The frustrating challenge women are facing in the workforce
I was recently invited to speak on a panel discussing the pandemic’s impact on the future of work. As part of an all-women panel, I shouldn’t have been surprised when the host opened the conversation with the following sentiments, “In a time that demands empathy from leaders, this is the opportunity for women to truly shine.”
As someone who has studied Emotional Intelligence and Empathy in the workplace for well over a decade, the first question was thrown to me, which was, “why is empathy so important right now?”
I was prepared for the question. The challenge was that I couldn’t get past the framing of the conversation. Admittedly, I am not always great at choosing my battles. Although there was a voice in my head that said, “Let it go, Sara, just answer the question…”
The louder voice said, “Take that on, Sara.”
Here is why; the framing of the panel discussion highlights the expectation that women are empathetic. This may not seem like a big deal, but here is the challenge. Data shows time and time again that when men display empathy, it is seen as distinct and favorable leadership ability, yet it’s simply the expectation when women display it. This doesn’t mean that a higher level of empathy doesn’t translate into more effective leadership for women. It does. The problem is that demonstrating empathy is perceived as a baseline expectation for women and NOT a distinct leadership skill as it is for their male counterparts.
Let’s get clear on a few things. First, empathy in leadership is a skill – period. Are some people more naturally empathetic? Yes. However, to a be exceptionally good at it requires putting thoughtful effort into strengthening it.
Second many women in the workforce are experiencing an additional layer of pressure. As reported here, “women are leaving the workforce at four times the rate as men. The burden of parenting and running a household while also working a job during the pandemic has created a pressure cooker environment in many households, and women are bearing the brunt of it.” Emotional exhaustion has skyrocketed by almost 73% in women who are balancing work and home obligations.
Third, cognitive empathy is a labor-intensive competency to practice. It is incredibly challenging to demonstrate empathy when you are drained of energy. The brain science of empathy backs that up.
The problem occurs when women are perceived as not being empathetic. When this happens (because it will happen for all the reasons I just shared), it is held against women far more than when men display the same empathy-lacking behaviors in identical situations.
But before getting upset, it is important to acknowledge that those who evaluate women most harshly when there is a perceived lack of empathy, especially when it comes to recognizing the additional layer of pressure most working women are experiencing in the pandemic – are actually other women. Research shows that women hold onto anger and hurt longer when another woman breaks their trust versus a man doing so in the workplace.
This double standard is an extra THIRD layer of pressure for women in the workplace. As I was speaking at a women’s event, recognizing where we as women are inadvertently perpetuating it is an important place to start.
My suggestion is that women need to continue to support women and watch the double standard we have with one another. If we are frustrated by people expecting women leader’s primary strengths to be collaboration, empathy, and supportiveness, then we need to be careful not to punish women more harshly when those expectations aren’t met. When empathy is shown, we need to acknowledge it as a desirable leadership quality, regardless of gender. I believe this is a powerful way women can lift other women up.
“Be the woman who fixes another woman’s crown without telling the world that it’s crooked.”
Author Unknown
The reality is, we all benefit from the empathy of our organizations, leaders, and colleagues, which means we all need to work on demonstrating empathy when people aren’t at their best.
Luckily, this response triggered a powerful and empathetic conversation across our panel.
What’s on your resilience resume? For most people in North America, this week marks the first anniversary of the pandemic changing our lives. It started with disbelief, upheaval, and constant change and progressed
to the monotony of sameness. Regardless of the phase, there has been a consistent undertone of uncertainty as to what comes next. It’s been a lot.
And still, we’ve shown a tremendous amount of resilience.
Yet, my guess is that few of you fall into bed at night thinking, “Wow! Was I ever resilient today.”
Tired – yes. Frustrated – yes. Anxious – often, but in the moment, rarely do we FEEL resilient.
Rosabeth Moss Kanter of the Harvard Business School eloquently frames our in-the-moment perspective by saying, “the middle of success often looks like failure.”
It’s only when we reflect back on our struggles can we recognize our resilience through those struggles.
While it’s true that some people respond more resiliently in the moment. Some have stayed more hopeful, positive, and adaptable. For various reasons, many beyond one’s control, it has been easier for some than others.
