EMOTIONAL INTELLIGENCE IN THE WORKPLACE
Emotional intelligence refers to the ability to identify, evaluate, and manage emotions. The concept was introduced in 1990 by psychologists Peter Salovey and Daniel Goleman, who developed a model that focuses on a person’s capacity to understand and implement emotions in social situations.
Goleman stated that the root principles of emotional intelligence are broken down into:
• Self-awareness – the ability to recognise one’s own emotions, emotional triggers, and personal limitations
• Self-regulation – the ability to manage emotions to avoid them having a negative impact
• Motivation – a drive that comes from achieving personal goals and accomplishments
• Empathy – the ability to recognise and understand the emotions of another person
• Social skills – the ability to interact with others in order to find out how to best meet their needs.
In a working environment, emotional intelligence is a key, but often-overlooked, trait and is particularly important in workplaces that rely on interpersonal relationships. Employees with high emotional intelligence are more likely to co-operate with their colleagues, manage their stress levels, and learn from previous mistakes.
An effective leader knows how to use their emotional intelligence to build a rapport and sense of trust with their employees, and to see them as individuals with their own needs and abilities. A foundation of mutual respect and understanding will keep the team working efficiently and become more effective at achieving the desired goals. Here are some ways to improve leadership through using emotional intelligence:
Ask questions – Be interested in your employees. Showing a genuine interest in what inspires and challenges them both builds trust and demonstrates that they are valued within the organisation, which can be a great motivator.
Respond, don’t react – There is a subtle difference between the two but the implications of both can differ hugely. Reacting is expressing an emotion unconsciously in response to an emotional trigger, which can mean being rash and irritable. Responding is consciously deciding how to deal with a situation rather than letting emotions take control – for example, taking ten minutes to cool off before replying to someone.
Give recognition – Everybody wants acknowledgement for their achievements, and it is easy to give recognition for a job well done. Positive reinforcement will motivate your employees to always be sure to go the extra mile.
Apologise – We all make mistakes, but it can be all too easy to blame others for errors, which damages trust and interpersonal relationships. If you make a mistake then simply own up, apologise for the error, and learn from it.
Investing in emotional intelligence will result in more engaged, committed employees, and contribute towards a more positive working environment. Interested in how utilising emotional intelligence can improve your leadership skills? Drop us a line here.