Desire for Change And Transformation For The Future-Luciano The Key Santini --SSDE

Hello and good day to all who read my blog postings. I always appreciate the comments made on my blog postings and that is what gives me more ideas to write about so thank you for all the comments.

Today I would like to talk about the feelings we go through when thing do not go our way. The frustrations one goes through when other doubt our potential not because we cannot achieve or reach our goals but because those with doubt know that we can and thus we the frustrations take over. So how does all this begin and the truth is I have no idea but what I do know is the following;

Napoleon Hill says best;

Everything you create or acquire begins in the form of desire.
In order to act, you must have a purpose. If you want to act successfully in all but the most mundane affairs, you must embrace that purpose with a burning desire. Many people think they want to be successful, but since they do not back that thought with an intense drive, they never achieve success. Cultivate your desire. Feed it with thoughts of yourself enjoying whatever it is you seek. It’s like stoking the furnace of a steam engine. You need to build up enough pressure to carry yourself over hills; if your desire doesn’t burn hotly enough, you’ll find yourself stalled and rolling backwards. The secret to action is a red-hot desire. 

So if you have someone tear down down your dreams look the other way and just go for it!! 

How may time have you or anyone you may know has gone through something like this and they have believed what they were told and they are upset and just want to give up and they talk about and at the end they give up. My friends I have seen many people go through these things and never find their potential so to you I say never ever listen to anyone who tells you to stop because it cannot be done instead ask yourself why not?

Let us talk a little about emotional intelligence;

 The topic of emotional intelligence has grown in popularity in the business world. But exactly what is it?  We all have encountered someone who is extremely smart but is unsuccessful due to poor relationship skills. At times most of us have engaged in behavior that we later regretted. Such behavior often reflects a lack of emotional intelligence (EQ).

  

Emotional intelligence, like many psychological terms has multiple definitions.  According to psychologist John Mayer who helped coin title in 1990, the scientific definition of emotional intelligence is, “the ability to accurately perceive your own and others’ emotions; to understand the signals that emotions send about relationships; and to manage your own and others’ emotions.” Simmons and Simmons defined it as, “the emotional needs, drives, and true values of a person and guides all overt behavior” (p. 11).  

Author Daniel Goleman who popularized emotional intelligence with his book of the same title described EQ as the abilities to recognize and regulate emotions in ourselves and in others, which entails: Knowing what you are feeling and being able to handle those feelings without having them swamp you. Being able to motivate yourself to get jobs done, be creative and perform at your peak, and Sensing what others are feeling, and handling relationships effectively.  

I have question for all those who work day in and day out to accomplish any goal each and every day.

Would it be nice to have leaders who truly understand the meaning of emotional intelligence.

 
Emotional intelligence is about learning about others, understanding, and valuing the feelings of staff and others and then responding appropriately. They acknowledged that many individuals are uncomfortable with discussions about emotions – their own or those of others - and either ignore them or discount their importance.  However, failing to appreciate emotions as, a source of human energy, information, connection, and influence will likely thwart  personal and professional effectiveness thus not cool. 

I find that many leaders in many organizations fail in this department simply because they have no idea what emotional intelligence really is and means. Imagine if all leaders or managers in retail stores or in non profit organizations. 

The other is the failures that I have seen in the past and in the now with transformational change. Leaders want to implement the changes but the issue is they have no idea how to implement it and to be honest it is actually funny to watch this transpire and develop into a huge failure.

Most organizations have untold numbers of change efforts occurring at once, in all parts of the organization, large and small—all making demands on people. Employees know they are being asked or pressured to change, but they often do not know why in terms that are meaningful to them. This makes it difficult for them to personally commit to the organizational change. Leaders often experience this lack of commitment as resistance, but actually, it is simply a lack of understanding about why the changes are essential to the success of the business.
This is usually NOT an employee issue, but a leadership issue. Smart people, like the ones you have hired into your organization, commit to what they believe in. And to believe in anything, people must see its relevance and meaning. Without perceiving relevance and meaning, there is no commitment.
- See more at: http://changeleadersnetwork.com/free-resources/ten-common-mistakes-in-leading-transformation#sthash.HTvi5i6w.dpuf

Most organizations have to make changes continuously just to survive and sometimes calls for integration. So called leaders constantly making demands on people which makes it difficult from the start.The issue here is that most of the time people have no idea why the changes are taking place or why they are need all they are told is they need to be made no matter the cost.  What comes next is of course R-E-S-I-S-T-A-N-C-E

The problem is not the staff members the real issue is the leadership that is trying to implement something that they in fact have no idea what it is. The people need to know who is leading them and why and when people do not see any of that chaos!!!


The reasons why this happens is that 9 out of 10 it meant for executives only and send out the email for implementation which is then implemented on blind fury because no one knows why the changes are needed.
 
The so called leaders tell you here are the changes and here is what we have to do but fail to teach and show because they have no idea what it means to begin with.

                      Followers

Most great leaders began in the capacity of followers. They became great leaders because they were intelligent followers.

 




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