Way.ca.tion: A rest for the mind; an unconventional method of escaping the moment and returning refreshed and better than before.

Tuesday, August 26, 2014

Dump Perfectionism For Less Stress And Good Work

 There is no place for expectations of perfectionism in the workplace environment.  The expectation of perfectionism create stress and can role out and be down right crippling.   It is important to be clear about the difference between a high level of delivery and perfectionism.  They are different.

By all means management can seek to always strive for personal best and demand the teams personal best however it is important to stand back from the project and think about it and know when to let it go.  When in doubt a manager should always get perspective from a trusted source (a good manager is never afraid to seek out advice). If the work is fine then let it go.  If the project needs a little more tweaking then zoom into where that needs to happen.  Spending to much time can become detrimental when you have others waiting.  Perfectionism is overdoing and is like spinning wheels and spinning wheels causes stress.

 Perfectionism is not a realistic value however good work and meeting timelines is.

If you exceed expectations then great however meeting expectations is stellar.  Especially when those timelines were met without blood and carnage and an overwrought team.

Think about it!

Anger Management Institute, LLC a specialist in impulse control and improving "people skills".

Monday, July 21, 2014

Bar-On 2.0 Pre & Post-Evidence Based Assessment

 All programs at the Anger Management Institute, begin with the Bar-On 2.0 assessment. This highly effective assessment tool, accurately indicates an individual's behavioral performance and skills in a number of significant areas. The Bar-On 2.0 is and Emotional Intelligence (EI) based assessment tool. Emotional Intelligence is the unique repertoire of emotional skills that a person uses to navigate the everyday challenges of life.

Research has demonstrated that an individual's EI or (EQ) is often a more accurate predictor of success than the individual's IQ. Regardless to how intellectually intelligent someone is. their success is still governed by how well they communicate their ideas and interact with their peers.  The Bar-On 2.0 identifies an array of emotional and social capabilities, competencies, and skills that influence one's ability to succeed in coping with environmental demands and pressures while developing and maintain relationships.
Based on results from numerous statistical analyses, users of the EQ-i 2.0 can be confident that the scores generated by this assessment will be consistent and reliable. Results also revealed that the EQ-i 2.0 very accurately measures emotional intelligence, related concepts and relevant outcomes. 
From the results of this assessment, l maps out a personal and professional profile on several performance levels. Cost effective and time saving, this tool protects your company’s investment in employees and managers. Using the results of the assessment, I am able to address behavioral/performance challenges from day one of my work with the client. The Bar-On 2.0 Assessment also includes a post-assessment that measures the degree of change achieved.
“This tool sets me apart from all others providers of anger management/impulse control and professional development coaching because of its accuracy in determining the issues.  While a person can only change and or improve their behavior or performance if they are committed my results have always shown significant positive improvement..”
– Yacine Bell


Friday, July 11, 2014

A Look At Doing The Job And Work Styles

Good work cannot be limited to just doing the job. Sounds strange because that's what an employer wants right?

  I have a client who is brilliant at his job however he is rather like a bad virus that infects his unit as a result of his bad temperament. No one really wants to work with him.  John is exceptionally qualified to be a project lead however he's always passed over for team leader positions.  John is chosen for projects (because he's going to do his job) although he is most often chosen last or by default because there is so much emotional territory that come with working with him.

Why last to be chosen and/or by default if he's good??  John lacks interpersonal skills, low impulse control,and poor empathy.  This combination of behavior's creates a personality with a work style that is a challenge to work with even though he does the actual assignments well.

Now a client John is working on his emotional intelligence with emphasis on his temperament and interpersonal skills because he wants to be considered for leadership positions in a company and because he wants friendlier workplace relationships.  What we are doing now is working on the style at which he does his job and his emotional intelligence.

What John knows now is what employers should be more aware of when hiring prospective employees and that is that interpersonal skills, resourcefulness, creativity and empathy should be as much of a consideration as ability.

John is once again looking for a new job as he wasn't rehired however I am hopeful that whoever hires John will consider his ability to do the job and the style at which he completes his work!

Anger Management Institute, and emotional intelligence based practice 510.393.0250

Friday, June 13, 2014

Five Qualities of A Good Leader

I read a great article today about the qualities of a great leader. These qualities are the same for the cheerleading coach as they are for the CEO of a company.  While the author sighted 11 qualities I will site/post the first 5 and the others in another post. 
What you will discover is that all of the qualities necessary for a great leader have less to do with IQ and everything to do with EQ or Emotional Intelligence also called "people skills"!
1. Great Leaders are good decision makers and take responsibility for their choices and actions.
2. Great  Leaders have a plan and are committed, flexible and focused on the big picture. Sometimes the journey towards the big picture holds surprises and challenges not anticipated so flexibility is necessary so that shifts in the plan are creative forces and not problems.
3.Great Leaders are focused on the big picture but not exclusively to the point where they loose sight of the day to day. Also, great leaders use their past lessons where appropriate as knowledge.
4.Good Leaders are emotionally self-aware and use this competency as a filter to know what is important and what is not.
5. Good leaders have ethics
A smart candidate from a good school use to be the desired person in leadership positions. More and more I am being hired by companies that are catching up to the fact that being smart has advantages however a leader needs good people skills. A leader needs to have the ability to move people cooperatively and confidently in a productive and emotionally intelligent way.

The Anger Management Institute, LLC an Emotional Intelligence based practice teaching EQ and impulse control to leaders. 510.393.0250

Monday, June 9, 2014

Managers Need People Skills

The fact of the matter is that people who are in charge of managing others need to be chosen for a managerial position because they are emotionally intelligent with high people skills. All to often people are moved "up the ladder" because they did the job well when in fact the higher "up the ladder" the greater the people skills need to be.

 One skill paramount in managing others is empathy. The greater the empathy the better a difficult situation is potentially is handled.

Really simple.

Anger Management Institute and emotionally intelligent based practice. 510.393.0250