Business · Public Relations

Leadership: Manage Your Emotions by Jasbindar Singh

I will be the first to admit, I am a very emotional person. I work hard; I feel hard, and I play hard. However, being an overly emotional person can damage one’s business and personal relationships.  You have to put things in perspective in “real” time. Over the years, I had to learn to take each moment for what the moment presented. Emotions can carry out in the wrong direction when we start to build upon our own reality of a situation. As a leader, we have to check our emotions at the door and keep them checked in order to sustain healthy personal and business relationships. It’s imperative to take the time to digest what is happening accordingly to respond in an ethical and moral fashion. Basically, keep your emotions intact at all times.

Leadership: Manage Your Emotions

“Self-knowledge is something everyone can grasp. When you understand your emotions, you will have the capacity to understand other people’s emotions too.”
Swami Suddhananda

The gift of emotions

The spectre of emotions we experience is a true gift. Imagine a world without the contrast and diversity of experiences and emotions. spectre of emotions we experience is a true gift. Imagine a world without the contrast and diversity of experiences and emotions.

In the work place, this can range from the incredible sense of success and team work of a well-executed project to those other times when we have missed out on something, feel mis-understood or attacked.

Feelings and emotions are also viral.  

We have to be conscious that we are not unduly affecting others with our negative emotions which could just be “passing clouds.”are not unduly affecting others with our negative emotions which could just be “passing clouds.”

As  managers and leaders we are setting the tone, expectations, climate and culture of our teams and organization.

And nothing seeps or gets picked up faster by others than the non-verbal vibes or careless throw-away comments.

The EQ skills of self-awareness and self-management are vital here to avoid the reactive response when confronted with the unexpected, which one invariably regrets.

Some self-awareness and self-management pointers:

  • Don’t minimize your emotions as they are always giving you information. They can be communicating what even your rational mind has not yet caught up to.
  • The key is to identify and acknowledge fully whatever emotions you are experiencing and to then use it intelligently e.g  starting with “ I feel let down, angry, put out, hurt or whatever else.
  • Try and identify what might have contributed or caused these underlying feelings.
  • You can then explore the range of options and actions available to you.  AND THERE ARE ALWAYS OPTIONS even though we may not see it at the time.  For example, “ I could set up a meeting with Jo and talk this through her,” or  “ I need to get more information and get my trusted colleague Bill’s take on this.”
  • Blame, denial and making excuses typically leave us stuck with our negative feelings. There is little scope for shifting state and finding other more effective and empowered responses.

Coaching Insight:

Sometimes when we are feeling very strongly about something – it can be an indicator that one of our values or goals may be being threatened or thwarted.  are feeling very strongly about something – it can be an indicator that one of our values or goals may be being threatened or thwarted.

Some questions to ask yourself:

  • What is it that you feel you can or cannot do?
  • Who is a ‘trusted other’ you could talk to?
  • Are there other ways of looking at the situation and or ways around it?
  • What responsible action can YOU take which will feel restorative and or empowering?
  • Are you trying to ‘fix’ some thing ‘that you are ‘not in your control?’ Perhaps  Letting go is a better strategy?


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Business · Public Relations

The importance of Team Synergy by Ken Robinson

This article is very essential.  In working in the Public Relations industry, and servicing NFL Players, I have gained a new profound respect for “Teamwork.”  While I’ve spent  many years in Corporate America, teamwork was hard to develop and establish. Everyone had their own individual goals and did not put enough energy to cultivate synergy with peers and superiors.  My business acumen is extremely strong when it comes to teamwork. I believe there is no “I” in a team. We have to understand that so much can get accomplish when we come together to create and build.  We all have the same common goal, to be successful. So why not work together to achieve success as a team.


Team Synergy problems are caused by human discrepancy such as difference in individual priorities, talents, interests, ego, habits, strengths, weaknesses etc; ineffective communication; poor management/coordination/strategy; poor leadership and followership; individuals not playing as team players; or people simply not pulling their own weights. The by-product of team synergy problems in essence is low productivity; miscoordination, inefficiency, overlap or gap of work, individuals not performing at their best, lack of responsibility and accountability, people not mindful about holistic process, people blaming people, etc.

A Team Peak performance can be achieved if every team member knows their roles and responsibilities, takes upon themselves what is their share of the load, works at their best and furthermore collaboratively sees the whole process through to completion. Superbowl champions don’t become champions because the Quarterback single-handedly rushes the football for each touchdown – it takes the whole team’s effort.
I’d like to share with you the basic fundamentals in creating a positive Synergy:

Company Vision, Mission Statement, Core Values, Goals & Targets.
Begin with the end in mind. Give your People a sense of purpose as to why they come to work everyday and contribute to the company. Goals work as a motor for motivation, however a shared goal needs to be matched with clear roles, by putting the right people at the right time and at the right place. When each team member has clear roles and responsibilities of their own and others’, the risk of overlap or gap of work can be reduced significantly. Goals will also create challenge. A team that has dealt with a trying situation and come out successful together will typically have a stronger relationship. Review Review Review. Whether your team has or has not done well together, always review where you did right and wrong – and improve!

Can someone lead if no one follows? Leadership is intertwined with followership. Most times we only talk about the importance of good Leadership, but there’s not enough emphasis in good followership. In order to create a good team synergy, good leaders and followers must co-exist. In our training programs, there’s an exercise in which a group of 12 people, as a team, they have to solve a strategy problem in a given time. If they fail the first time, they get another try in a given time, with two of the member’s eyes blindfolded. If they fail the second time, they get another chance in a given time, however with two other member’s mouths closed. Participants are typically able to solve the problem in 3 tries, with each try completed in much less time than prior, even after taking handicap factors into consideration. One of the most valuable and most common insights of this exercise is about leading and following. When less people try to lead and actually be good followers, willing to be led and listen to and cooperate with others, the task at hand can be completed much more efficiently and effectively.

When every individual works and communicates with the basis of trust, respect and compassion, everyone will feel that their contribution is as valuable as the next person – and vice versa, and therefore each person will give their best work for the Team. A compassionate individual will be conscious of the impact of their action on others. In result, everyone will pull their own weights, and collaboratively reach Synergy. In all of our Team Development programs, we begin the course with Trust activities. Under the supervision of our Outward Bound instructors, every team member is challenged to put their own safety on other people’s hands – sometimes colleagues, sometimes friends, family members, but sometimes also complete strangers. In all cases, as the subject, he typically has hesitations, worries or even fears. However, once they each are able to overcome their fears and completely trust others for support, surely the team is set off on a great start. This exercise also exemplifies that in a trusting environment, the trustee and the trusted parties are both interdependent with one another. They both have the same responsibility to each other, no one is at a better or worse off situation than the other, one person’s success is the team’s success.

Like human relationships, Synergy is a constant process and must be managed. It’s not a destination that you arrive to and just halt, it’s a never ending journey that you and your team as the crew of a ship, embark upon together and must constantly row and work to reach it. Effective communication is key to creating and maintaining Team Synergy, and part of it is Conflict resolution. An effective Team is capable to resolve differences by finding and managing the best solutions from the team member’s contributions, despite differences of skills, opinions, strengths, weaknesses and talents. Managing and resolving human relationship conflicts clearly differs from fixing a broken machine. There’s no surefire formula to do it, it’s not as straightforward as 1+1 =2; in which, aside from knowledge and skills, it requires practice, experience, time, patience and commitment. In order for Synergy to thrive in a community, a positive Teamwork culture as foundation is paramount, where engagement of each team member is encouraged. Fine management is an important element to create order, nevertheless great human relationships are the key ingredient in creating harmony.


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