So what does it take to increase your emotional intelligence? Well in EQ-I 2.0 each of the five major components are broken up into sub-categories. By understanding what the sub components are and your scores on them you can ultimately pick one or two that you want to work on and increase. As you bring self awareness to these areas you can effectively enhance your emotional intelligence in those areas. They are:
Problem solving - effectively managing emotions when solving problems
Reality testing - seeing things as they are
Impulse control - managing or delaying impulses
Flexibility - adapting to change effectively
Stress tolerance - successfully coping with stressful situations
Optimism - maintaining a positive attitude
If you are looking to understand your emotional intelligence quotient reach out to me and get an assessment and interpretation of the assessment done. It could be a great tool to enhance your leadership skills.
I coached a group of federal leaders last week on Emotional Intelligence. They were high functioning and rated fairly high on their emotional intelligence assessment. Even with those high scores we had a very rich discussion on how they could continue to hone their emotional intelligence skills to enhance their leadership capacity. Here are a few key areas of focus that came out of that discussion:
So why does emotional intelligence really matter? Well in practice it is how you are able to emotionally connect to yourself and to others. Some people learn when they are young to swallow their emotions and/or to lash out at others in anger. While we may learn in a work setting to control these emotions better than in our personal lives, those reactions may come out when we are in stressful situations in an organization.
While it is natural to have emotions the more that we are able to manage the ups and downs of our emotions (through stress management techniques) and/or by understanding our emotions and expressing them in a healthy way (e.g. - open dialogue, crucial conversations, transparency in finding a win-win solution to problems) the better off we are going to be in building strong healthy interpersonal relationships and in making wise decisions even when we are leading with our emotions.
What stress management techniques do you use to manage your emotions? Statistics say getting up every 90 minutes in a work place is good for productivity and efficiency. Do you take walks, listen to music, chat with a coworker? What works for you to manage your emotional state? What could you do to help you in expressing your emotions better - take a communications or conflict resolution class?
Each emotional intelligence tool is different, but as a practitioner of the Emotional Intelligence tool EQ-i 2.0 I am partial to their methodology. Within EQ-i 2.0 there are five different categories or components that make up your emotional intelligence quotient:
The higher the scores on each of these components (which have sub-categories which I will cover in my next post) the better that you can be as a leader. Ever been around a leader who blew up constantly when things went wrong (e.g. - were not able to manage stress) or who was really controlling or dominant (e.g. - was not great at developing interpersonal relationships)? Well in both of those scenarios their emotional intelligence in those areas were perhaps lower than others and could be developed in order to enhance their success and ability to lead a team. What of the five areas above are you strongest at? Which area could you use some development?
Emotional intelligence is defined as the social and emotional skills we have personally and in our interpersonal relationships. It is the ability we have to be aware of our emotions, regulate them, and interact with other people in a way that is enhancing of the relationship. Emotional intelligence is a learnable skill and often develops with age. It is also a key differentiator for success for leaders. Statistics show that leaders with higher emotional intelligence are more successful in their work than those who have lower scores. There is also evidence that while IQ is often a key indicator for getting into a role it is the emotional intelligence which then translate into further growth in a role.
So as a leader how able are you to understand how you are feeling, regulate strong emotions, and/or relate to others in your organization? If there are areas for improvement it can be critical to your success to begin to practice one or two of these behaviors.
Do you have to hire people in your organization? Are you hiring people and then realizing that they might not be the right fit? Are you going through a swinging door of employees only be to exhausted constantly trying to bring on the next replacement?
Hiring is a tough business. Bringing on the right people can make or break your team and your organization. Without the right leaders, team members, and employees your organization can be slow, unproductive, and inefficient. It is imperative to hire well so that you can make your organization function as effectively as possible. So makes a person the right one for your team? Here are a few guidelines:
Monica Thakrar has over 18 years experience in business focused mainly on strategy, change management, leadership development, training and coaching resulting in successful implementations of large scale transformation programs.