What are some ways to recognize and manage emotions as a leader?

When I started coaching it took me awhile to be able to step aside and remember that not all of the athletes I coached had the same goals and work ethic I did as an athlete. I do not remember why or how it happened but I eventually started to look at my coaching through the eyes of my athletes. I realized that as I coached them, I needed to remember their point of view and keep that in perspective as I set my own goals and objectives for them as well as for myself as their coach. Being a wrestling coach allowed me freedoms that other coaches do not have but ultimately every team member is their own individual and we as coaches have to remember that important factor.

Effective leadership is not just about making strategic decisions or driving productivity; it's also deeply tied to emotional intelligence. Leaders who can recognize and manage their own emotions, as well as those of their team members, foster a positive and productive work environment. Follow my page @Valentine Coaching & Consulting, LLC for a brief exploration, we'll delve into key strategies for leaders to enhance emotional intelligence and manage emotions effectively. For coaching or workshop facilitator inquiries email camille@ impostorsyndromerecoverycoaching.com

Exemplary leadership requires anticipation of and reaction to followers’ needs. Possessing an arsenal of competencies helps mitigate and navigate constraints, such as cultural, ethical, emotional, entitlement, informational, motivational, political, and age constraints, which plausibly negatively impact leadership enactment.180 Leadership is a process involving those who are leading and following and affected by the leader’s influence; it formulates leadership as a reciprocal and didactic exchange. Emotional intelligence is also a vital factor in decision-making, and research shows that those with a low EQ make decisions that are harmful to individuals, groups, and the organization.

Many people try to run from their emotions or bury them instead of processing and releasing them. They also work hard to compartmentalize and create cognitive dissonance, which is also unhealthy. The human mind was made to experience a range and full spectrum of emotions. Recognizing these emotions and their changes can be incredibly easy. For instance, people cry when they are sad or hurt. However, people also cry when they are angry. Others get very silent when angry. Your blood pleasure fluctuates as a response to your emotional state. When you are calm, it is lower. When you are excited or angry, it is higher, along with your heart rate. These are just a few indicators of emotional fluctuation.

One things that is absolutely critical is to separate fact from feeling. It’s easy for the two to become intertwined and that’s exactly what we don’t want. Keep it at factual.

Know your triggers. Those with an ample modicum of emotional intelligence know what triggers them. They are astute to what angers, frustrates, excites, disappoints, and overwhelms them. Awareness and cognizance of these triggers can help you manage and avoid them. Case in point, you feel your blood pressure rising as you ascend from calm to livid; instead of allowing yourself to hit that stage, remove yourself, if possible, from the situation causing the emotion. Learn exercises, like breathing profoundly or mentally escaping, to prevent you from reaching a negative emotional state. The other way to manage emotions is to unpack and process them. You must feel them and live through them. Do not try to bury them in hopes they will disappear.

I-O psychology emphasizes emotional intelligence for effective leadership. Job analyses consider emotional demands, guiding candidate selection. Employee surveys gauge the emotional climate. Leadership programs integrate emotional intelligence, linking to performance. I-O psychology addresses team dynamics, culture, and diversity. Leaders shape the emotional tone, impacting workplace well-being. Focus on occupational health, stress management, and resilience during change. Job design aligns with emotional satisfaction, impacting motivation. In essence, I-O psychology provides a framework for emotionally intelligent leadership, enhancing both individual and organizational success