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CC Teambuilding Workshop Givaudan Final version

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Practice how to:

Build Trust and Collaboration

Give Encouraging Feedbacks

Take a step back to perform and manage under high pressure

Build self-awareness and understand others (Me and We)

Initiate individual and team visions.  Yarigai at the workplace

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1.	What are the strengths of your team? 

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1.	What are the strengths of your team? 

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2.	What would improve your team’s culture?

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2.	What would improve your team’s culture?

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3.	What skills would you like your team to develop?

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3.	What skills would you like your team to develop?

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If YOU could acquire or improve ONE (people/team) skill as a result of this training, what would it be?

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If YOU could acquire or improve ONE (people/team) skill as a result of this training, what would it be?

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The Hand Model of the Brain

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Dr. Dan Siegel's Hand Model of the Brain

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Core Qualities and the Core Quadrant® by Daniel Ofman

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May 17, 2021, 5:00 a.m. ET

Credit... Nathalie Lees

Today, ask yourself "How are you, really?" Think before you answer. Find a word that describes exactly what you're feeling. Unsettled? Energetic? Delighted? Frazzled? (Avoid standard answers like "good," "fine," or "OK.") Emotions are brain messengers, and studies show that regularly labeling your emotions and creating a "feeling vocabulary" is good for your health.

For many of us, emerging from pandemic life has created a flurry of new emotions. A large body of research shows that labeling these emotions - something scientists call "affect labeling" - can calm your brain and reduce stress.

But psychologists say that many people make the mistake of trying to ignore negative feelings rather than acknowledging them.

"We think labeling the emotion will cause us to focus on it and accentuate it," said Matt Lieberman, professor of psychology at the University of California, Los Angeles, and author of the book "Social: Why Our Brains Are Wired to Connect." "In reality, labeling the emotion tends to dampen it a bit so we move on to other things."

Dr. Lieberman and his colleagues have conducted a number of brain scan studies showing how the brain reacts to affect labeling. In one study, people in brain scanners looked at images of angry, sad and frustrated faces. A control group just labeled the faces as male or female. But another group was asked to label the emotion they were seeing, with words like angry, sad or frustrated.

In both groups, brain scans showed that looking at the expressive faces activated the amygdala, which serves as the brain's emotional alarm system and is associated with the stress response. But when the second group labeled the emotions, the amygdala quieted down, and a region in the prefrontal cortex that helps manage emotional reactions became active.

Labeling the emotion appears to essentially turn off the alarm bells that are "telling your brain to be scared or angry," said Dr. Lieberman. "Our brain seems to be wired such that as the front of your brain gets a clear understanding of your emotional state, the amygdala calms down a little bit so that emotional alarm is less distracting."

In another intriguing study, people who were terrified of spiders were asked to label their feelings when they saw a live tarantula. The people who used the most specific and negative language to identify their fears ("I feel anxious that the disgusting tarantula will jump on me!") became less fearful in subsequent tests than those who hadn't expressed their emotions.

"You might expect that drawing your own attention to how much the spider is making you feel stressed and uncomfortable would only amplify everything," Dr. Lieberman said. "But the people who had previously engaged in the affect labeling about how they were feeling were more willing the next day to go farther in the test and get closer to the spider."

Identifying your emotions takes practice. At the Hoffman Institute Foundation, which offers a weeklong retreat to help people identify negative behavioral patterns, each session starts by asking participants what they are feeling. The Institute has compiled a detailed list of more than 300 feeling words to help people tune into their exact emotional state. You can download the complete feelings list here. (Consider printing the list and putting it on the fridge for the whole family to use.) It can be a fun exercise to scan the list to find just the right word to describe how you're feeling.

Here are a few options:

Positive moods: amazed, appreciative, confident, determined, energized, grounded, inspired, optimistic, refreshed, worthy

Negative moods: anxious, bitter, disappointed, edgy, exasperated, gloomy, grouchy, lonely, powerless, weary

Hilary Illick, a senior teacher at the Hoffman Institute and a certified life coach in Cambridge, Mass., often recommends that people set hourly alarms to take a mindful moment to think about exactly how they are feeling. "It grounds us," Ms. Illick said. "Even if I'm upset and I drill down to the feelings that are making me upset, just noticing that and naming that is deeply soothing psychologically."

