Human Resources and Hiring and Mental Health

 

Organizations look to hire the best people but, how do you know they are the best. You never know by looking at their degrees. What you need is a person that hires by understanding their emotions and understanding the meaning of emotional intelligence and able to see and hear as they speak to answer questions. Yes it is nice when they come in with a nice degree but if that is all we are looking for, we will run into issues. 

Let me explain why. What will be helpful here is to also to understand the EVAN leadership style developed by Common Sense Consulting CEO Luciano Santini. E-empathy-V-value-A-attitude against negativity and N-nourishment of the mind. How much will hiring the wrong person cost regarding money but our mental health.

I believe I make valid points about the limitations of solely relying on degrees when hiring employees. Emotional intelligence and the ability to understand and connect with others are indeed important qualities to consider in the hiring process. Hiring based solely on academic qualifications can overlook crucial aspects such as interpersonal skills, adaptability, and emotional resilience, which are essential for success in many professional roles.

Emotional intelligence refers to the ability to recognize, understand, and manage one's own emotions, as well as to empathize with and relate to the emotions of others. It involves skills such as self-awareness, self-regulation, empathy, and social skills. Assessing emotional intelligence during the hiring process can provide valuable insights into a candidate's potential for success in a particular role and within the organizational culture.

Understanding the EVAN leadership style I mentioned, developed by Luciano Santini, can further enhance the hiring process. The EVAN model emphasizes empathy, values, attitude against negativity, and nourishment of the mind. By considering these elements, organizations can identify candidates who possess not only the technical skills and qualifications but also the emotional intelligence and mindset that align with the company's values and goals.

Hiring the wrong person can indeed have significant costs, both in terms of financial resources and the well-being of the organization and its employees. The financial implications include the expenses associated with recruitment, training, and potential turnover. Moreover, a mismatched employee can negatively impact team dynamics, productivity, and morale, which can lead to a decline in mental health and overall organizational well-being.

To mitigate these risks, organizations can implement a comprehensive hiring process that incorporates multiple assessment methods, including interviews, behavioral assessments, and reference checks. These methods can help evaluate a candidate's emotional intelligence, attitude, values, and cultural fit, in addition to their qualifications and experience. Furthermore, providing training and support for hiring managers to effectively assess these qualities can enhance the overall success of the hiring process.

In summary, while academic degrees are valuable indicators of knowledge and capability, it is essential to look beyond them when hiring. Assessing emotional intelligence, values, and attitude, as well as employing the EVAN leadership style, can help organizations identify the best candidates who will not only contribute to the company's success but also positively impact the mental health and well-being of the entire team.

Is there such a thing as perfection? If not what does it mean to strive for it?

 

Is there such a thing as perfection? If not what does it mean to strive for it? How does understanding the EVAN leadership style created by Common Sense Consulting CEO Luciano Santini PhD. E-empathy-V-value-A-attitude against negativity and N-nourishment of the mind. How does trying for perfection affect our mental health and why should we stop trying so hard.

The concept of perfection is subjective and can vary depending on individual perspectives and contexts. Perfection is often seen as an ideal state where everything is flawless and without any faults or deficiencies. However, in reality, achieving absolute perfection in all aspects of life is highly challenging, if not impossible.

To strive for perfection means to pursue excellence and continuously work towards improving oneself or achieving certain goals. It can be a driving force for personal growth and development. Striving for perfection can motivate individuals to push their limits, acquire new skills, and attain higher levels of performance.

The EVAN leadership style you mentioned, created by Luciano Santini, emphasizes specific values and attitudes. E-empathy, V-value, A-attitude against negativity, and N-nourishment of the mind are principles that can contribute to effective leadership and personal well-being. Empathy helps leaders understand and connect with others, while values guide decision-making and behavior. Having a positive attitude and nurturing the mind through learning and self-care can also enhance leadership abilities and overall mental health.

