This is the conclusion of a 5 part series. If you missed the first 4, start here.
Emotions Matter: An Action Plan
Evolution gave us feeling before thinking. Leaders must therefore quell fears before expecting employees to embrace the cold, hard facts.
“Changing people’s beliefs is hard work: Selling them on what they already believe and feel is far easier.” ~Dan Hill, Emotionomics
Our gut instincts are unyielding but facts are malleable. Two things every leader must understand are:
- The human side of business consumes most of a company’s operating costs. Failure to be emotionally adept is counterproductive – perhaps even suicidal.
- Employees are the players who turn their CEO’s dreams of progress from a nuts-and-bolts strategic plan into reality – an outcome that requires emotional commitment.
To achieve your desired results follow these steps:
- Create faith in a “greater we” by establishing yourself as a leader who’s a real person – not the heir apparent to a big title, office and salary.
- Be more personable in your communications. Only then can you generate the emotional momentum necessary to push through change.
- Communicate a vision that inspires pride. Negative feelings can undo a company during a period of change, and they’re highly contagious. Become a student of nonverbal expressions and body language.
- Meet with employees in person, and use face time to connect with them and solicit or accept advice. Greater familiarity leads to sound relationships.