It wasn´t our history that produced our mood – it is our mood that generated our history.

TEAM

Some executives feel uncomfortable in expressing their emotions when they talk about their dreams. Nevertheless it is the passion and the the emotion that attract and motivate others. A leader creates the emotions and moods necessary for a team to take the action they need to take to create a new future.

Emotional intelligence or emotional capacity is a misunderstood phenomenon that has lost prestige in today´s organisations. Emotions are considered to be unnecessary distractions in our work and are even considered to be ´inappropriate´ – we are not into that kind of business!

Nevertheless, it is another important aspect in the creation of the context for a team– the creation of the emotional space from which we take action and coordinate with others. The mood from which we act affect each and every action we take (or don´t take!) during our work day and, in the end, our productivity, creativity and the benefits of our business. Our moods and emotions define the results that we have, including the financial results.

Emotions are wise – they are not good nor bad, but have a purpose, and influence which action we decide to take. If we pay attention to our emotions we will notice that they give us valuable information about ourselves and about other people and situations. This serves us in taking better decisions for our organisation.

In these times of crisis, resentment is a common mood in organisations after a reorganisation. For example if our fellow  team members have been laid off or when thinking of how the organisation was before the reorganisation. Resentment is a secret silence that leads us to revenge: ´I will wait until the right moment to give back to you for what you have done to me´. This attitude is destructive to the results of the team and in particular, to the person who is in this mood – the mood becomes his/her own enemy!

Resentment, as well as fear, are moods that can even paralyse us and lead to no action. In addition, if it persists it can cause health problems and lead to employees needing to stay at home from work, which can be very costly for organisations.

In the western world, acceptance is often interpreted as ´conformity or ´not do anything´. On the contrary, to accept a situation is to have the capacity to ´not deny what it is´. It is a mood that helps us to be open to new action – it helps us see more possibilities and leads to different results than when we act out of resentment.

Trust is the mood that serves us to create and innovate – it is the emotion that makes us want to work together. If there is trust, we want to create relationships with other people, if there is no trust, we don´t want to work together. In an emotional space of trust, a team is willing to take the risk of thinking differently and to try things they have never tried before in order to achieve new results.

To summarixe, emotions and moods make up the world that we live in. If we understand the role they have in terms of how satisfied our clients are, our strategic planning, team work, innovation and leadership, we can be more successful as employees and as organisations.

 

Susanna Lindblom

Executive Coach

www.lindblomcoachingpartners.com