TOOLS : Emotional Intelligence (EQ)
We see highly intelligent, technically brilliant managers on the fast track to success - yet they lack Emotional Intelligence - The ability to self-manage and coach their team.
"Company star performers to average ones in senior/leadership positions 90% of
the difference in their profiles was attributable to Emotional Intelligence factors rather
than cognitive abilities."
Primal Leadership, 2004
There are 5 components to Emotional Intelligence:
Stage 1 - Self-Awareness
Deep understanding of self - strengths, weaknesses, barriers to success, needs/wants/motivators, values, empowering and disempowering beliefs. To be authentic with themselves and others and understand deep aspirations.
EQ is born largely in the neurotransmitters of the brain's limbic system; governing feelings, impulses and drivers.
Stage 2 - Self-Regulation
Individuals who are in control of their feelings/emotions are able to create an environment of trust and fairness. They are seen as calm and approachable. Often they are able to deal with ambiguity and change programmes more readily. They demonstrate a high level of integrity - an ability to say "no" to impulsive urges.
The limbic system learns best through motivation, extended practice and feedback.
Stage 3 - Motivation
A passion for work itself - individuals seek out challenges, love to learn and take great pride in a job well done. They are eager to explore new approaches to work. Forever raising the performance bar, enjoying and rising to stretch challenges wanting to be tracked and measured.
Stage 4 - Empathy
Thoughtfully considering and hearing employees feelings - along with other factors - in the process of making intelligent decisions. Empathy can bind a team, release frustrations and focus on the goals. Empathy can also play a key role in retention of talent.
EQ training must focus on the limbic system to help people break old behavioural habits and establish new ones. It takes time and requires an individualised approach.
Stage 5 - Social Skills
The ability to manage relationships with others. To have purpose in social interaction. To influence/persuade others in the direction you desire. To create a wide circle of acquaintances, build rapport and retain optimism. Coaching/mentoring employees will reap rewards in better performance as well as increased job satisfaction and decreased turnover.