Leadership

7 Ways To Foster Your Emotional Intelligence

By |2018-04-09T09:44:40+01:00May 17th, 2017|HR, HR Tips, Leadership, Tips for employers|

According to Emotional Intelligence (EI) expert and author Harvey Deutschendorf, “the realization that E.I. has become an important predictor of job success, even surpassing technical ability, has been growing over the past number of years". Companies are placing a high value on E.I. in new hires for many important reasons. People with high E.I. understand and cooperate with others, they are exceptional listeners, open to feedback, have more empathy, and make thoughtful and thorough decisions. In work, we all regret a time when we have all reacted too quickly to a situation or person and not given ourselves enough time to breathe, think and work out the best possible response. The good news is that we can all work on our level of EI – we can all become more emotionally intelligent and less volatile in the workplace (and in life generally) Here are a few simple tricks to help you on your way 1.   Pause. Acknowledge your thoughts and feelings. Clear your mind. After pausing and acknowledging your emotions, your mind will already feel much clearer. Nehad Tadros 2.   Breathe Set aside two minutes - relax and breathe deeply. Then write down a couple of potential solutions to your problem. 3.   Focus on what you can change When you hit a setback, separate the parts of the situation you can control or influence from the parts you cannot. Focus on what you can influence, and notice how much more confident you feel about overcoming the setback. Dawn Cook 4.   Be Friendly and open and smile Chat to people, smile, ask them how [...]

Be values focused, profits and wins will follow!

By |2018-06-28T12:00:50+01:00April 5th, 2016|HR, HR Trends, Leadership|

Yesterday I had the pleasure of attending DCU’s Leadership and Talent Institute Conference on the subject of “Leadership for a Sustainable World” The content of the day was insightful and provided great food for thought. Particularly interesting for me is that many of the principles and points being made were simple and very much back to basics i.e. being respectful, taking responsibility, being aware and having integrity. There were speakers from all over the globe – and while it was great to hear from thought leaders in Darla Moore School of Business, University of Boston, Unilever, Maturity Institute, DCU and Joe Schmidt, next year it would be great to hear from Irish companies as to how we are making a difference and contributing to the Leadership and Talent discussion.Food for thought from the day.According to Professor Pat Wright of the University of South Carolina, Succession planning is critical to business sustainability – the risk of getting it wrong is very costly and this is well documented. Research shows that traits of successful CEO’s include humility, willingness to accept feedback and unselfishness. On the other hand, traits of unsuccessful CEO’s are arrogance, failure to listen and selfishness.According to Stuart Woollard of the Maturity Institute we need to think in terms of “Societal Value” ie the best quality at lowest cost (including cost to the environment & society) Companies should be managing people for value not cost. Stuart had plenty of examples to support this theory eg Costco & Toyota. They have a focus on Societal value and guess what? Their [...]

HR Professionals – How to increase your sphere of influence

By |2018-06-28T13:28:20+01:00September 22nd, 2015|HR, Leadership|

Earlier this month, DCU Business School and Professor David Collings hosted a really insightful round table on how the HR profession can go about increasing their sphere of Influence in the work place. A number of HR professionals met up to explore this topic and discuss ways of achieving optimal results and to hear the views of Shirley Kavanagh Head of Talent and Organisation Effectiveness who shared her thoughts as follows: Participate in and Enable Business Strategy - HR should move from the concept of an enabler of Business Strategy to also participating in the creation of Business Strategy Ensure Organisation Effectiveness – HR needs to take a broader view of HR into thinking about the effectiveness of the Organisation as a whole. This can help to ‘land’ HR activities and make them more business relevant.  This organisation effectiveness agenda includes culture, organisation structure and design, Leadership Development and excellence in all people manager processes Build connectivity in solutions – HR must not deliver individual solutions. There should be a ‘story’, a connectedness to each solution to ensure that there are strong links to both business strategy and between solutions. Never lose sight of the objective and remind stakeholders of that objective also. Too often people get caught up in building a solution….but a solution for what? HR Structure must be created to ensure collaboration, joined up solutions, and value added partnership with the Business. Build your structure based on core principles and effectiveness, this may mean making a bespoke structure that fits the culture and structure of your [...]

Accenture – Setting a trend??

By |2018-04-30T15:23:37+01:00July 29th, 2015|HR, Leadership|

Recently Accenture, one of the world’s largest companies, announced that it is going to "ditch" annual performance reviews for over 33,000 staff. Accenture plan on introducing a more “fluid” system, in which employees receive timely feedback from their managers on an ongoing basis following assignments. Accenture says that all the time, money and effort spent didn't ultimately accomplish their main goal — to drive better performance among employees. Similarly this year, Deloitte announced that it was piloting a new program in which, like at Accenture, rankings would disappear and the evaluation process would unfold incrementally throughout the year. My thoughts are as follows: Many PDR processes are purely box ticking exercises – if this is not the case for your business, then you might even share the secret of your success with us! Regular reviews of work is a far more effective and natural means of providing feedback to employees. Everyone should know where they stand and there should be limited or no surprises along the way The simpler the PDR process the better – short and sweet is good If you are going to go down Accenture’s path be aware that some managers are either too busy or incapable of providing constructive feedback to their team members. Senior management need to be aware of this and compensate for this lack of skills where possible If you are going to stick with your more formal annual PDR process, please make sure you follow through on the piece which refers to “anything that we can do to help you do [...]

Employee Engagement – Whats the secret?

By |2018-06-28T14:49:00+01:00July 14th, 2015|HR, Leadership|

In times of tightening skills supply, employers are increasingly realising the importance of having employees as engaged as much as possible. What some employers don't realise is that employee engagement is not like a tap that can be turned on (and off) when required. Employee engagement needs to be intrinsic in the fabric of a business and comes about through providing employees with a work environment that fosters hardwork and loyalty. Features of a workplace that I would expect to see in such an environment:  Trust - Open Communication – Fairness – Gratitude - Flexibility - Understanding. I have recently started a new role with HR Search and am happy to report that I am 110% engaged as are my fellow colleagues. A rewarding, comfortable and proactive environment helps me enjoy my work, while staying engaged and motivated to be the best that I can be. “To win in the marketplace you must first win in the workplace.” –Doug Conant

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