What are some common mistakes that hinder team creativity when using EI?

Lack of Psychological Safety: Failure to create a safe space stifles team members' willingness to share creative ideas. Insensitive Feedback: Criticism without empathy discourages risk-taking and limits innovation. Emotional Disregard: Ignoring or downplaying emotions impedes the understanding of diverse perspectives. Micro-Management: Excessive control stifles autonomy, hindering creative thinking and initiative. Fear of Failure Culture: Punishing mistakes instills fear, inhibiting the exploration of unconventional ideas.

A fundamental outcome of possessing elevated EI levels is the recognition that individuals are not uniform in their capabilities and perspectives. Leaders, in particular, should engage in a thoughtful assessment of their teams. By doing so, they can establish a conducive and secure environment that fosters the growth and prosperity of each team member. This not only benefits the individuals directly but also contributes to the overall success and cohesion of the team.

I'd say probably assuming the good emotional state of your colleague, how is he doing regarding his / her mental health that could affect his / her EI currently. Number two, not looking into sharing your capabilities and teach your team to improve theirs and, finally, not willing to adapt to your colleagues and offer them what they need. No individual has the same necessities, not acknowledging this and reacting to meet halfway could create issues, even if you need to be outside of your comfort zone.

Según mi experiencia, Esta habilidad se adquiere y se va forjando a lo largo de nuestra vida por medio de las situaciones que hemos vivido en lo laboral y en lo personal, y de reconocer nuestras emociones frente a una situación particular y a lo que esta genera tanto en mí como en el otro. Todos tenemos diferentes niveles de IE y todos no las sabemos dominar a la perfección.

Emotional insensitivity: Overlooking or ignoring team members' emotions can create a hostile or unproductive environment. Overemphasis on harmony: While a harmonious team environment is essential, overprioritizing harmony might discourage healthy conflict or diverse opinions. Micromanagement: Overbearing leadership or micromanagement stifles team members' autonomy and creativity. Fear of failure: Cultures that punish failure or mistakes can inhibit risk-taking and experimentation.

A good way to understand the emotional climate of the team is to set aside time to talk about their emotional state. Use the Wheel of Emotion if needed to help team members identify their state - and then assess if all members of the team are in the right state to continue with planned activities. If one team member is not in the right frame of mind - ask questions in a sensitive manner on how he or she can be helped. For example, if their pet just died, taking a moment to talk about their pet and what they miss most will go some way to making the team member feel understood. Then ask if they are ok to continue with the activity.

Cuidar las emociones de los colaboradores es crucial, asi como conocer su grado de afectación por algún suceso familiar sea este de gracia o de duelo. Eso influira definitivamente en su desempe?o.

If there is not attention to the emotional climate of the team, then there is not enough emotional intelligence. Honestly, this sentence doesn't make sense in this article. Some of these articles make some very strange and incorrect statements and take just plain wrong positions.

Overlooking the team's emotional climate is another easy misstep when working with EI. It's like trying to grow a garden without considering the weather. The overall mood and tone of the team are vital. A tense or negative vibe can really dampen creativity, making people anxious or defensive. On the flip side, a positive emotional climate acts like sunshine, encouraging confidence and curiosity :) Teams need to keep an eye on this emotional weather. It’s about taking steps to cultivate a good vibe, celebrating successes, valuing each person's contribution, and yes, having fun together.

Daniel Goleman makes reference to emotional climate in his six leadership styles work. Here he describes six different leadership approaches taken depending on the situation, the task, the people involved and the climate (the context within which the people work within). There are two types of leadership - pace setting and commanding, which when. continually used by a leader, will cause great harm to the emotional climate. There is a time and place for these types of leadership but their constant use is unhelpful, they cause anxiety, stress and apathy.

Emotions are just information. Imagine avoiding bad news at all costs. You discard unsettling newspapers, shut off the TV, or close disturbing webpages. All that matters to you are good news, uplifting aphorisms, and, of course, puppies. Yet, being unaware doesn't negate reality. What kind of world would you be living in if you only accepted good news? Similarly, emotions are pieces of information that your body communicates to you in response to your environment. Rather than ignoring them, pause, feel them, and consciously decide what to do next. This approach allows you to have a complete picture of the situation, accessing every hue in the color palette, essential for creating a multidimensional masterpiece.

It's useful to remove the positive/negative framing when categorising emotions. When a team accepts that all emotions are valid this reduces adverse reactions. Instead, frame emotions as either useful or not useful for any given moment. This allows individuals to express an emotion without judgement and also gives them the chance to choose the most useful emotion for the moment.

I view emotions as 'energy in motion.' Suppressing or ignoring them is loosing valuable information we can use to make the right, and often better, choices. If we avoid or suppress negative emotions they can get locked in the body and cause so much damage both physically and mentally. Managing both positive and negative emotions is key to effective decision making and ultimately our health. As Viktor Frankl once said, “Between stimulus and response, there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.”

One of the most referenced models about emotional intelligence was published in the Harvard Business Review. It showed the 12 elements that made up with skill of emotional intelligence and one of these 12 was called 'emotional control'. The very use of the term 'control' was problematic for some as there was a belief that you could and should temper your behaviour and mask unfavourable expressions of emotions. When you showed up as 'in control' it was perceived by some that you were in good shape. Wrong. More recently, the words emotional control have been replaced with the term emotional balance which helps people understand the ebbed flow of emotions, the choice we have to work through them, acknowledge them and move on. Much better

The reason we have a lot of toxic work environments is because of the lack of vulnerable communication. Some people have been used to brushing off emotions and not speaking the truth about what is bothering them. Some laugh it off to show their colleagues that nothing annoyed them when deep down they are frustrated. Others go cry in the bathroom instead of actually speaking up and saying what needs to be said. Hence, no boundaries are set. And this keeps getting worse and worse because the actual root cause is not being tackled. But why do many brush it off? 1- They are scared of getting fired since it is the only source of income and they have a family to feed. 2- They are not used to speaking up due to childhood experiences.

