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Dear Readers! Thank you very much for taking keen interest in the ‘Emotional Profiles of Bosses’ series of blogs. It is now time to conclude this discussion. I shall also raise few questions for discussion.
Why Did I Call it Emotional Profiles?
We, as human beings, learn our behaviors mainly through emotional experiences. Whatever we live through during childhood, adolescence, and adulthood shapes our emotional profile. Generally, we do what we see. Teams working with power-seeker type bosses tend to replicate it when they become bosses. Other people’s and particularly, bosses’ behaviors affect us deeply and influence our emotional profiles.
Emotions and Behaviors also need to be separated for better understanding. Emotions are feelings while Behaviors are practices. True, that some behaviors have their roots in emotions, but not all.
While it’s important to approach discussions about emotional-psychological issues with sensitivity and respect for individual differences, certain behavioral patterns associated with immature, self-protecting, self-promoting, power-seeking, and short-term thinking in a professional context are indicative of underlying emotional challenges. Without trying to pose as a psychologist, I shall try to offer general insight into potential emotional issues based on some research. I may also suggest some broad strategies that may support personal growth and well-being.
Understanding and Resolving Emotional Challenges
In the following paragraphs, I shall briefly run through understanding and resolving emotional challenges, in the scope of professional work.
Emotional immaturity refers to a state where individuals struggle to manage their emotions effectively and engage in healthy relationships. It can manifest in various ways, including. difficulty regulating emotions, and frequent outbursts of anger, sadness, or frustration. These bosses are unable to express needs assertively or listen empathetically, have unrealistic expectations and entitlements, are afraid of intimacy or creating drama in relationships, and have difficulty learning from mistakes or taking feedback constructively.
Resolving Emotional Immaturity is a very personal thing, and the pace and process will vary for each individual. However, recognizing your own emotional patterns and triggers, techniques like meditation, journaling, and deep breathing, seeking honest feedback from trusted friends, family, or therapists, and reading self-help books, attending workshops, or listening to podcasts can provide further understanding and tools.
Overly Self-Protecting people may display their potential emotional issues as a deeply ingrained fear, difficulty managing stress and pressure as routine matters at workplaces, and limited emotional regulation skills, exercise of self-control on feelings and displaying emotions.
Resolving overly self-protecting tendency shall start from self-awareness or awareness given by close friends, mentors, or families. These people can benefit from therapeutic support, emotional intelligence training, and encouraging a supportive environment.
Excessive Self-Promoting type may share similar emotional issues as with self-protecting type. These may even be two sides of the same coin. They show insecurity and a need for external validation, fear of inadequacy, ‘Impostor syndrome’, and difficulty forming authentic connections.
Excessive Self-Promotion may be resolved through self-reflection and awareness, encouraging self-reflection, building self-esteem, and inviting 360-degree feedback.
Power-Seeking boss should be differentiated from an autocrat, who prefers to exercise available power to the fullest, and may or may not seek more power. It may show as fear of powerlessness, desire for control due to anxiety, and low self-esteem.
Empowerment workshops, mindful and stress reducing practices, and building positive relations may help.
Short-Term Thinking may be an issue if it becomes a way of managing matters. These people may have potential emotional issues such as, fear of failure or inability to cope with long-term uncertainty, impulsivity driven by anxiety, and lack of future-oriented mindset.
Short-term focus may be resolved through cognitive behavioral therapy, goal setting and planning, encouraging the development of long-term goals and creating step-by-step plans, and stress management techniques.
What Impact are These Behaviors Having on Employees?
Poor management practices can have a multitude of negative impacts on the workplace, affecting both employees and the organization as a whole. Here are two key areas where they can cause problems.
Employee Morale and Engagement
- Decreased job satisfaction: Unclear expectations, lack of recognition, and unfair treatment can lead to employees feeling undervalued and disengaged.
- Increased stress and burnout: Micromanagement, excessive workload, and poor communication can create a stressful and overwhelming work environment.
- Reduced motivation and productivity: Low morale and disengagement can significantly impact individual and team productivity.
- High turnover: Frustrated and unhappy employees are more likely to seek new opportunities, leading to costly recruitment and training efforts.
Organizational Performance
- Poor decision-making: Hasty decisions based on incomplete information or personal biases can lead to costly mistakes.
- Inefficient processes and workflows: Poor planning, lack of communication, and unclear delegation can lead to wasted time and resources.
- Damaged customer relationships: Inconsistent service, unresponsiveness, and poor communication can hurt customer satisfaction and loyalty.
- Negative company culture: A toxic work environment characterized by fear, blame, and negativity can damage the organization’s reputation and hinder its ability to attract and retain talent.
What Can be and Should be Done?
Fortunately, there are steps that can be taken to address these issues and create a more positive and productive work environment. Here are some potential solutions:
- Leadership development: Invest in training and development programs for managers, focusing on communication, emotional intelligence, conflict resolution, and effective delegation.
- Employee feedback: Regularly solicit feedback from employees through surveys, focus groups, and anonymous reporting systems.
- Open communication: Encourage open communication channels between managers and employees, fostering a culture of trust and transparency.
- Performance management: Implement clear performance expectations, fair and objective feedback systems, and opportunities for career development.
- Employee recognition: Recognize and appreciate employee contributions, both big and small, to boost morale and motivation.
- Work-life balance: Promote healthy work-life balance through flexible work arrangements, paid time off, and employee wellness programs.
- Accountability: Hold managers accountable for their actions and ensure they are adhering to company policies and ethical standards.
Creating a positive and productive work environment is an ongoing process that requires commitment from both management and employees. By taking concrete steps to address poor management practices, organizations can significantly improve employee morale, engagement, and overall performance.
Note for Bosses
It must be said that change is not just required but essential for your own self, your career aspirations, your families, your colleagues, and the organization. It should also be understood that change takes time and effort. Be patient and celebrate small victories along the way. There will be setbacks. Don’t get discouraged; view them as opportunities to learn and grow. Self-compassion is key. Forgive yourself for mistakes and focus on progress, not perfection. If you are seriously concerned about yourself, remember that seeking professional help from a therapist is always the best course of action. They can provide personalized guidance, support, and evidence-based interventions to help you on your journey towards emotional maturity and well-being.
Will the Bosses in Pakistan Change?
The bosses’ scenario in Pakistan is quite mixed, with a heavy tilt towards less-than-desirable management practices. There are two major reasons for this. One is the overall decline in social, moral, ethical values from which the whole country is suffering. The malaise is omnipresent, and no segment or tier of society has remained unaffected. In this situation, we cannot expect that managers/bosses will rise above all others and become an example for the rest of the society. Two, many years ago, self-protecting, insecure bosses started hiring compromised employees so that they would not be threatened at any time during their career. Because the employment norm was to work with the same organization for a long time, these compromised employees grew and became bosses. They had to hire even more compromised staff under them, and so the rot kept spreading until it took over the entire population. Nothing is ever hundred percent, but a very large percentage of managers/bosses has limited knowledge of management and poor practices. The situation is further complicated due to the fact that they don’t read any books nor listen to such podcasts and talk which can help them improve. This paints a rather bleak picture. Having said that, I would prefer to stay optimistic that even a smaller number of people can lead the change for the better.
Concluded.
