emotional intelligence will excel at stimulating and encouraging their followers to act on opportunities that enable creativity to flourish in organizations.

Primary Dimensions of Emotional Intelligence

Researchers have identified five primary dimensions required for effective emotional intelligence:

Self-Awareness – This can be defined as having the ability to recognize and understand your own moods and emotions as well as their effects on others.
Self-Regulation – This is also known as discipline. It’s the ability to control or redirect disruptive impulses and emotions, thinking before acting, taking responsibility for your behavior, and adapting to change.
Empathy and Compassion – Empathy is the ability to put yourself in someone else’s shoes and understand how they may feel or react in certain situations. The more skilled you are in recognizing and anticipating other people’s needs or what motivates or upsets them, the better we can relate to others.
Motivation – Motivation is a passion or internal drive that goes beyond the extrinsic value of money in order to pursue your goals with energy. In order to motivate yourself for any achievement whether professional or personal, you will need clear objectives, a positive attitude, commitment, initiative, optimism, and the desire to achieve.
Social Skills – Developing good interpersonal skills and cultivating productive relationships is essential to one’s ability to gain higher emotional intelligence and will equal success in your life and career. You must have the ability to effectively communicate clearly and concisely while working with others towards reaching common goals.

In conclusion, the moods and emotions leaders experience on the job, and their ability to effectively manage these feelings can influence their effectiveness as leaders. Emotional intelligence is a critical tool that has the potential to contribute to leadership effectiveness in multiple ways including encouraging and supporting creativity among followers, exceeding goals, and developing and/or improving relationships.

Words are Powerful

By Renee DeVaughn

On March 20, 2016

In Communications

Words are Powerful

“Words – so innocent and powerless as they are, as standing in a dictionary, how potent for good and evil they become in the hands of one who knows how to combine them.” – Nathaniel Hawthorne

Words are Powerful Written or spoken, words can have a profound effect on the people they reach. They lift us up, drag us down, wound us deeply, or heal our hearts. Words are like scalpels, every bit as sharp as a surgeon’s tools, and sometimes almost as dangerous. They have the power to break confidences, end relationships, build lifelong alliances, or start wars.

Words are a powerful force and the potent effects of negative words cannot be underestimated. We all know how degrading it feels to be insulted or be told that we are deficient in some way.

We are all guilty of saying things we wish we wouldn’t have. Recently, my words got me into a lot of trouble with my most cherished friend. Having been out of work for months from a job loss, anger and constant rejection sent me spewing venom and uttering mean words treating him unfairly. Instantly, I regretted my words. But, I realized that as soon as the words escaped my lips, they could never be taken back. Sometimes a single remark can remain stuck in the brain for life serving as a toxic seed that grows. This is a sad story and a vivid example of just how a few words can ignite a fire. If only I could take back a few mean words that I said in a moment of annoyance, I would. But it is too late. I wish that I could have tamed my tongue while I had the chance. Please and Thank You

Please and Thank You…

Three little words with an enormous amount of power! When I was young, like most of us, I heard the secret of the magic words which almost always worked. ‘Please’ and ‘Thank You’ were always on top of my mom’s list, and I remember she would demonstrate to us how the toughest hearts could melt when you speak the words earnestly, humbly, and not to forget politely. Oftentimes mom would like to experiment with it around dad who liked to be in control. But my dad’s heart would just melt especially around us girls.

These three simple little words not only make a person feel appreciated, but they are uplifting. The practice of saying please and thank you is something that I implement in my everyday life and comes naturally to me.

What an impact you can have!

Your words have power and can impact a life so choose them wisely, and…

Thank you for reading my blog.

2016 Pantone Colors of the Year

By Renee DeVaughn

On March 17, 2016

In Color, Communications, Design, Event Planning, Marketing

2016 Pantone Colors of the Year: Rose Quartz and Serenity

Each year, the Pantone Color Institute announces a new color that sets the trends in fashion, decor, and interior design. This year Pantone has taken an unprecedented step in choosing not one – but two complementary colors for the upcoming year. For 2016, Pantone surprised everyone with its choice of two colors: Rose Quartz and Serenity. The biggest surprise of all was that they paired the two together. It won’t be long before we see these pastel colors trickle into our daily lives. The colors are set to take center stage within fashion, beauty, fragrance, and home interiors in 2016.

