ANNONSEBILAG FRA CORNERSTONE
Want to manage distress and improve your emotional intelligence?
So, how do we mitigate the distress response? By upping our emotional intelligence. When it comes to distress, it’s critical to start by first acknowledging that it is present and then understanding what causes it. Improve your emotional intelligence with these simple tips and be ready for the future of work!
So, how do we mitigate the distress response? By upping our emotional intelligence. When it comes to distress, it’s critical to start by first acknowledging that it is present and then understanding what causes it. From there, you can figure out how to react to those causes so that moments of intense distress become less frequent and don’t derail you at work — or in life. Improve your emotional intelligence with these simple tips and be ready for the future of work!
Everybody experiences distress differently
To start understanding your distress at work, the first question to ask is: What causes me distress? Make a list and look for patterns. Is it usually caused by a specific kind of request from a client? Or do you experience it most when communicating with your manager?
For most people, what puts you over the edge into full distress can often be traced back to a single, repetitive question: “Is someone doubting my competence?” When your boss texts you “Let’s discuss,” some people immediately feel like they are doubting their competence. Other common questions include, “Am I not lovable?” and “Am I not important?” — but it’s different for everyone.
This process of understanding each person’s repetitive question stems from the work of Dr. Taibi Kahler. Kahler is the creator of the Process Communication model, which allows you to understand communication more effectively by encouraging self-reflection, empathy, and conflict resolution.
Once you recognize your pattern, recognize your behavior (and start to change it)
1. They attack – Distress can cause people (me included) to lash out. An attack can vary from an insult to a weird look in a meeting. Instead, attackers should try asking questions. Rather than say, “You don’t know what you’re talking about,” ask, “I don’t understand what you mean by X — can you explain further?”
2. They blame – Another common reaction when someone feels distress is for their self-preservation instinct to take over. Then they can’t do anything except throw other people under the bus or look for external factors on which to place blame. Blame is an indicator of an external locus of control (feeling at the mercy of outside forces). Ending the blame game means shifting toward an internal locus of control, and it can be simple to start. For example, find one thing you could have done to avoid or Emotional intelligence improve a situation. That line of thinking not only keeps you from blaming but it also starts to engage your frontal cortex to help you find a more logical way to assess an otherwise distressing situation.
3. They sulk – Rather than returning to work or finding a solution to the problem at hand, some people process distress by withdrawing and becoming apathetic. And it can be challenging for them to get feedback about this behavior because it’s a less outward sign of distress. If your response to distress is to sulk, find a way to step away from work (or whatever the cause of your distress is), even briefly, and try to re-energize, whether it’s by exercising or talking to a confidant.
Remember: It’s a practice
Communicating about what puts you into distress — and your response to it — can help those around you better understand your actions and reactions. The only person who can get you out of distress is you. But it’s a long-term practice, full of self-reflection.
Soliciting feedback from managers and peers about how you are managing your distress can be a valuable tool in tempering its impact on your work. Being able to understand ourselves in this ever-changing world of work (as corny as that may sound) is important. Investigating who we are, what triggers us, and what drives us can help increase our emotional intelligence at work, making us better employees, colleagues, and leaders no matter the industry or role.
If you want to improve other skills for the future of work download this Cornerstone eBook here!
In post-pandemic work outlook conscious connections are vital!
The world of work has changed, due to COVID-19 hundreds of millions around the world have lived and worked through lockdowns. Since all of this started remote work has been normalized, even many companies have implemented a hybrid way of working. But how will this change affect the way we communicate, connect, and create? Find out here!
Want to increase your career agility quotient?
Don’t worry we will show you how simple it is! You just need to look inward and outward to learn how to increase your career agility quotient. Want to know more? Download Cornerstone OnDemand e-book for free here!
Four Steps Organizations Must Take to launch a skills-forward talent strategy
In today’s environment of unrelenting business transformation, roles are shifting quickly, and skills are becoming obsolete faster. Your organization needs to identify, acquire, and develop the skills needed to transform, compete in new markets, and thrive. Want to learn how to develop a Skills-forward strategy?
Let’s rebuild the “never normal again” workplace!
We are at the edge of a 5th industrial revolution! COVID-19 and other world events have accelerated us towards an environment of unrelenting business transformation, permanently pixelated work arrangements, the need to embrace a more inclusive, purpose-driven culture and to make growth opportunities more accessible and more personal than ever before. Do you want to create successful people and teams in this new environment? Click here and find out!