Latest news with #EmotionalIntelligence
CNA
4 days ago
- Business
- CNA
CNA938 Rewind - The Wellness Hour - Can AI replicate EQ?
CNA938 Rewind Play On World Emotional Intelligence Day, The Wellness Hour explores a rising concern in the age of AI—are we neglecting EQ? While tools like ChatGPT may outscore most humans on IQ, they lag behind in EQ. Dr Sue McNamara from global EQ non-profit Six Seconds joins Cheryl Goh to discuss the risks of relying on emotionally tone-deaf AI, the rise of the 'emotional recession' in workplaces, and why empathy and emotional agility are now must-have skills for the future of work.
Forbes
6 days ago
- Business
- Forbes
Under The Influence: Two Factors That Affect Financial Decisions
You shouldn't make any significant financial decisions until you understand your relationship with money or your Money Why. Rather than telling my clients what financial decisions they need to make, I help them identify why they're not already making them. That's a big difference. It's the same with weight loss. It's not enough to be told you need to drop pounds; you must identify your relationship with food—in other words, why you're not losing weight. The problem isn't what you're eating; it's why you're eating it. Likewise, the problem isn't what you're buying; it's why you're buying it. You won't make any significant financial progress until you understand your relationship with money or your Money Why. This will explain why you do the things you do financially. To get started, let's explore the two biggest influences on our money personalities. Could something as small as an almond be driving your decisions? It sure can. Meet your amygdala. It's one of the oldest parts of the brain. Much older than the prefrontal cortex, which is the reasoning, planning, and decision-making part of the brain. The amygdala is where our primitive fight-or-flight response resides. The fight-or-flight response is very useful. In fact, your amygdala is why you're alive today. If your ancestors hadn't had one, they'd have been squashed by a woolly mammoth. When a mammoth is stampeding toward you, you don't have time to think. You just need to react (i.e., run like crazy!). The amygdala kicks in automatically, and all the physiological reactions that follow (adrenaline rush, increased heart rate…) are designed to help you survive. While the amygdala is best known for sending distress signals, it's also involved in reward processing and releasing dopamine, the feel-good hormone. You're in a store, or you're online, and you see something you like. It's very expensive. You know you can't afford it. But you buy it. In situations like this, it's your amygdala that's controlling you. You've been hijacked. Daniel Goleman coined the term 'amygdala hijack' in his book Emotional Intelligence. It can be triggered by stress, fear, anxiety, jealousy, guilt, anger, need…all sorts of things. Most people don't make financial decisions based on logic; they make them based on emotion. In fact, researchers have found that our 'thinking brain' (the pre-frontal cortex) is only responsible for five to 10 percent of our decision-making. The rest is handled by our 'feeling or reptilian brain,' the amygdala. So, that's the physiological part of financial decision-making. There is also a psychological part. This stems from the money environment in which you were raised. That doesn't mean if you are rich or poor. It means whether your parents discussed money openly, if they argued about it, how they made financial decisions, who paid the bills, etc. Chances are, you're the way you are financially because of the examples your parents set. I surveyed my clients, and 45 percent admitted to never hearing their parents talk about money. So, what do they go ahead and do in their relationship? They don't talk about money. Some don't come to see me until the eleventh hour when there's a health crisis, or they want to know if they have enough money to retire. For me, it's having enough money to purchase the things that create pleasure today while knowing that your financial future is safe. To achieve this, you must learn to recognize when your amygdala is getting hijacked (nature) and understand your money influences (nurture). Together, they make up your Money Why.