2016 Pantone Rose Quartz and Serenity

After last year’s Color of the Year – the dark and earthy Marsala – Rose Quartz and Serenity are a refreshing change. These colors are a sharp turn after several years of bold colors such as Radiant Orchid, Emerald, and Tangerine Tango. Evoking a sense of calmness, fluidity and balance, the fusion of these shades provide the perfect antidote to busy modern life.

The choice of the 2016 colors is symbolic. As explained by Pantone, it is an attempt to reflect the moods of today’s consumers, who are more than ever in search of life balance, calmness and well-being. The pairing of Rose Quartz and Serenity, commonly known as pale pink and baby blue, radiates a calm and relaxing atmosphere and is an antidote for the modern-day hectic lifestyles.

These peaceful pastels offers a harmonious blend of warm and cool. The colors balance and complement each other but blend beautifully. Rose Quartz is a gentle tone that conveys compassion. It’s the color of flowers and blushing cheeks. Serenity, on the other hand, is airy like the expanse of the blue sky. It brings feelings of relaxation even in tumultuous times.

2016 Pantone Rose Quartz and Serenity

When combined, the colors look like something you’d pick to paint the walls of a nursery, which is exactly what Pantone was going for. But, this doesn’t mean you need to decorate your home like Barbie’s Dream House. When you use these pastels, there are subtle approaches that you can take to incorporate these shades into your interior design.

Decorating with Rose Quartz and Serenity

How is Each Year’s Hottest Hue Chosen?

The criteria for selecting Pantone’s color of the year is not an easy task because the shade needs to work worldwide. This makes the selection process a difficult task.

The color of the year requires careful consideration. Trends are rarely decided by individuals. Instead, they are decided by a committee. One of the most influential committees is a group of 10 people whose names are secret. They meet in Europe twice a year at the invitation of Pantone, a company based in Carlstadt, New Jersey, whose only business is color. This committee of experts formed by Pantone spends months studying the shades used most in the various art disciplines, design, and even the entertainment industry. This first analysis yields a color family, which must also reflect an attitude and a general mood. From there, they go on to select the winner.

In conclusion, the possibilities are endless when decorating with these trendy hues. It’s just a matter of time until the design and fashion industry respond by incorporating these shades into their paint color palettes. In fact, today I was out shopping and have already begun seeing these shades in stores and magazines. Of course, consumers can either go with the trend or wait for a new year.

The Importance of Well-Traveled Employees

By Renee DeVaughn

On January 10, 2016

In Communications, Diversity and Inclusion, Management

The Importance of Well-Traveled Employees

There are some people who never feel the urge to leave their homes. They’re content to stay in the city they came from. Then there’s the rest of us: the people who can’t sit still. Having an incurable case of wanderlust, we returned home from our latest vacation in pursuit of our next big adventure.

In today’s competitive market, you must find ways to differentiate yourself from your peers. The skills and experience gained from traveling abroad can give you a competitive advantage and enhance your career. When traveling abroad you are likely to possess the skills needed in the global economy – economic and geographical knowledge, cross-cultural communication skills, analytical skills, flexibility, an understanding of and familiarity with local customs, an ability to adapt to new circumstances, and may be proficient in multiple languages.

Traveling Improves our Communication Skills

When trying to converse in foreign cultures, verbal and non-verbal communication is necessary to overcome language and cultural barriers. Being able to communicate with other people from diverse cultures and backgrounds is an important skill in any job.

Traveling Improves Negotiation Skills

Whether you’re haggling at a market or negotiating a fare with a taxi driver, bargaining is a regular part of traveling abroad and is an important skill to hone. Employers want people who are savvy negotiators.

Understanding Cross-cultural Sensitivity

Today companies both large and small are effectively competing on the global stage in order to survive and prosper. Living among people as you travel abroad, talking with them, and learning their stories and culture gives you a competitive advantage in the workplace.

Becoming Self-sufficient and Confident

When you’re traveling abroad, you don’t have anyone to call for help. As you figure out how to get around in a foreign country, you build confidence and adaptability in foreign situations. Things can go awry and plans change. As a traveler, you are forced to change plans constantly.

While in Turkey, we were suddenly left without travel arrangements to Greece. Without internet service in our hostel, we found a nearby internet café and had to research a new flight to Greece within time frame and budget. This turned out to be no easy feat.

The ability to adapt is important and appealing to employers.

Learning to Budget and Plan

Prior to traveling, I had to plan and save for each of my vacations abroad. In addition, I had to continue to monitor my budget once we arrived.

In conclusion, employers are looking for people who are versatile and adaptable. By embracing your travel experience on your resume, you are demonstrating your willingness to seek out new experiences. Having relevant global experience on your resume can be an advantage.

