Tag Archives: Emotional Intelligence

EQ better leader

5 Ways Emotional Intelligence Can Make You a Better Leader

As a business leader, your ability to connect with, collaborate with, and inspire the people on your team is crucial. Something that affects your ability to fulfill these roles is your emotional intelligence, a concept popularized by American psychologist and journalist Daniel Goleman in his book, aptly named, Emotional Intelligence.

Like intellectual intelligence, emotional intelligence can improve over time—which is good news for anyone hoping to lead more effectively in both their professional and personal lives.
What Is Emotional Intelligence?

What Is Emotional Intelligence?

Emotional intelligence, often noted as EQ or EI, is a person’s ability to recognize, understand, manage, and influence their emotions and other people’s emotions. The concept emerged after decades of research suggested that IQ (a measure of a person’s intellectual intelligence) was not always a great predictor of success.

That is, many people with high IQs fail to develop healthy relationships, profitable business ventures, or even general well-being. Likewise, some people who trend lower on the traditional IQ scale enjoy both subjective and objective measures of success in many areas.

This led psychologists to realize that there must be other things also contributing to whether a person succeeds in life. Emotional intelligence, as it turned out, is one of them.


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Based on research from Goleman and other psychologists, EQ has a few key components:

Self-awareness: you can recognize your emotions and understand how they influence your feelings, thoughts, and behaviors

Self-regulation: you demonstrate impulse control, integrity, and the ability to manage your emotions in a healthy way

Social awareness: you’re comfortable in social situations, can pick up on subtle social and emotional cues, and are sensitive to unique group dynamics

Relationship management: you feel empathy for others and are able to inspire and influence people in an engaging way

5 Benefits of Emotional Intelligence for the Leader in You

By sharpening the above components and becoming more emotionally intelligent, you can expect your leadership skills to improve. Here are 5 specific ways:

  1. Improve your communication. The ability to convey exactly what you need from your team, and the ability to listen to what their needs are, can maximize productivity, prevent costly oversights, and ensure that everyone is clear about your company’s mission and expectations.
  2. Defuse conflict. As an emotionally savvy leader, you can prevent small issues from devolving into larger ones, and even address more serious issues with tact and timeliness.
  3. Set a positive workplace standard. You can help create a culture of trust and collaboration that impacts everyone from your colleagues to your customers.
  4. Leverage adversity. Being able to make difficult decisions and reflect honestly on the outcomes allows you to learn more from your challenges and setbacks.
  5. Connect with, develop, and retain quality talent. People want to work with strong leaders. By taking ownership of your own emotional intelligence, you can literally influence and strengthen your team at every level of your organization.

But the benefits don’t stop there. People with a high EQ have been shown to have better mental and physical well-being, less perceived stress, and healthier relationships. So, no matter what your job role is within your organization (or even your own family), know that developing your emotional intelligence can have a profoundly positive impact on everyone around you—including yourself.

How valuable is EQ in the workplace? Tell us what you think.

Author: Peter Diaz
Peter-Diaz-AuthorPeter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

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3 tips for developing emotional intelligence

3 Tips for Developing Your Team’s Emotional Intelligence

3 tips for developing emotional intelligenceAs many as one in five Australian workers suffers from a mental illness such as anxiety, depression, bipolar disorder, psychosis, or substance abuse. And it’s not surprising that the majority are reluctant to tell their co-workers for fear of being treated differently. Which is why it’s critical that managers promote workplace mental health by mitigating factors that could trigger someone’s symptoms and propel him or her into ill health.

The Detrimental Impact of a Lack of Emotional Intelligence in the Workplace

Fortunately, most people interact professionally with their colleagues, even if they don’t always understand their motivations or moods. However, there’s one type of team member that isn’t likely to respond in a mature manner: someone who has a lack of emotional intelligence or emotional quotient (EQ). While people like this can be talented and productive, their inability to empathise with others can create uncomfortable working relationships and sometimes escalate into full-blown conflicts. This in turn results in damaged relationships, a stressful work environment, compromised performance, and even high turnover.


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The Benefits of Developing Emotional Intelligence

Instead of leaders having to deal with the fallout of these kinds of situations (fighting fires), it’s much more conducive in the long run to develop emotional intelligence in those team members who have a low EQ. This offers the following benefits:

  • Better interactions with co-workers (not only those suffering from mental illness) resulting in a more productive work environment, enhanced performance, increased productivity—and ultimately reduced turnover.
  • Better people skills on the part of the formerly immature workers, which provides them with the essential soft skills to advance their careers. In the long term, this justifies the company’s investment of time and resources in them.

3 Tips for Developing a Team Member’s EQ

Admittedly, developing a team member’s EQ is easier said than done. The individual has to want to change in order to truly develop. Even so, keep the following tips in mind:

  • Integrate EQ development with the employee’s career coaching. This provides you with a relevant framework to address the issue.
  • Determine the team member’s career objective. Find out which goals are important to him or her.
  • Explain why positive relationships are crucial to achieving his or her goals. Focus on how mutual respect and strong network connections play an essential role in advancing.
  • Provide a factual analysis of what the team member needs to learn and how it will benefit him or her. This can include empathy, non-verbal cues, and self-assessment. For example, if the worker has previously sparked conflict by being rude to, or appearing to ‘ride’ a colleague, explain how this behaviour is damaging to the colleague and reflects poorly on the leadership credibility (current or future) of the offending team member. Then brainstorm alternative ways to respond and how that would benefit the team member. For example, offering to assist the colleague would get the job done while simultaneously building the team member’s reputation as a supportive team player.

Our Building Resilience at Work course is something to consider for building the EQ of your team. It’s designed to build mental strength, stamina and emotional mastery so you can get on with business.

Developing a team member’s EQ isn’t easy—but it can be done. And in the long run, creating an emotionally intelligent workforce will benefit both your team members and your organisation.

Author: Peter Diaz
Peter-Diaz-AuthorPeter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

Connect with Peter Diaz on:
Peter Diaz on Google Plus Peter Diaz on Face Book Peter Diaz on LinkedIn