Notably, individuals with a strong Internal Locus of Control, tend to be physically healthier and report being happier and more independent. Tend to work hard to achieve the things they want and often achieve greater success in the workplaceįrequently feel hopeless or powerless in the face of difficult situationsĪre more prone to experiencing learned helplessness
Usually have a strong sense of self-efficacyĭon’t believe that they can change their situation through their own efforts Often credit luck or chance for any successes Tend to be less influenced by the opinions of other people Individuals with an external locus of control:Īre more likely to take responsibility for their actionsīlame outside forces for their circumstances Individuals who possess a strong Internal Locus of Control: Ultimately, mindfulness, metacognition, and reframing help us strengthen our Internal Locus of Control, a term that refers to the extent to which we feel that we have control over the events that influence our lives. This is a powerful technique that can help leaders take responsibility and truly begin to manage your own psychology. By reframing our experience, we can check out our thinking to make sure we don’t engage in any cognitive distortions and/or thinking errors. Metacognition gives us the awareness that our reactions are shaped by our own thinking, and we can act on them. It’s only our judgment or interpretation that makes an experience charged. Mindfulness is the acceptance that everything is a neutral stimulus. Managing your own psychology = Mindfulness + Metacognition + Reframingįor years, psychologists have studied this phenomenon in clinical populations, but this same thinking can be applied to non-clinical populations.Įxecutive coaching has largely focused on one aspect of managing your own psychology - EQ - when it actually comes down to what I see as an interplay of at least three things: Mindfulness It’s a purpose-driven view that puts the power back in individuals’ hands, reminding them that they create meaning in their life and don’t simply have to accept their state of being. Managing your own psychology fundamentally implies that you are in control of your thoughts, feelings, and behaviors. We think that we can’t control “reality,” when actually, we can. Managing your own psychology fundamentally implies that you are in control.Įach of us lives in our own version of “reality,” - it’s a combination of what is actually happening to us and around us (objective) combined with our brain’s subjective interpretation of these events. What does managing your own psychology even mean? In fact, we can shape and control our emotional reactions to events - and become better leaders in the process. Something I call managing your own psychology. It’s a component of something much bigger. The problem with EQ is that it only speaks to one part of the equation related to self-awareness and building empathy for others’ experiences.
Leaders and HR managers thought they’d found the answer to their problems.īut our focus on emotional intelligence has dangerously downplayed the importance of the intentionality of great leadership. The research pointed to the fact that to be better leaders, we needed to get in touch with our emotions. The term “emotional intelligence” was coined by psychologists in the 1990s and quickly became the “it” thing of leadership. In recent years, we’ve begun to slowly accept that people at work are still people and they need to be supported as such. It’s a question leaders have tried to address with learning and development programs, benefits, and team-building activities. How can we make people happier and more satisfied with their work so they can in turn do their best work for our organization? It’s become a talking point at many companies trying to retain, engage, and support their best people as work represents more and more of our human experience. Emotional intelligence is both a catchphrase and catch-all.
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