Social intelligence, your boss, and you infonista gas monkey


One of my 2018 goals was to read lots more books by authors I admired, including Dr. Daniel Goleman’s Social Intelligence: The Revolutionary New Science of Human Relationships (Bantam, 2006). electricity outage in fort worth Yep, that would be the Daniel Goleman who launched a publishing cottage industry with his Emotional Intelligence: Why it Can Matter More Than IQ(Bantam, 2005).

You may have noticed I’m just barely skinnying this particular goal under my end-of-year deadline, but I’m happy to report that Social Intelligence was both worth the wait and the late nights spent making that deadline. Why? Because so much of what Social Intelligence addresses has an immediate and important application to your LIS career satisfaction.

According to Goleman, even those of us who are die-hard introverts are cognitively wired to connect with those in our lives, whether family members, friends, colleagues, or even strangers. gas after eating salad As he notes, you are “wired” to be sociable, whether on a small or large scale. gasbuddy diesel Because these connections are so important to not only your overall health but also your ability to perform at your highest levels, it’s no surprise that toxic leadership in your workplace will damage you in multiple ways. Which is why finding a ‘secure base” should be one of your top priorities for the coming year.

As someone whose career has included an inordinate number of truly awful bosses, I certainly concur with these assessments. gas 85 Even more importantly, however, I can confirm that your ability to bring your best stuff – your smartest ideas, your highest energy, your greatest level of commitment, your deepest passion – will be overwhelmingly driven by the quality of your manager.

Feeling secure, Kohlrieser argues, lets a person focus better on the work at hand, achieve goals, and see obstacles as challenges, not threats. Those who are anxious, in contrast, readily become preoccupied with the specter of failure, fearing that doing poorly will mean they will be rejected or abandoned (in this case fired) – and so they play it safe.

By now you may have recognized your own work situation in these descriptions. Does your manager enable you to perform at your highest level while encouraging you to grow your skills? Or does he or she exude those negative qualities noted above that are guaranteed to produce a toxic workplace and low-performing teams? If the latter, this explains why your job is simply never going to be a good fit for you and you’re probably pretty miserable on a daily basis.

If your current boss fits the “manager from hell” profile, it’s probably time for you to move on. electricity formulas grade 9 Terrible managers tend to last forever and are certainly likely to outlast you. For multiple reasons, HR departments tend not to be overly responsive to complaints about toxic managers, so resolving this situation will pretty much be up to you.

First, if you have any contacts at the hiring organization, speak with them about their perceptions of the department’s morale and leadership. gas bloating pain Is there a lot of turnover? Do they come up with innovative projects and programs and/or a lot of process improvements? Do people seem to laugh a lot? Is collaboration and individual initiative encouraged?

Second, take advantage of the point in your interview where you get to ask questions. Ask your interviewer (assuming he or she will be your boss) what strengths are most important in the job, and what attributes they like to see in their staff. Ask what they most appreciated in the previous person in the job. electricity will not generally cause Ask what type of working relationship and communications processes they would like you to have with them. Your goal is to get a sense of whether they support or are threatened by strengths, initiative, and competence. Watch for signs of a hyper-controlling personality.

Third, try to get a sense of whether the department and organization are committed to providing that secure base for employees. Do they reward initiative and tolerate the occasional failure that inevitably follows trying new things? Do they consider employees to be one of their key stakeholder groups, and treat them that way? Do they solicit employee feedback, acknowledge it, and act on it when possible? Do they respond with empathy rather than anger, recognizing staff as human beings rather than as easily-replaced placeholders?

Working in a toxic environment is damaging in so many ways that you owe it to yourself to make a change if you can. No boss is going to be perfect (spoken as a manager who has been far from perfect on many occasions!), but a good boss will want to support his or her staff in a way that enables them to contribute at their highest level and feel emotionally safe while doing so.