Yahoo
19-05-2025
- Health
- Yahoo
The Developing Doctor Launches New Online Course to Empower Early-Career Physicians
New Online Course Helps Early-Career Physicians Navigate the Critical Transition from Training to Thriving Iowa City, Iowa , May 19, 2025 (GLOBE NEWSWIRE) -- The Developing Doctor, a leader in physician coaching and education, is proud to announce the launch of its latest online course, "Mastery and Wellness: How to Thrive As a Physician." This innovative program is designed to equip early-career doctors with essential nonclinical skills necessary for success in the demanding field of medicine. Created by Dr. Ben Reinking, a practicing pediatric cardiologist and certified coach, the course addresses the unique challenges faced by medical school graduates and residents as they transition into more autonomous roles. "Training teaches you to survive in medicine," says Dr. Reinking. "But thriving as a physician—personally and professionally—requires a completely different skill set." "Training teaches you to survive in medicine," says Dr. Reinking. "But thriving as a physician—personally and professionally—requires a completely different skill set." "Mastery and Wellness" is tailored for medical school graduates entering residency and residents preparing for the responsibilities of attending life. Participants will gain confidence in their professional identity, learn to set boundaries, build resilience, and avoid burnout. The course also offers clear frameworks for decision-making, leadership, and career planning. In addition to these valuable skills, the course provides personalized growth strategies using DISC, VIA Strengths, and Emotional Intelligence (EIQ) assessments. Participants will have lifetime access to course materials, ensuring continued development as their careers progress. Enrollment for "Mastery and Wellness" is now open at The Developing Doctor's website. Early registrants will benefit from a complimentary coaching session and access to a private peer community, enhancing their learning experience. The Developing Doctor, founded by Dr. Ben Reinking, is dedicated to helping physicians create fulfilling and sustainable careers. Through coaching, courses, and content, it empowers doctors with the skills and self-awareness often overlooked in traditional medical training. About The Developing Doctor Dr. Ben Reinking, the founder of The Developing Doctor, is on a mission to help physicians rediscover the joy and purpose that called them to medicine. As a practicing pediatric cardiologist and medical educator, he intimately understands the challenges that can lead to burnout and disillusionment among doctors at all career stages. Through The Developing Doctor's coaching programs, Dr. Reinking empowers medical students, trainees, and practicing physicians to thrive personally and professionally. He draws on his extensive clinical and leadership experience and his journey of overcoming burnout to guide clients in developing the self-awareness, resilience, and communication skills that are key to navigating the complexities of modern medicine. What sets The Developing Doctor apart is Dr. Reinking's holistic approach, which recognizes that finding fulfillment as a physician requires aligning one's work with one's values, strengths, and passions. By partnering with clients to gain this clarity of purpose, set meaningful goals, and take balanced action, he helps them create careers that energize rather than deplete them. At the heart of Dr. Reinking's work is a belief in the transformative power of coaching to help physicians not just survive but truly thrive in their roles as healers, leaders, and educators. Through The Developing Doctor, he is nurturing a movement of physicians empowered to find direction, balance, and joy in their life's work so they can bring their best selves to the practice of medicine. Press inquiries The Developing Doctor Ben Reinking drben@ Sign in to access your portfolio
Forbes
05-04-2025
- General
- Forbes
Giving Helpful Feedback At Work: How To Have Constructive Conversations
Giving Helpful Feedback At Work: How To Have Constructive Conversations Feedback has the power to motivate and improve performance, but it often backfires. Instead of sparking growth, it can trigger defensiveness or lead to silence. Some people soften their words so much that the message gets lost. Others stay quiet entirely, fearing conflict. Introverts often tell me they leave meetings thinking, 'I wish I had said something,' because they prefer to process before speaking. Extraverts tend to speak while thinking and later say, 'I wish I hadn't said that.' In both cases, feedback is challenging. Delivering it in a way that is both honest and well-received requires more than good intentions. It demands emotional intelligence, cultural awareness, and a deeper understanding of how people interpret and respond to input. Why Do People Take Feedback Personally? People like to think of themselves as rational professionals, but they are human first. Feedback can feel like a threat, especially when it touches on identity or performance. Even well-meaning input can trigger the brain's defense mechanisms. Individuals become more focused on protecting their ego than listening