Promoting Emotional Accountability

I learned this the hard way. Three back-to-back coaching sessions in a day. Session one: I was present and felt in control. Session two: I was still there, but not as sharp. My focus slipped, and I felt it. Session three: I was questioning my client instead of listening to them. And still, I felt guilty.  I kept thinking, “If I don't keep pushing, I’m not doing enough.” This guilt is the cause that drains leaders fastest. This is also applicable to the corporate world, where I was guilty too If you want to show up sincerely for others, you must protect our own energy and share the load. What I learned: • Peer mentoring: pair teammates so “first vent” doesn’t always land on you. • Structured check-ins: scheduled touchpoints reduce crisis drop-ins. • Clear escalation paths: what comes to you, what goes to others • Capacity signals: what is urgent and what is not Coach the team on empathy skills: Presence, listening, and non-judgement. Teach them these skills and practice them. Rotate the anchor: One person hosts the room, another documents actions, and a third takes post-meeting follow-ups. When leaders share the emotional load, two things happen: 1. You focus on how to drive growth. 2. Your team gets stronger because they learn to carry each other. This is a beautiful balance where empathy is sustained. I talk more about this in last week's episode on the Yuwab Podcast (https://lnkd.in/d9v3eyAV)

𝗪𝗵𝗲𝗻 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗸 𝗜𝘀 𝗖𝗲𝗻𝘁𝗲𝗿𝗲𝗱 𝗔𝗿𝗼𝘂𝗻𝗱 𝗣𝗲𝗼𝗽𝗹𝗲, 𝗦𝗲𝗹𝗳-𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗜𝘀𝗻’𝘁 𝗮 𝗟𝘂𝘅𝘂𝗿𝘆 ; 𝗜𝘁’𝘀 𝗡𝗲𝗰𝗲𝘀𝘀𝗶𝘁𝘆. As a mentor, strategist & equally, as a mompreneur; my role is deeply embedded in people’s stories. I work closely with founders, professionals, and leaders to help them identify blocks, recalibrate their goals, and accelerate their growth. But, 𝘄𝗶𝘁𝗵 𝘁𝗵𝗶𝘀 𝗹𝗲𝘃𝗲𝗹 𝗼𝗳 𝗶𝗻𝘃𝗼𝗹𝘃𝗲𝗺𝗲𝗻𝘁 𝗰𝗼𝗺𝗲𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘁𝗵𝗮𝘁’𝘀 𝗿𝗮𝗿𝗲𝗹𝘆 𝘀𝗽𝗼𝗸𝗲𝗻 𝗮𝗯𝗼𝘂𝘁: 𝘁𝗵𝗲 𝗿𝗲𝘀𝗶𝗱𝘂𝗮𝗹 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 & 𝗲𝗻𝗲𝗿𝗴𝗲𝘁𝗶𝗰 𝘄𝗲𝗶𝗴𝗵𝘁 𝘄𝗲 𝗰𝗮𝗿𝗿𝘆 𝗮𝗳𝘁𝗲𝗿 𝘁𝗵𝗲𝘀𝗲 𝗶𝗻𝘁𝗲𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝘀. Recently, I had a session with a founder facing intense burnout. The conversation was heavy: a mix of guilt, exhaustion, & decision paralysis. While I held space and guided her through strategies for recovery, the emotional weight lingered long after the session ended. 𝗧𝗵𝗮𝘁 𝗲𝘃𝗲𝗻𝗶𝗻𝗴, 𝗜 𝗳𝗼𝘂𝗻𝗱 𝗺𝘆𝘀𝗲𝗹𝗳 𝘂𝗻𝘂𝘀𝘂𝗮𝗹𝗹𝘆 𝗱𝗿𝗮𝗶𝗻𝗲𝗱. I was short-tempered at home, mentally distracted & carrying emotional residue that wasn’t mine. That was my cue: a reminder that 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸 𝗶𝗻𝘃𝗼𝗹𝘃𝗲𝘀 𝗱𝗲𝗲𝗽 𝗵𝘂𝗺𝗮𝗻 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁, 𝘀𝗲𝗹𝗳-𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗶𝘀𝗻’𝘁 𝗼𝗽𝘁𝗶𝗼𝗻𝗮𝗹; 𝗶𝘁’𝘀 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹. Unchecked emotional absorption impacts both your personal and professional life: • At home, it affects presence and connection. • At work, it clouds clarity, empathy, and decision-making. This is why I consciously took a short pause; including from LinkedIn. 𝗧𝗼 𝗿𝗲𝘀𝗲𝘁, 𝗿𝗲𝗳𝗹𝗲𝗰𝘁, & 𝗿𝗲𝗮𝗹𝗶𝗴𝗻. 𝗡𝗼𝘁 𝗼𝘂𝘁 𝗼𝗳 𝘄𝗶𝘁𝗵𝗱𝗿𝗮𝘄𝗮𝗹, 𝗯𝘂𝘁 𝗼𝘂𝘁 𝗼𝗳 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆. 𝘍𝘰𝘳 𝘢𝘯𝘺𝘰𝘯𝘦 𝘪𝘯 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱, 𝘮𝘦𝘯𝘵𝘰𝘳𝘴𝘩𝘪𝘱, 𝘰𝘳 𝘱𝘦𝘰𝘱𝘭𝘦 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘺 𝘳𝘰𝘭𝘦𝘴: ✔️ Build in time for emotional decompression. ✔️ Monitor the energies you’re internalizing. ✔️ Understand that boundaries are not barriers; they’re buffers for sustainability. The stronger you are internally, the more impact you can create externally. 𝘏𝘰𝘸 𝘥𝘰 𝘺𝘰𝘶 𝘮𝘢𝘯𝘢𝘨𝘦 𝘵𝘩𝘦 𝘦𝘮𝘰𝘵𝘪𝘰𝘯𝘢𝘭 𝘸𝘦𝘪𝘨𝘩𝘵 𝘰𝘧 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱? I’d love to hear from fellow leaders, what are your practices, rituals, or boundaries that help you reset and stay grounded? Let’s normalize these conversations. 𝗟𝗲𝘁’𝘀 𝗹𝗲𝗮𝗱 𝗳𝗿𝗼𝗺 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵, 𝗻𝗼𝘁 𝗱𝗲𝗽𝗹𝗲𝘁𝗶𝗼𝗻. #LeadershipWellness #PeopleFirst #MentorshipMatters #StrategicLeadership #EnergyManagement #SelfAwareness #FounderLife #ExecutivePresence #Vulnerability #PeopleLeaders

