Management: why are emotions useful?

We are affective, emotional, social creatures. 

Companies strive to be objective and automated...They are driven by facts, data, by systems ...

Relationships inside companies are modelled on appearances, stereotypes, references that define what is success and failure. They tend to be cold, distant, inhuman ...

If at any moment a collaborator feels destabilized, uncomfortable, fragile, he will have to hide it not to be considered weak, inoperative, inefficient, incompetent ...

Any team member, however competent, can experience moments or times of insecurity, doubt, discomfort ... These periods, however short they may be, will leave a mark, like a wound in his/her motivation and energy ...

When will executives and managers look beyond and accept everything there is in a person?
Not only the rational, factual, competency based aspects.
But also the doubts, dissatisfaction, discomfort, uncertainty, sadness they may experience or feel ...

Do not fear in giving space to human feelings! It will not open the door to incompetence or indecency ... Creating intimacy with people does not make you vulnerable ... It does not decrease your influence, leadership or authority ...
It's actually the opposite: it opens the door to new possibilities, to more genuine and closer relationships, to higher motivation and commitment.
Because what limited the person has been said, expressed and taken into account with care, respect and confidentiality.

Accepting, taking into account and managing the emotions unleash the potential of individuals, teams, companies ...
It allows teams to better integrate. It creates coherence and gives sense.

Open the door to emotions.
Don't be afraid ..
Accept the small discomfort it may create in you.
You'll also learn from it.
After all, aren't you vulnerable too?

Will you? Will you dare?

What do you think?

What labels do you put on people?

Lately, during meetings, one of your employees, partners or colleagues has shown to be lacking enthusiasm or dynamism. He has not responded to your schemes or expectations at any given time, has remained sceptical to an initiative you wanted to launch...

Since then you've put a label on him... You see him as passive, disengaged.... he lacks energy, liveliness. Something is wrong ....

As a proactive and hands on leader, you then tell him to wake up, get on to it, you raise the bar, put some pressure, over-communicate your expectations ...

No reaction, it doesn't works ... To the labels you had set at the beginning you're adding new one ... Now you see him as unreceptive, inflexible, unprofessional ...

How about you?
In this relationship, is there something you missed?
How did your labels influence your attitude?
Are you sure you've tried to understand what was happening?
Do you know where your partner really stands? How he is?
Do you want to know?

If you step back and think about what's actually happening, is your partner really as you labelled him. Are you sure he is?

What would happen if you got away from all these labels?
What could come out of your communication, from your exchanges?
How would your conversation change?

These labels we put on people limit the other, limit you, limit your possibilities and your potential as a team.
Do you want to set aside these labels from your mind?
Do you dare to try?

What do you think?

Do you have a personal strategy? A professional strategy?

Personal Dream and Professional Strategy 

Even if it may be unclear in our youth, along our life we slowly identify our passions, interests, values​​, desires...

What gets you moving?
What are you passionate about?
What do you want to develop? To grow?
How do you want to contribute? To people? To your market? To Society?

With its rules, its discipline, its objectives, requirements and routine, the workplace and corporate environment lead us to forget what we have inside, the things that really put us on the move.

Do you feel comfortable with doing what you do?
Are your role and mission aligned with your desires? Are they coherent with your interests and personal goals?

If you are looking for new challenges, are you seeking in areas that really interest you?
Or do you go for it in all directions?

Do you have a personal strategy?
Do you have a professional strategy that defines where you want to go?

Demanding or Excellence driven?

These two words are opposite for me.

Being demanding connects me with perfectionism, always wanting more, comparing to others, never being satisfied.
It's effort, endeavor, force, rigidity, tension, authority, fear.

Excellence connects me to passion, overcoming, to doing your best, the desire to go further, to do better, the satisfaction of work well done, outperforming.
It's energy, it's about flowing, flexibility, ambition, leadership, love.

Being demanding limits results to established expectations.
It's negative. It comes from distrust, emptiness, disbelief. From scarcity.
It is based on discipline and control.
Being demanding holds down, imprisons. Is meaningless.

Excellence has no limits.
It's positive. It comes out of trust, fullness, confidence. Of abundance.
It is based on inspiration and support.
Excellence releases, unleashes. It brings sense.

Which of the two have you chosen for your life? 
For yourself?
With your environment?
In your company?
Demanding Excellence driven? Which do you choose to be?