However, striving for perfection can have negative consequences on mental health if taken to an extreme. The pursuit of perfection often involves setting extremely high standards, which can lead to chronic stress, anxiety, and feelings of inadequacy. It can create a constant sense of dissatisfaction and self-criticism, as individuals may never feel like they have achieved the desired level of perfection.

Instead of striving for perfection, it can be more beneficial to focus on progress, growth, and self-acceptance. Setting realistic goals, celebrating small achievements, and learning from failures can contribute to a healthier mindset. Embracing imperfections as part of the human experience allows for more flexibility, self-compassion, and a greater sense of well-being.

It's important to find a balance between striving for excellence and maintaining good mental health. This involves recognizing and appreciating one's strengths, accepting limitations, and cultivating self-care practices. By letting go of the unattainable idea of perfection, individuals can lead happier, more fulfilling lives while still working towards personal and professional goals.

 

Manifesto: Exposing the Fallacy of Rewarding Incompetent Leaders By Luciano Santini (WHY SO SERIOUS!! HUH!!)

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Luciano Santini PH.D.

Public Speaker Expertise in Leadership/Corporate Training, Motivational & CEO @ Santini Common Sense Consulting

128 articles

May 14, 2023

Manifesto: Exposing the Fallacy of Rewarding Incompetent Leaders By Luciano Santini Introduction: We, the disillusioned individuals who have witnessed the detrimental effects of bad leadership, unite to challenge the prevailing system that rewards ineptitude and subservience. This manifesto aims to shed light on the damaging consequences of elevating individuals who prioritize ass-kissing over competence, all while receiving exorbitant salaries.

We stand against this injustice and call for a paradigm shift in how leaders are selected and compensated. Identifying the Problem: It is an unfortunate reality that many leaders today ascend the corporate or political ladder not because of their merit or abilities, but rather due to their ability to curry favor with those in power. This system perpetuates a cycle of incompetence, where unqualified individuals occupy influential positions, leading to disastrous outcomes for organizations, societies, and the world at large.

Consequences of Ass-Kissing Leadership: a) Inefficiency and Mismanagement: Leaders chosen based on their loyalty rather than their skills often lack the competence to effectively manage complex challenges. This results in poor decision-making, suboptimal strategies, and wasted resources, hampering progress and stifling innovation. b) Toxic Work Environments: The presence of ass-kissing leaders creates toxic workplace cultures. Those who genuinely merit recognition and advancement are overlooked, leading to frustration, demotivation, and the loss of talented individuals who could have contributed significantly. c) Erosion of Trust: When leaders are chosen based on their ability to flatter superiors rather than their integrity and capabilities, trust in leadership deteriorates. This breakdown in trust leads to cynicism, employee disengagement, and an overall decline in organizational performance.

The Need for Merit-Based Selection: We advocate for a shift towards merit-based selection criteria for leadership positions. Rather than rewarding sycophantic behavior, we should emphasize qualities such as expertise, vision, integrity, and a track record of achievement. Competency and leadership skills should be the cornerstone of selection processes, ensuring that those in positions of power can truly lead and inspire.

Transparent and Accountable Compensation: The current system often results in disproportionately high salaries for leaders who contribute little of value. We demand greater transparency in compensation structures, with clearly defined performance metrics aligned with organizational goals. Salaries should be commensurate with results and merit, rewarding leaders who bring about positive change and measurable progress.

Promoting Ethical Leadership: Leadership must be rooted in ethics and a genuine commitment to serving the greater good. We call for the cultivation of leaders who exhibit empathy, inclusivity, and social responsibility. Organizations should prioritize leadership development programs that emphasize ethical decision-making, fostering a new generation of leaders who inspire through their actions and principles.

Empowering Employee Voice: To dismantle the culture of ass-kissing, organizations must create platforms for employees to express their opinions and concerns without fear of retribution. Encouraging a culture of open dialogue, feedback, and upward communication enables diverse perspectives to be heard, leading to better decision-making and a fairer system of advancement. Conclusion: We, the proponents of this manifesto, urge individuals, organizations, and society at large to challenge the prevailing system that rewards incompetence and ass-kissing.