to the message. When I interviewed Dr. Albert Bandura, one of the most cited psychologists of all time, he explained that people are driven by a need for self-efficacy. They want to feel capable, respected, and in control of their own actions. When feedback challenges that self-view, it can trigger moral disengagement or avoidance behaviors. Bandura's research showed that people tend to reframe or rationalize their actions to protect their self-image, even when the facts suggest otherwise. That is why a comment that seems simple to one person can feel like a personal attack to another. It is not just about what is said, but how it threatens the story people tell themselves about who they are. What Role Do Emotional Intelligence And Curiosity Play In Feedback? Emotional intelligence involves being aware of your own emotions and recognizing those in others. It helps you choose the right words, notice when someone is shutting down, and pivot when a conversation is not going well. When I interviewed Dr. Daniel Goleman, author of Emotional Intelligence, he emphasized that self-awareness is the keystone of emotional intelligence. He explained that we often miss the mark because we are not paying attention to what is going on within us or around us in the moment. Mindfulness, he noted, helps strengthen that internal radar. And without it, people tend to speak from assumption rather than attention. In my research on curiosity, I found that people often avoid giving or asking for feedback because of fear or assumptions. They assume someone will be upset or that they already know the answer. That internal voice can block the kind of open conversation that leads to growth. Curiosity changes the dynamic. Instead of delivering a judgment, you are inviting a conversation. A simple shift from 'You need to improve your communication' to 'I noticed some challenges in how the message was received; what do you think was going on?' can lead to a very different outcome. How Can Cultural Awareness Improve Feedback Conversations? In some cultures, directness is valued. In others, indirect communication is the norm. Even within the United States, different regions, industries, and generations interpret tone and body language in different ways. What one person sees as helpful candor, another might experience as harsh criticism. Being culturally aware means thinking carefully about how your message might be received. When I interviewed Ricardo González, CEO of Bilingual America, he explained that cultural mastery goes beyond basic competence. It is a continuous journey; one that requires self-reflection, adaptability, and empathy. Leaders must move past just knowing historical facts about a group and begin to understand what truly gives people meaning in their daily lives, what they value, celebrate, and believe. This requires what researchers call cultural metacognition, or cultural mindfulness: the ability to reflect on one's assumptions and adapt behavior based on how others may interpret the interaction. My own work on perception highlights that this reflection is part of a larger process, what I describe as EPIC: evaluating, predicting, interpreting, and correlating information. Without this deeper awareness, feedback may unintentionally clash with someone's cultural expectations. CQ, cultural intelligence, is a skill that, like EQ, can be developed. Leaders who embrace cultural mindfulness, not just as a concept but as a practice, will have more productive conversations across diverse teams. Feedback lands better when it is shaped with an understanding of how someone's cultural lens may shape their reaction. When I interviewed Joe Lurie, Executive Director Emeritus of UC Berkeley's International House and author of Perception and Deception, he emphasized that what we perceive is deeply shaped by what we believe. Misunderstandings often arise not from what is said, but from how it is interpreted across cultural and perceptual filters. That is why curiosity and cultural mindfulness are so important. Feedback not only delivers information. Feedback is about connecting in a way that resonates. What Feedback Prompt Can I Use To Start A Constructive Conversation? Feedback does not have to come as a surprise. In fact, it works best when it feels like part of an ongoing dialogue rather than a sudden performance review. A good starting point sounds less like a warning and more like an invitation. One way to begin is: 'I had a thought about something I noticed. Would now be a good time to share it?' This approach gives the other person a moment to prepare mentally without suggesting they can opt out of the conversation entirely. It also signals respect and consideration, setting the tone for a more productive exchange. What If I Need To Give Feedback On Something That Really Frustrated Me? If you need to give feedback on something that genuinely frustrated you, begin by calming your own emotions so that the conversation stays productive rather than reactive. Instead of venting, shift your goal to improving the outcome. One way to start is with, 'I want to make sure we can collaborate effectively. Can we talk about what happened during [specific situation]?' Focus on the behavior, not the person. Rather than