There is an emotional component behind most of the things that will make or break employees’ and leaders’ success. When someone first hears the word emotion, it may suggest emotional intelligence. Developing emotional intelligence is one important factor that has been demonstrated to lead to success. However, that is just part of the picture.
Emotions are a big part of engagement as well. Engagement is the emotional commitment the employee feels toward the organization and its goals. Emotion creeps up when discussing soft skills, culture, sales skills, and just about anything regarding success at work. Soft skills include components such as interpersonal skills. Having strong interpersonal skills are a big part of emotional intelligence.
Sales skills often require tapping into consumer’s emotions. Sales skills are a big part of being successful as an entrepreneur as well. Some of the top emotion-based issues employees, leaders, and entrepreneurs face, involve managing emotions, finding ways to become emotionally committed and having others become emotionally committed, and developing ways to improve emotional awareness in others. What makes a top salesperson successful? They find an emotional need or pain. Sales are based on people’s greed, fear, envy, pride, shame, and a host of other emotions that lead to a feeling of emotional reward. When creating content for consumers, marketing professionals consider the motions that design, color, and images will have on them.
Gamification has been added to the workplace to develop employees on an emotional level. Emotions are powerful and impact learning. Training programs must have aesthetically pleasing aspects, or negative emotions could result. Gaming has become a strong focus for Millennials as they see it as a form of entertainment. However, it can also be used to create positive emotions to improve training and productivity. Plutchik’s psycho-evolutionary theory of emotion explained there are eight primary emotions which include anger, fear, sadness, disgust, surprise, anticipation, trust, and joy. These emotions trigger behavior. He suggested eight primary bipolar emotions: joy versus sadness; anger versus fear; trust versus disgust; and surprise versus anticipation. Up to 90% of purchasing decisions are based on an emotional response.
People in sales situations, at work, in school, or at home, may have difficulty expressing emotions or even understanding their emotions or those of others. This difficulty has led to a multitude of problems that impact behaviors. Most people are hired for their skills and fired for their behaviors. This problem with behaviors is a big part of what employers call soft skills. Soft skills can include a multitude of issues including lack of effective interactions with others. The sooner employers realize that emotions are not just a part of emotional intelligence, but engagement, productivity, sales, and a vast array of outcomes that can be either positive or negative if employers find ways to capitalize understanding their value at work.
To find out more about emotions, check out some of these authors and speakers. All but two of them have been on Take the Lead (my nationally-syndicated radio show), and I have been part of events where I heard the other two speak. I highly recommend looking into the work that these individuals have produced because all of them are very impressive:
Millennials are one of the most misunderstood generations, which has led to frustration in the workplace. With so many generations working together, it is not unusual that there would be some conflict. The biggest issues have revolved around the clash between Boomers and Millennials. With varying views on political and leadership issues, as well as differences in the frequency at which they embrace technology, conflict management has become a top concern for many leaders. Part of learning to manage this unique generation includes understanding and embracing their values.
Millennials’ top issue that concerns them in business is education (including skills and training)
Millennials’ loyalty to employers remains low with many anticipating leaving jobs within 2-5 years
Although they embrace technology, 40% believe it poses a threat to their employment
Millennials want to experience engagement at work. For this group, engagement requires that they have a sense of belonging. To meet this need, leaders must clearly share their vision, to obtain their cooperation. Millennials must feel valued; therefore, it is critical that leaders show them respect and reward them for their efforts. In research by Zemke, Rains, and Filipczak, the authors found that Millennials had nine more frequent requests. These included:
Help us learn
Believe in us
Tune on to our technology
Connect us
Let us make it our own
Tell us how we’re doing
Be approachable
Plug into our parents
Be someone we can believe in
Part of being successfully in meeting their requests is to provide timely and detailed feedback. Millennials like to receive feedback more frequently than past generations. They like to meet privately and learn about their performance immediately after, with concrete observations. They do not mind hearing they need to improve, but they will want to have specifics on how to accomplish that. To ensure proper training occurs, managers should vary the way in which they present information. Millennials are avid learners and like to get their information through technology. Allowing for workplace flexibility may be critical to Millennials staying with their employer. Flexible working conditions are linked to improved productivity and engagement in this group. By offering flexibility, employers have found that it has encouraged their sense of accountability. By demonstrating to Millennials that leaders appreciate their values, they will have a better opportunity to lead this group in a way that meets their unique needs, leading to improved engagement and productivity.
