As COO of Emovation Inc., my mission is to help companies create workplaces that elevate people.
I am a lifelong learner, and as a facilitator, I always feed my mind and heart with learning. The Center for Asia Leadership is one of the sources of such learning.
I saw this interview with Nikita Jain, the CEO of employee development platform Eubrics. She has ten-plus years of HR consulting experience with EY, Korn Ferry Hay Group, and PwC. In her interview, she enumerates her takeaways and lessons the pandemic brought to her work and life.
These are her top three answers, and I included my perceptions and understanding of her statements.
Know your purpose and find a global allyship to join hands.
This is the time to make friends and allies in business. Competition should no longer take precedence but collaboration. I see better benefits in forming partnerships that complement your organizational strengths and position you forward in future directives and aspirations.
Allyship is a great way to embed agility within the organization. An effective way to start with this is by having emotional intelligence programs and assessments for the key people drivers in your company to enable acceptance and change.
As Prof. Kotter, the guru of change management, said, “Change is not a logical process but starts and ends as an emotional journey.”
And the Center for Asia Leadership points out, too, that knowing your direction will serve as the anchor and guide in what you are implementing. So, when confusion and uncertainty taint your performance and productivity directives, remember to go back to your purpose.
To help you successfully embrace the cultural, technological, and people changes, you can join our empathy mapping program this August!
Never say always.
You can no longer say, “This is always how we do it.” The agility and fluidity you must muster and master in these times should allow for imperfections but progress, speed over elegance, and the right to accept and adhere to change.
As creatures of habit, we tend to work within our “comfort zones.” Utilizing emotional intelligence and DISC personality profiling assessments will give you, the leader, a basis to deal with your people to comfortably usher them into “zones of discomfort” in a comfortable way. These tests are especially conducive when you are unsure of the real reason for the discomfort. And most importantly, your people may not have self-awareness, the defining factor by which emotional intelligence starts.
You can also ensure that your team has what it takes to be agile and fluid leaders with an Emotionally Intelligent Leadership Assessment.
Communicate and partner with your people.
As Nikita stated in her interview, the hybrid and work-from-home (WFH) model should be magnified and amplified through regular and open communication channels to strengthen the relationship and performance within teams and throughout the entire organization. It should also enhance inclusivity and transparency and involve wellness and well-being.
Look for practical and sustainable ways to have a paradigm shift about wellness and well-being in your organization. For example, our programs use the from-the-workshop-to-the-workplace framework to ensure that you get initiatives you can regularly implement to enhance relationships and communication within your institution.
So, begin now in making your working environment committed to elevating the human experience. And once you elevate the working conditions, so thus performance and productivity resulting to profit.
We at Emovation can help you to become a more agile organization! To learn more about our solutions, reach out to us through the following: