Workplace Needs: Some Recent Hits
A few weeks ago we wrote a post called Why Neuroscience SHOULD Change the Way We Manage People . The post hit a popular nerve and generated a lot of traffic and sharing. Three older posts were nearly as popular so we want to give our new readers and wider audience a chance to read these posts together.
It makes sense that readers drawn to the Neuroscience post would find these other posts compatible – their focus is similar – the workplace is rapidly changing and new thinking and skills are needed to manage new challenges.
- There’s Nothing “Soft” About Soft Skills (October 2010) I have to admit that every time I hear the term “soft” skills (which I hear often), I cringe. Why? Because I know how hard it is to communicate effectively and manage my emotions in the process. I also know that most problems and obstacles to successful work performance happen at the level of relationships – not technology or the other “hard stuff.” As I said in the post, “Creating organizational systems using 19th century knowledge is profoundly misinformed when we are living in an era of stunning neurological research into the purposes, meanings and motivation of human behavior.”
- Why Business Can’t Afford to Ignore Psychology for Another 100 Years (September 2010) In this post, I looked at the question of why it is taking business so long to acknowledge the role – and value – of psychology in the workplace. Awareness of human psychology, as it applies to work, has evolved at a glacial pace while technology flies by it at the speed of light. There’s still a lot of confusion about psychology and its role in the workplace. But as neuroscience advances our understanding of the connections between the brain, emotions and behavior – this question gets harder to ignore.
- Why Today’s Workplace Needs Emotional Intelligence More Than Ever (September 2010) In this post we mentioned that more and more clients are contacting us about emotional intelligence. Since we wrote this post, that’s increased. EI has been around in management circles for nearly fifteen years – so I don’t attribute the spike in interest to its being the “new thing.” There is a lot of stress out there. There’s post-recession shell shock, fear and uncertainty about jobs and the economy and a deep lack of trust (aka “disengagement”) that plagues many workplaces. Escalating levels of bully behavior are just another disturbing symptom.
I hope you’ll take the time to discover (or revisit) these posts. They have a great deal in common – and I’m pleased that readers have found that too!
As always, your readership, comments, subscriptions and shares are much appreciated.
Thanks for stopping by,