Danie

Bringing our bad mood to work can have greater impact than we think. Recent research from @LSEManagement suggests that leaders who demonstrate consistent positive emotions at work (as opposed to fluctuating emotions) create the conditions for more positive, engaged teams & better outcomes. The researchers say leaders should: 1) Build emotional intelligence (EQ), including a deep understanding of emotions at work 2) Recognise the power of maintaining consistent positive emotions at work 3) Be aware just how much our own emotions can be influenced by the mood or behaviours of the people who lead us: blogs.lse.ac.uk/businessrevi…

A major barrier to change in health & care is the Einstellung effect. It occurs when, facing a new problem, we apply a repeated solution we have learnt from old problems, based on what we know and are comfortable with, preventing us finding a better solution. It creates a cycle of non-achievement of results. See graphic by @suyashi_dwivedi. We can address it by: 1) Bringing in different voices & perspectives on the problem. 2) Engaging everyone who will be impacted by the potential change early on, so there is ownership, not resistance, to new ways of doing things 3) Small scale testing and experimenting with new approaches. 4) Being divergent in our thinking & not rushing to convergence. 5) Using a structured methodology like design thinking where we focus on fully defining the problem. 6) Being curious to find out how other people have tackled similar problems. New solutions need new approaches. Classic article: sciencedirect.com/science/ar… Via @emollick. Additional ideas from @interacting