But that’s the beauty of resilience. Even if you didn’t respond the way you wanted, you can still choose to learn from that moment in reflection back. Learn from your responses.
You can seek out learning in adversity, appreciation through adversity, meaning through grief, and strength through struggle.
The instant you decided to let adversity strengthen you by choosing to use it as a stepping-stone forward instead of an obstacle holding you back. By choosing to see it as a set-up for the future versus a set-back from success, you become more resilient for the next set of challenges that will inevitably come your way.
When you apply for a job, your resume serves as a representation of your accomplishments – your proof that you can not only handle the job but succeed in it.
As you enter the weekend on the first anniversary of a life-altering global pandemic, take 30 min and reflect. Write your Resilience Resume. As a team, write a team version. Allow your struggles to unite you.
Keep it close and refer to it often. Enough is happening in the world to make you question yourself, so use it to build your positive proof that whatever happens, you can handle it.
Personally, I’m not going to shout out to the universe, “give me what’ve you got, world!”…because honestly, I have enough to handle right now.
However, the next time I feel as if life is running me over. That my circumstances are leaving me bruised and battered, I’m going to look at my resilience, no – scratch that, My WARRIOR resume to remind myself how damn strong, adaptable, brave, and resilient I am.
Working on a book has meant I have needed to regularly remind myself of this. And I’m not going to lie, putting it in the context of pizza always makes me smile while also making it an easier reality to accept.
If you often find yourself overcommitted, here are three rules I hold myself accountable to when I need to say no to something:
Be Quick.
Be Kind.
Be Clear.
Be quick to respond when your answer is no and allow the other person time to explore alternative options. It also challenges you to be more thoughtful and decisive. When we worry that we’ll disappoint people, we often procrastinate on making the decision AND delivering the response.
Be clear in your response. Another way we avoid disappointing people is by convoluting the response with a non-committal answer. Be clear in what you can and can’t do and then ensure you follow through. “Maybe later” and “let me see what I can do” response types are unclear and unfair to the person making the request. People are often most disappointed and angry when surprised, so take a no surprise policy.
Be kind in delivering your answer. It may not be your priority, but it is someone’s, so respond with graciousness and never underestimate the power of “thank you.”
The reality is that even after doing all three of these people may be disappointed, but chances are much higher that they’ll respect you and feel respected by you.
Demonstrating respect is the highest form of kindness.
Besides, treating others with respect (including yourself), has a much longer and lasting impact than simply trying to make everyone happy.
How many of you have uttered these words this week? It’s Christmas eve, and for many, that means closing the laptop and setting your out-of-office for at least a few days.
Although multiple things related to COVID-19 will be making this a harder holiday, there is a much less obvious threat to getting the break you need. That culprit is what I call the “might-as-well” mentality.
This thinking is our internal story that kicks at the moment we stop being busy. Here’s how this plays out – feeling a little bored, you think to yourself, “Well, since I can’t do the normal things I usually do over the holidays, I might as well get some work done.”
RIGHT!?
The problem is obvious; the minute you open your work email or go to the laptop, your tired brain is re-hooked on work.
Most counter-intuitive about this is that even though you – your brain – needs the break, your brain will try to lure you into your comfort zone of staying busy, feeling “productive,” and, believe it or not, feeling stressed.
This holiday, I want you to work very hard to resist the lure of this brain trap. One of the best ways to do that is to pre-plan some alternatives things to do instead of working when this thinking takes hold.
Start by putting ‘work’ things away. There is truth behind the saying “out of sight, out of mind.”
Second, make a list of things you’ve wanted to do when you have time and just as critical, make them easily accessible. Just as true is the idea “in sight, in mind.”
For me, spending the tail end of this year starting to work on a book has resulted in a lot of time sitting. It has also been very busy with virtual events. Fitting in regular exercise has been a commitment I have made to myself and followed through on. Unfortunately, to save time when I exercise, I am very guilty of skipping the cool-down and stretching part of things. To say I am feeling a little inflexible is an understatement. I have multiple different stretching videos ready to go when I am tempted to open up work and just “organize some files.”
