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Beyond : in the Workplace S. Colby Peters, PhD, LCSW CEO, Human Systems 2 Objectives • Compare and contrast emotional intelligence and emotional competence • Develop an understanding of emotional competence and its uses on the individual, relational, and organizational levels • Start exploring how to use emotional competence to prevent burnout, improve relationships, and improve organizational functioning New Ways to Look at Eckhart’s Emotional Expressions 4

Anger

Sadness

From The Nature of Things Website at http://www.cbc.ca/natureofthings/features/the-seven-universal- emotions-we-wear-on-our-face 5 Culturally Determined • Facial expressions are cultural, not universal • What we think of as “basic” emotions do not have unique “fingerprints” and are subjective • According to research, no has been proven to be universal Socially situated 6 • As socially situated in organizations: within person vs. between people • Emotions can be influenced or elicited by cues in the environment • Routines and social structures can have regulating effect on emotions • “” or “emotional pollution” 7 Integrated with the physical body • Certain movements/gestures can produce positive or negative , help you learn better • Your physical structure greatly influences how you see and interact with the world • Preventing movement and gesturing makes it harder for you to express emotions and understand others’ emotions • Physical cues, such as hunger or , are directly tied to emotion 8 Integrated throughout the • Mounting evidence against the theory of “primal” vs. “evolved” brain, where emotions are in the “primal” part and is in the “evolved” part • No specific “emotion” area • Every decision we make is infused with affect – no such thing as the “rational” part of the brain We need our emotions to make decisions 9 • Our thinking is not divided into “rational” and “emotive” • Damasio (1994) study on patients with damage • The importance of the “gut ” • Emotions help us decide what is relevant or not; what is worth thinking about or not • Emotions facilitate decision-making How We Make Emotions Your body budget 11 • Your brain/body constantly keeps track of physiological changes – heart rate, temperature, , etc. • The overriding is maximum efficiency – to match your body’s physiological response to demands on your body – this is your “body budget” • When your body budget matches with requirements, you feel good • When your body budget is not matching up with what is required, you feel bad What is the difference between affect and 12 emotion? • Affect is a combination of valence and arousal • Valence: pleasant/unpleasant spectrum • Arousal: /agitation spectrum

• Emotion is the cognitive interpretation of affect and depends a lot on the situation – it is the meaning and prescriptive action Affective circumplex 13

Pleasant Valence, Unpleasant Valence, High Arousal High Arousal Elated, Thrilled Upset, Distressed

Unpleasant Valence, Pleasant Valence, Mid Arousal Mid Arousal Miserable, Displeased Gratified, pleased

Unpleasant Valence, Low Arousal Pleasant Valence, Lethargic, Depressed Low Arousal Calm, serene How do we experience the world? 14

100%

Sensory Input

Prediction

0% Daydreaming Autism Meditative states Imagination Predictions that match sensory input How are emotions made? 15 • Our brain/body is constantly budgeting • World experience based on prediction and/or sensory input • We receive physiological cues that help us determine what our affect is • Predictive state  interpret events based on past experiences • Sensory state  interpret events based on current events • We assign an emotion to our affect and behave accordingly How We Use Emotions How we use emotions 17 • Making meaning of our sensations – categorizing how you feel physically in order to understand the cause • Prescribing action – helps you know what to do • Physical regulation – tells your body how to respond • Emotion communication • Social influence Emotions in Professional Settings 19 • “showing , concern, and , while suppressing disgust, , and ” according to “display rules” • Emotion is subject to rules of the organization • Emotion as a commodity Emotional dissonance – distance between 20 display emotion and felt emotion • Emotional labor is related to “competing selves”, or “competing identities” • When we are asked to take on multiple roles with competing motives and purposes, it can contribute to burnout • Environmental factors can contribute to this effect: “Display rules”, risks of non-compliance, others’ reactions, social support 21 Emotions and Moral Injury (“burnout”) • Job burnout: “a state of exhaustion and emotional depletion” • Results from prolonged, suppressed physiological arousal • fatigue • Linked to turnover, increase in sick days, low job performance • May be made worse by: • client emotions/negative behavior • need for emotional labor Emotional Intelligence and Emotional Competence 23 Emotional Intelligence • “the ability to monitor one’s own and others’ emotions, to discriminate among them, and to use this information to guide one’s thinking and actions” (Salovey & Mayer, 1990) • Emotion  emotion understanding  emotion management • Focused on changing the individual 24 Emotional Competence • The ability to express, validate, and process emotion in context to make positive change across organizations, in relationships, and in individuals. • Finding balance between environmental growth/change and individual growth/change Emotional Competence: Individual Level 26 Maintaining a good, responsive body budget • Eat well • Exercise • • Human touch • Yoga • Reading a book or watching a good movie • Crying • Learning 27 Emotional granularity • The more specific you can get with your emotion word choice, the better choice you will make with your actions • If you don’t have the concept for an emotion, you cannot actually experience the emotion and you can’t convey the meaning to anybody else • Can you create your own emotion word for a specific situation? Ex: “Conflicted longing” Mastering your emotions in the moment 28 • Move your body • Change location or situation • Emotion • Deconstruct emotion into physical sensations and recategorize • Is your high arousal anxiety or excitement? • Are you nervous or determined? • Determine what is about you, and what is about somebody else • Cultivate – experience something bigger than yourself (or your organization) • Eat something or chew gum 29 Self-soothing • Differentiating between current emotion and past emotion • Finding a balance between: • changing your expectations/ and • changing your environment Emotional Competence: Relational Level 31 Validating emotions and listening skills • Find out how they are feeling – do not assume • Ask questions to determine source of emotion • Validate the connection between the emotion and the source • Express concern, compassion, and care • Ask guiding questions to COACH yourself or the person to an answer • Unless asked, DO NOT GIVE ADVICE OR OFFER YOUR OPINION 32 Receiving Social Support • Maladaptive social support • Recounting events and describing negative emotions • Results in increased negative emotions and physiological reactivity • Adaptive social support • Reconstruing events in a way that promotes thinking about incident in a broader context that promotes insight and closure • “making meaning” out of your negative experiences • Using the generic “you” • Results in improved emotional and physiological reactivity and of closure Emotional Competence: Organizational Level 34 Transparency and Communication • Maximum uncertainty creates maximum unpleasant affect, , and unpredictable behavior 35 Climate of authenticity

