Every leader I have worked with has underestimated their influence on their team and organization and therefore have underachieved their potential
Relly Nadler, Psy.D.
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Emotional Intelligence Live
Bosses Underperform
Relly Nadler - Tuesday, November 02, 2010
Earlier this month was Boss Day
Every boss I have dealt with has underestimated their influence over others, therefore they and their team(s)have underperformed. Is this you?
The reason is bosses are under the spotlight more than they ever think. Followers watch their every move and read into what they and don’t say and do and don’t do.
Usually the boss is unaware to the degree of scrutiny and depth of influence they have.
Some of the current research points the massive influence the boss has on their direct reports and team.
Boss Research
A boss has between 50-70% influence over the climate of the team
50% of your life satisfaction comes from relationship with your boss
75% of employees say dealing with their boss is most stressful part of their day
20 to 40% more heart attacks with bad bosses
66% of employees say they don’t see their boss enough
Only 21% of workers say they know how well they are doing
Your blood pressure goes up more when there is ambivalence and not knowing how are doing in your bosses eyes is anxiety producing
65% of American workforce as received NO praise or recognition in the last year
How to make your influence matter as a boss?
Stop, look and listen: Truly listen to your people and stay focused on what they are saying not your computer what your response is.
Make sure you have regular one on one meetings with people where you highlight the strengths you see in them.
Be very clear of your expectations that you have of them. Make sure when you delegate you check for their understanding of you want.
Praise progress on projects you see, Dr. Barbara Fredrickson says 3:1 positive to negative response is the ideal for an engaged and productive employee. Most organizations are more .8 to 1.
Jim Kouzes says are you leaving you people feeling more capable after every conversation as a development metric. One easy way to do that is to talk about their capabilities regularly.
Leadership Drip Method
The good news this is not a full time job but regular leadership dripping can keep your direct reports nurtured and growing. This is just like your watering drip method for you plants letting a little out each day. Don’t let your development efforts dry up and lose your optimal influence.
“There is really too much in this book. If you practiced on a regular basis just 10 of the 108 strategies presented in the book, you would be heads above your competition and miles closer to your goals. The trick is determining which 10 are best for you.” Dr. Relly Nadler, Psy.D. (2010)
“I read Leading with Emotional Intelligence and I was quite impressed. You did a great job presenting the material in a straightforward, credible way; more important, your process for building the EI competencies is both very practical and sensible. Nice job.” Bill Tredwell, Vice President, Hay Group, Inc.
“Relly Nadler, one of the world’s foremost executive coaches, provides the reader with detailed and easy-to-use practices to make you and your leaders superstars. One of the most valuable leadership books available!” Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching,
Author of Personal and Executive Coaching
“Nadler's Leading with Emotional Intelligence is a great way for both leaders and coaches to learn and grow. EI is powerful. It is an essential element for both business and coaching and when integrated with wellness, is a strong formula for success. Read this book, apply it and the positive effects for you and your firm will be the reward.” Cathy L. Greenberg, PhD
Co-Author of What Happy Companies Know
Managing Partner, h2c, LLC , Happy Companies, Healthy People
“If you’re looking for the plays and strategies to raise Emotional Intelligence, this is the handbook.” Jack Canfield, Co-creator, Chicken Soup for the Soul,
Co-author, The Success Principle ™
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