Finally, don’t just dismiss this mentality. Learn to listen to the emotion driving this thinking.
Perhaps you are drawn to work because you like the feeling of accomplishing things. Perhaps you like learning, feeling challenged, or feeling connected to others. Before you jump into work, take 30 seconds to reflect on what you really want.
Look at your list and break it out into some of those categories.
If you feel like you need connection, who and how can you reconnect with people?
Need some intellectual stimulation? What is a biography you’ve wanted to read or listen to and haven’t had the time? Or maybe you just need a good fiction book to lose yourself in. PUT IT ON THE COFFEE table so it is easy access. The more accessible something is, the more likely that you’ll do it.
This is a great time to try new routines. Always wanted to try a mindful practice? Download an app and start the beginner’s program.
Remember, sometimes NOT having a plan and letting your brain relax is exactly what you need. If you have been in go-mode for the past nine months your brain will have a hard time slowing down. In this case, help your brain wind down. When the urge to open work kicks in try just stopping. For one minute slow down and take some nice slow breaths and do nothing. Rewiring your brain to not look for constant distraction and novelty takes some deliberate work, but it is worth it. Within a couple of days you will find this get easier.
Three points of caution before you go.
First, when you make your list, keep the activities small, or choose one larger project. If you list renovate the bathroom – that is too big! Perhaps, look for a new vanity or browse Pinterest for ideas are small steps that will positively distract you but also keep stress levels low.
Second, if you do need to work over the holidays, then be clear on when you are working – but then put things away when you are not. It isn’t always the quantity of time off that has the biggest impact; it is more often how you spend that time. The truth is, most are not that great at taking good restorative breaks.
Finally, please don’t hear this advice as being less passionate or driven. Both of these characteristics require energy. Think of this time as your opportunity to refuel those so you can take on 2021.
There was a lot throughout 2020 that was difficult and outside of your control. Take back the end of this year and close it out on your terms. Swap out the automatic “might as well” for the thoughtful “I choose to” mindset instead.
How to prioritize your time, energy, and to-do list with a set of simple questions
One of the most consistent questions I’ve been asked over the last eight months is, “With so much change, how do I handle everything?”
“Everything” may include adding the title of teacher to your list of daily responsibilities. Or perhaps it’s simultaneously managing on-site and virtual relationships. Or, balancing the nuances of being both married and home-office coworkers with your spouse for the first time.
Regardless of the specifics, we can all agree that what is required of us has changed and grown. And yes, different strategies are needed to meet the increased demands we are facing today.
The problem is we focus on finding strategies to help us manage it all without considering if it all actually has to be managed.
Clarifying these two questions is critical because your brain isn’t naturally designed to distinguish between the two under stress.
In fact, the more stressed you feel, especially when that stress is experienced for long periods, the more your body attempts to meet the stress demands by pumping additional cortisol reserves into your system. Cortisol alters your neurological and physiological functioning, priming your body and attention to stay on high alert. You may feel this physically by tense muscles, and emotionally by heightened levels of irritation and lowered levels of patience. As a result, even the smallest things trigger an outsized reaction as your cortisol loaded brain responds by amplifying the significance of the threat while simultaneously awfulizing the negative consequences if it is left addressed.
In a life or death situation, this is ideal, but in everyday environments, not so much. The unintended consequence is that your brain struggles to apply a sense of proportionality to experiences making it difficult to distinguish meaningless and mundane events from the urgent and important.
As a result, EVERYTHING appears to require your immediate attention and best efforts.
For example, when stress runs high and energy runs low your brain may treat your kids instance on wearing their Halloween custom to virtual school (even though it’s not Halloween), with the same urgency as needing to follow up with your insurance agent to understand changes to your health plan and what that means in the time of COVID.
Chances are that if you’re reading this, it’s because your natural response is to dig in and try to do it all. Chances are even higher that this approach has left you feeling both exhausted and perpetually locked in a cycle of never ending overwhelm.
Breaking that cycle requires acknowledging that both time and energy are finite resources. Therefore a strategy will be most useful if it helps you focus on regulating your energy and maximizing your time. This approach is the difference between feeling like you need to manage it all and determining what in fact, needs to be managed.