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May 17, 2021, 5:00 a.m. ET Today, ask yourself "How are you, really?" Think before you answer. Find a word that describes exactly what you're feeling. Unsettled? Energetic? Delighted? Frazzled? (Avoid standard answers like "good," "fine," or "OK.") Emotions are brain messengers, and studies show that regularly labeling your emotions and creating a "feeling vocabulary" is good for your health.

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Alisa Yu first became intrigued with emotional acknowledgment while interviewing nurses working in the Pediatric Intensive Care Unit at Lucile Packard Children's Hospital at Stanford. The nurses told her that verbally acknowledging their young patients' fears and stress created trust, which enabled them to do their jobs more effectively. "From then on, I began to see emotional acknowledgment everywhere," recalls Yu, a Ph.D. candidate in organizational behavior at Stanford Graduate School of Business.

This realization prompted Yu to team up with Justin Berg, an assistant professor of organizational behavior at Stanford, and Julian Zlatev, an assistant professor of business administration at Harvard Business School, to conduct a series of studies exploring the effects of emotional acknowledgment in the workplace. Their findings, published in May in Organizational Behavior and Human Decision Processes, illuminate a straightforward yet powerful technique leaders can use to build trust with their employees.

Emotional acknowledgment is the simple act of noticing a nonverbal emotional cue-like a frown or grin-and mentioning it. This mention can be a question or a statement, such as "You look upset" or "You seem excited."

The authors borrow from costly signaling theory, a concept proposed by evolutionary biologist Amotz Zahavi in the 1970s, to suggest that this small act can have a powerful effect because it is read as a sign of genuine intentions. As an example, Zahavi argued that when peacocks fan out their tails to attract mates, it is an "honest signal" of their reproductive fitness. That's because the colorful display also attracts predators, a potentially fatal risk for weaker peacocks.

Similarly, Yu and her coauthors argue that in a work environment, a supervisor who shows concern for others' emotional state is signaling a willingness to get involved in a potentially messy situation. "A leader could very easily see someone in distress and choose to ignore it," Yu says. "But only a leader who truly is benevolent and cares about employees would risk getting involved by voluntarily acknowledging the distressed employee. Thus, employees might take this as a signal that this leader is someone who can be trusted with their well-being."

More than a feeling

This is exactly what Yu, Berg, and Zlatev discovered in their research across six studies, which included a field study with hospital employees and experiments in which participants were shown videos of two actors demonstrating emotional acknowledgment in a workplace break room. Throughout the studies, participants reported higher levels of trust in people who engaged in emotional acknowledgment than those who did not.

"Our effect sizes are pretty robust," says Yu. "There was a big trust gap between no acknowledgment and acknowledgment when expressers displayed positive emotions, but this gap was even more pronounced when expressers displayed negative emotions."

The latter finding isn't surprising when viewed through the lens of costly signaling theory: Asking someone who seems unhappy about their emotional state engenders higher levels of trust because it is riskier and involves a greater investment of attention, time, and effort than asking someone who seems happy.

One of the studies' unexpected findings is that acknowledging an employee's emotional state is more powerful than only acknowledging the situation that produced the emotions. "It turns out that saying something like, 'You looked upset after that meeting. How are you feeling about it?' lands better than saying something like, 'It looked like the meeting went poorly. How are you thinking about it?'" Yu explains:

People trust the person who acknowledges the emotion directly more than the person who acknowledges the situation. There's just something special and unique about emotions-they are really core to a person's inner experience and sense of self. So when we acknowledge emotions, we humanize and validate the person being acknowledged.

Better to be wrong than silent

In another unanticipated finding, the research team shows that the trust-building effect of emotional acknowledgment is not always dependent on correctly interpreting emotions, particularly when positive feelings are misread. "I think there is a lay theory that inaccurate interpretation is punished," Yu explains. "We found that if you are feeling negatively and I say, 'Hey, you seem happy,' there is a trust penalty. But if you are feeling positively and I say, 'Hey, you seem upset,' there was virtually no penalty. And that's because even though you didn't need my support, my willingness to call out a negative emotion signals a readiness for me to provide support to you."

