How can emotional intelligence help you manage team stress in a program with tight deadlines?

EI or EQ is about an individual's awareness of emotional state (their own, or those of others), and their ability to manage that emotional state (own or others). Awareness and management of emotions allows us to develop and maintain control in the face of a challenge, threat or unexpected situations. Our brains are hard-wired to watch for risk or danger and to behave in a way that protects us. We move away from danger and toward reward. Our brains amplify danger signals, and slow/interrupt our ability to think clearly and quickly, and to make decisions - the brain is overridden with signals to run, escape, or fight! Developing EI/EQ helps us to managing the amygdala hijack threat response that is at the root of all conflict!

Let me share a story to share my experience. Two PMs, Alice and Bob, same deadline, different EI. Alice: Tech whiz, ruled by iron deadlines. Stress = impatience, team morale crushed. Sarah, star developer, burns out. Bob: Mindfulness master, reads moods. Spots Sarah's strain, offers flex work, builds support. Team spirit soars. Deadline near: Alice's team stumbles, drained and grumpy. Bob's crew, focused and united. Launch day: Alice delivers buggy mess. Bob's team shines, platform flawless. EI, the invisible hand, unlocks potential, transforming pressure into triumph.

Harness Emotions Smartly! ???? I'd utilize emotional intelligence, as outlined in "Emotional Intelligence" by Daniel Goleman, to manage team stress under tight deadlines. By boosting self-awareness and self-management, I navigate personal stress effectively. Enhancing social awareness and relationship management helps me understand and support team members, fostering a positive culture. This approach ensures meeting deadlines and maintaining a healthy, motivated team environment.

Consider an example of two sales representatives, John and Sarah, facing the same challenging sales target. John: With low EI, John might get easily frustrated under pressure, leading to impulsive decisions, poor communication with clients, and strained relationships with colleagues. This negativity is likely to impact his performance and sales results. Sarah: Sarah, with high EI, uses self-awareness techniques to manage her stress. She communicates openly with clients, listens to their concerns, and builds trust. She actively manages her relationships with colleagues, creating a supportive and collaborative team environment. As a result, Sarah is more likely to exceed her sales target while fostering positive workplace relationships.

Highly empathetic people are very emotional beings. They can have a harder time dealing with stressful situations. That said, it can be handled with doing a few simple things. Remain self aware, practice being an active listener, recognize the feelings of others, be a clear communicator, be positive but also empathize, keep your mind open including to feedback. You can keep a journal to practice self-reflection, meditate and be aware. Most of all hold yourself accountable.

Emotional intelligence (EQ) is pivotal in managing team stress, especially under tight deadlines. As a PMO leader, leveraging EQ means empathetically understanding team dynamics and individual stressors. It's about creating an environment where open communication is encouraged, and challenges are addressed collaboratively. By acknowledging the human aspect of project management, we not only mitigate stress but also foster a resilient, agile team culture. This approach not only meets deadlines but also enhances team well-being, driving sustainable productivity.

Think of this real life example a manager, Abram, who wants to assess their EI level. They might: -Complete the EQ-i 2.0 questionnaire and review the results with a coach. -Seek 360-degree feedback from colleagues and direct reports. Reflect on their reactions in recent stressful meetings or challenging conversations. -Engage in mindfulness meditation to practice observing emotions without judgment. -Participate in role-playing exercises to practice giving constructive feedback.

Tools like the Emotional Intelligence Appraisal or the Mayer-Salovey-Caruso Emotional Intelligence Test can measure your EI. Feedback from peers, mentors, or coaches also provides valuable insights. Identifying areas for improvement, whether in self-awareness, self-management, social awareness, or relationship management, sets the stage for targeted development.

E.g. Samantha notices she often feels frustrated and impatient during team meetings. Through journaling and self-reflection, she realizes this stems from her desire for efficiency and her discomfort with ambiguity. With this newfound awareness, she can practice active listening, ask clarifying questions, and share her concerns constructively, contributing to a more productive and inclusive team environment.

Seeking feedback from trusted individuals provides an external perspective on strengths, weaknesses, and interpersonal impact. Utilizing personality and skills assessments offers valuable insights into traits and potential areas for development. Adopting strong time management skills using tools like calendars and to-do lists helps organize tasks efficiently. Learning to say no and establish healthy boundaries is vital for managing time and commitments effectively. Developing coping mechanisms for stress and difficult emotions, such as exercise or relaxation techniques, contributes to emotional well-being

Techniques like journaling for reflection, mindfulness through exercises, meditation, or yoga for anxiety reduction, and challenging negative thoughts with positive ones contribute to self-awareness and self-management. Setting SMART goals and task prioritization break down program complexities, making them more manageable. Delegating tasks outside your core competency can further streamline responsibilities and enhance your overall EI.

