Leadership is fundamentally about facilitating the performance of others. How do you approach your team meetings or the 1-on-1’s with your direct reports after things have gone wrong? How do you share your observations? Criticizing is one option, but certainly not the best. Even if you’re disappointed, control your emotions and let your team feel that you value them. It’s not wrong to clearly address the consequences of people’s behavior, but then discuss constructively opportunities for improvement. You will turn around the situation much quicker if everybody feels positive!
Emotions Used Well
The biggest myth about emotional intelligence is that emotionally intelligent leaders are always