The benefits of emotional acknowledgment at work may stem in part from the fact that it isn't a common practice among leaders. "Leaders experience a tension between being task oriented and people oriented. They need to get things done. There's also some research that shows they see emotional support as falling outside of their formal job expectations," Yu says. "So, there is evidence to suggest that leaders are not acknowledging emotions as much as they could. And even when they are doing it, I suspect that they are celebrating wins and acknowledging and amplifying positive emotions more than they are acknowledging pain or distress because it's easier."

Yu thinks this is a particularly good time for leaders to adopt emotional acknowledgment as a regular practice. Employees' emotions may be especially significant right now: Many people are still struggling to manage their work-life balance after more than a year of pandemic-related disruptions. Those who have been working remotely may be uneasily anticipating the call to return to their workplaces and an uncertain future.

"The worst thing leaders can do when employees are feeling badly is to do nothing. If leaders want to signal care and build trust, they need to meet people where they are," Yu says. "Our research suggests one way to do that is by proactively engaging in emotional acknowledgment because it grants employees the space and license to share their emotions."
This piece was originally published by Stanford University Graduate School of Business. Read the original article.
Greater Good wants to know: Do you think this article will influence your opinions or behavior?

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How Noticing Emotions at Work Can Build Trust

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Alisa Yu first became intrigued with emotional acknowledgment while interviewing nurses working in the Pediatric Intensive Care Unit at Lucile Packard Children's Hospital at Stanford. The nurses told her that verbally acknowledging their young patients' fears and stress created trust, which enabled them to do their jobs more effectively.

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Carol Dweck: The Effect of Praise on Mindsets

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Celebrate Trying and Practice

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What is your (favorite) hat? Show us a picture!

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What is your (favorite) hat? Show us a picture!

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- Click on the picture above (yes, that's the one)
- Once inside the page, click on the + at your right and add your picture with a hat.

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- Click on the picture to find out (almost everything ...!) about me.

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Is it better to be loved or feared?
Niccolò Machiavelli pondered that timeless conundrum 500 years ago and hedged his bets. "It may be answered that one should wish to be both," he acknowledged, "but because it is difficult to unite them in one person, it is much safer to be feared than loved."

Now behavioral science is weighing in with research showing that Machiavelli had it partly right: When we judge others-especially our leaders-we look first at two characteristics: how lovable they are (their warmth, communion, or trustworthiness) and how fearsome they are (their strength, agency, or competence). Although there is some disagreement about the proper labels for the traits, researchers agree that they are the two primary dimensions of social judgment.

Why are these traits so important? Because they answer two critical questions: "What are this person's intentions toward me?" and "Is he or she capable of acting on those intentions?" Together, these assessments underlie our emotional and behavioral reactions to other people, groups, and even brands and companies. Research by one of us, Amy Cuddy, and colleagues Susan Fiske, of Princeton, and Peter Glick, of Lawrence University, shows that people judged to be competent but lacking in warmth often elicit envy in others, an emotion involving both respect and resentment that cuts both ways. When we respect someone, we want to cooperate or affiliate ourselves with him or her, but resentment can make that person vulnerable to harsh reprisal (think of disgraced Tyco CEO Dennis Kozlowski, whose extravagance made him an unsympathetic public figure). On the other hand, people judged as warm but incompetent tend to elicit pity, which also involves a mix of emotions: Compassion moves us to help those we pity, but our lack of respect leads us ultimately to neglect them (think of workers who become marginalized as they near retirement or of an employee with outmoded skills in a rapidly evolving industry).

To be sure, we notice plenty of other traits in people, but they're nowhere near as influential as warmth and strength. Indeed, insights from the field of psychology show that these two dimensions account for more than 90% of the variance in our positive or negative impressions we form of the people around us.

So which is better, being lovable or being strong? Most leaders today tend to emphasize their strength, competence, and credentials in the workplace, but that is exactly the wrong approach. Leaders who project strength before establishing trust run the risk of eliciting fear, and along with it a host of dysfunctional behaviors. Fear can undermine cognitive potential, creativity, and problem solving, and cause employees to get stuck and even disengage. It's a "hot" emotion, with long-lasting effects. It burns into our memory in a way that cooler emotions don't. Research by Jack Zenger and Joseph Folkman drives this point home: In a study of 51,836 leaders, only 27 of them were rated in the bottom quartile in terms of likability and in the top quartile in terms of overall leadership effectiveness-in other words, the chances that a manager who is strongly disliked will be considered a good leader are only about one in 2,000.