The next time it feels like the world’s to-do list is smothering you, try practicing the 7×7 Rule in response to overwhelm. Ask yourself these seven questions:
Will this matter in: 7 years, 7 months, 7 weeks, 7 days, 7 hours, 7 minutes, 7 seconds from now?
Does simply asking these questions solve the problem? No.
Does it cross things off your list? No.
What it does is help you put things into perspective, differentiate the meaningful from meaningless, prioritize where to put your time, attention, and how much emotional energy to give. These provide the clarity on what to take action on first.
The “Rule” of this strategy is not to give more time or energy than the amount of time it will matter. In other words, if it won’t matter in a week from now, don’t treat it as something that will matter seven months from now.
Your child wanting to wear their Halloween costume probably won’t matter in seven seconds from now because chances are they aren’t the only one. Let this one go – low energy input, low time input.
Ensuring you have the right health insurance – a much more important spend of time and energy.
Some situations, conversations, reactions, and decisions will have a lasting impact, so divert your best resource to those situations. This is not to say that small things shouldn’t bother you or aren’t worth reflecting on. They absolutely are, and you should use your emotional reactions as information to assess why that situation impacted you the way it did…and then respond in an equally measured way.
Not only is the Rule of 7×7 helpful in the moment, it is a skillful way to keep yourself in-check while preparing for a high pressure situation. This is especially powerful if you are a perfectionist. Sometimes good enough is actually good enough!
It is also a more structed way to reflect on stressful situations, particularlyif you have one of those critical brains that love to analyze your reactions to the day’s events just as your head hits the pillow.
I still don’t have the answer to how to do everything, and unfortunately, I don’t think that answer is out there. Instead, shift your question’s focus to ask yourself how you can use your time and energy the best way today.
I’ve heard many people say the pandemic is our chance at a “Do-Over.”
Although I understand the sentiment, I disagree. That mindset seems backward.
Instead, I suggest this is our “Do Better” opportunity.
It’s not just semantics.
A ‘Do-Over’ mindset suggests that we erase away the past and begin anew.
But the risk of this mindset is that we approach the future from a place of fear, cynicism, and scarcity in an attempt to avoid the losses, hurts, heartaches and mistakes of the past.
A ‘Do Better’ mindset suggests that we build on and use our learnings, losses, and acknowledgments of what was and wasn’t working to get stronger.
It challenges us to accept our mistakes, take a hard look at our beliefs, be thoughtful about our decisions, and honest with the consequences of our actions.
It allows us to approach the future with courage and bravery. To use empathy to connect our differences and to extract meaning and knowledge from our adversities.
As we start to prepare for opening back up, I challenge you to think about how you can take something that has impacted so many people in so many different ways and hashtag#DoBetter in the future.
Why it’s time you put the “push through” mindset away.
If you are one of those people who can get focused quickly and maintain concentration even while distractions are competing for your attention, this article may not be for you.
If you are great at proactively scheduling breaks into your calendar and taking those breaks throughout the day, keep doing what you’re doing.
If on the other hand, you find your legs going numb from sitting too long, your eyes crossing from staring at your screen and you’ve moved your coffee maker onto your desk to save getting up throughout the day. And still find yourself exhausted and somehow further behind on your most crucial work, then this article is definitely for you.
Before COVID-19, the research arm of my company, BrainAMPED, uncovered some interesting data. We found that leaders who proactively build breaks into their day (and took them), self-assessed themselves as being more focused throughout the day, less tired at the end of the workday, and in the case of having a partner at home, felt more present with them outside of work hours.
None of that was surprising. The data on working in 90-minutes cycles followed by a break is well documented. What was most surprising was that the difference between leaders who were scored as being “good” and those being “great” by their manager, direct reports, and their partners at home, wasn’t dependent on the quantity or length of breaks. Instead, it was much more connected to the quality of the breakstaken throughout the day.
Our research shows that high quality breaks consistently have five key elements. I’ve organized them into an easy to remember mnemonic, we call them P.O.W.E.R. breaks. These are short (typically 5 minutes at the low end and an thirty minutes at the high end), reset breaks taken throughout the workday.