Dr. Diane Hamilton is a speaker, educator, and the co-author of It’s Not You, It’s Your Personality and award-winning speaker at DrDianeHamilton.com. She is a former Editor in Chief at an online education site and has written for several sites including Investopedia. Dr. Hamilton has spoken for top companies including Forbes about topics including leadership, engagement, emotional intelligence, and generational conflict. If you would like to learn more about these issues, you can sign up here: Contact.
Many people misunderstand the meaning of engagement. It is important to note that engagement does not mean satisfaction. Engagement refers to an emotional commitment to an organization and its goals. Engagement, generational conflict, emotional intelligence, and other communication issues are some of the most requested speech topics by organizations. This is not surprising because 60-80% of all difficulties in organizations stem from relationship-based issues. Numerous studies have demonstrated a correlation between engagement and performance. Leaders with high levels of engagement also were more transformational, had higher levels of interpersonal skills, and had a better sense of well-being.
It behooves companies to improve engagement for a multitude of reasons, including retention issues. Gallup found that the cost of disengagement was estimated at $550 billion annually in the U.S. With all the chatter about how often employees, especially Millennials, job-hop, it is important to consider why. Studies indicate multiple reasons. Talent Solutions found that 42% of job switchers stated they might have remained with their companies had they had better opportunities, benefits, recognition, and rewards.
To appreciate the importance of engagement, leaders must consider who lacks engagement and why. Organizations may be able to not only improve turnover with improved engagement, but they may also be more profitable. Organizations have shown a 6% higher net profit margin if their companies have high levels of engagement. It can be helpful to look at some startling statistics provided by SHRM, Gallup, and other top researchers.
87% of employees are not engaged at work
Engaged companies have a 6% higher net profit margin
Managers spend up to 40% of their day dealing with conflict
Women are 35% engaged; men are 29% Engaged
29% of Millennials are engaged at Work
Millennials change jobs more than three times that of non-Millennials
Engaged Millennials are 64% less likely to switch jobs
59% of Millennials, 44% of Gen Xers and 41% of Baby Boomers say opportunities to learn and grow are extremely important to them when applying for a Job
To create improved engagement, employers should focus on communication, growth, development, recognition appreciation, trust, and confidence. Since engagement is an emotion-based issue, it could be critical to create a baseline measurement of employees’ emotional intelligence. Emotional-based assessments like the EQ-i may be useful. Leaders must share the results with their employees to develop action plans to improve any personal issues employees may have. Once personal emotional issues have been addressed, leaders should recognize their responsibilities to improve. Leaders need to get into the rhythm of communicating, showing concern for employee growth, recognizing achievements, and instilling trust by doing what they promise. By improving emotional-based issues like engagement, managers can use that 40% of their day with productive issues rather than dealing with conflict.
Dr. Diane Hamilton is a speaker, educator, and the co-author of It’s Not You, It’s Your Personality, and award-winning speaker at DrDianeHamilton.com. She is a former Editor in Chief at an online education site and has written for several sites including Investopedia. Dr. Hamilton has spoken for top companies including Forbes about topics including leadership, engagement, emotional intelligence, and generational conflict. If you would like to learn more about these issues, you can sign up here: Contact.
Attend any leadership conference, and someone likely will bring up startling statistics regarding how employees and leaders lack something they refer to as soft skills. This term is used to describe many qualities that include interpersonal skills, emotional intelligence, and other personality-based issues. The problem that many organizations have experienced is that people are hired for their hard skills, or in other words, for what they know (knowledge). Then later, are often fired for their lack of soft skills, or what they do (behaviors). If employers recognize the importance of soft skills, they can avoid costly hiring and training mistakes, improve turnover, and boost productivity.
Some of the most problematic areas for employees and leaders include difficulty with listening, communication, team-building, listening, negotiating, problem-solving, decision-making, time management, motivation, and emotional intelligence, which includes interpersonal skills. The Millennial generation often gets bad press for having less-than-stellar soft skills including lack of patience. The use of too much technology may cause a breakdown in interpersonal relationships. Instead of interacting before meetings, many individuals embrace their cell phones. This lack of interaction has led to issues with listening and poor two-way communication.
