(2) Describe your
your feeling about
your
work?
t.
Answers
Answer:
I think that I did well on my previous course. I got on well with other people, and really enjoyed working with them. At the same time, sometimes I had to put my work first, and make sure that I completed what I needed to do. So, I would say that they would describe me as disciplined, but friendly and supportive.
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Answer:
1. VULNERABILITY
In his 2012 book The Advantage, Patrick Lencioni argues that good leaders show their vulnerability by using expressions like “I screwed up,” “I need help,” and “Your idea is better than mine.” He’s right that humility and vulnerability matter. But there’s a fine line between sharing your insecurities and undercutting yourself as a leader.
For example, if you tell your
coworker you’re accepted a speaking gig because you want to work on your speaking skills–public speaking has never come easily to you–that’s sharing a vulnerability in a way that supports, rather than undermines, your leadership; your colleague will probably admire your courage and feel touched by your honesty. But if you get up in public to give a speech and tell the audience you’re not comfortable with public speaking, that undercuts your ability and lowers their expectations.
2. EMPATHY
Showing empathy brings you closer to everyone you come into contact with, but it’s possible to go overboard. There are times when conveying empathy in certain ways can actually weaken your ability to lead.
Suppose a team member is having a crisis in his personal life and has been seen in the bar around the corner drinking heavily after work with his staff. The best form of empathy is to help your team member work through the problem without enabling his behavior. Speak with him privately and offer to connect him with any counseling and support offered by your company’s HR department. Make yourself available for one-on-one conversation. But if the destructive habits persist, you may need to discipline or fire the individual.
It’s one thing to empathize with difficulties your team members may be having, but it’s another to let that compromise your leadership or tacitly encourage a toxic work culture. It takes emotional intelligence to try and understand someone’s point of view without adopting it yourself.
3. JOY
Many companies try to create happy work environments through free food, games, and fun rituals means to blow off steam. But some of those experiences can create a giddy kind of joy, which can sometimes lead to an atmosphere dominated by extroverts who aren’t focusing enough on their work. Too much loud, exuberant activity can distract and alienate people who are trying to get things done.
A better way to cultivate and express joy at work is simply to share your excitement about the work you’re doing with your team. Emphasize the fun of collaborating. This joy is contagious, and because it instills a sense of purpose, dedication, and fulfillment in others, it won’t tilt into a constant party atmosphere.
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