A growing body of research suggests that the way to influence-and to lead-is to begin with warmth. Warmth is the conduit of influence: It facilitates trust and the communication and absorption of ideas. Even a few small nonverbal signals-a nod, a smile, an open gesture-can show people that you're pleased to be in their company and attentive to their concerns. Prioritizing warmth helps you connect immediately with those around you, demonstrating that you hear them, understand them, and can be trusted by them.

When Strength Comes First

Most of us work hard to demonstrate our competence. We want to see ourselves as strong-and want others to see us the same way. We focus on warding off challenges to our strength and providing abundant evidence of competence. We feel compelled to demonstrate that we're up to the job, by striving to present the most innovative ideas in meetings, being the first to tackle a challenge, and working the longest hours. We're sure of our own intentions and thus don't feel the need to prove that we're trustworthy-despite the fact that evidence of trustworthiness is the first thing we look for in others.

Organizational psychologists Andrea Abele, of the University of Erlangen-Nuremberg, and Bogdan Wojciszke, of the University of Gdańsk, have documented this phenomenon across a variety of settings. In one experiment, when asked to choose between training programs focusing on competence-related skills (such as time management) and warmth-related ones (providing social support, for instance), most participants opted for competence-based training for themselves but soft-skills training for others. In another experiment, in which participants were asked to describe an event that shaped their self-image, most told stories about themselves that emphasized their own competence and self-determination ("I passed my pilot's license test on the first try"), whereas when they described a similar event for someone else, they focused on that person's warmth and generosity ("My friend tutored his neighbor's child in math and refused to accept any payment").

Research by Amy Cuddy, Susan Fiske, and Peter Glick suggests that the way others perceive your levels of warmth and competence determines the emotions you'll elicit and your ability to influence a situation. For example, if you're highly competent but show only moderate warmth, you'll get people to go along with you, but you won't earn their true engagement and support. And if you show no warmth, beware of those who may try to derail your efforts-and maybe your career.

But putting competence first undermines leadership: Without a foundation of trust, people in the organization may comply outwardly with a leader's wishes, but they're much less likely to conform privately-to adopt the values, culture, and mission of the organization in a sincere, lasting way. Workplaces lacking in trust often have a culture of "every employee for himself," in which people feel that they must be vigilant about protecting their interests. Employees can become reluctant to help others because they're unsure of whether their efforts will be reciprocated or recognized. The result: Shared organizational resources fall victim to the tragedy of the commons.

When Warmth Comes First

Although most of us strive to demonstrate our strength, warmth contributes significantly more to others' evaluations of us-and it's judged before competence. Princeton social psychologist Alex Todorov and colleagues study the cognitive and neural mechanisms that drive our "spontaneous trait inferences"-the snap judgments we make when briefly looking at faces. Their research shows that when making those judgments, people consistently pick up on warmth faster than on competence. This preference for warmth holds true in other areas as well. In a study led by Oscar Ybarra, of the University of Michigan, participants playing a word game identified warmth-related words (such as "friendly") significantly faster than competence-related ones (such as "skillful").

The primacy of warmth manifests in many interrelated ways that powerfully underscore the importance of connecting with people before trying to lead them.

The Need to Affiliate

People have a need to be included, to feel a sense of belonging. In fact, some psychologists would argue that the drive to affiliate ranks among our primary needs as humans. Experiments by neuroscientist Naomi Eisenberger and colleagues suggest that the need is so strong that when we are ostracized-even by virtual strangers-we experience pain that is akin to strong physical pain.

"Us" Versus "Them"

In recent decades, few areas have received as much attention from social psychology researchers as group dynamics-and for good reason: The preference for the groups to which one belongs is so strong that even under extreme conditions-such as knowing that membership in a group was randomly assigned and that the groups themselves are arbitrary-people consistently prefer fellow group members to nonmembers. As a leader, you must make sure you're a part of the key groups in your organization. In fact, you want to be the aspirational member of the group, the chosen representative of the group. As soon as you become one of "them"-the management, the leadership-you begin to lose people.