“I don’t fear my feelings anymore.” When she said that in our last session, I felt the weight of how far she had come. Because this was the same high-performing woman who once told me: “I can handle board meetings… but I can’t handle feeling not enough.” On paper, she was exceptional. Strong career trajectory. Many high achiever awards Respected in her field. Consistently delivering results. But internally? Rejection from friends would stay with her for days. A delayed reply felt like exclusion. Someone else being appreciated triggered quiet comparison. Her own achievements went unnoticed — and she shrank. The voice in her head was relentless: “You should be better.” “You should be stronger.” “Why does this still affect you?” Add to that the weight of expectations. From parents. From culture. From herself. She wasn’t just chasing goals. She was chasing approval. And when approval didn’t come — it felt like failure. So she coped the only way she knew how: Overworking. Overgiving. Overachieving. Pretending she wasn’t hurt. High performer outside. Emotionally exhausted inside. No one had ever taught her what to do with feelings like rejection, comparison, invisibility. So she either drowned in them… or pushed them down. In our recent session she said: “Now when I feel rejected or small, I don’t spiral. I pause. I name it. I park it. I choose how to respond.” That is emotional fitness. Not becoming emotionless. Not pretending rejection doesn’t hurt. Not eliminating ambition. But learning to: • Separate feeling from identity • Regulate before reacting • Stop outsourcing self-worth • Celebrate your own wins • Allow someone else’s success without shrinking yourself Her achievements didn’t suddenly get louder. Her inner critic got quieter. She stopped losing days to “I’m not enough.” She stopped turning someone else’s spotlight into her shadow. And that shift changes everything. Because here’s the truth: Many high performers aren’t struggling with competence. They’re struggling with unprocessed emotion. Rejection hurts. Comparison triggers. Unmet expectations sting. That doesn’t make you weak. It makes you human. But if you don’t train your response, those emotions start running your leadership, your relationships, your confidence. So let me ask you: Where are you still seeking approval instead of building self-trust? If you’re ready to stop feeling small in moments that don’t define you — and start leading from emotional strength — let’s connect. Because success feels very different when you no longer measure your worth through someone else’s validation. #EmotionalFitness #HighPerformance #EmotionalIntelligence #LeadershipDevelopment #WomenInLeadership #SelfWorth #ResilientLeadership #NervousSystemRegulation #ExecutivePresence #PersonalGrowth #ConfidenceBuilding #SelfLeadership