The good news is that individuals can improve their soft skills. Authors like Daniel Goleman have found that emotional intelligence, which includes things like interpersonal skills and empathy, can be developed. Having a baseline measurement of emotional intelligence levels may be an important part of monitoring improvements. Seeking a mentor may be helpful as well; it is important that employees and leaders are open to feedback. It is important for individuals to consider ways to overcome their personal weaknesses and threats. Identifying the problem is only the beginning; having a plan to improve with measurable goals may be critical.
Employers face a financial burden if employees do not have proper soft-skill development. With the increase on reliance on technology, some basic interpersonal relationship skills may not have developed well. Employers can help employees and leaders develop these important skills through training programs and education. The first step is to realize there is a problem; only then can individuals set measurable goals to improve.
To receive updates regarding interpersonal skills, emotional intelligence, engagement, and tips for working on generational conflict, please feel free to sign up for: Updates
I have worked with educators in schools and universities across the United States since 2006. My experience includes teaching, speaking, mentoring, training, program review, and curriculum design. My goal is to help educators succeed and make a difference in the lives of students. As a successful educator, coach, national trainer, and speaker, I promise to motivate and inspire educators through my on-site school training and district keynotes. I share practical, proven strategies for immediate use in classrooms. This information will help educators feel self-value and proud of their chosen profession as they witness what proven techniques can do to help them succeed. Please contact me today to find out how I can make a difference for you and your students. For more information about hiring me for business consulting, speaking, and other training, please click on this link: https://www.smore.com/ruh68-stop-the-madness
I had to opportunity to interview Martin “Marty” Zwilling this week. Marty has an impressive background. He is a former executive with IBM. He has served on multiple advisory boards. He currently works as an author and consultant. His company, Startup Professionals, is dedicated to helping new entrepreneurs succeed. He gave some great insight regarding some of the toughest issues facing new entrepreneurs. The following is our six-part interview. Click on the link below the picture. Scroll to next video with the arrow at the bottom after watching each one.
Students often struggle with writing essays. Some have difficulty with structure. Others dread dealing with APA formatting. I teach everything from bachelor-level to doctoral-level courses. The following contains some helpful writing tips that I have found may make writing essays a little easier.
Citations and References:
Many of the courses I teach require that students master the use of citations and references. I have found that students often become confused about how to include these. One common mistake that students make is to include a reference page without including any citations. That is not correct. The problem with that is there is no way to determine what part, if any, of the paper was paraphrased or cited from that source. Students sometimes think that listing a reference is a way to show that they used that information for the paper. However, there is more that must be done than simply including the source on the reference page. There must also be citations. Citations may be paraphrased or directly quoted. If there is a reference, there must be at least one corresponding citation.
A paraphrased citation looks something like this: Hamilton (2014) explained the importance of citations.
Students may also want to include directly quoted material. I teach some courses where I allow this and other courses where I only allow paraphrased citations.
If directly quoted citations are allowed, they look something like this: “Citations may be paraphrased or directly quoted” (Hamilton, 2014, p. 1).
I prefer that my students paraphrase their citations. This may help demonstrate that they understand the content. However, it is important that if any information is paraphrased or quoted directly from a source, the author and year information must be included (list n.d. if no date is listed). There may be specific guidelines listed in the APA manual for listing page numbers and other identifying information. Students should be aware of the following:
Do not list citations without references.
Do not list references without citations.
Do not list the author and year information at the end of the paragraph and assume it covers the entire paragraph of content. Author and year information must be included for any paraphrased sentence or directly quoted block of content.
Citations and references must be in APA format (for most courses). Do not include footnotes if APA is required.
Do not number the references; list them in APA format.
Be sure the alignment of references is correct on the reference page. The first line of each source should be at the left margin and every line after that indented ½ inch. See APA guidelines for help.
It may be a challenge for students to get into the habit of citing correctly. There are some sources like Perrla that may help.
Use of Appropriate Sources:
Another common citing mistake is to use less-than-scholarly sources. Although I enjoy writing blogs and doing research, I do not recommend that students use this or any other similar site as a source in their research papers. Blogs may sometimes contain news-worthy information. However, usually they contain opinion and other information that has not been peer-reviewed.