• “the extent that coworkers value authentic expressions of emotion with each other” • Creating a of psychological safety – employees will not be rejected for being their authentic selves • Provides a “break” from emotional labor with clients (receiving and giving) 36 Creating positive workplace culture • How to Change an Unhealthy Work Environment – Glenn D. Rolfson TedxOslo • Create policy around respect and positive workplace behavior • Applies to ALL stakeholders, including clients 37 Group tool: Talking Circle • Everybody in the circle needs to be to committed to the process • Talking stick/sacred object • Facilitator talks about the object and states ground rules; reminds people of ground rules if the rules are broken • Only person with the object can speak • Object is passed to the left • Nobody can respond to a person or comment directly on what they said • Circle is complete when everybody has spoken References 38 • Barrett, L.F. (2017) How emotions are made: The secret life of the brain. Houghton Mifflin Harcourt Publishing: New York. • Boyatzis, R. (2009). Competencies as a behavioral approach to emotional intelligence. Journal of Management Development, 28, 749- 770 • Casper, A., Tremmel, S., Sonnentag, S. (2019). The power of affect: A three-wave panel study on reciprocal relationships between work events and affect at work. Journal of Occupational and Organizational , DOI:10.1111/joop.12255 • Grandey, A.A. (2000). Emotion regulation in the workplace: A new way to conceptualize emotional labor. Journal of Occupational Health Psychology, 5, 95-110. • Grandey, A. and Foo, S.C. (2012). Free to be you and me: A climate of authenticity alleviates burnout from emotional labor. Journal of Occupational Health Psychology, 17, 1-14. • Healey, M.P., Hodgkinson, G.P., Massaro, S. Can manage? The brain, emotion, and cognition in organizations.Individual, Relational, and Contextual Dynamics of Emotions, Ed. Pettita, L., Hartel, C. E.J., Ashkanasay, N.M and Zerbe, W.J. Emerald Publishing Limited: Bingley, UK. • Ishrat, A. (2018). Role of positive and negative emotions in organizational decision-making. International Journal for Research in Engineering Application and Management. 4, pp 260 – 266. • King, R.B. and dela Rosa, E.D. (2019). Are your emotions under your control or not? Implicit theories of emotion predict well-being via cognitive appraisal • Lee, D.S., et. al. (2019, January 10). When chatting about negative experiences helps – and when it hurts: Distinguishing adaptive vs. maladaptive social support in computer-mediated communication. Emotion, advance online publication http://dx.doi.org/10.1037/emo0000555 • Li, Y. and Ashkanasey, N.M. (2018). Temporal patterns of pleasant and unpleasant affect following uncertain decision-making. Individual, Relational, and Contextual Dynamics of Emotions, Ed. Pettita, L., Hartel, C. E.J., Ashkanasay, N.M and Zerbe, W.J. Emerald Publishing Limited: Bingley, UK. References 39 • Hochschild, A. R. The managed heart: Commercialization of human feeling, 1983. • Kraaij, V. and Garnefski, N. (2019). The behavioral emotion regulation questionnaire: Development, psychometric properties and relationships with emotional problems and the Cognitive Emotion Regulation Questionnaire. Personality and Individual Differences, 137, 56-61. • Morris, J.A. and Feldman, D.C. (1996). The dimensions, antecedents, and consequences of emotional labor. Academy of Management Review, 21, 986-1010. • Popov, B., Jelic, D., Rakovic, S., and Matanovic, J. (2018). Emotions and work burnout from the REBT perspective: A short term prospective study. Primenjena Psihologija, 11, 365-384. • Rose, S. and Palatittiyil, G. (2018). Surviving or thriving? Enhancing emotional resilience of social workers in their organizational settings. Journal of Social Work, https://doi.org/10.1177/1468017318793614 • The Book of Human Emotions by Tiffany Watt Smith • 154 words from around the world defining very specific emotions • Positive Lexicography, Dr. Tim Lomas • https://www.drtimlomas.com/lexicography