You don’t need another 360 review or feedback template. You need nervous-system-smart leadership that knows how to regulate, reflect, and respond. That’s where the 3 A’s come in: 1. 𝐀𝐰𝐚𝐫𝐞(𝐧𝐞𝐬𝐬): Check yourself before you wreck yourself—and your relationships. Are you regulated or reactive? Be aware of what your body is telling you. Do you need some water, deep breathing... a snickers? If your body is in “threat mode,” no feedback you give will land as safe—even if your words are technically kind. 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐢𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 𝐛𝐞𝐠𝐢𝐧𝐬 𝐰𝐢𝐭𝐡 𝐬𝐞𝐥𝐟-𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬, 𝐧𝐨𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. 2. 𝐀𝐬𝐬𝐞𝐬𝐬(𝐦𝐞𝐧𝐭): Get curious with yourself. Ask: What’s really happening here? Is this about a missed deadline, or unspoken confusion? Is it about performance, or pride...or fear? This pause helps you move from judgment to discernment. And that shift is where trust is born. 3. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬/𝐀𝐜𝐭𝐢𝐨𝐧: Only now do you address the issue. Lead with curiosity, not critique to increase your social awareness (empathy) and relationship management (mitigating conflict) Try: “What do you think worked here?” “Where did you feel stuck?” “What support might shift this next time?” This isn’t about being soft. It’s about being clear, grounded, and growth-oriented. Retention is emotional. Safety is strategic. And emotional intelligence is your most under-leveraged asset as a culture builder. Want to make feedback a trust-building ritual instead of a panic-inducing event? Start with the 3 A’s. And if you don’t know where to start—let’s talk! #emotionalIntelligence #leadership #psychologicalSafety ----------- 💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better. ♻️Like/Share/Repost if you are elevating your EQ so that can check yourself and not wreck your relationship (in and out of the office).

If you think training your staff on EI is all about empathy, this post is a myth breaker Not because empathy isn’t important But because empathy alone doesn’t change behaviour. For years, EI programs focused on: - “Understand how others feel.” - “Be more empathetic.” - “Put yourself in their shoes.” Useful ideas but incomplete ones. In today’s workplaces, emotional intelligence is being redefined from feeling to functioning. Here’s the shift we’re seeing in modern EI trainings → From empathy to emotional regulation Not just sensing emotions but managing your own when stakes are high is what is important → From awareness to response choice Knowing what someone feels is step one. Choosing the right response is the skill. → From intention to impact Good intent doesn’t cancel poor delivery. EI now measures outcomes and not just motives. →From individual insight to relational patterns How you show up consistently matters more than one empathetic moment. → From workshops to daily micro-practice Real EI is built in meetings, feedback moments, and conflict and not slides. Empathy opens the door But emotional intelligence decides what happens next. The future of EI training won’t ask, “Do you understand emotions?” It will ask, “Can you handle them, especially under pressure?” #emotionalintelligence #personaldevelopment #softskills #leadershiptraining #corporatetraining #corporatewellness

