Soft Skills & Emotional Intelligence

I Can Spot a Great Candidate in 30 Seconds - Without Looking at Their Resume. At Vicco Laboratories, the first few interview rounds are handled by our HR and leadership team. They assess skills, experience, performance history - all the standard checkboxes. But when someone reaches my room, I’m not evaluating capability. I’m evaluating character. Because skills can be trained. Character can’t. So in the final round, I deliberately observe three things before we even get into formal questions: 𝐓𝐫𝐚𝐢𝐭 1: 𝐇𝐨𝐰 𝐓𝐡𝐞𝐲 𝐓𝐫𝐞𝐚𝐭 𝐭𝐡𝐞 𝐒𝐦𝐚𝐥𝐥𝐞𝐬𝐭 𝐏𝐞𝐫𝐬𝐨𝐧 𝐢𝐧 𝐭𝐡𝐞 𝐑𝐨𝐨𝐦 Before they enter, I always ask our receptionist to make them wait for a few minutes. Not to trouble them — but to observe: Do they greet her or ignore her? Do they show gratitude or entitlement? Do they smile or stay blank? Do they thank her when being called in? If someone is only respectful upwards, they’re not fit for leadership. 𝐓𝐫𝐚𝐢𝐭 2: 𝐇𝐨𝐰 𝐓𝐡𝐞𝐲 𝐇𝐚𝐧𝐝𝐥𝐞 𝐒𝐢𝐥𝐞𝐧𝐜𝐞 During the conversation, I pause intentionally. A great candidate: Doesn’t panic when things go quiet Holds eye contact without overcompensating Thinks before responding, instead of rushing to impress Silence is a pressure test.  Silence exposes a person’s comfort with themselves. And self-assured people make better decisions under pressure. 𝐓𝐫𝐚𝐢𝐭 3: 𝐖𝐡𝐞𝐭𝐡𝐞𝐫 𝐓𝐡𝐞𝐲 𝐀𝐬𝐤 “𝐖𝐡𝐚𝐭 𝐂𝐚𝐧 𝐈 𝐆𝐢𝐯𝐞 𝐭𝐨 𝐕𝐢𝐜𝐜𝐨”, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 “𝐖𝐡𝐚𝐭 𝐖𝐢𝐥𝐥 𝐈 𝐆𝐞𝐭?” I watch closely when compensation and responsibilities are discussed. If the questions are only about salary, perks and timings, they’re employees. If they ask about learning culture, values, decision-making structure…they are already thinking as an owner. I’ll always choose alignment over achievement. So if you’re ever preparing for your final round anywhere — don’t just prepare your resume. Prepare your presence. Because long after your words fade, your character stays in the room. Sanjeev Pendharkar  Just sharing what I’ve learnt #values #business #hiring #hr #decisionmaking #cv #leadership #skills

One skill separates great communicators from average ones: Perspective-taking. The ability to see things from someone else’s point of view. But most people do it wrong. Here’s how to do it right, especially when you’re leading or being led: When you’re the boss, persuading down: You’re trying to convince Maria on your team to do something different. She’s pushing back. Your instinct might be to assert your authority. But that’s a mistake. Here’s why… Research shows: The more powerful you feel, the worse your perspective-taking becomes. More power = less understanding. So if you want to persuade Maria, don’t lean into your title. Do the opposite: dial your power down, just briefly. Try this: Before the next conversation, remind yourself: Maria has power too. I need her buy-in. Maybe she sees something I don’t. Lower your feelings of power to raise your perspective. From that place, ask: → What does she see that I’m missing? → What might be in her way? → What’s a win-win outcome? That shift changes the entire dynamic. Instead of steamrolling, you’re collaborating. And that’s how you earn trust and results. Now flip it. You’re the employee persuading your boss. It’s a high-stakes moment. You’re nervous. So do you appeal to emotion? No. Drop the feelings. Focus on interests. Here’s the key question: “What’s in it for them?” Not how you feel. Not your big dream. → Will it save time? → Improve performance? → Help them hit their goals? Make it about their world, not yours. Why? Because every boss has a mental shortcut: → Does this employee make my life easier or harder? Be the person who brings clarity, ideas, and upside. Not complaints, drama, or friction. In summary: → Persuading down? Dial down your power to see clearer. → Persuading up? Focus on their interests, not your emotions. Perspective-taking is a superpower, if you learn how to use it. Now practice, practice, practice.

