Emotional Intelligence Workshops

It’s not the raise that makes them stay. It’s how they’re treated every day. I’ve been studying cultures that retain high-potential employees - especially women - for over a decade. And here’s what I’ve consistently observed: It’s not perks or policies that keep people. It’s how safe they feel to speak. How seen they feel in their work. And how connected they feel to a purpose that matters. Here are 8 practices I’ve seen in workplaces where people actually love showing up: 1. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆 People aren’t happy where they don’t feel safe. Make it okay to speak up, make mistakes, and be human. ✨ FACT: Teams with high psychological safety are 76% more engaged and 50% more productive. (Gallup, 2022) *** 2. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗕𝗶𝗴 𝗪𝗶𝗻𝘀 Recognition isn’t just for outcomes. It’s for effort. It’s for momentum. ✨ FACT: Progress on meaningful work is the #1 motivator for employees. (HBR, “The Progress Principle”) *** 3. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝘆 𝘄𝗶𝘁𝗵 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 Freedom thrives when paired with purpose. Give people space to choose how they work - within clear, values-aligned boundaries. ✨ FACT: Autonomy is one of the top three predictors of job satisfaction. (Deci & Ryan, Self-Determination Theory) *** 4. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗝𝗼𝗯 𝗖𝗿𝗮𝗳𝘁𝗶𝗻𝗴 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗥𝗼𝗹𝗲𝘀 Let people shape their roles around their strengths and curiosity. Purpose isn’t one-size-fits-all. ✨ FACT: Employees who find meaning in their work are 3x more likely to stay. (BetterUp, 2018) *** 5. 𝗗𝗲𝗳𝗮𝘂𝗹𝘁 𝘁𝗼 𝗚𝗲𝗻𝗲𝗿𝗼𝘀𝗶𝘁𝘆 Assume good intent. Offer support freely. Kindness creates psychological surplus - and happier teams. ✨ FACT: High-trust cultures lead to 106% more energy and 76% more engagement. (HBR, “The Neuroscience of Trust”) *** 6. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗵𝗲𝗰𝗸-𝗶𝗻𝘀 Ask: “How are you, really?” Creating space for emotions builds trust, resilience, and deeper connection. ✨ FACT: Companies with emotionally intelligent managers experience employee retention rates up to four times higher than those without. (Engagedly) *** 7. 𝗗𝗲𝘀𝗶𝗴𝗻 𝗳𝗼𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗚𝗿𝗶𝗻𝗱 Challenge people to stretch - but with care. Sustainable growth is fueled by purpose, not pressure. ✨ FACT: Employees who feel they’re growing are 3.6x more likely to be engaged. (LinkedIn Workplace Learning Report, 2022) *** 8. 𝗠𝗮𝗸𝗲 𝗠𝗲𝗮𝗻𝗶𝗻𝗴 𝗩𝗶𝘀𝗶𝗯𝗹𝗲 Connect the dots between what people do and why it matters. Help them see their impact. ✨ FACT: 9 out of 10 employees would trade money for meaningful work. (HBR, 2018) *** A paycheck may get people in the door. But, culture is what makes them stay. And culture is a conscious choice. Which of these feels most alive - or most needed - where you work? 🔁 Repost to help create workplaces led by compassion. 🔔 Follow Bhavna Toor for more on conscious leadership.