There are many sites that students use that are not considered appropriate sources for research. Blogs are just one of them. The following list contains some sources that students should not use:
Blogs – Blogs are meant for things other than research. They may be helpful in giving insight into how to do things. They may be fun to read in terms of content. However, students need to realize that some blogs may not contain accurate information.
Wikipedia – Wikipedia is a common student favorite. It contains some very good information. However, the content is written on a wiki. A wiki allows more than one person to add or change information. Any wiki should not be used as a source for citing. Wikipedia may have some very good sources listed at the bottom of the page. If students start at Wikipedia to research a topic, they could look at the bottom to find the original source of information. At that point, students can search their school’s library for that source to see if it comes up under peer-reviewed scholarly sources.
eHow, Quora, or other Q&A Sites – There are plenty of Q&A sites that allow people to answer questions on the Internet. Just because there is an answer on these sites, does not mean that the answer is correct or has been reviewed by anyone. Think of these sites as you would a blog. They may or may not contain accurate information. Therefore, they should not be used to cite.
Dictionary – This is a source students tend to like to cite. Although it is accurate and will give a good definition, some professors look at this as a kind of “cop out” source. It is easy to look up a definition in the dictionary. It is better to show scholarly research that explains the subject in more detail.
Books – Some books should not be used as sources. If there is a textbook assigned to the course, it is usually a good source to cite. However, not all books are considered “scholarly”. It is best to stick to peer-reviewed journals if there is any doubt.
Some professors will allow just about any source for citations. Others are extremely picky. To be safe, it is a good idea to get in the habit of using only peer-reviewed scholarly sources. For more information, check out: What is a Peer-Reviewed Journal.
Schools usually have an online library where students can find appropriate sources. Near the search bar, there may be a box that can be checked to ensure that the search only delivers peer-reviewed scholarly sources. The wise students stick to the school’s library for research. It is as easy to search as Google and the chances of coming up with proper research are enhanced.
Other Common Mistakes:
I notice that many students make similar mistakes. I make comments on their papers to address these issues. Many of them disregard my comments and continue to submit the papers with the same mistakes. I thought it might be helpful to create a checklist of some of the most common mistakes that I see and give some guidelines as how to correct them.
Tense – Students should stick to third person rather than first or second person unless the paper is specifically about them. In this blog, I write in first person. I use words like I, me, us, and we. Those are fine in this type of setting. In undergraduate and graduate courses, students must be able to write as if they are an observer. It is also incorrect to write in second person. Second person includes words like you and your. Students must learn how to write in third person. Do not write a paper that begins with something like: I chose to write about this because blah blah blah. There is no need to mention the author (aka the student). Just write about the topic.
Paragraph/Overall Structure – I often include a link in class that directs student to this Youtube Video that explains how to write a well-constructed paper. It is important not to have an overly long or overly short paragraph. I have seen students submit entire papers that included only one paragraph. I prefer to see paragraphs include around 4-8 sentences. If citing is required, it is better to begin a paragraph with a statement and then follow it with citations. The citations are there to support any points. Students must make their points before they can support them. Students often forget to set up their papers to include an introduction, body and conclusion. I recommend watching the Youtube video for help with this and many other structural and writing issues.
Using Scholarly Sources – Students may have difficulty distinguishing between the kinds of sources that are allowed for citations. If students’ first inclination is to search for answers on Google or if Wikipedia is their best friend, I recommend that they check out their school’s library search engine instead.
Font Issues – Students must be sure that their papers meet APA guidelines. The font needs to be set at 12 point. There should not be any special bold, ALL CAPS, or underlined information that does not meet these guidelines.
Amount of Citations – Students often do not include enough citations. They must be able to demonstrate their research and back up any points. I find that many students like to write in a story-telling fashion. Others may already know information about a topic and write based on experience. It is important to cite even if you are a subject expert. Some may be tempted to cite too often. Every single sentence should not be a citation. That is called patchworking. It is important to make a point and then back it up with citations to demonstrate your research.
Follow Rubrics and Guidelines – If there are specific requirements for the assignment, it is important that students follow the guidelines. If five pages are required, then submit at least five complete pages. The title page and reference pages do not count toward page requirements. If the professor has posted any additional requirements in class, it is important to go through that checklist to determine that all requirements have been met.