By prioritizing merit-based selection, transparent compensation, ethical leadership, and employee empowerment, we can create a world where capable and deserving leaders thrive, organizations flourish, and societal progress becomes a reality. It is time to break the shackles of an antiquated system and forge a brighter future for all.

Emotions play a significant role in our daily lives

 

Emotions play a significant role in our daily lives, influencing our thoughts, behaviors, and overall well-being. Here are some ways emotions affect us:

1. Decision-making: Emotions can heavily influence the choices we make. Our emotional state can impact our judgment, leading us to make impulsive or irrational decisions. Being aware of our emotions and learning to regulate them can help us make more balanced and rational choices.
2. Relationships: Emotions shape our interactions with others. Positive emotions, such as joy and love, enhance our relationships, while negative emotions, like anger or sadness, can strain them. Developing emotional intelligence, which involves recognizing and managing our own emotions and understanding others' emotions, can improve our communication, empathy, and conflict resolution skills.
3. Productivity and performance: Emotions can impact our productivity and performance levels. Positive emotions, such as motivation and enthusiasm, can enhance our focus, creativity, and problem-solving abilities. Conversely, negative emotions, like stress or anxiety, can hinder our performance and lead to burnout. Learning to manage stress and cultivate positive emotions can improve our overall productivity and effectiveness.
4. Mental and physical health: Emotional well-being is closely linked to our mental and physical health. Chronic negative emotions, such as prolonged stress or sadness, can contribute to mental health issues like anxiety and depression. Moreover, research suggests that long-term emotional distress can have adverse effects on physical health, including weakened immune function and increased risk of chronic diseases. Taking care of our emotional health through self-care, stress management techniques, and seeking support when needed is crucial for overall well-being.

Now, let's discuss how implementing the EVAN leadership style (E-empathy, V-value, A-attitude against negativity, N-nourishment of the mind) can benefit our lives and mental health:

1. Empathy (E): Practicing empathy involves understanding and sharing the feelings of others. It fosters better relationships, communication, and collaboration. By empathizing with others, we create a supportive and inclusive environment, which promotes positive emotional experiences for everyone involved.
2. Value (V): Recognizing and aligning our actions with our personal values promotes a sense of purpose and fulfillment. When our work and daily life are in line with our values, we experience a greater sense of satisfaction, authenticity, and overall well-being.
3. Attitude against negativity (A): Adopting a positive attitude and mindset helps counteract negativity and adversity. It allows us to approach challenges with resilience, optimism, and a growth-oriented perspective. By focusing on the positive aspects and learning opportunities, we can manage stress more effectively and maintain a healthier mental state.
4. Nourishment of the mind (N): Taking care of our mental health is crucial for overall well-being. Nourishing the mind involves engaging in activities that promote self-care, personal growth, and mental relaxation. This can include practices such as mindfulness, meditation, regular exercise, pursuing hobbies, seeking learning opportunities, and maintaining a healthy work-life balance. By prioritizing mental nourishment, we reduce stress, enhance cognitive function, and promote overall mental well-being.

Implementing the EVAN leadership style can have positive effects on our lives and mental health by promoting self-awareness, empathy, positive mindset, and personal growth. It encourages a supportive and constructive environment where individuals can thrive and maintain a healthier work-life balance. However, it's important to note that mental health is complex, and it may require professional help or additional strategies for those facing more severe challenges.

Diversity, Equity, Inclusion, and Belonging

 

I have written about this and what it means to me. I believe that one who believes in this and truly believes it must continue to push for what it stands for!!

