Hello,
Becky McNeil:
I think that the attributes that you describe could be beneficial or not, depending on the members of the group that you are interacting with ... or hypothetically, the group that I would be interacting with, since I am mentally projecting the attributes into my imagined dynamics of my workgroup while thinking about this topic.
I agree with you on the "could be beneficial or not;" I have thought about this more and I think it will be highly contextual. I am simply thinking about the work groups 'I' was a part of or lead, thinking through particular scenarios, conflicts and the like, and then evaluating hypothetical outcomes...as such, it is just conjecture and I won't really know the particulars until I am actually in the situation again.
Becky McNeil:
But included in "everything they need," in addition to being a positive and motivating leader (I hope I am, anyways) are also items like validation, reassurance, commiserating in frustrations, etc. In my experience, group members have been happier when they can go to a lead to gripe, and receive an empathetic response in addition to moving toward a solution to the issue at hand. Now, this may speak to the individual characteristics of the people involved, but I tend to think that as long as they are looking to others for emotional confirmation, an exclusively positive affect, even if I were still quite effective in problem-solving, would be negatively perceived as being out of touch with their (emotional) reality. And it would be out of touch with their reality ... that's kind of the point, right?
The experiences you speak of have been similar in my experience as well. The lack of empathy may be apparent to them when they are upset (I know this from being charged with "not caring" when my companion is upset) but otherwise it generally seems to be unnoticed / not a problem. This I think is primarily because I am fully capable of understanding (as much or more as 'I' could before) another person's situation and am able to be considerate and caring regarding their particular circumstances. In the instance of "supporting" another, I suspect I would be able to (for example) notice a lack of confidence in a group member and would therefore be able to encourage them by saying "hey, good job on (whatever)." (If they did, in fact, do a good job or it otherwise seems useful to say so regardless.) As for eliciting feedback, I have found that simply smiling and saying (in a sincere and sensitive tone) "what's up?" allows people to speak their minds to a degree that allows for the resolution of their conflict; I presume this would work similarly in a work group situation.
Again, the major exception to this is if another person disassociates their problems onto me as the perceived cause and, for instance, expects me to change / correct course to fall in line with their selfish demands. In this case, they will find only frustration, as I will not indulge them... and that could lead to some disruptions depending on the individual(s) and the particulars of the situation.
As for being "out of touch with their reality," that is not really the point. The thought that any of us are "in touch with (another persons) reality" is never really accurate in the first place: it's always an intuitive guessing game based on communication, emotional rapport, empathy and so forth. As we (my body and their body) are still in the same world, and as I have knowledge of what it is like to be emotional, I am able to be considerate of their situations (and as I am not projecting all over the place as before, I am probably able to do this better than 'I' could before).
Becky McNeil:
My second thought on this ... at work, and specifically in meetings, I tend to use my emotional state as an additional source of information about others. I guess you could say that it gives me what some call "intuition" in that I subconsciously perceive changes in body language and expression that trigger recognizable subtle changes in my emotional state. I then consciously identify that something needs to be attended to, and try to chase down what it is. Most commonly it is just a process of offering time for a certain person to share more difficult thoughts or questions. I question whether I would be able to identify those opportunities without the arising of emotions, or whether my conscious mind would pick up the pace, so to speak, to compensate.
As the triggers for this type of intuitive reading is "body language and expression," I don't think there would be much of a problem, as long as you are intellectually aware of what body language likely means to the body expressing it. Perhaps it is because 'I' studied body language extensively a few years ago, but I am able to recognize a wide range of emotion in others, such as anxiety, fear, awkwardness, lust, boredom, aggression, and so on and am thus sensitive to the situations as they are. There are some exceptions to this, though...for instance, if someone faked their body language very well, I might not be able to notice, because I cannot pick up on the "vibes" and would thus be unaware that they are acting in a manner that is not congruent with their feelings. In the past, this may have caused me to "dig" ("chase down") at them until they "let it out." But now I simply expect people to be responsible for themselves, and so I do not find an issue with not being aware of this type of subtle detail. This seems to work fine, perhaps because anyone familiar with me knows that they can be completely open with me, and that typically prevents the "clamming up" altogether. It is also worth noting that most people are not very good at altering their body language in any way that would fool me, not even in the slightest...everyone I know wears their "heart on their sleeve" 99.9% of the time though they don't seem to be aware of that (and this was not readily apparent until I was deep down the path toward an AF). It is amazing just how clear the world is when you only see what actually exists.
Again, my comments regarding the particulars of group dynamics in the context of being AF includes a lot of guess work since I have not been in those specific work-group instances since becoming AF. So with that said, I recommend taking my responses on this matter as food for thought only.
Regards,
Trent