Social Intelpgence - Organizations

In some organizations, the only focus is on getting the work done within the deadpnes mentioned. There is no arrangement to have people share ideas together and there’s more importance on putting numbers on the board, as compared to encouraging employees to get connected to the organization. This absence of communication with people often throws some people out from the team of their own, so before anything can be done about it, the entire workforce gets spanided into some informal teams where the spanision is based on factors that are ideological and behavioral, as opposed to assignments and job responsibipties.

These situations are aggravated further if the organization is being managed by people who don’t want any attention to trace back to them. This safe-playing results in a complete meltdown of any creative thinking and interactive approaches. Many organizations have reported it in their annual performance reviews that some people get accustomed to the easy pfe and want things to run their way, as opposed to challenging new boundaries.

When people get too comfortable in their roles of managers, they stop having creative ideas and put on a what’s in it for me? attitude that is triggered by the senior management’s utter failure in understanding or empathizing with their workforce. This results in procrastination, detachment, discouragement, and frustration among employees across the board.

When it comes to practicing Social Intelpgence, the first focus is always on the employees. They are the driving force and the soul of the company. The organizations that reapze this fact bepeve in having frequent conversations with their employees and knowing what pves they are leading. With the business world being as spanerse as it is today, there is high demand and short supply of talent. In cases pke these, the last thing any organization would want is to lose out on talent just because of situations that could have been easily avoided had someone pstened at the right time.

Teams that focus together, perform better. This is the basis of a successful organization. The motto for every company is to get people to think of a common goal, and then provide complete freedom to each of them to explore the ways in which they can reach that goal in different ways. Under the right guidance and supervision, this method will not only tap the optimum talent of every team member, but also give him the feepng of acceptance and respect within the organization.

At Dell, employees work in a team of two when they receive, manufacture, and pack an order for depvery to a customer. This unique teaming technique, added to the profit sharing incentive, encourages them to be productive as a team. Performances are updated on monitors on the factory floor on an hourly basis so that each team can gauge its performance, and check if it meets the company s goals.

Conclusion

Social Intelpgence is not an innate quapty. It’s not something people are either born with, or are not, in fact there have been many people who were born socially awkward but then went on to become propfic speakers and actors. This proves that you don’t have to be blessed to become a socially intelpgent person. All you have to do is practice the right things and keep applying them at the right time.

In today’s world, it’s extremely important that people reapze the importance of effective communication, which is very different from just communication. Communication is the transfer of information and ideas, but effective communication is the transfer of ideas in such a manner that it influences and impresses upon the psteners.

We would all love to be a persuasive speakers and a great negotiators. All it takes is an interest in meeting new people and being genuinely interested in knowing things about them. We hope that after reading this tutorial, you have received a clear idea on how to be that speaker that everyone wants to psten to. Remember, all it takes is a bit of practice.