I was shadowing a coaching client in her leadership meeting when I watched this brilliant woman apologize six times in 30 minutes. 1. “Sorry, this might be off-topic, but..." 2. “I'm could be wrong, but what if we..." 3. “Sorry again, I know we're running short on time..." 4. “I don't want to step on anyone's toes, but..." 5. “This is just my opinion, but..." 6. “Sorry if I'm being too pushy..." Her ideas? They were game-changing. Every single one. Here's what I've learned after decades of coaching women leaders: Women are masterful at reading the room and keeping everyone comfortable. It's a superpower. But when we consistently prioritize others' comfort over our own voice, we rob ourselves, and our teams, of our full contribution. The alternative isn't to become aggressive or dismissive. It's to practice “gracious assertion": • Replace "Sorry to interrupt" with "I'd like to add to that" • Replace "This might be stupid, but..." with "Here's another perspective" • Replace "I hope this makes sense" with "Let me know what questions you have" • Replace "I don't want to step on toes" with "I have a different approach" • Replace "This is just my opinion" with "Based on my experience" • Replace "Sorry if I'm being pushy" with "I feel strongly about this because" But how do you know if you're hitting the right note? Ask yourself these three questions: • Am I stating my needs clearly while respecting others' perspectives? (Assertive) • Am I dismissing others' input or bulldozing through objections? (Aggressive) • Am I hinting at what I want instead of directly asking for it? (Passive-aggressive) You can be considerate AND confident. You can make space for others AND take up space yourself. Your comfort matters too. Your voice matters too. Your ideas matter too. And most importantly, YOU matter. @she.shines.inc #Womenleaders #Confidence #selfadvocacy

Conflict is inevitable. Emotional intelligence is the antidote. This “conversation guide” is a blueprint for emotional intelligence in action. ✅ Every step here reflects self-awareness, empathy, impulse control, and respect for others’ perspectives — the core pillars of EQ. ✅ Difficult conversations often go wrong not because of what we say, but how and when we say it. ✅ Mastering these skills turns conflict into collaboration. ✅ You create safety, preserve dignity, and move toward solutions — not stand-offs. Bottom line: 🧠 The emotionally intelligent leader doesn’t avoid hard conversations because they know how to have them well. That’s where trust is built, relationships deepen, and real progress happens. Give it another read, and tell me what you think... HOW TO MASTER DIFFICULT CONVERSATIONS 1️⃣ Timing Matters ❌ Don’t ambush someone when they’re stressed or busy. ✅ “Can we find a time that works for both of us?” 2️⃣ Starting With Empathy, Not Ego ❌ Don’t jump in with blame or judgment. ✅ Begin by acknowledging their perspective and emotions. 3️⃣ Staying Steady, Not Reactive ❌ Don’t snap back or shut down. ✅ “Okay, I hear you. Can you help me understand what happened?” 4️⃣ Tackling It Early ❌ Don’t let negative feelings fester. ✅ Bring up issues when they’re still small. 5️⃣ Creating The Right Setting ❌ Don’t have tough talks in public or around peers. ✅ “Mind if we step aside and talk in private for a minute?” 6️⃣ Focusing On The Issue ❌ Don’t bring up past grudges or performance issues. ✅ Stay on topic and address one concern at a time. 7️⃣ Finding Common Ground ❌ Don’t frame the conversation as “winning” vs. “losing.” ✅ “We both want [X] by [date and time], right?” 8️⃣ Accepting Responsibility ❌ Don’t deflect or minimize your role in the situation. ✅ “I could’ve handled that better — my bad.” 9️⃣ Avoiding Absolutes ❌ Don’t use words like “always,” “never,” or “impossible.” ✅ Recognize nuance and exceptions to patterns. 🔟 Offering Solutions ❌ Don’t just present problems without plans for moving forward. ✅ “Here’s what I think could help... what do you think?” --- ♻️ Repost if this resonates. ➕ Follow Travis Bradberry for more and sign up for my weekly LinkedIn newsletter. Do you want more like this? 👇 📖 My new book, "The New Emotional Intelligence" is now 10% off on Amazon and it's already a bestseller.