The Desire to Be Understood

People deeply desire to be heard and seen. Sadly, as important as perspective-taking is to good leadership, being in a position of power decreases people's understanding of others' points of view. When we have power over others, our ability to see them as individuals diminishes. So leaders need to consciously and consistently make the effort to imagine walking in the shoes of the people they are leading.

Behavioral economists, for their part, have shown that judgments of trustworthiness generally lead to significantly higher economic gains. For example, Mascha van 't Wout, of Brown University, and Alan Sanfey, of the University of Arizona, asked subjects to determine how an endowment should be allocated. Players invested more money, with no guarantee of return, in partners whom they perceived to be more trustworthy on the basis of a glance at their faces.

In management settings, trust increases information sharing, openness, fluidity, and cooperation. If coworkers can be trusted to do the right thing and live up to their commitments, planning, coordination, and execution are much easier. Trust also facilitates the exchange and acceptance of ideas-it allows people to hear others' message-and boosts the quantity and quality of the ideas that are produced within an organization. Most important, trust provides the opportunity to change people's attitudes and beliefs, not just their outward behavior. That's the sweet spot when it comes to influence and the ability to get people to fully accept your message.

The Happy Warrior

The best way to gain influence is to combine warmth and strength-as difficult as Machiavelli says that may be to do. The traits can actually be mutually reinforcing: Feeling a sense of personal strength helps us to be more open, less threatened, and less threatening in stressful situations. When we feel confident and calm, we project authenticity and warmth.

Understanding a little bit about our chemical makeup can shed some light on how this works. The neuropeptides oxytocin and arginine vasopressin, for instance, have been linked to our ability to form human attachments, to feel and express warmth, and to behave altruistically. Recent research also suggests that across the animal kingdom feelings of strength and power have close ties to two hormones: testosterone (associated with assertiveness, reduced fear, and willingness to compete and take risks) and cortisol (associated with stress and stress reactivity).

One study, by Jennifer Lerner, Gary Sherman, Amy Cuddy, and colleagues, brought hundreds of people participating in Harvard executive-education programs into the lab and compared their levels of cortisol with the average levels of the general population. The leaders reported less stress and anxiety than did the general population, and their physiology backed that up: Their cortisol levels were significantly lower. Moreover, the higher their rank and the more subordinates they managed, the lower their cortisol level. Why? Most likely because the leaders had a heightened sense of control-a psychological factor known to have a powerful stress-buffering effect. According to research by Pranjal Mehta, of the University of Oregon, and Robert Josephs, of the University of Texas, the most effective leaders, regardless of gender, have a unique physiological profile, with relatively high testosterone and relatively low cortisol.

Such leaders face troubles without being troubled. Their behavior is not relaxed, but they are relaxed emotionally. They're often viewed as "happy warriors," and the effect of their demeanor on those around them is compelling. Happy warriors reassure us that whatever challenges we may face, things will work out in the end. Ann Richards, the former governor of Texas, played the happy warrior by pairing her assertiveness and authority with a big smile and a quick wit that made it clear she did not let the rough-and-tumble of politics get her down.

During crises, these are the people who are able to keep that influence conduit open and may even expand it. Most people hate uncertainty, but they tolerate it much better when they can look to a leader who they believe has their back and is calm, clearheaded, and courageous. These are the people we trust. These are the people we listen to.

There are physical exercises that can help to summon self-confidence-and even alter your body's chemistry to be more like that of a happy warrior. Dana Carney, Amy Cuddy, and Andy Yap suggest that people adopt "power poses" associated with dominance and strength across the animal kingdom. These postures are open, expansive, and space-occupying (imagine Wonder Woman and Superman standing tall with their hands on their hips and feet spread apart). By adopting these postures for just two minutes prior to social encounters, their research shows, participants significantly increased their testosterone and decreased their cortisol levels.