Are Your Employees Engaged?

By Renee DeVaughn

On November 14, 2015

In Communications, Employee Engagement, Strategic Communications

Unleashing the energy and talent of people in the workplace and engaging employees more fully in their work is a critical challenge facing organizations. Engagement is particularly important today due to morale problems, lack of harmonious relations between employees and managers, lack of career development opportunities, and organizational reputation.

If a business is to succeed and remain competitive in today’s corporate landscape, it is essential to keep their employees engaged.

But some contend if it is even possible to achieve employee engagement in a hierarchical organization where leadership dominates. Still, others believe that engagement is a manipulative management technique to squeeze more out of an overworked and understaffed workforce. Clearly, engagement is not a simple matter.

According to recent research conducted by Towers Watson, a leading global professional services company that helps organizations improve performance through effective people, risk, and financial management, only a small percentage of employees are actively engaged. In fact, research suggests there has been a considerable decline in engagement over the last several years.

But, what exactly is employee engagement? Employee engagement refers to the emotional commitment an employee has to their organization and its goals, their job, and their colleagues.

Oftentimes, employee engagement is confused with employee satisfaction because the concepts are similar, so the terms are often used interchangeably. Employee satisfaction is an attitude where employees are happy or content with their jobs and work environment. However, engaged employees are passionate about their jobs and are committed to the organization and its goals. Just because an employee is satisfied doesn’t necessarily mean they are engaged.

When I worked at Signet Bank (Union Trust) in the 1980s, I was proud to be working there. The company wasn’t perfect, but it took care of us. Later I had the same commitment and passion during my years at Union Memorial Hospital, and then again at LifeBridge Health. Yes, sometimes management issues got in the way, but it was always my ability to contribute and make a difference, innovate, and enjoy the people who made me happy, which got me engaged.

How is employee engagement measured? Employee engagement is typically measured using an employee engagement survey that has been developed specifically for this purpose. These surveys must be statistically validated and benchmarked to measure your employee’s level of engagement.

One such survey, the Gallup Q12, was designed to measure employee engagement to worker productivity, customer loyalty, and sales growth. Twelve survey questions were chosen ranging from topics including basic needs, management support, teamwork, and growth. The answers were used to categorize employees into three areas:

Engaged—employees who love their jobs and feel a connection to their company. Actively engaged employees demonstrate high levels of performance, a drive for innovation and efficiency, commitment to their roles and to the organization as a whole, and high-energy enthusiasm.
Disengaged—employees who do as little as possible just to get by. Disengaged employees view their jobs as an exchange of time for a paycheck. They complete their tasks, but they do so unenthusiastically and put in little to no additional effort.
Actively Disengaged—employees who are not only unhappy with their job but they have a bad attitude and are damaging to the workplace. They are actively negative and voice their displeasure in the workplace. Their negativity permeates the job place and often undermines the performance of other employees.

The benefits of an engaged workforce are clear. Research has shown that organizations with engaged and committed employees are significantly more productive than those where employees are disengaged. Employee retention rates are also considerably higher. A Towers Watson study found that companies with more engaged employees produce greater financial returns.

Our organization regularly takes employee satisfaction surveys. In order to get some anecdotal feedback, I raised the question of employee satisfaction surveys with some of my coworkers. My question seemed to strike a raw nerve with many of my coworkers because they felt the surveys are not anonymous since very specific demographic questions are asked about each employee. Any negative feedback brought forth could mean fear of reprisal. Further, one would have to look at the validity and reliability of feedback methodology.

How can leaders effectively engage their employees? Following are several tips that can stimulate employee engagement:

Provide Clear Direction: Leadership needs to know where the company is going and how employees can help it get there. This is where a mission and core values come in. Change often fails because of the lack of clear and credible communication. Management cannot and should not expect employees who lack awareness and understanding of corporate strategy to become committed to carrying out the organization’s policy.
Communication: Once the strategy is in place, the leaders need to communicate and reinforce the overarching message among all employees. Each employee should know how he or she can contribute. Leaders and professional communicators can help by aligning words with actions, building relationships, and conversing with employees rather than communicating at them.
Employee Development: Organizations should offer training to employees to help them advance in their careers.
Supportive Managers: Managers must give their employees clear goals, offer feedback, and have an open-door policy.

In conclusion, engagement requires a sustained effort from everyone. Organizations must carefully identify the causes of disengagement through data gathering and surveys then address these issues with a clear strategy in mind.