When Mary Barra took over GM's HR department, she found a 10-page dress code policy. She replaced all 10 pages with just two words: "Dress appropriately." The HR team panicked. A senior director sent an angry email demanding more detailed rules. But Barra held firm. When the director called to complain that his team wore jeans to government meetings, she didn't cave. Instead, she told him: "Have a conversation with your team." Two weeks later, he called back excited. His team had solved it themselves...they'd keep dress pants in their lockers for important meetings. Here's what happened across GM: 1. Managers started making decisions instead of following rulebooks 2. Employee engagement improved as people felt trusted 3. Bureaucracy dropped as leaders focused on outcomes, not compliance Barra realized: "If they can't handle 'dress appropriately,' what other judgment decisions are they not making?" She built a culture where thinking mattered more than rule-following. Most companies write longer policies to avoid problems. Mary wrote shorter ones to create leaders.

85% feel anxious stepping in front of an audience. And that’s perfectly normal. But here’s the thing: Leadership isn’t about having the loudest voice – it’s about commanding attention with confidence and clarity. Here’s how to do exactly that - even if speaking in public makes you nervous: 🔹 Grab Attention Fast You only get 10 seconds before people switch off. Skip the “Thanks for having me.” Lead with something bold, surprising, or personal. 👉 Example: “Everything you believe about leadership? It’s likely wrong.” 🔹 Command the Stage Your non-verbal cues speak before you open your mouth. Stand upright, hold eye contact, and pause intentionally. This signals authority - even if you’re nervous inside. 🔹 Slow Down and Stay Clear Anxious speakers often race through words. Slow down. Keep sentences sharp and pause often.  Remember: Impactful communication is about connection, not perfection. 🔹 Create Interaction, Not a Performance Forget memorizing scripts. Instead, invite your audience into the conversation.  👉 Example: “Who here has faced this challenge before?” 🔹 Leverage the BMW Principle True confidence = Body + Mind + Words working in harmony. BODY: Breathe, ground yourself, and use meaningful gestures. MIND: Focus on serving your audience, not impressing them. WORDS: Be clear, avoid fillers, and embrace pauses. 👉 Example: Before stepping up, pause, ground your feet, and remind yourself – they need this message. 🔹 Handle Q&A Like a Leader Q&A often derails weak communicators.  Use the ABC Technique to stay on message: A: Answer briefly. B: Bridge to your key point. C: Communicate with clarity. 🔹 Close with Impact Too many talks fade at the end. Be intentional. End with a single clear takeaway and inspire action.  👉 Example: “If you remember one thing — let it be this: [insert key idea here].” Leadership isn’t about loving public speaking. It’s about making people listen. 💡 What’s your best tip for owning the room? Share it below ⬇️ 📌 Follow me, Oliver Aust, for daily leadership communication insights that make people listen.

"Feedback is a gift. It's an opportunity to learn and grow" At Google, we believe in the power of feedback to drive improvement. Sometimes feedback can be tough to hear. But taking the time to unpack it, understand the perspective, and reflect on it is crucial. Why feedback matters: - It reveals blind spots we cannot see ourselves - It accelerates learning by shortcutting trial and error - It demonstrates that others are invested in your success - It creates alignment between perception and reality How to receive feedback effectively: 1. Approach with curiosity, not defensiveness When receiving feedback, your first reaction might be to justify or explain. Instead, listen deeply and ask clarifying questions: "Can you give me a specific example?" or "What would success look like to you?" 2. Separate intention from impact Remember that well-intentioned actions can still have unintended consequences. Focus on understanding the impact rather than defending your intentions. 3. Look for patterns across multiple sources Individual feedback may reflect personal preferences, but patterns across multiple sources often reveal genuine opportunities for growth. 4. Prioritize actionable insights Not all feedback requires action. Evaluate which points will have the greatest impact on your effectiveness and focus your energy there. 5. Follow up and close the loop Demonstrate your commitment by acknowledging the feedback, sharing your action plan, and following up on your progress. Creating a feedback-rich environment: - Model vulnerability by asking for feedback yourself - Recognize and celebrate when people implement feedback successfully - Make it routine through structured check-ins rather than waiting for formal reviews At Google, we've learned that organizations with robust feedback cultures innovate faster, adapt more quickly to market changes, and build more inclusive workplaces. Let's commit to seeing feedback not as criticism but as a valuable investment in our collective future. The discomfort is temporary, but the growth is lasting. #motivation #productivity #mindset