Bear in mind that the signals we send can be ambiguous-we can see someone's reaction to our presence, but we may not be sure exactly what the person is reacting to. We may feel a leader's warmth but remain unsure whether it is directed at us; we sense her strength but need reassurance that it is squarely aimed at the shared challenge we face. And, as we noted earlier, judgments are often made quickly, on the basis of nonverbal cues. Especially when facing a high-pressure situation, it is useful for leaders to go through a brief warm-up routine beforehand to get in the right state of mind, practicing and adopting an attitude that will help them project positive nonverbal signals. We refer to this approach as "inside-out," in contrast to the "outside-in" strategy of trying to consciously execute specific nonverbal behaviors in the moment. Think of the difference between method acting and classical acting: In method acting, the actor experiences the emotions of the character and naturally produces an authentic performance, whereas in classical acting, actors learn to exercise precise control of their nonverbal signals. Generally speaking, an inside-out approach is more effective.

There are many tactics for projecting warmth and competence, and these can be dialed up or down as needed. Two of us, John Neffinger and Matt Kohut, work with leaders from many walks of life in mastering both nonverbal and verbal cues. Let's look now at some best practices.

How to Project Warmth

Efforts to appear warm and trustworthy by consciously controlling your nonverbal signals can backfire: All too often, you'll come off as wooden and inauthentic instead. Here are ways to avoid that trap.

How you present yourself in workplace settings matters a great deal to how you're perceived by others. Even if you're not feeling particularly warm, practicing these approaches and using them in formal and informal situations can help clear your path to influence.

Warm

When standing, balance your weight primarily on one hip to avoid appearing rigid or tense.

Tilt your head slightly and keep your hands open and welcoming.

Cold

Avoid standing with your chin pointed down.

Don't pivot your body away from the person you're engaging with.

Avoid closed-hand positions and cutting motions.

Warm

Lean inward in a nonaggressive manner to signal interest and engagement.

Place your hands comfortably on your knees or rest them on the table.

Aim for body language that feels professional but relaxed.

Cold

Try not to angle your body away from the person you're engaging.

Crossing your arms indicates coldness and a lack of receptivity.

Avoid sitting "at attention" or in an aggressive posture.

Illustration: Colin Hayes

Find the right level.

When people want to project warmth, they sometimes amp up the enthusiasm in their voice, increasing their volume and dynamic range to convey delight. That can be effective in the right setting, but if those around you have done nothing in particular to earn your adulation, they'll assume either that you're faking it or that you fawn over everyone indiscriminately.

A better way to create vocal warmth is to speak with lower pitch and volume, as you would if you were comforting a friend. Aim for a tone that suggests that you're leveling with people-that you're sharing the straight scoop, with no pretense or emotional adornment. In doing so, you signal that you trust those you're talking with to handle things the right way. You might even occasionally share a personal story-one that feels private but not inappropriate-in a confiding tone of voice to demonstrate that you're being forthcoming and open. Suppose, for instance, that you want to establish a bond with new employees you're meeting for the first time. You might offer something personal right off the bat, such as recalling how you felt at a similar point in your career. That's often enough to set a congenial tone.

Validate feelings.

Before people decide what they think of your message, they decide what they think of you. If you show your employees that you hold roughly the same worldview they do, you demonstrate not only empathy but, in their eyes, common sense-the ultimate qualification for being listened to. So if you want colleagues to listen and agree with you, first agree with them.

Imagine, for instance, that your company is undergoing a major reorganization and your group is feeling deep anxiety over what the change could mean-for quality, innovation, job security. Acknowledge people's fear and concerns when you speak to them, whether in formal meetings or during watercooler chats. Look them in the eye and say, "I know everybody's feeling a lot of uncertainty right now, and it's unsettling." People will respect you for addressing the elephant in the room, and will be more open to hearing what you have to say.

Smile-and mean it.

When we smile sincerely, the warmth becomes self-reinforcing: Feeling happy makes us smile, and smiling makes us happy. This facial feedback is also contagious. We tend to mirror one another's nonverbal expressions and emotions, so when we see someone beaming and emanating genuine warmth, we can't resist smiling ourselves.

Warmth is not easy to fake, of course, and a polite smile fools no one. To project warmth, you have to genuinely feel it. A natural smile, for instance, involves not only the muscles around the mouth but also those around the eyes-the crow's feet.

So how do you produce a natural smile? Find some reason to feel happy wherever you may be, even if you have to resort to laughing at your predicament. Introverts in social settings can single out one person to focus on. This can help you channel the sense of comfort you feel with close friends or family.

