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I want to share my experience working with three different CEOs who struggle with emotional intelligence.
The five key elements of EI, as Daniel Goleman highlighted in his 1995 book, “Emotional Intelligence”, include: Self-awareness Self-regulation Motivation Empathy Social skills All are essential for leadership effectiveness.
When you’re ready to jettison the “Fit in and be accepted voice,” you only need one tool: the ability to drop into personal narrative.
The vast majority of industry leaders have one thing in common: They are unwavering in guarding their personal challenges and struggles from stakeholders, peers, and subordinates.
A few years ago, I found myself in the “hot seat” as a contestant on the game show, 100K Pyramid hosted by Michael Strahan.
Common mistakes we have all made during conversation: Thinking about what you’re going to say while the other person is still talking – Let the person know you are paying attention by responding in a thoughtful way.
You’ve probably heard of intelligence quotient, or IQ. It’s a metric used to gauge how “smart” someone is. IQ may indicate skills like pattern recognition, book smarts, advanced logic, and comprehension, but it doesn’t indicate capacity for empathy, the ability to relate to others, or overall capacity for building successful relationships. That metric is a bit less defined, but no less important. It’s called “emotional intelligence,” or EQ, and ensuring your employees understand this concept is foundational to workplace and organizational productivity. EQ can affect how teams communicate, collaborate, and more.
It may sound like a daunting subject to train for—how do you teach someone foundational qualities of empathy, respect, and understanding? The good news is that it’s possible. It starts with encouraging individual exploration and embedding self-awareness.
Understanding our own core values, motivators, and personality traits can be a great way to work toward an understanding of the same in others. When employees know their emotional strengths, weaknesses, and preferences, they are better equipped to approach tough situations, problem solve constructively, and create positive relationships.
Personality assessments like Myers-Briggs, StrengthsFinder, and Enneagram all provide helpful guidance on an individual personality level. HRDQ also offers many personality style assessments to help employees understand how they’re showing up at work and in life. When beginning to explore emotional intelligence webinars, consider implementing some form of foundational assessment to help get the ball rolling.
Self-awareness can feel esoteric and intangible if it’s not paired with real-world applications. As you cultivate self-awareness, you can also present real-world scenarios so employees understand their instinctive approach and then workshop how to work through them with emotional intelligence.
After watching our content on emotional intelligence, think about how you can design scenarios that engage these tangible issues, and facilitate conversations with employees about how they approach situations with emotional intelligence.
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