Disengagement is at an all-time high, and it’s not because leaders don't care. It’s because they're trying to lead with a playbook that's out of date. For decades, leaders were rewarded for control, hierarchy, and efficiency. But today's teams are hybrid, employees demand purpose, and mental health needs are on the rise. The old model of a leader who has all the answers—and must lead with the voice of a Covey or a Gladwell—is dead. And although we have modern voices like Sinek and Grant, the new model requires you to find your own voice and lead with authenticity. 𝐒𝐨, 𝐰𝐡𝐚𝐭 𝐝𝐨𝐞𝐬 𝐭𝐡𝐞 𝐧𝐞𝐰 𝐩𝐥𝐚𝐲𝐛𝐨𝐨𝐤 𝐫𝐞𝐪𝐮𝐢𝐫𝐞? ✅ Psychological Safety as the foundation, not the afterthought. Practical application: Start a meeting by sharing a mistake you made recently and what you learned from it. This shows your team that vulnerability is a strength, not a weakness. Also, normalize learning moments. When a mistake happens, say: “Great catch. What did we learn? What’s something we can do to prevent this from happening in the future?” ✅ Emotional intelligence is a core strength skill, not a “soft” one. Practical application: Before reacting to a stressful situation or email, take a 60-second pause. Ask yourself, "What emotion am I feeling right now, and why?" This helps you choose a response instead of just reacting. ✅ Clear boundaries and open communication that protect both leaders and their teams. Practical application: Create response windows (e.g., Slack = 4 business hours, email = 24), after-hours rules, escalation ladder, and which channels to use for what. Clarify "on" and "off" hours by setting your team's expectation: "I won't send non-urgent emails after 6 p.m., and I don't expect you to respond to mine after hours either." ✅ Culture that grows from daily behavior, not one-off initiatives. Practical application: In your next one-on-one, ask, "What’s one thing I can do to make your work life easier this week?" This small act demonstrates that you value their well-being and are committed to supporting them. Leaders who adapt aren't just retaining their best people. They’re creating workplaces where creativity, innovation, and performance flow naturally. Which of these "new playbook" requirements do you think is the most challenging for leaders to adopt today? What shift do you think is most urgent for leaders right now? #emotionalIntelligence #leadership #psychologicalSafety

In the last 9 years of training and facilitating professional groups, I’ve learnt that delivering a workshop is not just about sharing knowledge — it’s about orchestrating an experience for the participants which open up avenues for them to draw insights for themselves. Each moment calls for a different hat, and knowing which hat to wear and when is what transforms a session from good to great. I swiftly change my hats when in a workshop, these are some of the roles that I take up often- The Storyteller — When concepts feel abstract, stories bring them to life. A personal anecdote, a metaphor, or a well-timed parable can make ideas unforgettable. Stories ignite emotions, and emotions drive transformation. The Subject Matter Expert (SME) — There are moments when authority is essential. As the SME, I distill complex ideas into simple, relatable insights. Here, precision, clarity, and confidence reign supreme. The Energizer — Energy dips are inevitable, but as the energizer, I inject the room with enthusiasm. It might be an icebreaker, a playful activity, or simply a shift in tone. Momentum matters. The Actor (Theatre in Training) — Embodying a persona makes the experience visceral for participants, encouraging them to confront and solve real-world challenges. The Coach — Not every insight can be taught; some must be discovered. Here, I shift to a coach’s hat — listening deeply, asking probing questions, and letting participants arrive at their own 'aha' moments. This is where ownership of learning happens. The Mindfulness Guide — In moments of overwhelm or tension, I pause and guide participants to reconnect with presence and calm. Silence, breathing exercises, or reflection time are more powerful than many realize. The Detective — Every group is different. I watch for non-verbal cues, unspoken tensions, and subtle resistance. Identifying these dynamics early allows me to tailor the approach on the fly. The Facilitator of Dialogue — No trainer is the sage on the stage, it is essential to harness the group's wisdom. The Challenger — Growth doesn’t happen in comfort zones. As the challenger, I nudge participants to step beyond their limits, question assumptions and see new perspectives. The Motivator — At the end of the day, every participant needs to leave inspired. I remind them of their potential, highlight their wins, and leave them with a sense of possibility. Each of these roles is a hat I wear with intention, but to serve the participants' growth. Essence is not in wearing every hat at once; it’s about knowing which one to wear at the right time. #CorporateTraining #MasterFacilitator #Storytelling #LeadershipDevelopment #LearningAndDevelopment #Coaching #FacilitationSkills #HumanToHuman #facilitation #workshop #session #softskills #BehaviouralTraining #Training Women's Web LinkedIn for Learning