Either you control it, or it will control you! Our bodies and minds have limits, and ignoring the need for rest can lead to significant consequences. When we push ourselves too hard without taking regular breaks, we risk burnout, decreased productivity, and health problems. This forced downtime often occurs at the worst possible moments, disrupting our personal and professional lives. So, please: Schedule Regular Breaks: Integrate short breaks into your daily routine. For example, use the Pomodoro Technique—work for 25 minutes, then take a 5-minute break. After four cycles, take a longer break of 15-30 minutes. Prioritise Sleep: Ensure you get 7-9 hours of sleep each night. Good sleep hygiene, such as a regular bedtime and limiting screen time before bed, can improve sleep quality. Take Vacations: Plan and take regular vacations to recharge. Even short getaways can significantly impact your mental and physical health. Listen to Your Body: Pay attention to signs of fatigue, stress, and burnout. If you feel overwhelmed, take a step back and rest, even if it's just for a few hours. Incorporate Wellness Activities: Engage in activities that promote relaxation and well-being, such as exercise, meditation, hobbies, or spending time in nature. Set Boundaries: Learn to say no and set boundaries to protect your time and energy. Avoid overcommitting and ensure you have time for rest and recovery. By proactively scheduling breaks and prioritising self-care, you can maintain your health, enhance productivity, and avoid inconvenient and disruptive forced breaks.

The Olympics have nailed their marketing without us realising 🥊🏅 I thought it was strange that the Olympics were starting on Friday, but I’d seen very little advertised. Anyone else? And then it hit me, whilst watching Sprint (my third newly added sports documentary on Netflix this weekend) & finding myself googling the dates of the athletes’ events at Paris, that I’d been indirectly marketed to in the most genius way. Here’s why, and more importantly, here’s why it worked: 1️⃣ Meeting the Audience Where They Are The Olympics faced a challenge: how to engage a generation that doesn’t watch mainstream TV. So, they went straight to where their audience spends time – streaming platforms. 85% of Gen Z and millennials prefer streaming over traditional TV. By launching multiple compelling sports docuseries on Netflix, they met their audience exactly where they are. 2️⃣ No Ads, Just Stories Research shows that storytelling is the most powerful tool in marketing – it's 22 times more memorable than facts alone. When you tell a story, you engage your audience’s emotions, and that connection is invaluable. It's this emotional engagement that turns viewers into fans and casual watchers into passionate supporters. No CTAs, no tracked links, just pure wonderful emotional storytelling at its finest. 3️⃣ Creating Emotional Investment These docuseries pull you into the personal lives of top athletes. You follow their journeys, their struggles, and their triumphs, right up to the competition before the Paris Olympics. This emotional investment is powerful. Suddenly you’re not only aware of these athletes in various disciplines, you’re invested in their success. 4️⃣ Building Anticipation By ending these stories on a cliffhanger, they’ve done something brilliant – they’ve made you care. You’re not just a spectator anymore; you’re invested in seeing these athletes win. And the next episode? Well that will be streamed live from Paris on mainstream TV. I know I’m not alone in wanting to see how these stories end. 5️⃣ Perfect Timing Timing is everything in marketing, and the Olympics nailed it. By launching these docuseries right before the games, they’ve ensured the stories are fresh in our minds. This makes the athletes' journeys a cultural talking point and keeps the Olympics top of mind. Strategic timing like this makes the content memorable and maximises its impact. Here’s the lesson: To truly engage your audience, focus on storytelling. Create narratives so compelling, people can’t help but follow along. Make them care about the outcome. When your audience is emotionally invested, they’re not just watching – they’re rooting for you. This weekend reminded me why I love marketing. It's not just about selling a product; it's about creating connections, inspiring emotions, and telling stories that resonate. So, next time you’re crafting your strategy, ask yourself: are you telling a story your audience will care about? I’m sold. Who’s watching?

Recognizing real-time feelings based on video inputs is a complex task that falls under the domain of affective computing or emotion recognition based on AI. How would you rate this one? There are several approaches that can be employed to recognize emotions from video data: Facial expression analysis: This involves extracting facial features from the video frames and analyzing them to identify emotional states. Deep learning techniques, such as convolutional neural networks (CNNs) or recurrent neural networks (RNNs), can be trained on large datasets of labeled facial expressions to recognize emotions. Body language analysis: Emotions can also be inferred from body movements and gestures. Pose estimation algorithms can be used to track and analyze body postures, gestures, and movements to recognize emotional cues. Multimodal analysis: Combining information from multiple modalities, such as facial expressions, body language, speech, and audio cues, can enhance emotion recognition. This can involve training models that integrate data from different sensors and modalities to capture a broader range of emotional signals. While significant progress has been made in emotion recognition, achieving accurate and reliable real-time emotion recognition solely from video inputs is still an ongoing area of research and development. #innovation #ai