Active listening, encompassing attention to verbal and nonverbal cues, along with asking clarifying questions, fosters deeper understanding in interactions. Observing social dynamics and unspoken cues allows for reflection on different perspectives. Practicing empathy, achieved through role-playing and active listening, enables a better understanding of others' feelings and experiences

Seek feedback: Ask trusted friends, colleagues, or mentors for honest feedback on your communication and interpersonal skills. Role-play different scenarios: Practice communication and conflict resolution skills in safe environments to gain confidence and refine your approach. Get involved in your community: Volunteering or joining clubs can help you connect with others and develop your social awareness and relationship skills in a meaningful way.

Actively listen to the team members on their impediments in achieving the tasks towards closure and also have an empathy on any of their current circumstances which they were sharing, set small goals and celebrate as soon as they were achieved this motivates team members in performing to next level

Here we should add active listening and showing empathy to each other, those are pillars of EI. We should listen not to respond but first to understand whole story, keep asking questions till having full understanding. Feedback should be given in private for points you think require improvements, start with questions and let your peer themselves come to the point by responding. Most of professionals actually instead of advices need empathy only for the issues they struggle in their life, that's why better to wait for giving advises till asked.

Program Managers can foster positive and supportive team cultures by being AWARE: Accepts & promotes diverse perspectives Welcomes open communication Acknowledges teammate contributions Reacts with empathy and respect Encourages growth & development An AWARE manager values individuality and fosters an inclusive environment where everyone feels heard and respected. They create safe spaces for honest feedback and shared ownership. AWARE managers recognize individual and team contributors, building a culture of appreciation. They focus on understanding and supporting team members, showing compassion and fostering a sense of well-being. And they invest in team members' learning and development, empowering them to reach their full potential.

1. Lead by Example: Demonstrate the values and behaviors you expect from your team members. Your leadership sets the tone for the entire team, so model positive attitudes, strong work ethic, and effective communication. 2. Clear Communication: Encourage open and honest communication. Ensure that team members feel comfortable expressing their opinions, concerns, and ideas. Foster a culture of transparency, where information is shared appropriately. 3. Establish Team Goals: Clearly define team goals and objectives. Ensure that every team member understands their role in achieving these goals. This shared sense of purpose creates unity and helps team members see the bigger picture.

Communication about how you feel and what made you feel that way. Going out for a walk and talking the talk is as good as regular team lunch. It gets everyone involved in an activity which leads to not only talking about the work. Cooperation within a team is sufficient when they trust and like each other.

1. Empathy: Understand and acknowledge team emotions for tailored support. 2. Communication: Use emotional intelligence for transparent and open communication. 3. Stress Recognition: Identify early signs of stress for timely intervention. 4. Conflict Resolution: Address conflicts constructively to reduce team stress. 5. **Motivational Leadership:** Recognize and celebrate achievements for morale boost. 6. **Flexibility:** Adapt plans with emotional awareness for team well-being. 7. **Crisis Management:** Stay calm, make informed decisions, reassure the team. 8. Self-awareness: Be mindful of personal emotions to set a positive example. 9. Empathetic Decision-Making: Consider emotional impact in decision-making.

Increase the frequency of communication during stressful times and propose pair work for actions that are critical to relieve the stress. Rearticulate issues and don't dismiss the team till everybody has clear understanding, be a role model for active listening and constructive group feedback, avoid and do not allow comments about personalities and prevent conflicts before they occur by observing team closely. Be clear about list of actions, roles and responsibilities per member and make it visible to everybody.

1. **Empathy**: Understand team emotions, fostering a supportive environment. 2. **Self-Awareness**: Manage your stress to lead by example. 3. **Effective Communication**: Clear, compassionate communication reduces misunderstandings. 4. **Conflict Resolution**: Address conflicts early with understanding. 5. **Positive Work Environment**: Encourage positivity and collaboration. 6. **Adaptability**: Be flexible and help the team adjust to changes. 7. **Stress Management Techniques**: Introduce breaks and mindfulness activities. 8. **Balanced Decision Making**: Combine emotional insights with rational analysis. 9. **Recognizing Achievements**: Appreciate efforts to boost morale.

Im a big fan of fun during stress. I believe it regulates the nervous system and calms you down. So whenever someone in my team has stress we use a red duck ?? toy and set it right on top of our screen, so everyone knows this person who put it up there is under pressure. It’s called our stress mascot- the devil duck. It also puts a smile on your face, having it sit on top of our work.