The Critical Role of Emotional Intelligence in Hiring and Staff Development In today's fast-paced, ever-evolving business landscape, technical skills alone are not enough to drive success. Having led a recruitment company for over 28 years, I have seen firsthand how Emotional Intelligence (EQ) has emerged as a pivotal factor in hiring and developing staff, shaping not just individual careers but the very fabric of organisational culture. Why EQ Matters in Hiring: 1. Enhanced Collaboration:Employees with high EQ excel in teamwork. They navigate interpersonal dynamics with ease, fostering a collaborative environment that boosts collective productivity. 2. Effective Communication:High EQ individuals communicate with clarity and empathy. They are adept at understanding and addressing the needs and concerns of colleagues and clients alike. 3. Resilience and Adaptability: Emotionally intelligent employees handle stress and adapt to change more effectively, ensuring stability and sustained performance even in challenging times. 4. Leadership Potential: EQ is a cornerstone of effective leadership. Identifying candidates with strong emotional intelligence can help in nurturing future leaders who inspire and motivate their teams. Why EQ Matters in Staff Development: 1. Improved Workplace Relationships: Developing EQ in staff enhances their ability to manage conflicts, build stronger relationships, and contribute to a positive work environment. 2. Increased Employee Engagement: Employees with higher EQ are more engaged and committed. They are capable of aligning their personal goals with organisational objectives, driving mutual growth. 3. Enhanced Performance: EQ development leads to better self-awareness and self-regulation, allowing employees to perform at their best and continuously improve. 4. Fostering Innovation: Emotional intelligence encourages a culture of open communication and psychological safety, where creativity and innovation can thrive. Albert Einstein famously defined madness as doing the same thing over and over again and expecting different results. Is it time to rethink what factors determine if someone is suitable for a role? Incorporating EQ into hiring and development strategies isn't just a trend - it's a necessity. By prioritising emotional intelligence, we build resilient, adaptable, and empathetic teams that are equipped to tackle the challenges of the modern business world. Let’s invest in EQ and watch our people and organisations grow from good to great. #leadership #emotionalintelligence #hiring #emotionsmatter John Dare Jen W. Jessica Aghdam Scott Dare Emotous

Ignoring this one skill is the fastest way to lose great people. ❌Not talent. ❌Not strategy. ❌Not even funding. ✅ It’s Emotional Intelligence And without it, leaders fail. Quietly at first. Then all at once. Yet most organizations still treat EQ like a “nice to have.” That’s a mistake. Because EQ isn’t just soft. ✅It’s smart. ✅It’s strategic. ✅And it’s essential. Companies that invest in emotional intelligence don’t just create better workplaces. They see real returns up to 1484% ROI, according to Psychology Today. If you’re building a culture that lasts, start here are 5 EQ models every leader should know and use. 1/ Goleman’s EI Model → Builds the foundation of self-awareness and relational leadership ✅Use it to: Reflect on your triggers and manage your emotional responses in high-stakes situations. 2/ Mayer-Salovey-Caruso Model → Proves EQ isn’t fixed. It’s trainable ✅Use it to: Practice recognizing, understanding, and influencing emotions—yours and others’—through structured feedback. 3/ Bar-On’s ESI Model → Helps balance personal and social competencies for team impact ✅Use it to: Build stronger team dynamics by identifying areas like impulse control, empathy, and decision-making. 4/ Six Seconds Model → Makes EQ practical for daily decisions and tough conversations ✅Use it to: Slow down, pause, and choose your response instead of reacting on autopilot. 5/ Plutchik’s Wheel of Emotions → Builds emotional literacy to navigate complexity with clarity ✅Use it to: Decode layered emotions in yourself and your team, especially during conflict or change. Which one resonates most with your leadership style? ♻️ Repost to help more leaders make EQ a priority 👤 Follow Utkarsh Narang for more insights on human-centered leadership and real growth