Ignoring this one skill could quietly derail your career. And not just yours. Your team’s, your culture’s, and your company’s future could be at risk too. Most companies still treat EQ like it’s fluff. But here’s the data: 💥 Emotional Intelligence training brings a 1484% ROI, according to Psychology Today. That’s not soft. That’s smart leadership. If you want to build resilient teams and courageous leaders, start here. These 5 powerful EQ models can transform how you lead, connect, and grow: 1/ Goleman’s EI Model → Builds the foundation of self-awareness and relational leadership ✅ Use it to reflect on your emotional triggers and lead with empathy 2/ Mayer-Salovey-Caruso Model → Proves EQ isn’t fixed. It’s trainable ✅ Use it to design training programs that help your team recognize and manage emotions 3/ Bar-On’s ESI Model → Helps balance personal and social competencies for team impact ✅ Use it to assess team dynamics and reduce friction during conflict 4/ Six Seconds Model → Makes EQ practical for daily decisions and tough conversations ✅ Use it in real time to pause, think, and respond instead of reacting under pressure 5/ Plutchik’s Wheel of Emotions → Builds emotional literacy to navigate complexity with clarity ✅ Use it to label and understand emotions during high-stakes moments Which EQ model has helped you the most? Let’s bring emotional intelligence out of theory and into practice where it belongs. ♻ Repost if you believe emotional intelligence isn’t optional anymore. ➕ Follow Utkarsh Narang for real conversations about leading with heart and results.

What happens to you when your emotions rise? Are you aware of the influence they have on your decisions? The workplace has challenges, short timelines, conflicts, and never-ending task lists. As a result, words get exchanged, and boundaries are crossed  and values dishonoured. These are unintentional; however, when under pressure, your ability to perceive the situation objectively and make helpful meaning is usually lost. Emotional Intelligence or Emotional Quotient ( EQ) is the ability to recognise and manage emotions in self and others. EQ consists of self-awareness, self-management, social awareness and relationship building. Begin by reflecting on these - ◉ "What emotions do I experience regularly"? ◉ "How am I at managing my emotions"? ◉ "What emotions do I observe in my team members and coworkers"? ◉ "How can I build better relationships with them"? Next, focus on these four areas to enhance your Emotional Intelligence. ▷ Somatic Awareness Learn to observe your body's sensations and identify when stress builds up so you can manage it effectively through various relaxation practices. ▷ Emotional Regulation Pause, reflect, assess, and respond thoughtfully, especially when the pressure is high. This will give you a sense of agency over your emotional responses. This can also help you build empathy, listen better and understand the feelings and emotional states of others. ▷ Social Skills Develop this by engaging in open, transparent conversations, seeking active feedback, and then working to resolve conflicts quickly and constructively. ▷ High ownership Last but not least, by maintaining high ownership of your goals and a growth mindset, you can stay motivated and encourage your team to do the same. This will also lead to increased resilience when practised in the long run. Leaders with high emotional intelligence are likely to make better decisions, build engaged and empowered teams, and experience greater well-being. Get started today, and let Emotional Intelligence guide your leadership. What about Emotional Intelligence resonates most with you?   Do drop your comment on emotionally intelligent leaders. #LeadershipDevelopment #EmotionalIntelligence #ExecutiveCoaching 

A mentee told me this in frustration: “My manager keeps saying, ‘Let’s be patient with him… he’s going through a lot.’ But no one seems to notice that the rest of us are carrying his work.” That sentence captures a leadership mistake many well-intentioned leaders make. Empathy without accountability doesn’t create a safe culture. It creates a silent resentment culture. Here’s what really happens when leaders keep shielding poor performance: → Deadlines quietly shift to the same dependable people → Standards become negotiable, but expectations remain high → Feedback becomes emotional instead of factual → High performers stop volunteering for responsibility → And the team learns that effort and outcome are not equally valued Not because people lack compassion. Because fairness starts feeling optional. Let’s be honest. Some leaders avoid tough performance conversations in the name of kindness. But what they’re really avoiding is discomfort. It feels easier to protect one struggling employee than to protect the trust of the entire team. And slowly, a dangerous signal spreads: “Trying hard matters more than delivering.” “Excuses are safer than ownership.” “Consistency is taken for granted.” I tell leaders this often: You don’t build a humane workplace by lowering the bar. You build it by holding the bar steady and helping people rise to it. Because when your strongest people start feeling punished for being reliable, they don’t complain. They recalibrate. They withdraw. They leave. 💬 Have you ever worked in a team where empathy for underperformance slowly turned into unfairness for everyone else? What did it do to morale? #LeadershipTruths #PeopleManagement #WorkplaceCulture #MentorshipMatters #HighPerformers #TeamDynamics

