Reading Emotional Signals

After analyzing 1,000s of first impressions it’s clear: A first impression is made before you say a single word. And there are 3 mistakes costing you opportunities: For context, most people (especially introverts) want to believe their first impression starts when they start speaking. The science says otherwise: Someone decides if they like you, trust you or want to work with you, the moment they first see you - when you walk into a room, open a door, or even when someone looks at your profile picture. After analyzing thousands of first encounters, I've identified what I call the 'triple threat' of first impression mistakes that people unknowingly make: 1. Making yourself small: Tucking your arms close to your sides and hunching your shoulders signals low confidence and submissiveness. The less space you take up, the less powerful you appear. This is why waiting for your job interview or date while checking your phone is sabotaging you before you've said hello. Every time you look down at your device, you accidentally adopt what scientists call the 'universal defeat posture': - chin tucked - shoulders hunched - making yourself small In evolutionary terms, you literally look like a loser. (Yikes!) 2. Hiding your hands: When your hands are in pockets, under the table, or out of sight, it creates subconscious distrust. Evolutionarily, we need to see hands to feel safe and assess intentions. 3. Avoiding eye contact: We experience a chemical burst of oxytocin during direct eye contact, which increases trust and connection. Avoiding eye contact in those first few seconds prevents this critical bonding opportunity. Research shows these first impressions are lasting. If you've made a bad one, recovery is difficult - but not impossible if you practice the right body language. Instead, adopt the confident alternative: - keep your hands visible and expressive - take up appropriate space with good posture - make deliberate eye contact in the first few seconds Master these 3 elements and you'll create positive, accurate first impressions that open doors rather than close them.

We're building connection wrong. After years of forcing people back to offices for "water cooler moments," I quizzed Atlassian's Chief People Officer Avani Solanki Prabhakar on How I Work about what she discovered actually creates workplace connection – and it's not what most leaders think. They call it "Intentional Togetherness" (ITG). And this what Avani told me: sporadic office attendance doesn't build connection. You can't manufacture connection by hoping people bump into each other at the coffee machine. **What actually works** Every quarter, bring cross-functional teams together with one rule: they must solve a real strategic problem. Not your hierarchical teams. Not a fun team-building exercise. The actual humans who need to crack a specific challenge. Give them: - A meaty problem that matters - Time to work through it together - Permission to get stuck, struggle, and figure it out The magic isn't in the solution. It's in the struggle. Think about your strongest work relationships. I bet they weren't forged over casual Friday drinks. They were built when you were both knee-deep in a project that felt impossible, working late, cursing the complexity, but figuring it out together. "Remember when we were doing that project together and it was so shitty?" That's the phrase that signals real connection. Shared struggle creates stronger bonds than a thousand coffee chats. **Here's what this means for you** Stop trying to engineer serendipity. Start engineering challenges. If you're mandating office days hoping for magical collaboration, you're wasting everyone's time. Instead, identify your biggest strategic challenges and bring together the people who can solve them. Make it quarterly. Make it intentional. Make it matter. Listen to the full chat on How I Work: https://lnkd.in/gMtw_Ecp And tell me in the comments: how does your team approach building togetherness? What works? What doesn't? #WorkplaceCulture #Leadership #OrganisationalPsychology #RemoteWork #FutureOfWork

