SIY Global’s cover photo
SIY Global

SIY Global

Professional Training and Coaching

San Francisco, CA 28,656 followers

Emotions power performance.

About us

SIY Global is a science-based learning company that delivers world-class emotional intelligence programs built on a unique blend of neuroscience and mindfulness to create high-performing workplaces where people and business can flourish.

Industry
Professional Training and Coaching
Company size
11-50 employees
Headquarters
San Francisco, CA
Type
Privately Held
Founded
2011
Specialties
Science-based Mindfulness, Emotional Intelligence, Leadership Training, Business Consulting, Leadership Development, and Business Coaching

Locations

  • Primary

    1003 O'Reilly Avenue, Suite A

    San Francisco, CA 94129, US

    Get directions

Employees at SIY Global

Updates

  • You might not notice when someone is successfully managing their emotions at work because it’s an internal process. But you might notice things like, “She’s really calm in a crisis.” Or “I feel like I can share critical feedback with him, and he’ll actually appreciate it rather than getting mad.” Or “After my meetings with her, I always feel more optimistic that we can get things done.” These positive influencers at work aren’t successful because they have fewer emotions, but because they actively practice managing them. #leadershipdevelopment #emotionalintelligence

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  • Sometimes we’re asked about why mindfulness is included in our emotional intelligence programs. The answer is simple: mindfulness helps your emotional brain and your thinking brain communicate more clearly with one another. Mindfulness enables your brain to acknowledge the powerful information that emotions provide, and combine that data with rational thought to make wise and intentional decisions. So our question is: How can you develop emotional intelligence without mindfulness?

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  • Every leader is trying to drive at least one major change (and more likely, multiple changes). On top of dealing with the emotions of their teams in response to change, they're all having their own emotional responses to change. As part of our new “Beneath the Skill” leadership series, we explore 7 emotional barriers that hold back leaders from effectively driving change. #BeneathTheSkill #LeadershipDevelopment #EmotionalIntelligence

  • For decades, business articles have opened with: “Business today is changing faster than ever.” It’s so cliché it’s hard not to roll your eyes when you see it. But it’s worth noting just how true it is: According to Gartner, the number of major company-wide changes has jumped from just 2 in 2016 to 10 in 2022. And the pace is still rising. At the same time, people’s capacity for change hasn’t kept pace. Employee support for change has fallen from 74% to 38% in that same period. Currently, engagement is at a ten-year low, and burnout is at a ten-year high. Leaders can’t slow the pace of change. But they can support their people emotionally through it. How are you managing the emotions of change in your organization? #resilience #leadershipdevelopment

  • Most managers know how to delegate. They’ve taken the training, read the articles, and checked with their favorite AI tool. So why do so many still struggle to do it effectively? Because delegation triggers emotions. Control, fear, guilt, impatience, even self-worth. As part of our new “Beneath the Skill” series, we explore 7 emotional barriers that quietly shape how leaders assign, guide, and trust others with work. Understanding these emotions is the first step to building more confident, emotionally intelligent leadership. #BeneathTheSkill #LeadershipDevelopment #EmotionalIntelligence

  • Is AI “workslop” affecting trust on your team? A recent article in Harvard Business Review put a name to the discomfort many of us are feeling about how teammates are using AI. They define AI workshop as: AI-generated work content that masquerades as good work, but lacks the substance to meaningfully advance a given task. It’s the kind of thing that looks or sounds good when your colleague first gives it to you. But when you actually try to figure out what it means, the substance isn’t really there. Now you have to do a lot more work and/or put a lot of extra time into giving detailed feedback to get it right. What kind of emotions does that bring up for you? Frustration at your colleague’s lack of effort? Irritation that they assume that you will fix it? Undervalued for assuming that your time is worth less? Share your thoughts in the comments.

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  • What’s your take on the “feedback sandwich,” the classic strategy of giving critical feedback by sandwiching it between praise. Some say it helps to preserve the recipient’s self-esteem and builds trust. Critics say it’s more about helping the giver avoid discomfort, while the recipient sees right through it. What do you think?

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