Great video - Thank's for sharing this.

This is Marxism.

This is so confusing. "Inclusion" literally means being included in racial capitalism, patriarchy, and western imperial dominance. To think otherwise is naive at best. Geeesh.

You make such beautiful videos, but why are your videos less likes, comments and shares?

*promosm*

Emotional intelligence (EI) is truly a game-changer in the workplace. It goes beyond technical skills and can significantly impact our interactions and overall success. Developing emotional intelligence allows us to navigate challenges with grace, build strong connections with others, and foster a positive work environment. I completely agree that emotionally intelligent professionals set the bar high. They lead by example, tackle problems with a level-headed approach, and inspire their teams to excel. Their ability to communicate effectively and understand the emotions of others enables them to build trust and collaboration. I believe that investing in developing emotional intelligence is essential for personal and professional growth. It not only enhances our own well-being but also creates a ripple effect, positively influencing those around us. Let's continue to learn and cultivate this foundational skill to unlock our full potential. Thank you for sharing this insightful video on emotional intelligence!

If you are providing a safe, happy environment for your team, they will appreciate you for that. If you are not dealing with a toxic person in the company, then you are not providing that safe, secure, fun environment for your team and they lose respect for you very quickly. We have to keep them challenged mentally, and we have to show them that this job they're doing today is going to take them to their personal career goal. We want to encourage and be the Yoda to our employees. I found in my experience that a mediocre employee can be improved by putting good rules and policies and fences around them. There’s a process to evaluate that. If you challenge most people in the right way, they want to prove that they can meet that challenge. Ask them about their career goals. Be the coach to help them accomplish their goals. But you can structure challenges and goals for them - this helps you to stay in control as the manager. Don't forget that Henry Ford did not have the software to do it. He programmed his employees. 😉

Well, it all depends on the leader you are talking about. If, other than the CEO, you have already lost t, the battle. For 25 years, I have been conducting employee engagement projects while reporting to the CEO. Our approach is to have the CEO ask the employees a single survey company and then spend ten weeks working with employees to develop their answers to "the dumbest things the company is doing and why stopping them will improve engagement and company performance." The leaders cannot interfere with the employee's input unless they can overcome their justifications. Debates are arbitrated at the CEO's staff meeting. None of the usual suspects amount to much, as the lack of EE/EX experts citing results can be seen. Instead, all are talking about the "WHAT" and WHY while never citing examples of where their theories have worked. Vicki, imagine this situation. You are presenting to the CEO and officers, and I can guarantee you will be asked," where have you done this before? What was the process? What was the CEO's role, and how long did it take? How were the results measured, and how long did it take for business improvement to be impacted. What percent of your fees were based on the financial results. Gallup's assertion that "it's the manager" is wrong. Engagement is an enterprise problem, and managers are never more engaged than the general employee population. Gallup correlates engagement to profitability with absolutely no effort to prove causation. In other words, they assume the causation and let the reader jump to that conclusion. Until and unless you have a solution to prevent the blocking always present from culture, politics, and siloed groups, you are wasting everyone's time. Ask the employees what they think of HR's EE/EX initiatives. For example: chiefexecutive.net/employee-engagement-ceos-actually-listening/