“By teaching people to tune in to their emotions with intelligence and to expand their circles of caring, we can transform organisations from the inside out and make a positive difference in our world.”
Not too long ago, the only kind of ‘Q’ or ‘quotient’ we knew about was IQ or intelligence quotient. Your IQ score was considered to be the determining factor for whether or not you got the job, or how successful you might be in that role. Fast forward a few years and EQ (emotional quotient or emotional intelligence) and TQ (technology quotient) are the newest buzzwords. However, research would suggest EQ is more than a buzzword. Daniel Goleman, psychologist, science journalist, and best-selling author of Emotional Intelligence, suggests that an individual’s emotional intelligence (or emotional quotient) is the largest single predictor of success in the workplace.
Goleman defines emotional intelligence as a person’s ability to understand and manage one’s own emotions, and those of the people around them. The four domains of emotional intelligence are self-awareness, self-management, social awareness, and relationship management.
It is suggested that 75% of careers that are derailed are caused by issues arising from a lack of emotional intelligence. At the same time, when comparing high-performing executives with those average in their field, 67% of the competencies that made them successful were emotion-related.
The research just confirms what we already know – if you’re going to be successful as a leader, you’re going to have to be able to control and use emotion effectively. You can be the smartest person in the room and have the highest IQ, you might be the best technically at what you do and have the highest TQ, but if you can’t control your emotions, aren’t good with people, and don’t have a high EQ, you’re going to derail your career at some point. Gone are the days when leaders are assessed purely on their technical abilities.
Some of the tell-tale signs of low emotional intelligence in the workplace are:
- Poor communication – one of the easiest giveaways that your team or team members struggle with emotional intelligence is constant instances of miscommunication or inappropriate communication or an overall decline in communication between team members. Typically, those with low emotional intelligence are too closed off and self-absorbed to comprehend or value ideas and struggle to articulate themselves.
- Decreased productivity – Many of the factors of low emotional intelligence like negative emotions and perceptions, and reduced proactivity contribute to lower performance. Staff are less motivated and more likely to make errors. On the contrary, individuals with good EI are self-aware, they know what motivates, excites, and inspires them, driving better productivity
- Resistance to change – Teams marked by lower emotional intelligence may be more resistant to change. Staff that lack self-assurance in their abilities or who have little faith in the larger objectives sometimes react negatively to new tasks, difficulties, and procedures.
Unlike IQ, it is possible to develop and build emotional intelligence. In fact, it’s not just having EQ that’s important for a leader, it’s one of the key sets of skills and competencies that leaders need to be able to develop their teams.
Join leadership expert and organisational psychologist Clifford Morgan as he explores how you can be more intentional about developing emotional intelligence in the workplace using coaching skills.
This webinar will:
- help you understand more about emotional intelligence and why it’s important
- show you why coaching is the most effective way to develop emotional intelligence in your team
- provide you with power questions you can use to coach your people to emotional intelligence.
WHEN: Friday 23 September