“Lack of engagement is among the most limiting factors of productivity.”
Today, many organizations observe their workforce being largely disengaged. Leaders with strength in emotional intelligence can influence with integrity and foster engagement of their teams that way. Mainly the relationship management competencies play a significant role as the human connection is critical. Also, awareness and management of limiting beliefs and fear of failure being the most prominent road blockers to success help to create an environment of trust and credibility. It is a fact, the more an employee is empowered to cope with his limiting beliefs and fears proactively the more he or she is willing to engage not only in day-to-day business but also into change to accommodate the requirements of a dynamic and fast-changing business world.
Why is that? Unconsciously and emotionally triggered behaviors and responses in day-to-day collaboration might not be inclusive and could turn into productivity blockers. There is usually no awareness of such kind of practice, and well-meant feedback is not recognized as such. Limiting beliefs determine what we believe we can do and not do. Unspoken rules and observation of team dynamics and interaction with management make us behave in a way to avoid failure, and fear of failure usually is what prevents employees to outperform. A “rewiring” as it is often called need to take place to respond more adequately. Imagine how it would be like if team members react to their working environment such that they are perceived as trustful and credible? That their actions and behaviors are sourced from more self-confidence and self-esteem? Without thinking too much about what is possible or not possible it is a fact that that kind of environment demonstrates more employee engagement.