Let’s look at the key elements of a P.O.W.E.R. break:
P: Proactive Pause
By far, the biggest difference between those that took breaks throughout the day and those who didn’t was if they proactively scheduled them and diligently worked to keep them free, even when a request came in that would overlap.
When asked why people don’t take breaks throughout the day, even when they knew they are helpful, the most consistent answer was, “because I was too busy.” This is all a matter of brain science. The longer you work, the less time it will feel like you have to take a break. This is because your Pre-Frontal Cortex (PFC), the part of your brain that helps you keep things in perspective, fatigues when constantly engaged – and is less able to recognize when a break would be most beneficial.
The second key piece is that it is a “Pause.” This means you “pause” doing work. If you schedule a 15-minute break following two meetings and you fill that time checking email, you have proactively scheduled a work execution break – not a pause break. The goal is to give that hard-working PFC a break allowing it to function best and therefore serve you best.
O: Oxygenate
This element is about consciously slowing and deepening your breath to oxygenate your brain and body. If you’ve worked with me before, you know that “Oxygenate” is a part of many strategies.
The reason for this is simple – it is necessary. For many of you, much of the day feels fast-paced, pressure-filled and demanding. This stress kicks in the ‘fight-flight’ system resulting in quick, shallow breathing.
Slowing down and deepening your breath activates your vagus nerve. This nerve bundle is critical to turning off the ‘flight-flight’ stress response system. It instead activates the relaxation response, reducing your heart rate and blood pressure.
To build this into your reset break, take a minute or two and just focus on taking some slow breaths. When done throughout the day people report lower frequency of headaches, less muscle tension and more energy.
W: Water
As counter-intuitive as this sounds, one of the biggest contributors to dehydration is immobility. When you are sitting most of the day away, water delivery to the cells is slowed which in turn decreases the flow of waste particles out of those cells – dehydrating the system and increasing the feeling of fatigue.
This is often further exacerbated by attempting to get that ‘second wind’ by replacing a glass of water with a cup of coffee. Unfortunately, this has a tendency to further dehydrate you.
But it’s not just that you feel tired. Because your brain functions via electrical impulses between synapses, the brain requires water to serve as the conduit. When you are dehydrated the connection between these synapses slows down impacting on your ability to concentrate and think in a nimble way.
Simply adding in more water throughout the day will have a huge impact on energy, focus and attention.
E: Exercise
If your initial reaction is, “I don’t have time to exercise in the middle of the day!” rest assured, I am not suggesting that. In the context of a P.O.W.E.R. break, think of exercise as simply standing up, extending your limbs – moving your body.
However, if you want to amplify the impact of your breaks, add in some actual exercise that will increase your heart rate such as brisk walk. There is a reason people often say “I’m going for a walk to clear my head.” It is because the brain is optimized when we move. Focus on adding additional movement to your day, especially if you attend a lot of virtual meetings (because you don’t even need to walk to those ones!).
R: Re-evaluate
Now that you’ve proactively disengaged from work, taken some breaths, sipped some water, and moved your body, now it’s time to get back to work. Before diving back in, use that now rested PFC to re-evaluate your approach in terms of time, energy and attention. .
This can be done by asking some simple questions such as, is this a priority? Would a phone call be a better option? Who should I engage in this decision or communicate my decision to? Is this the most impactful work you could be doing at the moment? Is there a better way?
Who hasn’t finished a day and wondered where the day went and what was actually accomplished.
When busy, most people become reactive focusing on the moment. As a result, they end up prioritizing answer emails and focusing on low value, easy-to-complete tasks. This is inevitably at the cost of high-impact, high value, strategic work. A rested brain will question your choices, a tired brain will not.
The P.O.W.E.R. break strategy is simple. Executing on it may not be easy. Your day will fill up and it will feel like you don’t have time. Remember, these are exactly the times you need a break the most.
As someone who studies, writes, coaches and speaks about how to develop exceptional leaders, I have seen how a crisis can distinguish the best leaders from the rest.