Graduate-Level Expectations:
Graduate-level students may be required to have a higher level of writing expertise. These requirements may cause students to become frustrated. Some of my online students have not taken courses in a very long time. Many of them have not learned how to write properly in APA format. I have a surprisingly high number of students who have difficulty with sentence and paragraph structure. Graduate students should not use contractions. For example, words like cannot should not be written as can’t. Papers should be written in third person unless it specifically states that the assignment should be written in first person. Students should support all major points and information that is not common knowledge with peer-reviewed scholarly sources. The school’s library should be the main search source. Whenever information is not common knowledge or is paraphrased, it should be cited.
I have had some students who get annoyed when I take off points for these issues. I post my requirements on the first day of class, so that there are no excuses for not following my guidelines. However, there will always be some students who feel it is their right to write incorrectly. They may not truly understand the narrative mode issue or how to cite in APA format.
At the graduate level, it is up to students to learn these things. It is important to write in a scholarly tone. I think students should write as if their paper could be printed in a journal. It is important that students do not write in an informal tone. Some students like to insert personal anecdotes or other information that is not appropriate for the assignment or this level of work. Unless the instructor specifically states that papers may be written informally or in some other format, graduate-level students should stick to a scholarly third-person tone that is supported consistently throughout with peer-reviewed research.
There may come a time when an assigned essay involves something that the student has experienced or already has studied. For example, an assignment might be to write about a famous entrepreneur. I have many students that are fans of Steve Jobs or Oprah Winfrey. They may know everything there is to know about these people because they have followed their careers.
Many students make the mistake of writing in a storytelling-fashion, based on their own interpretation of what they think they already know. If it is a graduate-level assignment, usually citations and research are required. That means that students will need to find sources to support their writing.
I commonly I see students write something like this: I chose Oprah Winfrey because she makes me feel blah blah blah. There are several problems with this sentence. First of all, the paper should be about Oprah and not about the student. There is no need to write in first person. Unless the professor specifically stated that students should explain their feelings, the assignment should stick to what Oprah has accomplished.
Students often like to refer to their feelings in their writing. They also like to include personal anecdotes. For most of the classes that I teach, this is not appropriate.
Sometimes a student will drop me a note that states something like this: “I already know everything about this subject, so I didn’t include citations.” I understand what they mean. However, even if the student knows everything about a topic, the point of the assignment is to show what they have learned through research.
Students must get into the habit of finding solid scholarly sources to back up what they have written. Without citations, they have written opinion and not research.
There are certain expectations of higher-level students. They should be able to write in complete paragraphs that include around four to eight sentences. Students should cite consistently throughout each of those paragraphs to support major points. A strong introduction and conclusion should be included.
When students cite, it is a good idea to paraphrase those citations whenever possible. Some students try to fill space by including many long direct quotations. I have corrected papers where students had about 10% of their own information and the rest was directly quoted from another source. This is not acceptable. Some schools do not allow more than 10% directly quoted material. It is easy to copy and paste what others have written. That does not really show that the student has learned anything. It is far better to paraphrase citations to show that the information has been processed and understood.
One of the hardest things I had to do when I moved was to get rid of some of my books. My house was starting to look like a Barnes & Noble. I kept the textbooks I use for my courses and a few others that I found especially useful or interesting. The following list is in no particular order. It contains some of my favorite books that I kept. I often recommend them to my students:
Emotional Intelligence: Why it can Matter More than IQ by Daniel Goleman – Goleman is one of the main thought-leaders in emotional intelligence. This book is easy to read and explains the importance of emotional intelligence.
The 7 Habits of Highly Effective People by Stephen Covey. This book is required reading in many courses. Although some students hesitate to pick up “self-help” books, this one is a classic for good reasons.
Emotional Intelligence in Action by Marcia Hughes, Bonita Patterson, James Terrell, and Reuven Bar-On. This book is a helpful tool to develop emotional intelligence in teams.
The Pig That Wants to be Eaten: 100 Experiments for the Armchair Philosopher by Julian Baggini. This strange little book was required reading for a course I taught about foresight. My technology students love it. It is filled with short stories. It is not for everyone. However, it is a book that will make you think.
Although it is common knowledge that companies perform a SWOT analysis, these reports are not easily located on the Internet. A site called Data Monitor provides information about businesses including each company’s SWOT.
Dr. Diane Hamilton's Blog 
Reply