EQ-i 2.0 and EQ 360°. As professionals and #leaders navigate the complexities of the modern workplace, the significance of Emotional Intelligence is beyond doubt. EI/EQ plays a crucial role in the success of an individual and the #organization. Understanding and harnessing #emotionalintelligence can lead to improved communication, better relationships, enhanced decision-making, effective stress management and increased productivity. On ‘World Emotional Intelligence Day’, as a globally certified EQ Assessor, I am sharing deatils of ‘EQ-i 2.0 and EQ 360°’, a great tool for EI/EQ Assessment. One of the most widely used tools for assessing emotional intelligence is the EQ-i 2.0 and EQ 360° Assessment developed by Multi-Health Systems (MHS). It comprises 5 key parameters and 15 sub-parameters that contribute to the assessment of an individual’s and even team's or group's emotional intelligence. 1️⃣ SELF-PERCEPTION: - Self-Regard - Self-Actualization - Emotional Self-Awareness 2️⃣ SELF-EXPRESSION: - Emotional Expression - Assertiveness - Independence 3️⃣ INTERPERSONAL: - Interpersonal Relationships - Empathy - Social Responsibility 4️⃣ DECISION MAKING: - Problem Solving - Reality Testing - Impulse Control 5️⃣ STRESS MANAGEMENT: - Flexibility - Stress Tolerance - Optimism The EQ-i 2.0 assessment provides a detailed report on an individual’s emotional intelligence, highlighting strengths and areas for development. Additionally, the EQ 360° assessment collects feedback from an individual’s peers, supervisors, and direct reports, providing a comprehensive view of their emotional intelligence from multiple perspectives. The reports generated include: - EQ-i 2.0 Individual Report - EQ-i 2.0 Leadership Report - EQ 360° Individual Feedback Report - EQ 360° Leadership Feedback Report Organizations can consider prioritizing EQ assessments in their #leadership and #organizationdevelopment strategies. It allows for targeted development initiatives that can enhance communication, collaboration, and overall performance. By fostering emotional intelligence, we can create more resilient, empathetic, and effective leaders who can lead their teams to greater heights of success. Let us all strive to cultivate emotional intelligence and create a more inclusive and emotionally intelligent workplace for a brighter future. I will conclude by saying, “Ability to recognize, understand, manage, and express emotions effectively is the real game changer. Be emotionally intelligent. It matters” (Write to me if you seek information or services on EQ Assessment.) #emotionalquotient #ei #eq #selfawareness Multi-Health Systems Inc. (MHS) Dr. Ragland Thomas G, PhD

How I learned to sail through emotional waves? Let me tell you a story. Imagine walking through a bustling city street, surrounded by the chaos of honking cars and rushing pedestrians. Amidst this noise, there's a street performer, calmly playing a violin. You wonder, "How can she stay so composed in this madness?" This scene mirrors our emotional landscape. We often find ourselves in the midst of emotional chaos, struggling to maintain our composure. Here's how I navigated these turbulent waters. On a particularly overwhelming day, I discovered a simple but powerful technique. I did a forward bend, like a tree bowing to the wind, and breathed deeply. It was like finding a quiet corner in a noisy room. This act, so simple, helped activate a sense of calm within me. Then, I focused on my breathing, especially making my exhales longer than my inhales. But the true journey was in understanding my emotions. It's like being a detective in your own mind, unraveling the mysteries of your feelings. I learned to ask myself: 💁♀️ What sparked this emotion? 💁♀️ What thoughts are swirling in my head? 💁♀️ How is my body reacting? 💁♀️ What am I doing in response? 💁♀️ What do I feel like doing? By answering these, I could see my emotions in a new light, like uncovering hidden layers of a painting. It wasn't just about feeling better in the moment; it was about truly understanding the emotional tides within me. Emotional regulation, I realized, is like learning to sail in stormy seas. At first, the waves might toss you around, but with practice, you learn to navigate them, to find your balance and direction. So, the next time you see someone and think, "How are they so calm?" remember, they might just be a skilled sailor in the ocean of emotions. #thegirlwithredbindi

