Here's how you can motivate and inspire your team members using emotional intelligence.

Self-awareness is a core component of Emotional Intelligence (EI) and a key trait of highly resilient leaders. When leaders model self-awareness, they encourage team members to be introspective and emotionally intelligent, fostering a supportive and productive environment. Tips to Incorporate EI: - Show genuine interest in your team members' perspectives and concerns by practicing active listening. This demonstrates respect and fosters a sense of belonging. - Regularly acknowledge and celebrate the achievements and efforts of your team to boost morale and encourages continued high performance. - Maintain transparency and openness in your communication. Encourage feedback and be receptive to it, showing that you value your team's input.

The active listening message in some ways has faltered a bit because people think its about mirroring, but that doesn't always translate to comprehension. When you active listen you are not just acknowledging what you heard but trying to process it in a way that shows the person you understand. That is the power of active listening - by pausing your thoughts and focusing on the other person, in a meaningful way, you build connection and that leads to trust and mutually beneficial outcomes.

La empatía es más que un concepto, es una práctica diaria. Como médico, he aprendido que ponerme en el lugar de mis pacientes y colegas me permite ofrecer un apoyo más significativo. La empatía en acción significa responder con sensibilidad y comprensión a las necesidades emocionales de nuestro equipo. Un líder empático reconoce los desafíos individuales y celebra los logros, creando un entorno de apoyo y respeto. Esto no solo mejora la moral del equipo, sino que también fomenta un sentido de pertenencia y motivación.

Especially in research settings, empathy can find form in small victories be it progress, encouragement, and saying thank you. Empathy can give direction to people who may feel stuck or frustrated. When you take the time to identify a challenge or obstacle and ways to move past them, versus pointing at them and being stressed out or angry (e.g. looming deadlines), you reframe the moment to one that is productive and allows an individual, and team, to solve problems more effectively.

Dar retroalimentación emocional de manera efectiva es clave para el desarrollo del equipo. En mi práctica, siempre he encontrado que una retroalimentación bien entregada puede marcar una gran diferencia. No se trata solo de se?alar errores, sino de hacerlo de una manera que motive y no desmoralice. Recuerdo un caso en el que un colega cometió un error en un procedimiento. En lugar de criticarlo, le ofrecí retroalimentación constructiva, destacando también sus fortalezas y cómo podía mejorar. Este enfoque no solo ayudó a mi colega a aprender, sino que también fortaleció nuestra relación profesional, creando un ambiente de confianza y aprendizaje continuo.

The trick with goals, and the long-term impact on professional growth, is that they need to have some stretch to them. The motivation comes when someone meets the stretch aspect of the goal and genuinely learns something about their capability they didn't know before. When goals are too tactical (or too easy to achieve) the act of goal setting feels like an obligation. But when you see the goal as a means of both achieving a business outcome and helping someone better themselves in the process, you achieve far much more.

Recognition is at the forefront of team dynamics and individual achievement. While some people feel only the big, over the top achievements deserve celebration, it's the little wins along the way that matter the most in terms of people feeling encouraged during rough spots or other inevitable challenges along the way. The flip side of course is if people are not celebrated, or what they did is deemed as 'just their job' and not deserving of any praise, you spiral into demotivation and disengagement. So always be open and ready to celebrate your people at all levels.

De las ocho formas de inteligencia (matemática, lingüística, espacial, musical, corporal, naturalista, intrapersonal e interpersonal), la inteligencia emocional englobaría a las dos últimas, es decir, se definiría como la habilidad para comprender los sentimientos propios y ajenos, de automotivarnos y motivar a los demás y de manejar adecuadamente las relaciones humanas. Por lo tanto, la persona responsable de un equipo de I+D+i debe gestionar a su equipo con grandes dosis de empatía y asertividad.