We’ve all come across numerous articles spouting the need for us to get in touch with our feelings and be willing to share our feelings with others. Does that apply in the workplace, with a coworker or with our boss? You’ve got to be kidding, right? No, I’m actually not. This article discusses emotional intelligence in the workplace and how it attributes to success and real value.
Many experts in the field of business psychology have concluded that there is a direct correlation between success in the workplace and emotional intelligence (EQ). So, what is emotional intelligence in the workplace? And why is it important in the workplace? EQ is one’s ability to cope with daily situations and to get along in the world. It is also the ability to recognize one’s owns feeling and those of other people. In addition, it is the ability to motivate oneself and others. Furthermore, many believe EQ is a measure one’s effectiveness in the workplace.
All too often, many of us fall into dated views that our IQ and/or educational background are the key drivers to past and future successes. For example, contemporaries believe that IQ by itself in not an effective predictor of job performance. But rather, it is a combination of IQ vs EQ that provides a better measure of success in the workplace. We are being judged by a new yardstick. It’s not just by how smart we are, or by our training and expertise, but also how well we handle ourselves and each other. This realm of thinking is increasingly applied to who will be hired and who will not. (Goleman, 1998) According to personnel executives, IQ may get you hired, but EQ will get you promoted. (www.time.com– Understanding Psychology)
Best selling author, Dr. Daniel Goleman has championed heightened awareness on this subject through his books “Emotional Intelligence” and “Working with Emotional Intelligence.” Both books have been enormously influential and have played a key role in adopting the notion of EQ in mainstream business thinking. Dr. Goleman’s definition of emotional intelligence proposes four broad domains of EQ which consist of 19 competencies. The following chart illustrates the domains and the inter-relationship between the competencies.
[box] SELF SOCIAL RECOGNITION Self-Awareness Social Awareness Self-Confidence Empathy Emotional Self-Awareness Organizational Awareness Accurate Self-Assessment Service Orientation REGULATION Self Management Relationship Management Self-Control Influence Trustworthiness Inspirational Leadership Conscientiousness Developing Others Adaptability Influence Achievement Building Bonds Drive to Succeed Teamwork and Collaboration Initiative [/box]
The following includes some more details about self-awareness:
The following includes some more details about self-management:
The following includes some more details about social awareness:
The following includes some more details about relationship management:
With few levels of management in today’s organizations, management styles tend to be less autocratic. In addition, the move towards more knowledge based, team working, and customer focused jobs means that individuals generally have more autonomy, even at fairly low levels within organizations. (www.psychometic-success.com) So, how can we apply Goleman’s insight to increase our own probability of success? Spend time getting to know and evaluating yourself. Then determine how you relate to others.
Then ask yourself the following questions to know yourself, choose yourself, and know others:
Ask the following questions to know yourself.
Ask the following questions to choose yourself.
Ask the following questions to know others.
It is unlikely that your emotional intelligence skills will drastically improve by reading a book or this article or taking a training class. It takes time, training, and a great deal of practice. As products and services and skills continue to be commoditized, the ability to distinguish oneself or a product is becoming more difficult. However, leveraging EQ enables us to create a competitive advantage through a focus on other’s needs, relationships, and leadership style.
The leader of today and tomorrow must not simply have a vision that inspires others, but they must also be able to execute it successfully to ensure that vision becomes a reality. (D. Dunning, Leadership in the Millennium) But, how does one ensure successful execution in today’s rapidly changing and dynamic business world? Through focused and intentional leadership development.
What does the aspiring leader need to do or know? What skills or competencies mush be acquired to accomplish the goals?
Be honest with individuals about the gap that exists between where they are currently and where they want to be. Help them develop a plan to get there and provide supportive feedback along the way.
Give people learning assignments from real-life situations or issues. To grow, people need “stretch goals and assignments.”
Small group feedback is an effective way to provide constructive and effective feedback.
Begin the cycle again with new goals and objectives for growth and development.
A single leader may be able to effectively solve simple technical problems; however, today’s complex problems require an alliance of diverse individuals and groups contributing unique knowledge, experience, and expertise. It is the workforce, in creative alliance with leadership, which drives effective change – not the individual leader. As a result, emotional intelligence plays an integral role in the success of today’s as well as tomorrow’s leaders.
For example, leaders with high EQs focus on leading by teaching. Furthermore, they understand the power of appreciation. They also remind others of what’s important, generate and sustain trust. Finally, they build alliances with their staffs.
This is the information age. As a result, all of us are dependent on information and using it wisely. The advent of the EQ model enriches our knowledge of the information surrounding us. It also tells us emotional information is there and that some people can see it and use it. The model encourages all of us to use EQ information wisely – whether through our own direct understanding, or through the assistance of those who do understand.
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