Skills get you noticed. Emotional intelligence makes you unforgettable. Success isn’t just about what you do. It’s about how you show up. People with high EQ don’t just go through the motions. They: ✔️ Set boundaries without guilt ✔️ Stay calm when tensions rise ✔️ Listen to understand, not just to reply 📍 Here are 9 micro-habits that reveal high emotional intelligence: 1️⃣ PAUSE POWER 🔹 “I’d like to take some time to think about this” 🔹 “Let’s come back to this with a fresh perspective.” ✅ Count to five before reacting in tense situations. ✅ Take a deep breath before speaking. 2️⃣ EMOTION LABELLING 🔹 “I feel a bit let down, but I understand things happen." 🔹 “I’m feeling overwhelmed, can we chat later?” ✅ Journal your emotions daily. ✅ Use “I feel” statements when discussing your emotions. 3️⃣ BOUNDARY SETTING 🔹 “I am unavailable after 7 PM, but I can help tomorrow.” 🔹 “I’d love to help, can we reprioritize my tasks?" ✅ Practice saying “no” without over-explaining. ✅ Set clear work-life boundaries 4️⃣ INTENTIONAL LISTENING 🔹 “That sounds frustrating. How're you feeling?” 🔹 “I hear you. That must have been really tough.” ✅ Maintain eye contact and nod while listening. ✅ Repeat back what someone said in your own words. 5️⃣ REFRAMING THOUGHTS 🔹 “You’re still learning, and that’s a great place to be.” 🔹 “What do you think this one is teaching you?” ✅ Challenge negative thoughts when they arise. ✅ Replace self-criticism with self-compassion. 6️⃣ STRESS REGULATION 🔹 “Let’s tackle this one step at a time.” 🔹 “Can we come back to this in a few minutes?” ✅ Use deep breathing or mindfulness techniques. ✅ Take short movement breaks throughout the day. 7️⃣ DAILY GRATITUDE 🔹 “I really appreciate the work you put into this.” 🔹 “That made my day—thank you!” ✅ Write down three things you’re grateful for daily. ✅ Express appreciation to someone every day. 8️⃣ FEEDBACK AGILITY 🔹 “Can you give me an example so I can improve?” 🔹 “That’s helpful feedback. I’ll work on that.” ✅ Ask for feedback regularly. ✅ Pause before responding to criticism. 9️⃣ EFFORT SPOTTING 🔹 “Your efforts really made a difference.” 🔹 “That was a great insight—thank you for sharing it.” ✅ Praise team members in public or on group email. ✅ Regularly celebrate effort instead of only outcomes. Small habits, big impact. Emotional intelligence isn’t built overnight. It’s developed through daily choices. ✔️ How you support others ✔️ How you handle criticism ✔️ How you manage your emotions These moments define who you are. 📍 Which micro-habit resonated most with you? Share below! 👇 ♻️ REPOST, share to help others. Follow Priyamvada S for more insights on well being and growth.

I’ve had mentors who changed my trajectory, and I’ve also had the privilege of mentoring others. Both experiences have taught me the same truth: mentorship only works when both people show up with honesty. There is a version of mentorship that is transactional- one person dispenses wisdom, the other receives it, everyone feels affirmed. But that version rarely produces real transformation. The mentorship relationships that have shaped me most were different. They required something most people underestimate: the courage to be honest. As someone being mentored, honesty is more than asking thoughtful questions. It is the willingness to be truthful about where you actually are.. not the curated version, not the “I’m fine, I’ve got it together” version. The real version. Where you are struggling, what you are afraid of, and the patterns you keep circling but haven’t named out loud. A mentor cannot help you navigate a situation they don’t know you are in. As a mentor, honesty looks different. It is the discipline of saying what is true over what is simply comfortable in the moment. It is the willingness to challenge thinking even when what is being sought is validation. And it is the wisdom to distinguish between support and enablement. The mentors who changed my life were not the ones who told me what I wanted to hear. They were the ones who told me what I needed to hear and had the emotional intelligence to say it in a way I could actually receive. What makes mentorship work is not access or experience alone. Those are entry points. What makes it transformational is mutual honesty, both people committed to being real. If a mentorship relationship feels safe but nothing is shifting, it is worth asking: is it safe because it is healthy, or safe because nothing truly challenging is being said? The best mentorship is not just supportive. It is honest enough to be uncomfortable.