saying, 'You were unprofessional,' say, 'During the presentation, it seemed like we were not on the same page, and that caused confusion for the client.' Then invite reflection by asking, 'What was your take on how that went?' This helps create space for a more open and constructive dialogue. How Do I Handle Feedback When I Know The Person Will Be Defensive? If you know someone may become defensive, it helps to approach the conversation with care while still being clear. Acknowledge their strengths and frame your intention around shared success. You might say, 'You contribute a lot to this team, and I wanted to share something that could help us work even better together.' From there, focus on the impact rather than the intent. For example, say, 'When the deadline passed, it created a domino effect that put a lot of pressure on the rest of the team,' instead of, 'You missed the deadline again.' Then invite collaboration with a question like, 'What can we do differently to avoid that in the future?' What Should I Say When Giving Positive Feedback That Does Not Feel Generic? Positive feedback is just as important as critical feedback, but it often lacks the specificity that makes it useful. Saying 'Great job' may sound encouraging, but it does not tell the person what they did well or what to continue doing. A better approach is to recognize the specific action and explain why it mattered. For example, you might say, 'I want to acknowledge how you handled the client meeting. The way you paused to ask clarifying questions showed real attention to detail and helped us avoid extra work later.' This kind of feedback reinforces effective behavior, builds confidence, and creates clarity about what success looks like. BusyWhat Happens When You Get Feedback Wrong? It is okay to miss the mark. If it becomes clear that your feedback caused unintended harm, take responsibility and make space for clarification. You might say, 'I've been thinking about our conversation earlier, and I am concerned that what I said may not have come across the way I intended. Can I clarify?' Taking accountability in this way supports psychological safety and signals that you are open to learning and improving the dialogue. Why Feedback Is A Skill Worth Practicing Constructive conversations rely on trust, empathy, and a shared commitment to improvement. Feedback is most effective when it is specific, thoughtful, and rooted in curiosity. It helps clarify expectations, uncover blind spots, and strengthen working relationships. Rather than viewing it as a risk to avoid, it helps to treat feedback as a responsibility that builds a healthier culture over time.
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Reuters
12-02-2025
- Business
- Reuters
Dr. Mark L. Vincent Champions Emotional Intelligence Development with Mygrow
BOISE, ID, February 12, 2025 (EZ Newswire) -- Mark L. Vincent, Ph.D., EPC, a distinguished executive advisor and process consulting expert, firmly advocates for integrating the Emotional Intelligence (EI) framework on a broader scale. Recognizing its role in personal, organizational, and leadership success, he emphasizes its impact through his partnership with Mygrow, a leader in EI development technology. Over three decades of experience have enabled Dr. Vincent to guide leaders through complex organizational landscapes. He founded Design Group International, the Society for Process Consulting, Teall Vincent Enterprises, and Maestro-level leaders and has served on multiple corporate boards. As a partner with Mygrow since 2023, he's collaborating with a team committed to championing EI development. Mygrow is an online platform that encourages personal and collective growth by methodically building Emotional Intelligence skills. Its goal is to help individuals and teams improve their relationships, leadership, productivity, and decision-making by enhancing their emotional skills. This methodology employed by Mygrow stems from microlearning, breaking down the development journey into manageable segments. The approach leverages the brain's neuroplasticity, ensuring that users acquire knowledge and develop lasting EI competencies through consistent daily practice. Mygrow co-founders Mark Baker and Theran Knighton-Fitt developed this unique methodology. Baker combined his extensive experience in corporate training as a clinical psychologist with Knighton-Fitt's background in filmmaking with a focus on the human side of work. The two visionaries created a platform integrating positive psychology principles with cutting-edge technology. Dr. Vincent partnered with Mygrow as he recognized how vital EI is in enabling individuals and businesses to thrive. 