People in business: Handling emotions properly - 4 principles



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Changes in Company trigger emotions. Most of these are initially negative: anxiety or helplessness are often greater than anticipation or hope. These feelings should not be flattened and ignored. If a change process is to succeed, the correct handling of the emotions of the affected employees is an essential element.

People in Business: Handling Emotions - 4 Principles Emotions

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Here writes for you: Marcus König is a consultant and coach. Profile

Man instead of process

Overview

Empathy, appreciation and personality are often used only once a year in employee or management talks. The process looks like this! Forget or knowingly overlooked:

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If appreciation and trust combine with the orientation to benefit and sense the basis, changes are significantly more promising. In processes or methods, this is difficult to do. And even tools can only support. The following four principles help to deal with emotions properly:

1. Recognize emotions

Overview

Firstly, it is the abilities to develop emotions to recognize and correctly assign.

  • Are we experiencing frustration right now?
  • Or is it rather grief?
  • Or even fear?

In order to be able to deal with this, it is important to interpret the sensed emotion properly. It does not help the person concerned to take away the fear, although he himself feels mourning. If, on the other hand, his grief is addressed, a good start is made for dealing with emotions.

2. Emotions

Overview

It is helpful to create a culture in which emotions are allowed. Nobody has to be ashamed or even hiding when his emotions are clearly visible. Through this knowledge a Team the feeling that this is bypassed together. The emotions are taken seriously and not dismissed as weakness, but as strength.

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3. Emotions

Overview

Emotions must also be talked about. The How plays a decisive role: Careful, but open and above all not worthy. It should be communicated with both the directly affected colleagues as well as with the entire team so that the environment is integrated.

  • So who still has concerns, worries, fears, frustration?
  • Who feels the same?

Decisive are justifications for the emotions. "That's all shit" is indeed an emotional outburst, but the starting point is missing. To figure out this one should check:

  • What is crap?
  • What is he / she doing?
  • How does this manifest itself?

4. Measures

Overview

Finally, as concrete as possible measures should be agreed with all parties involved. Executives who show how important the topic is to them by dealing with them in a structured way not only bind the person with their individual emotion, but also the others from the team. Small groups of discussion can strengthen and support one another as well as learn from each other. To follow the measures, to allow progress to show and, if necessary, to intervene, should be self-evident.

After the work has been done, it is quite an exhilarating feeling to sit by the pond in the evening, to admire flora and fauna, to enjoy a good drop and listen to the frogs. The stay was worth it!

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