In 2022, I predicted that by 2025, 60% of enterprises would actively foster socialization to combat chronic loneliness and social isolation exacerbated by digital technology. How has loneliness progressed? 🔍 Here's a snapshot according to Gallup's Global Workplace 2024 Report : 🌐 Globally, 1 in 5 employees report experiencing loneliness frequently, with those under 35 and fully remote workers most impacted. 😔 62% of employees are not engaged, while 15% are actively disengaged. 🆘 58% of employees feel they are struggling in life, with only 34% considering themselves thriving. ⚠️ 41% experience "a lot of daily stress." Loneliness and disconnection are silent problems — they often manifest as apathy, disengagement, or learned helplessness at work. So, what can we do to help? 💡 Steps to Consider: -Create a Support Network: Identify your team’s needs and implement channels to address them, such as employee assistance programs, financial planning tools, family assistance, buddy systems, communities, and ERGs. -Rethink the Work Environment: Co-design spaces for deeper relationships by mapping the employee experience and identifying changes in physical spaces, inclusive technology, and management practices. -Redesign Teams: Foster interdependence with collaboration platforms like fusion teams, cross-functional mentoring, and shadowing for problem-solving. - Recognize and Incentivize Goodwill: Acknowledge efforts with peer recognition/gratitude programs, making support visible to all. Implement an Inclusion Index: Measure fair treatment, collaboration, psychological safety, trust, belonging, diversity, and integration of differences through various feedback methods. - Train Managers: Provide managers with guidelines on the expected level of involvement in employee well-being. Train them in handling sensitive conversations, building personal connections, and evaluating mental health on a spectrum. Managers account for 70% of the variance in team employee engagement. Let's address these silent issues head-on and create a more connected and supportive workplace! 💪✨ #WorkplaceWellness #EmployeeEngagement #Inclusion #MentalHealth #FutureOfWork #Leadership #TeamBuilding For data see: Gallup's State of the Global Workforce Report https://lnkd.in/ecj8KUuw

The leader leaned forward on the table, clicky pen posed to write, his legs crossed at the ankles, and said, “Kerri, this is the body language I’d most often have when starting a conversation. I feel comfortable. Can I do what feels natural?” He was in a coaching presence pilot I’m running and we had just reviewed body language - specifically the body language they’d use at the beginning of a coaching conversation. I moved a chair across from him, imagining he was my leader and how his body language would make me feel. I said, “Your body is giving me the impression you’re ready to solve a problem. And my sense is that you’d solve it for me, maybe not with me. So, if I was your employee and I had a technical or strategic problem, I might like tour body language. But if I’ve been called in for a coaching call, I don’t feel at ease. I don’t feel there is space or time for me to reflect or figure things out for myself. I’d take your physical cue and start brainstorming or solving, instead of reflecting and exploring. Now, if you uncrossed your legs, dropped the pen, and sat a little more back and asked me a question, I’d be open. And if the conversation got to a problem solving mode, and you moved forward to this gesture, I’d know you were right beside me to figure things out.” When you study leader body language, remember it’s okay to change your body to match the intention of the message. So, the start of a coaching call or presentation may look and feel physically different as you get into things. That starting gesture impacts the initial tone. Try this for yourself. Imagine you’re going to start a coaching conversation. What does your body naturally do? Do the gesture infront of some trusted advisers and peers. Ask them, “How does this gesture make you feel?” The places that make the most impact is feet placement, posture, the hands, and your eyes. Play with switching those up. The hard part is making it feel natural. So once you’ve learned how to adapt the body slightly, try assuming that pose more often until it feels natural. That will set you, and the coachee, at ease for a possibly transformative coaching conversation. #leadershipdevelopment #leaderpresence #careerstories

Building stronger workplace relationships is easier than you think. Here's what actually works (after 10+ years in team management): 1️⃣ Start with genuine curiosity - Ask about their projects - Listen more than you speak - Remember personal details they share 2️⃣ Create connection points - Schedule regular coffee chats - Join or start team activities - Offer help before they ask 3️⃣ Practice professional empathy - Acknowledge their challenges - Celebrate their wins (big and small) - Be reliable with commitment 4️⃣ Foster open communication - Share knowledge freely - Give credit where it's due - Address issues directly, but kindly 5️⃣ Respect boundaries - Keep work conversations professional - Don't force social interactions - Honor their time and space The key? Consistency in these actions. These aren't just "nice to have" practices. They're essential for creating a workplace where everyone thrives. Remember: Strong workplace relationships aren't built overnight. But small, daily actions make a huge difference. Try these today. Your future self (and team) will thank you. 📌 Share if you know someone who could use these tips P.S. Which of these will you try first? Drop a comment below. #employees #workplace #team

