Deborah Preuss, PCC, CPCC 🇨🇦

Ironically, the very qualities that are needed in complex contexts are undermined by that same complexity. Instead of being tolerant of ambiguity, relationship-oriented, collaborative, and innovative, complexity often drives the opposite. We become transactional, make rash decisions, shut down, and feel stress, panic, and guilt. Emotional agility is an essential skill that enables both organizations and individual people to thrive by meeting complexity with clear thinking, flexibility, and powerful insight.

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Think of psychological safety as the collective emotional intelligence of a group. Have you ever seen a team full of individuals with low EQ who maintain a culture of high psychological safety? Probably not. 👤 EQ: Improves your individual ability to interact effectively. 👥 Psychological Safety: Improves your team's ability to interact effectively. Let's start with EQ: We improve our emotional intelligence when we learn to interact more effectively. This includes improving our perception, our intent, and our skills in our interactions. The goal is to improve our delivery system to become more effective. But what about psychological safety? We increase the levels of psychological safety on our team when we increase the instances of rewarded vulnerability in our interactions. The goal is to increase inclusion, learning, contribution, and candor within our team. Recognizing that psychological safety is the collective EQ of a group has been a crucial “aha moment” for many of our L&D and HR clients. Can you see how the two work together? ⭐ Building individual self- and social awareness helps a team identify acts of vulnerability as they interact. ⭐ Monitoring and improving self- and social regard motivates teams to validate their colleagues' unique workplace vulnerabilities. ⭐ Improving the skills that team members have to interact effectively gives them better tools to reward the vulnerabilities of others. This relationship between emotional intelligence and psychological safety is the anatomy of culture in an organization. Both should be at the foundation of all development efforts. An organization that cannot recognize the relationship between psychological safety and emotional intelligence will struggle to (1) gather cultural data that can be used tactically, (2) target the root cause of cultural distress, and (3) program meaningful, effective intervention. If you're interested in the enterprise strategy behind emotional intelligence, I'd invite you to join us for our September 12th live webinar. We're discussing The Demands of Enterprise EQ ⤵️ https://lnkd.in/da539mVg

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I love having these conversations! Someone asks me about WellQ360, and halfway through explaining it, I watch their face change. You can literally see the moment it clicks. "Oh. Wellbeing isn't a program. Wellbeing is an intelligence." Exactly. We've been thinking about this all wrong. Wellbeing isn't something you bolt onto your organization like a gym membership or meditation app. It's a foundational skillset - as critical as knowing how to read a P&L or manage a team. But here's the reality: we teach financial skills, we invest millions in technical training, we have entire MBA programs dedicated to business operations... but wellbeing intelligence? Never shows up in the curriculum. Yet it's the foundation everything else sits on. Emotional intelligence? Depends on it. Human wisdom? Builds on it. Our ability to harness AI responsibly instead of letting it overwhelm us? Yep, that too. The leaders who get this first are going to have an unfair advantage. Not because they'll be "nicer" companies, but because they'll have humans who actually know how to be human. That's what WellQ360 teaches. Not wellness. Intelligence. cc: Dr. Cree Scott, Kara Mohr, PhD

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