Never are strong leaders needed more than amid crisis. This is also when it is hardest to be an exceptional leader.
In crisis is where the ‘rubber hits the road’ when it comes to leadership. This is when a leaders proclaimed values are tested. It is much easier to be a good leader when everything is going well. But that’s not when we need leadership. Leadership is tested in the tough times – when the tide goes out.
Only when the tide goes out do you discover who’s been swimming naked. ~Warren Buffet
Earlier this week, I had a coaching client who was distraught about a decision that needed to be made about letting people go.
I have heard some of the most beautiful and compassionate stories of how companies have executed this hard decision. Unfortunately, I have also heard other examples that I’ve had a hard time understanding.
Today, I would like to say thank you to all of the leaders who’ve lost sleep trying to figure out how to save businesses and jobs;
Who are sacrificing just as much as they are asking their people to sacrifice;
Who showed up and engaged human to human, even though most were forced to communicate these difficult messages through screens;
Who made sure their people understood the contribution they had made to the company’s success;
Who pushed for their people to be able to say goodbye to colleagues and clients because the decision was due to circumstance not performance;
Ultimately, those who put people over process and did it with care, kindness, and compassion.
In crisis, the majority will over-focus on what needs to be done and under-focus on how they will do it.
It is these leaders, who focus on how to demonstrate their values, who take ownership of their impact, who will make the hard decisions but communicate them in a way where people feel seen, heard and valued; these are the leaders whose positive legacy will stay with us long after the crisis is behind us.
Following our call, my client realized he had been fighting the wrong battle – the decision that had to be made.
Accepting it was leadership of the business.
But his leadership was on full display when he started fighting for how he was going to communicate it – that is the leadership of people…even after the tide goes out!
You have some feedback for a direct report. It’s a conversation you should have had pre-coronavirus, but you put it off, hoping things would get better. Unfortunately, they didn’t. Now the frustration is building, but so has your compassion for the situation your employee is working within.
You don’t know if you should hold off having the conversation in an attempt to avoid adding to their stress levels or engage in the conversations now to keep things from getting worse.
After analyzing 360 Leadership Feedback Assessments of managers from over a dozen different professional service companies, I identified two of the most consistent traps well-intentioned leaders fall into when it comes to difficult conversations.
If these conversations weren’t challenging enough, now they are occurring over the phone and through video calls in the midst of a global pandemic. Unfortunately, this means that the consequences of these mistakes are often magnified and can have a lasting effect on the relationship long after people return to regular work conditions.
Tapping into your Emotional Intelligence (EQ) skills can help you avoid both traps.
EQ Trap #1: Not Managing Emotions.
No matter how experienced you are, initiating a performance or behavioral focused feedback conversation tends to fall into the “would rather avoid” category. The challenge with putting these off, even in the best of circumstances, is that frustrations fester the longer the conversation goes unaddressed.
Given that most people are working remotely at the moment, the opportunity to further avoid these conversations is now even greater. As a result, email after email is exchanged, call after call happens and these seemingly small frustrations start to compound.
Then one day, perhaps because you as the leader are stressed, or simply because your patience is low, a small frustration triggers an outsized negative response. Before you can catch yourself, you launch into your feedback conversation. Suddenly a potentially (difficult), but positive feedback conversation quickly morphs into a negative blowback conversation.
To truly understand the impact of each, let me clarify the differences.Feedback conversations are thoughtful conversations where the goal of the message is focused on the problems (i.e., you are late for meetings). The intention of the conversation is to lift performance by creating awareness, initiating learning, and creating positive, lasting change.
Blowback conversations are ones driven by the emotions felt in the moment, shifting the focus of the conversation to the recipient’s perceived character deficits (i.e., you are disrespectful). The intention of the conversation becomes tearing someone down by making them feel bad, guilty, or ashamed as a way of initiating change.
No one wants to admit to a blowback conversation. In fact, our data reveals that less than 10% of leaders acknowledge or are even aware they are engaging in blowback conversations. Interestingly, over half of the respondents said that they experienced performance conversations more like blowback than feedback (the recipients included direct reports, colleagues and vendors).