"The most important thing in communication is hearing what isn't said." – Peter Drucker After years in this profession, I've developed the ability to quickly assess the mood of my audience—whether they’re enjoying the training, feeling restless, or fully engaged. This skill comes with experience, as over time, we become more adept at reading the subtle cues in body language that reveal the true feelings of those we’re speaking to. Are you able to read the #bodylanguage of the people you're interacting with?🤔 Being a great communicator goes beyond just words—it's about understanding all facets of our interaction with people. One of the most valuable skills in #effectivecommunication is the ability to read #bodylanguage. By paying attention to non-verbal cues, we can gauge the comfort level of the person we’re speaking with and adjust our approach accordingly. A smile, a nod, or even a slight shift in posture can speak volumes. When we understand these signals, we not only create a more comfortable environment but also build deeper connections. Here are a few tips to get better at reading non-verbal cues: ✨Observe #FacialExpressions: Notice micro-expressions like raised eyebrows or a slight frown. These often reveal true emotions that words might not convey. ✨Pay Attention to #Posture: A person’s stance can indicate their level of confidence, openness, or discomfort. ✨Observe #EyeContact: The amount and type of eye contact can reveal interest, trust, or even anxiety. ✨#Listen to #Tone of #Voice: The way words are spoken can change their meaning. A soft tone can show empathy, while a firm one might express confidence. ✨Watch for #Gestures: Hand movements, whether open or closed, can signal whether someone is feeling defensive or engaged By improving our ability to read these #nonverbalcues, we enhance our #communicationskills and develop meaningful interactions. Are there any other tips you would offer for improving the ability to read body language? #CommunicationSkills #BodyLanguage #EffectiveCommunication #Leadership

I’ve found myself navigating meetings when a colleague or team member is emotionally overwhelmed. One person came to me like a fireball, angry and frustrated. A peer had triggered them deeply. After recognizing that I needed to shift modes, I took a breath and said, “Okay, tell me what's happening.” I realized they didn’t want a solution. I thought to myself: They must still be figuring out how to respond and needed time to process. They are trusting me to help. I need to listen. In these moments, people often don’t need solutions; they need presence. There are times when people are too flooded with feelings to answer their own questions. This can feel counterintuitive in the workplace, where our instincts are tuned to solve, fix, and move forward. But leadership isn’t just about execution; it’s also about emotional regulation and providing psychological safety. When someone approaches you visibly upset, your job isn’t to immediately analyze or correct. Instead, your role is to listen, ground the space, and ensure they feel heard. This doesn't mean abandoning accountability or ownership; quite the opposite. When people feel safe, they’re more likely to engage openly in dialogue. The challenging part is balancing reassurance without minimizing the issue, lowering standards, or compromising team expectations. There’s also a potential trap: eventually, you'll need to shift from emotional containment to clear, kind feedback. But that transition should come only after the person feels genuinely heard, not before. Timing matters. Trust matters. If someone is spinning emotionally, be the steady presence. Be the one who notices. Allow them to guide the pace. Then, after the storm passes, and only then, you can invite reflection and growth. This is how you build a high-trust, high-performance culture: one conversation, one moment of grounded leadership at a time.

