The Importance of Emotional Intelligence for Managers
Emotional Intelligence (EI) is a critical factor for managers if they want to be successful. It was Daniel Goleman, an eminent author and psychologist, who brought the concept of EI into the limelight of the corporate world, asserting that Emotional Quotient (EQ) is twice as critical as Intelligence Quotient (IQ) in driving professional performance. EI comprises a spectrum of competencies that are critical for success across various job roles. This article will discuss the importance of emotional intelligence for managers and how to improve it.
Goleman’s Model of Emotional Intelligence
Goleman posits that individuals with high emotional intelligence exhibit the capacity to perceive and regulate emotions within themselves and others. His model of Emotional Intelligence encapsulates four primary domains: self-awareness, self-management, social awareness, and relationship management.
Individuals possessing self-awareness have a keen understanding of their own personalities. Recognizing their strengths and weaknesses, they exude authenticity and confidence. This personal insight empowers them to be cognizant of their areas of improvement and to undertake proactive measures for growth. A potent tool for enhancing self-awareness is feedback. Those who seek and value constructive feedback emerge as the future leaders of organizations, being the ones who consciously strive for self-improvement.
Even the best of us experience frustration, anger, and stress. At such times, our emotions can potentially overwhelm us, leading to adverse reactions or disengagement (the fight or flight response). Those with robust self-management skills can effectively comprehend and navigate stressful scenarios at work. Leaders, especially, are frequently confronted with challenging situations that require astute emotional management. Employees committed to self-management often prove to be the most dependable members of organizations, consistently demonstrating goal-oriented, driven behavior, irrespective of their emotional state.
Understanding Social Awareness
In addition to knowing ourselves, we have to be aware of others as well. Social awareness signifies the capability to comprehend interpersonal dynamics and to discern cues from others within the organizational context. It demands an accurate reading of others and the ability to empathize with their perspectives. For instance, a socially aware manager might notice a distracted look or restless finger-tapping during a conversation with a direct report. Recognizing these subtle interpersonal cues is a vital aspect of emotional intelligence, enabling leaders to understand and relate better to their team members, thereby fostering success.
Finally, the caliber of interaction and the enduring rapport between managers and their team members could be the most important predictor of success. Leaders who excel at communication, influence, motivation, conflict resolution, and trust-building are invariably the most effective. These skills gain even more importance in a team setting, where leaders exemplifying these traits facilitate effective collaboration and cohesiveness. Connecting with others respectfully and appreciatively encourages them to deliver their best work.
Existing literature on emotional intelligence indicates a strong correlation between the four domains outlined above and successful leadership outcomes. Assessment tools that evaluate emotional intelligence could be an invaluable starting point for both novice and seasoned leaders seeking to refine their leadership prowess. An organization that actively fosters emotional intelligence development can witness a remarkable improvement in overall performance.
The G360 suite of surveys offers a comprehensive evaluation of general emotional intelligence competencies and specific leadership-related skills. Particularly, a 360-degree survey serves as an excellent feedback mechanism as it aggregates input from diverse individuals across multiple roles within an organization. Discover your team’s self-knowledge quotient with G360 Surveys.