As negative as this sounds, it is understandable. When an employee, colleague, client or vendor breaks your trust, disappoints you, undermines you, questions your motives or performs poorly, it is understandable that you feel fed-up, angry and even resentful. Those emotions are not wrong or bad, nor are they even the problem.
The problem is the timing of the conversation in relation to the intensity of the expressed emotions.
The goal isn’t to remove emotions or side-stepping candid feedback. Instead, it is to recognize, understand and use emotions as important information to help you address the core issue in a more timely and productive way. A quote from Aristotle sums it up well:
“Anybody can become angry — that is easy, but to be angry with the right person, to the right degree, at the right time, for the right purpose, and in the right way — that is not easy.”
Engaging in low-emotion, touchpoint conversations earlier and more consistently will increase the likelihood of a more effective conversation. As a leader it is essential that you deal with your own emotions before involving someone else to ensure the conversation is thoughtfully, feedback-focused and not emotionally, blowback-driven.
EQ Trap #2: Not Managing the Message.
In other instances, unmanaged emotions aren’t the problem; unaddressed feedback is the problem.
Too often a leader initiates a feedback conversation, but they never actually articulate the feedback. Instead, they avoid the potentially emotionally triggering parts hopingthat the recipient figures it out. Although this may make conversations less difficult in the moment, it almost certainly creates misunderstandings later on.
As George Bernard Shaw is quoted as saying:
“The single biggest problem in communication is the illusion that it has taken place.”
When leaders describe their frustrations of needing to have the same conversation multiple times without seeing the changes they are hoping for, I challenge them to check in and ask themselves if they have had the full conversation. Specifically, have they avoided any of the hard feedback in attempts to protect the relationship or lessen the risk of the other person getting upset?
Often the answer is yes, followed by an explanation to attempting to spare the feelings or minimize additional uncertainty in an already complex situation.
Although the intention is admirable, the impact of not clearly sharing feedback often has the exact opposite effect. Instead, this approach leaves the recipient to figure out what you meant and how to be successful in the future, which only adds to worry and stress.
Factor in remote environments and pandemic-driven anxiety, and unclear feedback has the potential to be totally misconstrued or taken much more negatively then the original feedback would have been if expressed in that moment.
I have heard clients, friends and family members recount the sleepless nights that followed a vague conversation with a boss leaving them to wonder and worrying if they were next to lose their jobs. This being the case even in situations where the likelihood of that occurring was considerably low.
Feedback may be hard to say in the moment but saying it once in a single conversation where the recipient is clear on where they stand and what you expect is easier than spreading it across multiple vague conversations – for both parties involved.
The reality of this pandemic is that emotions are running high and many difficult conversations will not end on a happy note. And yet, when you use your EQ to manage emotions and articulate the message, even the most difficult conversations can activate powerful, long-term trusting connections. It’s these relationships that will get us through and make us stronger on the other side.
On
my computer, you’ll find a folder called “File of Funnies.”
That
is what the actual file is called. As you might expect, this is where I keep
videos, pictures, memes, stories, and basically anything that I find funny.
Some are just for me and others I share.
If
you have ever been in one of my audiences, you know that I love to use a funny
video, first to make people smile but also because I believe that when we
laugh, we let the learning in.
It
turns out the science would back this up. Laughter raises our overall
well-being by:
1)
Increasing perspective and creativity.
2)
Decreasing stress hormones such as cortisol.
3)
Triggering the release of endorphins, our body’s natural feel-good chemicals.
In fact, my research on exceptional leaders and what differentiates the people that experience higher levels of Leadership Vitality versus Leadership Fatigue, (appropriate) humor and laughter are consistent contributors.
This makes sense as laughter inspires hope, it strengthens relationships, it is grounding in the midst of chaos, and it can lessen our burdens, even if only for a short time.
I’ve seen what a laugh can do. It can transform almost unbearable tears into something bearable, even hopeful. ~Bob Hope
I have been filling up my “File of Funnies” lately, not just because there is a lot of funny things being shared, but because with the accumulating impact of social isolating, I need to go into the file a little more often.
Every time I scroll through, I am reminded never to underestimate the power of humor.
