Emotions, Work, and Engaged Employees

“Only passions, great passions, can
elevate the soul to great things.”Denis
DiderotFrench author and  philosopher  (1713 – 1784)Is
It OK to Be Outwardly Passionate at Work?I don’t know how to separate the idea of being “engaged” from being
“emotionally involved.” It’s consistent with who I am and may be true of you, too.But I’m thinking, “Steve, when was the last time you heard a client
plead for emotional involvement?”If there is an Employee Engagement! battle cry emanating
from boardrooms worldwide, there’s also a potential deal-breaker waiting
in the wings. It’s the uneasy directive you’ve heard in business
meetings when people really get involved, and it goes like this: “Now let’s not be emotional. We are rational people who should
behave rationally.”Great. Excuse me while I sat back and concentrate on becoming
dispassionately engaged while you put up another 27-bullet PowerPoint
slide.Apparently
It Is Not OkI Googled the phrase “emotions at work” to see what we’d come up.
Here is a snapshot of the results:Have a look at the titles listed. They view emotions as negative,
something to be controlled, or something to “deal with.”I’ll agree that no one wants an out-of-control wing-nut dominating a
meeting. But is this  the  global business  approach to the lifeblood of
humans?I’m throwing down the gauntlet. Is it just me, or do we need to
lighten up and genuinely accept people for who they are? That includes
their enthusiasm, excitement, anger, disappointment, and all of the
other normal and healthy emotions that are attached to a change, idea,
or new initiative.I hope that organizations who are proud of their diversity
initiatives are equally as understanding of the deeper, common drives
found in all of us.Engagement depends upon it.What do you think?!
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Steve has designed and delivered leadership and communication programs for some of the world's largest organizations, and has more than 30 years in training, development, and high-level executive coaching. His Roesler Group has created and delivered leadership and talent development internationally for corporations such as Pfizer, Minerals Technologies, Johnson & Johnson, NordCarb Oy Ab, and Specialty Minerals--Europe. Steve is currently involved in the latest update of his Presenting With Impact program, a cross-cultural presentations workshop that has been delivered on five continents to more than 1,000 participants representing nearly 60 nationalities.

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Emotions, Work, and Engaged Employees

“Only passions, great passions, can

elevate the soul to great things.”

Denis

Diderot
French author and  philosopher  (1713 – 1784)

Is

It OK to Be Outwardly Passionate at Work?

I don’t know how to separate the idea of being “engaged” from being

“emotionally involved.”

It’s consistent with who I am and may be true of you, too.

But I’m thinking, “Steve, when was the last time you heard a client

plead for emotional involvement?”

If there is an Employee Engagement! battle cry emanating

from boardrooms worldwide, there’s also a potential deal-breaker waiting

in the wings. It’s the uneasy directive you’ve heard in business

meetings when people really get involved, and it goes like this:

“Now let’s not be emotional. We are rational people who should

behave rationally.”

Great. Excuse me while I sat back and concentrate on becoming

dispassionately engaged while you put up another 27-bullet PowerPoint

slide.

Apparently

It Is Not Ok

I Googled the phrase “emotions at work” to see what we’d come up.

Here is a snapshot of the results:

Emotionsatwork_2

Have a look at the titles listed. They view emotions as negative,

something to be controlled, or something to “deal with.”

I’ll agree that no one wants an out-of-control wing-nut dominating a

meeting. But is this  the  global business  approach to the lifeblood of

humans?

I’m throwing down the gauntlet. Is it just me, or do we need to

lighten up and genuinely accept people for who they are? That includes

their enthusiasm, excitement, anger, disappointment, and all of the

other normal and healthy emotions that are attached to a change, idea,

or new initiative.

I hope that organizations who are proud of their diversity

initiatives are equally as understanding of the deeper, common drives

found in all of us.

Engagement depends upon it.

What do you think?!


Link to original post

Steve has designed and delivered leadership and communication programs for some of the world's largest organizations, and has more than 30 years in training, development, and high-level executive coaching. His Roesler Group has created and delivered leadership and talent development internationally for corporations such as Pfizer, Minerals Technologies, Johnson & Johnson, NordCarb Oy Ab, and Specialty Minerals--Europe. Steve is currently involved in the latest update of his Presenting With Impact program, a cross-cultural presentations workshop that has been delivered on five continents to more than 1,000 participants representing nearly 60 nationalities.

Uncategorized

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