Management Café

De: Virtual not Distant
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  • Resumen

  • Tim Burgess and Pilar Orti chat about what they've learned through their time leading teams. Join them so that you can avoid the mistakes they made! They share anecdotes, analyse articles, books and leadership and management theory, and even dare to give you some advice! Tim was the co-founder of a global distributed organisation, and Pilar used to deliver management and leadership training in organisations, as well as having led a small organisation herself in the UK. You can also check out past episodes from Season 3: Oh No, My Team's Gone Remote!, and seasons 1 and 2 which are solo episodes by Pilar.
    Pilar Orti
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Episodios
  • MC85 Manager Emotions: Pride

    MC85 Manager Emotions: Pride
    Sep 2 2024
    Welcome to the fifth episode of our series on manager emotions, where hosts Tim Burgess and Pilar Orti talk about Pride. We want to see good work, both in ourselves as managers and also in the teams that we lead. Pride creates a virtuous cycle that rewards and encourages healthy achievement. Do a good thing -> share this achievement with others -> receive recognition -> feel proud -> do more good things. But pride can be a tricky emotion in the workplace. Excessive displays of pride can turn people off. Pride can also clash with other attributes, most notably humility. Humility is a much valued characteristic which dictates that we don't draw attention to our own achievements. Pride can even become arrogance if we use our achievements to assert superiority over others. And to make it even more complex, we must be conscious that people might misinterpret or devalue our emotions. Many of us have had the jarring experience of expressing pride only to have our accomplishment criticised or be accused of self-importance. How then do we navigate pride at work? As leaders when can we express pride in a safe and helpful way? And how do we encourage this in those we manage? Join Pilar and Tim for coffee in the Management Café... 00:45 mins Pride is the feeling that you've done something good which you want to share with others and receive recognition. It can sometimes be confused with arrogance, but arrogance is about dominance. Arrogance says "I know more" or "I did better" and that makes me superior to you. It's the difference between wanting to share vs wanting to dominate. 1:45 When someone wants to "Blow their own trumpet" are they trying to share beautiful music or blast their horn in our ears? 2:45 Claude AI shared this definition of pride: "Pride is a complex emotion that can be defined as a feeling of deep pleasure, satisfaction, or self-respect derived from one's own achievements, qualities, or possessions, or those of someone with whom one is closely associated. Pride is often accompanied by a sense of accomplishment, confidence, and self-worth." 3:30 Tim used to deflect or downplay on the odd occasion people said something nice to him. But to receive recognition and feel proud... it feels amazing. It is very motivating. So he's tried to become more comfortable accepting compliments. But perhaps you, dear reader, could help him practice by sending a little love to https://managementcafepodcast.com/contact/ ? 4:30 Pride is a sharing emotion. And it tells others what we value. 5:30 We can be proud and not share it. There is a difference between feeling proud and expressing our pride to others, they don't have to be done together. And this distinction is especially important in the workplace. 7:00 It is generally safe for managers to express pride in the achievements of their team or the individuals that they manage. This means those individuals don't have to go seeking recognition and their manager is giving them license to be proud of themselves. 8:30 When a manager feels proud in their own work how do they express it? Tim thinks this is better to do amongst peers or up the organisational chart. 10:00 It is good to role model healthy pride to those we manage. 11:30 Humility is generally a more socially acceptable emotion than pride. When we feel pride but express humility there is a disconnect. 13:20 Praising others gives them license to express pride in their work. Similarly we are safer to express pride with people that have given us praise. 14:20 Expressing pride to the wrong audience can be risky. Tim shares a time when he was left totally deflated by someone's response. 16:20 Pilar poses the question: what to do when someone is proud of something that wasn't actually that good? Tim proposes serving up the much maligned feedback sandwich. 18:30 Pilar points out that we can acknowledge their pride now and give the feedback about some aspects of the work later. It's critical that we don't squash their pride in the moment. Their pride comes with vulnerability because they are showing what they care about and they are seeking validation or affirmation. We should also be mindful of the fact that when someone shares their pride with us. they are signalling that they view us as a person who will treat their pride appropriately. What about you, dear listener? How do you feel and express pride at work? We'd love to hear from you! Get in touch through our Contact Form https://managementcafepodcast.com/contact/
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    22 m
  • MC84 Emotional Contagion (part of the Manager Emotions season)