Often (but not always) we can spot 'artificial positivity' and we find this both disingenuous and distasteful. Overtly positive behaviour drains our energy and can be uncomfortable to be in the presence of. We know that people with the skill of emotional intelligence are more likely to have a positive outlook, but this does not mean that they are continually bouncing off the walls, but it does mean that they are likely to be resourceful and resilient. We are emotional creatures - our hormones influence how we feel and logic very rarely informs our decision making (only really our post rationalisation). It is true to say that extremes of emotions. can lead to unhelpful decision making but this relates to an amygdala hijack.

It is always a challenge to not be biased, for example. If we keep an EI at the right level, it will be easy to identify the moment when bias is triggered and therefore modify attitudes, actions or behavior to not be biased. But one should be cautious to use EI in the right amount.

Creativity flourishes when emotions are balanced with rationality. Imagine to strike a harmony between passion and pragmatism! Overindulgence in positive emotions may result in overlooking potential obstacles or underestimating the complexities of a situation. Maintaining a clear-headed and objective perspective is vital, even in the midst of enthusiasm. Encouraging a culture where positive emotions are tempered with a realistic assessment of challenges ensures that creativity is grounded in practicality. This approach prevents the risk of pursuing overly ambitious ideas that may not be feasible. Moreover, acknowledging that emotions, both positive and negative, should be considered thoughtfully in decision-making processes is crucial.

Showing up with Emorional intelligence doesn't mean that you being nice there can be moment you need to have am approach of Coach and command style of leadership. It enable leaders to show up as compassion at the same to if people runs off track leaders have command control mechanism with compassion

He podido observar y vivir estas experiencias totalmente negativas en el mundo organizacional, Hay personas que ante un exceso de carga emocional tienen problemas físicos (cefaleas o trastornos digestivos) cognitivos (excesiva preocupación, obsesiones) o conductuales (adicciones). Por tanto, hay un síntoma de alarma diferente para cada persona. es de extremo cuidado, no debemos de abusar de las emociones de los demás y mucho menos de las nuestras.

Emotional contagion is where we influence one another with the expressions of our emotions through our behaviour - this is where emotional self management is a helpful skill to become competent in. We have absolutely no idea how someone will respond to the work we do, the things we say, unless we know they extremely well and even then, we may get it wrong. We should simply be aware that everything communicates and one person's perception or interpretation of us or our work is their response and they are responsible for that.

“Aquí no te diremos lo que quieres escuchar sino las cosas como son”, pero se nos olvidan las formas en las que hacemos y decimos las cosas. La palabra clave sería “coherencia”, entre lo que se dice y lo que se hace, al final, estamos colaborando y contribuyendo en un equipo hacia un objetivo común; sí hemos venido considerando la prudencia en la forma de expresarnos, esa misma prudencia tendría que verse reflejada en los procesos creativos que llevan a la entrega de resultados. No podemos ser coherentes, si nuestras acciones son inconscientes o respondiendo a intereses personales de cualquier índole.

Make note here that you can own your impact without owning the intent that was received. Bridge understanding when this happens and be sure that if you are the person that is impacted, that you process how you were impacted with blameless accountability.

Cuando esto ocurre dejamos de ser profesionales en todos los sentidos, hará que merme nuestras energías y la creatividad en nuestra zona de trabajo. y hará que no puedas identificar tus propios sentimientos, y esto hará que tenga una autoprotección.

As a T.E.A.M (Together Everyone Achieves More), by leveraging the complimentary strengths in a synergistic way. Yes, while 'Team Cohesion' is an essential ingredient for creativity, too much of homogeneity and conformity will limit the team's creativity as it reduces the divergent thinking and autonomy. On the other hand, Team Members should be cognizant of consequences of neglecting the emotional impact of self and other individuals. Hence a balancing act of being respectful of each other's strengths, weaknesses, preferences and styles will optimise the individual and collective contributions towards successful creative outcomes.

Using EI with high-preforming leadership teams, you will find that they are quite aware and can articulate why their EI is at the level it’s at. However, a huge misconception is that knowing and understanding EI means you are good at applying it and developing it in the now. It is a completely different skill set that needs focus and practice to grow EI in the now. Developing EI alongside self-regulation and presencing is where the real power of EI is leveraged . You need all 3 developed.

A common hindrance to team creativity in the context of Emotional Intelligence (EI) is a lack of awareness about what EI entails. When team members are unfamiliar with EI principles, they may struggle to recognize and navigate emotions effectively, impacting collaboration and the open exchange of creative insights. Cultivating awareness of emotional intelligence within the team is crucial for fostering a culture that significantly contributes to a more innovative and harmonious team environment.

1. Pausa y siente. 2. Reconoce tus emociones y dales atención. 3. No busques controlarlas, aspira a gestionarlas productivamente. 4. Siempre tienen un gran regalo ?? para ti: Recíbelo. Busca la autoconciencia, no la perfección. ????

Creating an environment conducive to the active participation of individuals who may require an extra boost of confidence is crucial. Often, those in positions of authority mistakenly believe that granting autonomy fosters comfort for contribution. However, taking the initiative to encourage participation reveals that many reserved team members possess valuable insights, expressing ideas thoughtfully and succinctly.

Relax, and cool your jets, tools, models and techniques are often reductionist. Work with what IS, "Is-ness", no right, no wrong, make lots of mistakes, hold the whole experience lightly, be yourself and laugh. Oh and chose a place to do this as far from the place you are "stuck" in as possible. It may not work but it will be fun to try! Think Outside; No Box Required.