'Technical skills are, of course, important. But the ability to understand and manage emotions is equally critical for effective leadership and the success of organizations,' he states. He believes companies can cultivate cultures that promote trust, collaboration, and long-term value creation by creating an environment that prioritizes Emotional Intelligence. The executive advisor has observed that the demand for immediate results usually leads to environments where abrasive behaviors are (mistakenly) valued. For Dr. Vincent, pursuing rapid outcomes without EI development is like 'running a sprint where you just flail, using all of your body to try and go as fast as you can but to no avail.' He advocates for a balanced approach that emphasizes responsiveness over reactivity, as this is the key for leaders to build sustainable, thriving organizations. Essentially, leaders can cultivate environments where individuals feel valued and are motivated to contribute meaningfully by integrating EI development into organizational practices. The process isn't as easy as it seems, however. Dr. Vincent likens personal and emotional growth to peeling an onion. 'Think of an onion. We peel off one layer, and underneath, we find another—thicker, larger, and more complex. We could never reach that next layer, never continue growing, never become wiser, if we don't do the work,' he states. This concept of development extends to leadership. True leadership entails being aware of the organizational landscape, the people within it, and, most critically, oneself. Self-awareness is the foundation of Emotional Intelligence. Leaders who neglect it risk burnout and ineffective leadership. 'For example, a therapist can't help people if they're not aware of who they are. They won't be able to sustain their work. The same applies to leadership. Leaders need to do self-work to be truly effective,' Dr. Vincent supplies. This is where Mygrow comes in. It facilitates lasting improvement by leveraging neuroscience-backed methodologies, straying away from passive learning experiences or fleeting self-improvement trends. Mygrow's app offers an engaging, structured journey, helping individuals systematically develop their Emotional Intelligence. When a user logs in, the platform introduces a concept about EI and then delivers a short video. They're then prompted to take a brief quiz, ensuring they actively engage with the content. After completing a lesson, users do an exercise like journaling, reinforcing the learning experience. It's worth mentioning that they can only complete one lesson per day, encouraging steady, habitual engagement rather than rushed consumption. Unknown to many, EI must be exercised regularly to yield meaningful results, just as physical fitness requires consistent effort. Mygrow ensures this by guiding users through small, manageable steps. The app has innovative features that allow users to track their progress in real-time and learn about how often they participate and the quality of their participation. Dr. Vincent shares that Mygrow's methodology promotes consistency and impact. 'The process works like this: if a person engages with it daily, and ideally they do so three to five times a week, then in about a year and a half, they will have worked through 15 different arenas of Emotional Intelligence,' he explains. Users eventually delve into the psychological effects of Emotional Intelligence development as they progress through the program. For instance, they begin exploring how EI impacts their cardiac and pulmonary systems. 'When we're stressed, our heart rate and breathing become misaligned. That's where cardiac health starts to decline. Mygrow teaches users how to regulate their physiological responses so they can have mental clarity and experience tangible health benefits,' Dr. Vincent says. Mygrow has been life-changing for many professionals. One executive coach specializing in the neuroscience of change, who also facilitates a cohort of Maestro-level leaders, shares: 'What I appreciated about Mygrow is that it didn't just highlight areas of my life that I had been unaware of or underestimated—it gave me the tools to work through them. At this stage in my life and leadership, I've grown more equanimous, but that also means that when something does trigger me, it stands out. Mygrow has helped me become more aware and proactive in managing myself, allowing me to show up as the best version of myself.' Dr. Vincent, making it his mission to make more individuals and organizations learn about the benefits of Mygrow's unique methodology, spearheads the hosting of Mygrow North America Conference 2025. This event, taking place from September 30 to October 1, 2025, aims to connect coaches, consultants, and organizational leaders who are passionate about Emotional Intelligence development. This interactive conference will feature plenary sessions, panels, and small-group discussions, offering tools and insights for integrating Emotional Intelligence into coaching practices, workplace culture, and leadership strategies. Attendees will engage in thought-provoking conversations about the intersection of EI and workplace success. Dr. Mark L. Vincent states: 'At the end of the day, our goal is to pave the way for an emotionally intelligent world where individuals, leaders, and organizations can flourish.' About Mygrow Mygrow is a guided, 15-minute-a-day online programme designed to become a lifelong habit, improving well-being, fostering healthier relationships, enhancing decision-making and stress management, increasing productivity, and providing time relief for executives. Rooted in neuroscience, it's a transformative journey delivered through daily 'droplets' within an app. For more information, visit ### SOURCE: Mygrow Copyright 2025 EZ Newswire
