Discuss how emotional intelligence; mindfulness and mindlessness techniques impact self-efficacy.
Mindfulness for a human being is being fully present and mindful about the surrounding, noticing what is going on without being overwhelmed or anxious with the details (Mindful Staff, 2014).
Self-efficacy is essentially an individual’s conviction about his or her capability. A person with self-efficacy would believe that s/he can accomplish the goal or task at hand (Cherry, 2018).
Mindfulness technique actually helps self-efficacy as being mindful help any individual see other perspectives along with his or her own.
In past few weeks, we have learned more about cultural intelligence, how we can develop better cultural intelligence and how and why it is essential to be better leaders in today’s world which are increasingly being globalized. Just going back to the topic of developing CQ and using it in life – it starts from acquiring knowledge about the people we interact with, their cultural background, paying attention to them. And if one is not being mindful, which is essentially being present or not letting the mind drift off into other thoughts is the first step to gather most out of any situation.
In any new or unfamiliar situation, a person who is mindful can develop cultural intelligence and bridge the gap between cultural differences. Mindfulness gives open-mindedness too, which helps to see self-efficacy too. Mindfulness helps see own perspective along with other’s perspective. One can see her / his own performance or behavior with respect to the goal, and that actually helps to work on areas where s/he needs improvement. The whole process to get to the goal gets accelerated.
Mindlessness is exactly opposite of mindfulness and works exactly with opposite effects. Mindlessness is being physically present but with a mind that is closed to the surroundings. Mindlessness can happen because of preconceived notions too, one with rigid perspectives has a limited understanding of any person or situations.
It is easy to understand that someone with mindlessness will not be good with cultural intelligence. Because s/he will not have the open mind which is required to understand the differences between cultures or gather information about the person from a different culture. So the impact is severely negative, mindlessness can make sure that there is no development in CQ. As a result, the impact will impact in achieving goals in the organization too. The team will be segregated with lower performance potential.
What role do emotions play in leadership and how does learning to develop an optimistic perspective of emotions benefit a leader?
Empathy is something great leaders have and they often understand other’s emotions. That is why they can understand the needs of the people, people feel understood and that is how leaders build a bond ( Brio,2013). Leaders often have this emotional intelligence, they understand how they are feeling and how others are feeling.
I believe leaders can empathize and channel emotions in the right direction among employees so that they all develop self-efficacy. Emotions can play a role of a motivator too. Instead of focusing on negative hurdles, a leader should focus on the goal and the reward after achieving the goal. If the leader can develop an optimistic perspective and lead by example the employees will be greatly motivated and inspired. That will help them get to the goal sooner.
How does mindfulness help a leader focus on the performance and goals within the team?
Mindfulness is an exercise that helps the leader to be aware of his surroundings, his team members and their perspectives and their performance and the goals. Being mindful means understanding each team members’ performance with respect to goals. So, the leader would understand where the team is doing well, and which areas need little bit more work to achieve the goals. Most importantly a mindful leader will understand each team member’s performance and help them develop self-efficacy to achieve the goals. Often team members come to leaders with impediments, a mindful leader can solve the issue quickly. Even if the team members do not come to the leader, the only way the leader can figure out that there is a potential issue by practicing mindfulness. Sometime it might require leading by example or may be providing the team members with right resources which the team member would need to grow or achieve his or her goals.
How can mindlessness lead to learned helplessness and how can these actions impact a leader’s performance?
Mindlessness is being fixated on only one perspective or being close-minded. This type of closed-mindedness often leads leaders to learned helplessness. This mindlessness is an attitude or single-mindedness which does not allow the person to think outside the box or allows the person to explore possibilities, or be open to a different perspective or a different idea. One mindless leader often focuses on limitations, rather than focusing on alternate possibilities.
This leads to multiple failures, self-efficacy suffers and this whole cycle repeats itself, self- efficacy goes further down that leads to failure causing learned helplessness. The whole team under the leader suffers failure. The outcome and impact on performance are obvious – the leader does not achieve the goal, as a consequence, depending on the importance of the team or organization would suffer.
Retrieved on 9/30/18. Retrieved on https://www.mindful.org/what-is-mindfulness/
Cherry, K (August, 2018). Self Efficacy: Why Believing in Yourself Matters. Retrieved from https://www.verywellmind.com/what-is-self-efficacy-2795954
Brio, M ( December, 2013). Leadership is About Emotions. Retrieved from https://www.forbes.com/sites/meghanbiro/2013/12/15/leadership-is-about-emotion/#1cb7d7ab2d3f