Diversity, Equity, Inclusion, and Belonging (DEI+B) is a term that is becoming increasingly popular in corporate and organizational circles. Many organizations talk about it because it makes them feel good, but they often have no real understanding of what it means or stands for. Unfortunately, many large and small organizations are “faking it” when it comes to DEI+B in order to get what they want. When asked what DEI+B stands for, many people are left scratching their heads and responding with “Mmm, what?”

DEI+B is a term that encompasses a variety of different aspects of organizational culture and behavior. It is a combination of four distinct concepts: diversity, equity, inclusion, and belonging. Diversity refers to the variety of backgrounds, perspectives, and experiences that exist within an organization. Equity is the concept of fairness and justice, and involves ensuring that everyone is treated fairly and has access to the same resources. Inclusion is the practice of creating a safe and welcoming environment for all members of the organization. Finally, belonging is the feeling of being accepted and valued as a member of the organization.

Together, these four concepts form the basis of DEI+B. By understanding and implementing these concepts, organizations can create a culture of respect and acceptance where everyone feels safe and valued. This, in turn, can lead to improved productivity, better customer service, and a more positive work environment. Organizations that are serious about DEI+B must commit to making it a priority and actively work to create a culture of acceptance and inclusion. #environment #work #people #culture #diversity #inclusion #productivity #customerservice #respect #lucianosantinibeliever #lucianosantinitrueleader #lucianosantinievanstylecreator #commonsenseconsulting #lucinaosantiniandvuca

Love and happiness are two of the most sought-after feelings in the world. Everyone wants to experience them, but many don't know how to achieve them.

 

Love and happiness are two of the most sought-after feelings in the world. Everyone wants to experience them, but many don't know how to achieve them. It is hard to find true love and happiness in a chaotic world, but there is a way to make it happen. The EVAN©  style of leadership is a great way to navigate through life and find love and happiness.

Love is often thought of as a romantic feeling between two people, but it can also be found in other areas of life. It can be found in friendships, family relationships, and even in the everyday moments of life. It is important to recognize the love that is already in your life and to appreciate it. It is also important to be open to new love and to not be afraid to take risks.

Happiness is something that is often hard to define, but it is something that everyone wants to experience. It can be found in moments of joy, in moments of peace, and in moments of connection with others. To find true happiness, it is important to take time to appreciate the small moments in life and to be grateful for what you have. It is also important to focus on the positive and to practice self-care.

The EVAN©  style of leadership is a great way to navigate through life and find love and happiness. It is based on the principles of empathy, the value of people, attitude against negativity, and nourishment of the mind. This style of leadership encourages people to be open to new experiences, to be honest with themselves and others, and to be kind and understanding. By practicing the EVAN©  style of leadership, people can find true love and happiness in their lives. #leadership #experience #happiness #people #empathy #grateful #lucianosantiniEVANleadershipstylecreator #love

Is it because these organizations are afraid to lose control over their employees?

 

The more I read regarding DEI and incompetent leaders, the more I understand why most issues continue within large government entities and their hierarchical structures in large organizations are still prevalent today, but why? Is it because these organizations are afraid to lose control over their employees? To answer this question, it is important to look at the history of hierarchical structures in organizations.

The concept of hierarchical structures in organizations dates back to the industrial revolution, when large companies hired hundreds of workers.  It was necessary to have a clear chain of command in order to ensure that tasks were completed efficiently and effectively. As organizations grew in size, the need for a hierarchical structure became even more important. It allowed for better communication between different levels of the organization, as well as providing a clear path of authority.

Unfortunately, this hierarchical structure has also been used to oppress certain groups of people. For example, there is very little data available regarding diversity, equity, and inclusion (DEI) in organizations. This lack of data has allowed organizations to maintain their hierarchical structures without having to address issues of inequality. It is time for people to wake up to this issue and stand up and demand change. Organizations should be held accountable for their lack of DEI initiatives, and the data should be made available to the public, but of course it is not. Only then can we have a more inclusive workplace. #data #people #communication #diversity #inclusion #change #leaders   #whysosecret