For example, KNP worked with a manager who was having trouble connecting with her employees. Having come up through the ranks as a highly analytic engineer, she projected competence and determination, but not much warmth. We noticed, however, that when she talked about where she grew up and what she learned about life from the tight-knit community in her neighborhood, her demeanor relaxed and she smiled broadly. By including a brief anecdote about her upbringing when she kicked off a meeting or made a presentation, she was able to show her colleagues a warm and relatable side of herself.

One thing to avoid: smiling with your eyebrows raised at anyone over the age of five. This suggests that you are overly eager to please and be liked. It also signals anxiety, which, like warmth, is contagious. It will cost you much more in strength than you will gain in warmth.

How to Project Strength

Strength or competence can be established by virtue of the position you hold, your reputation, and your actual performance. But your presence, or demeanor, always counts, too. The way you carry yourself doesn't establish your skill level, of course, but it is taken as strong evidence of your attitude-how serious you are and how determined to tackle a challenge-and that is an important component of overall strength. The trick is to cultivate a demeanor of strength without seeming menacing.

Feel in command.

Warmth may be harder to fake, but confidence is harder to talk yourself into. Feeling like an impostor-that you don't belong in the position you're in and are going to be "found out"-is very common. But self-doubt completely undermines your ability to project confidence, enthusiasm, and passion, the qualities that make up presence. In fact, if you see yourself as an impostor, others will, too. Feeling in command and confident is about connecting with yourself. And when we are connected with ourselves, it is much easier to connect with others.

Holding your body in certain ways, as we discussed previously, can help. Although we refer to these postures as power poses, they don't increase your dominance over others. They're about personal power-your agency and ability to self-regulate. Recent research led by Dacher Keltner, of the University of California, Berkeley, shows that feeling powerful in this way allows you to shed the fears and inhibitions that can prevent you from bringing your fullest, most authentic and enthusiastic self to a high-stakes professional situation, such as a pitch to investors or a speech to an influential audience.

Stand up straight.

It is hard to overstate the importance of good posture in projecting authority and an intention to be taken seriously. As Maya Angelou wrote, "Stand up straight and realize who you are, that you tower over your circumstances." Good posture does not mean the exaggerated chest-out pose known in the military as standing at attention, or raising one's chin up high. It just means reaching your full height, using your muscles to straighten the S-curve in your spine rather than slouching. It sounds trivial, but maximizing the physical space your body takes up makes a substantial difference in how your audience reacts to you, regardless of your height.

Get ahold of yourself.

When you move, move deliberately and precisely to a specific spot rather than casting your limbs about loose-jointedly. And when you are finished moving, be still. Twitching, fidgeting, or other visual static sends the signal that you're not in control. Stillness demonstrates calm. Combine that with good posture, and you'll achieve what's known as poise, which telegraphs equilibrium and stability, important aspects of credible leadership presence.

Standing tall is an especially good way to project strength because it doesn't interfere with warmth in the way that other signals of strength-cutting gestures, a furrowed brow, an elevated chin-often do. People who instruct their children to stand up straight and smile are on to something: This simple combination is perhaps the best way to project strength and warmth simultaneously.If you want to effectively lead others, you have to get the warmth-competence dynamic right. Projecting both traits at once is difficult, but the two can be mutually reinforcing-and the rewards substantial. Earning the trust and appreciation of those around you feels good. Feeling in command of a situation does, too. Doing both lets you influence people more effectively.

The strategies we suggest may seem awkward at first, but they will soon create a positive feedback loop. Being calm and confident creates space to be warm, open, and appreciative, to choose to act in ways that reflect and express your values and priorities. Once you establish your warmth, your strength is received as a welcome reassurance. Your leadership becomes not a threat but a gift.

A version of this article appeared in the July-August 2013 issue of Harvard Business Review.

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Is it better to be loved or feared? Niccolò Machiavelli pondered that timeless conundrum 500 years ago and hedged his bets. "It may be answered that one should wish to be both," he acknowledged, "but because it is difficult to unite them in one person, it is much safer to be feared than loved."

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"Coming together is a beginning, staying together is progress, and working together is success." – Henry Ford

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JE SUIS DONC TU ES with English Subtitles

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Le cerveau dans la main, pour aider les enfants à gérer leurs émotions

# data[].attributes.attachment_link.keywords[]
Boats and boating--Equipment and supplies