You've just been unjustly insulted by a coworker in an email she copied to your boss and entire staff. The family member who always pushes your buttons just did it again. You keep thinking about the loved one you miss who is no longer in your life.

Which one of these scenarios triggers an emotional response in you? How might such a response affect your ability to carry out your responsibilities?

Emotions and experiences can be enablers or disablers.

In addition to how they affect the way we think and behave throughout the day, the physiological changes they produce in our bodies via stress hormones are real and help or hinder our performance. Scientific research suggests an average negative experience produces physiological effects that last for approximately four hours, during which time our optimal performance is compromised.

The good news is that we can minimize the effects of negative emotions by being aware of what triggers them and structuring our days to include good emotional experiences to counteract the bad. We don't need to let our emotions hijack us completely.

What activities, people or situations make you feel better? Feel worse? Make a list for each. Insert positive items into your daily routine when you need a mood lifter. Use the "bad" list to let you know when you need to schedule in an uplifter.

We have more control of our emotions than we think. Start being proactive today and watch your quality of life and your productivity improve.    

Have you ever noticed how some people only give others the types of gifts they enjoy without considering what the other person might prefer? Have you ever been the recipient of that BBQ grill for Christmas when all you really wanted was a gift certificate to your favorite day spa?

Just as holiday gifts need to be personalized in order to be received with enthusiasm and genuine gratitude, so must the gift of "Thanks" for a job well done. Have you ever thought of how you liked to be thanked or complimented? What was your response when you received a compliment that struck the wrong chord with you?

The next time you thank someone for a job well done, consider first what words they'd receive as praise,  rather than what you'd want to hear. Determine their behavioral style and phrase your compliment accordingly. 

For example, following are some typical styles with suggested compliments:

• Dominant, goal-oriented "D" - Be specific by saying "You saw what needed to be done and did it."
• Influential, social "I" - Praise them publicly and tell them, "You're amazing!"
• Steady, supporting "S" - Quietly let them know how you appreciate their follow-through and perseverance.
• Compliant, analytical "C" - Reinforce how their analytical ability caused you to avoid  future complications.

How might you change the way you thank the people in your personal or professional life?

This week, I'm challenging you to sincerely compliment 5 people for something they've done for you or your organization in the way they would want to be recognized. Perhaps they might just start thanking you.

Other DISC related posts:

Leadership and DISC: Who is the Best?

DISC Styles: Are you a Tortoise or a Hare?

The Dominant Director: Tony Allessandra Video

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Note: If you want to dig deeper in your understanding of how to best communicate with others so you can increase your productivity, contact me for a free consultation today.  That's what I do.