𝗠𝗼𝘀𝘁 𝗼𝗳 𝘂𝘀 𝗽𝗮𝗻𝗶𝗰 𝘄𝗵𝗲𝗻 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗰𝗿𝗶𝗲𝘀. 𝗪𝗲 𝗿𝘂𝘀𝗵 𝘁𝗼 ‘𝗳𝗶𝘅’ 𝘁𝗵𝗲𝗶𝗿 𝗳𝗲𝗲𝗹𝗶𝗻𝗴𝘀… But emotional fitness isn’t about the perfect words. It’s about staying present when it feels uncomfortable. 💡 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲: ❌ Uncomfortable you: “Don’t cry, just be strong.” ✅ Emotionally fit you: “I’m here with you. Take your time.” ❌ Uncomfortable you: “Maybe you’re overthinking it?” ✅ Emotionally fit you: “Your feelings are valid. I’m glad you shared this.” 𝗧𝗵𝗲 𝘁𝗿𝘂𝘁𝗵? Presence > Pep Talk. Validation > Fixing. Clarity > Confusion. Because leadership at work — and love at home — is less about solving people and more about holding space for them. 💬 𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹𝗹𝘆 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝘁 𝗽𝗵𝗿𝗮𝘀𝗲 𝘆𝗼𝘂 𝘂𝘀𝗲 𝘄𝗵𝗲𝗻 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗶𝘀 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴? Share it — your words might help someone else lead with more compassion. #EmotionalIntelligence #EmotionalFitness #LeadershipDevelopment #CommunicationSkills #EmpathyInLeadership #EmotionalCoaching #ConsciousLeadership #MindsetCoaching #ExecutivePresence #SoftSkills #CoachingForLeaders #RelationshipBuilding #ValidationMatters #LeadershipCommunication

Been diving into body language analysis lately – started as casual curiosity during meetings, then became genuinely fascinating. How much do we miss in daily conversations? The micro-expressions, the defensive gestures, the tells that reveal what people really think? That's when I discovered Dr G Explains on YouTube. Dr John Paul Garrison, PsyD, MBA is a licensed forensic psychologist who breaks down criminal cases, court proceedings, and interviews with actual clinical expertise. Not your typical true crime content – this is educational gold. His A.R.C. method (Action-Reason-Concern) is brilliant: observe the behaviour, identify the motivation, determine the underlying anxiety. Simple framework, profound insights. I've been experimenting with this approach myself – even tried analysing some political speeches. Fascinating what you notice once you know what to look for. Worth watching if you're curious about human behaviour beyond the obvious. Real expertise applied to real situations. Channel link in the comments. . . #RajeevRecommends #BodyLanguage #HumanBehavior #ForensicPsychology #MicroExpressions #NonverbalCommunication #BehaviorAnalysis #PsychologyInsights

When I think about why emotional intelligence builds deeper trust than any title, I am reminded of Dr. Govindappa Venkataswamy, the founder of Aravind Eye Care. A quiet figure in India’s healthcare landscape, Dr. Venkataswamy or “Dr. V” as he was fondly known, never sought the spotlight. After retiring from government service, he could have settled into a comfortable life. Instead, with trembling hands from rheumatoid arthritis, he set out to eliminate needless blindness. He built an eye care system that today treats millions, often at no cost, with the highest standards of compassion and efficiency. Patients did not trust him because of his designation. They trusted him because he radiated empathy, humility, and dignity, qualities no title can bestow. This brings me to a truth we often dismiss: Your title doesn’t build trust. Your emotional intelligence does. It sounds counterintuitive in a world that idolizes positions, degrees, and status. But people rarely remember the title on your business card. They remember how you made them feel, especially in their most vulnerable moments. Here’s why emotional intelligence outweighs any title in creating lasting trust: 1. Empathy over authority: Titles can command compliance, but empathy earns commitment. People follow those who truly understand their struggles. 2. Consistency under pressure: A designation doesn’t guarantee calm. Emotional intelligence does. When you regulate your emotions, others feel safe to lean on you. 3. Authenticity as influence: Titles can mask flaws, but authenticity reveals humanity. That humanity is what inspires loyalty. Every boardroom, every institution, and every family has people with titles. But very few have individuals whose presence itself creates trust. Those are the leaders who don’t just direct; they transform. Today, I invite you to pause and ask yourself: 👉 Do people trust your authority, or do they trust your empathy? 👉 Which practice, listening without judgment, pausing before reacting, or showing vulnerability, will you strengthen this week to deepen your emotional intelligence? Remember, titles fade. Emotional intelligence endures. And it is that inner strength, not outer labels, that builds bridges where walls once stood. #EmotionalIntelligence #LeadershipDevelopment #Authenticity #MindsetMatters #GrowthJourney #SelfAwareness #CoachSharath #BradfordInternationalAlliance