As a manager, your role extends far beyond just overseeing tasks and hitting targets; you're also a steward of your team's mental health. Here's how you can play a pivotal part in fostering a mentally healthy work environment: 1. Be a Role Model for Mental Health: - Your Behaviour Sets the Tone: Model healthy work-life balance. If you're always working late or skipping breaks, your team might feel pressured to do the same. - Share Your Own Journey: Speaking openly about your own mental health challenges can de-stigmatise the topic and encourage others to do the same. 2. Encourage Open Conversations: - Normalise Mental Health Talks: Make mental health a regular part of your discussions. This could be as simple as starting meetings with a brief check-in on how everyone is feeling. - Create Safe Spaces: Ensure that your team knows that discussing mental health will be met with support, not judgment. This might involve training on how to handle such conversations sensitively. 3. Provide Resources and Support: - Know Your Resources: Be aware of and communicate the mental health resources available, whether it's an Employee Assistance Program (EAP), counseling services, or mental health days. - Facilitate Access: Help employees access these resources by simplifying processes or even walking them through the first steps if necessary. 4. Monitor Workload and Stress: - Balance Workload: Keep an eye on workload distribution to ensure no one is consistently overwhelmed. Use tools to manage tasks and projects efficiently. - Intervene Early: If you notice signs of stress or burnout, step in. Offer support, perhaps adjust responsibilities temporarily, or suggest taking time off. 5. Promote Work-Life Balance: - Encourage Time Off: Make it clear that taking vacation time or sick leave for mental health is encouraged, not frowned upon. - Flexible Working: When possible, offer flexible hours or remote work options to help employees manage personal commitments alongside work. 6. Educate Yourself and Your Team: - Training: Invest time in mental health training for yourself and your team. Understanding mental health issues can lead to a more supportive workplace culture. - Awareness Campaigns: Participate in or initiate mental health awareness campaigns that can educate and open up dialogue. Implement a simple, anonymous survey or a brief one-on-one where you ask team members about their stress levels and how supported they feel. Use this feedback to make informed changes. Let’s create space where people can manage their mental health without feeling pressure to be something else. The more we talk the more this decreases. #mentalhealth #leadership #managerenablement

𝐍𝐞𝐱𝐭 𝐏𝐥𝐚𝐲 𝐌𝐞𝐧𝐭𝐚𝐥𝐢𝐭𝐲: 𝐂𝐨𝐩𝐢𝐧𝐠 𝐖𝐢𝐭𝐡 𝐌𝐢𝐬𝐭𝐚𝐤𝐞𝐬 As a sport psychologist, I often talk to athletes about coping with negative emotions following an error (e.g., dropped ball, misplaced pass, or a missed penalty), and how their reaction to mistakes is very important. It is important that athletes (and people) don't dwell on mistakes when they are still in the performance situation - reflection can occur later - and manage their emotions quickly to continue performing so that one mistake does not impact the remainder of the performance. This allows them to prepare for the next play or involvement. This video highlights why this is so important - Ronaldo fails to score from a free kick, outside the box, and within a matter of seconds, he has another opportunity to score. If athletes dwell too on a mistake or a setback and don't cope effectively with negative emotions, they may not be ready for their next opportunity. I have researched coping and coping effectiveness among elite athletes for over twenty years, but this is the first time I have considered the speed at which a person can alleviate negative emotions to be critical. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗘𝗺𝗼𝘁𝗶𝗼𝗻-𝗙𝗼𝗰𝘂𝘀𝗲𝗱 𝗖𝗼𝗽𝗶𝗻𝗴? Coping strategies used to regulate emotional distress during a stressful episode are considered emotion-focused coping strategies (Lazarus & Folkman, 1984). 4️⃣ 𝗦𝘁𝗲𝗽𝘀 𝘁𝗼 𝗖𝗼𝗽𝗲 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝘄𝗶𝘁𝗵 𝗡𝗲𝗴𝗮𝘁𝗶𝘃𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗗𝘂𝗿𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 1️⃣ Recognise how you feel after a stressful incident (i.e., lost point, poor shot, or wrong call from an official). 2️⃣ Accept this feeling. 3️⃣ Deploy an appropriate emotion-focused coping strategy. This will depend on what has happened and the time available to cope, but it could include any of the following:  🌬️ Deep Breathing 🖼️ Re-evaluate or reframe the situation 🙂 Forgive yourself for a mistake 💬 Engage in self-talk 👥 Seek social support 4️⃣ Generate a challenge state to create a positive emotion. Research has shown that challenge states can cause positive emotions (Thompson et al., 2020). Do this by: Focus on what you want to happen during the next point or next play and how you will achieve this. Reference. Mark Thompson PhD, John Toner, John Perry, Rachel Burke, PhD, & Adam Nicholls. (2020). Stress appraisals influence athletic performance and psychophysiological response during 16.1 km cycling time trials. Psychology of Sport & Exercise, (2020), 101682.