    MC84 Emotional Contagion (part of the Manager Emotions season)
    Aug 19 2024
    For the fourth episode of our series on manager emotions we talk about Emotional Contagion, as it's something that keeps coming up. Emotional Contagion describes how one person's emotions can induce similar emotions in others. This is often happening at an unconscious level, for example, we mimic someone's facial expression and start to feel the same emotion. Managers should be especially mindful of this phenomenon and its potential impacts. When a leader gets angry or happy or sad, everyone around them also feels a bit of that same emotion. Leaders are a focal point of interaction meaning they are more susceptible to emotional contagion than followers. This brings both challenges and opportunities. Whilst emotional contagion often operates at a subconscious level, leaders can take deliberate steps to guide the emotional state of themselves and those around them. 00:20 mins Emotional contagion is an important concept for managers to understand - that your emotions impact those around you and vice versa. 1:20 Tim shares an example (possibly an urban myth): your co-workers become less happy if your partner has a bad boss. Even though the workplaces are separate, the bad boss means your partner is less happy. And this means you are less happy. And this unhappiness spreads to your co-workers. 2:00 As per the example above, the effects of emotional contagion spread beyond the workplace. Tim became conscious of this when running Shield GEO where many of the employees worked from home. What are the emotions and influences that a digital workplace brings into the sanctity of someone's home? 4:00 Pilar references a 2002 study by Sigal G. Barsade of the University of Pennsylvania titled "The Ripple Effect: Emotional Contagion and Its Influence on Group Behavior". It talks about emotional contagion as the transfer of emotion between individuals. 5:20 Tim shares an embarrassing story of grumbling about his workplace being negative, only for a co-worker to point out that maybe it was Tim's own negativity that was infecting the workplace! This valuable feedback helped him better understand his role in creating the work environment that he wanted. 6:50 Sometimes emotional contagion happens unconsciously. But other times we can deliberately spread an certain emotion. Going back to the Barsade paper it talks about moods as compared to emotions, making the point that these are easily influenced transient states. Our emotions change with time and different environmental stimuli. 8:45 If we are mindful of emotional contagion when going through challenging events like layoffs, it can change our behaviour. e.g. Perhaps we take steps to reduce anxiety. 9:40 Pilar points out that we don't just influence a group's emotions by interacting directly with the whole group. We can also work at a one-to-one level with individual members who will spread those emotions back through the group. 10:20 Emotional contagion gives a powerful argument for managers to moderate their emotional responses. When managers express emotions like anger it doesn't just impact the people they interact directly with. The effects ripple out. This also means there are wonderful opportunities for the manager to model helpful emotional behaviour and reactions. 11:55 Barsade's research showed that the spread starts with mimicking. People spontaneously mimicking each other's facial expressions, body language, speech patterns and verbal tones. And the mimicking triggers people to feel the emotions. Perhaps an argument for cameras off on some video calls? 13:30 Pilar shares that people who have had Botox injections in their face are perceived as less empathetic because they don't mimic, and so, their body doesn't prompt them to feel others' emotions. 15:00 There is also a conscious level of emotional contagion where we compare our mood to those around us and adjust accordingly. Am I the only one who is angry or happy in this group? 16:30 Tim found the ripple effect of emotions to be a helpful guide. When you treat someone with kindness or care, it doesn't end there. They carry that with them and spread it further. 17:45 Pilar points out that this is a good reminder that even small actions have an impact. And even if we don't see an immediate impact our efforts will be making some difference. 18:45 Interestingly the research found that negative emotions don't spread any faster than positive emotions. And in fact sometimes strong positive emotions can be too much. Tim speculates that this is a British attitude but alas, he's quite wrong, the paper came from the University of Pennsylvania. 20:40 Perhaps negative emotions are more inward focussed and therefore less likely to spread. But positive emotions are generally outward focussed. 22:30 The paper showed that most people were unaware of emotional contagion. Both unaware they were impacted by other's emotions and unaware they were impacting other's emotions. 23:15 Our ...
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    33 m
  • We've got some feedback! On anger and emotions.

    We've got some feedback! On anger and emotions.
    Aug 12 2024

    Many thanks to Catherine Nicholson from Virtual Training Team for sharing her thoughts on emotions at work and anger, after listening to the first episode of the manager emotions series.

    We share her comments directly from her LinkedIn posts, and expand on them.
    https://www.linkedin.com/posts/pilarorti_we-kick-off-our-series-on-management-emotions-activity-7211065541115953152-75df

    If you have any feedback, we'd love to hear from you!
    https://managementcafepodcast.com/contact/

    00:30 mins Our hosts discuss the most popular episode of the “manager emotions” series: episode #81 on Anger. They speculate on why it resonated.

    1:45 Pilar shares some great feedback that came in from Catherine Nicholson of Virtual Training Team. She shares that emotional regulation has been a recurring theme in her recent manager workshops.

    2:15 Catherine poses the question, is it ok to show frustration at work? And talks about the “delicate connection between having an emotion, recognizing that emotion and then knowing what to do with it.”

    3:35 She also talks about the balance between anger and passion. Tim reflects that it took him a long time to understand that sometimes people show frustration when it’s something they care deeply about.

    4:30 Tim (badly) paraphrases Stephen M R Covey’s famous quote from The Speed of Trust “…we judge ourselves by our intentions and others by their behavior…”.

    5:15 Pilar points out that it is more acceptable to show passion than anger. Someone once tried (incorrectly) to reframe her anger as passion.

    6:15 Pilar also thanks the wonderful Theresa Sigillito Hollema for recommending the Management Cafe to the listeners of the 21st Century Work Life podcast. And also a shoutout to Pilar’s mum who enjoyed the episode on anger!

    What about you, dear listener? Do you have any feedback or thoughts you’d like to share? We’d love to hear from you!
    Get in touch through our Contact Form https://managementcafepodcast.com/contact/

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    7 m
Gestión Exito Profesional Economía
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