The toughest meeting you’ll ever attend…. is with your own mind. Ask yourself, if your mind were to be your most critical direct report - how well would it be performing today? In the workplace, do you experience? That “urgent” email makes your heart race before lunch. You snap at a teammate over something tiny and regret it for hours. You binge-scroll LinkedIn during focus time… while telling yourself you’re “strategizing.” Neuroscience says: your prefrontal cortex (decision-making brain) is like a muscle. Stress, lack of sleep, and distraction weaken it. So yes - your self-management literally depends on how you feed your brain, rest it, and flex it. Ancient Indian wisdom from The Bhagavad Gita (6.5) says: उद्धरेदात्मनात्मानं नात्मानमवसादयेत् । आत्मैव ह्यात्मनो बन्धुरात्मैव रिपुरात्मन: ॥ ५ ॥ 𝘶𝘥𝘥𝘩𝘢𝘳𝘦𝘥 𝘢𝘵𝘮𝘢𝘯𝘢𝘵𝘮𝘢𝘯𝘢𝘮 𝘯𝘢𝘵𝘮𝘢𝘯𝘢𝘮 𝘢𝘷𝘢𝘴𝘢𝘥𝘢𝘺𝘦𝘵 𝘢𝘵𝘮𝘢𝘪𝘷𝘢 𝘩𝘺 𝘢𝘵𝘮𝘢𝘯𝘰 𝘣𝘢𝘯𝘥𝘩𝘶𝘳 𝘢𝘵𝘮𝘢𝘪𝘷𝘢 𝘳𝘪𝘱𝘶𝘳 𝘢𝘵𝘮𝘢𝘯𝘢𝘩 “𝗢𝗻𝗲 𝗺𝘂𝘀𝘁 𝗲𝗹𝗲𝘃𝗮𝘁𝗲, 𝗻𝗼𝘁 𝗱𝗲𝗴𝗿𝗮𝗱𝗲, 𝗼𝗻𝗲𝘀𝗲𝗹𝗳 𝗯𝘆 𝗼𝗻𝗲’𝘀 𝗼𝘄𝗻 𝗺𝗶𝗻𝗱.” Translation for 2025 workplaces? You are your first responsibility. Before delegating, reporting, or leading - make sure you’re leading yourself. Self-regulation isn’t a soft skill; it’s the foundation of resilience, clarity, and ethical decision-making. Practical takeaways: 𝗣𝗮𝘂𝘀𝗲 𝗯𝗲𝗳𝗼𝗿𝗲 𝗿𝗲𝘀𝗽𝗼𝗻𝗱𝗶𝗻𝗴: Even 3 deep breaths can reset the amygdala. 𝗟𝗮𝗯𝗲𝗹, 𝗱𝗼𝗻’𝘁 𝗳𝘂𝘀𝗲: “I’m frustrated” ≠ “This project is doomed.” 𝗘𝗻𝗲𝗿𝗴𝘆 𝗼𝘃𝗲𝗿 𝘁𝗶𝗺𝗲: Protect your focus blocks like a sacred asset. 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗱𝗮𝗶𝗹𝘆: 10 minutes of journaling can sharpen the “muscle” that guides all other actions. Your mind is your most powerful asset. Tame your mind or it'll run you ragged in every meeting, email and decision. #selfregulation #resilience #leadingself #sanjivani