Daniel Goleman defines EI as “The capacity for recognising our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and our relationships”.
An EI workplace is characterised by all employees conscientious of their behaviour and the way they relate with others. Such employees have the knack of recognising, perceiving and controlling their emotions because they are aware of their impact on others. They also add a dash of personal traits like, self-management, empathy and trustworthiness to their affective component to put forth a wholesome effect.
Emotional Quotient (EQ), a measure of EI, can be raised through three foolproof strategies.
Strategy 1: Perception
Most employees consider the display of emotion at the workplace inappropriate. EQ has a direct relationship to an employee’s performance. Hence, denying emotions or improper expression of emotions can cause grave personal and organisational problems.
Strategy 2: Proficiency
Emotional competence gives the ability to
Handle emotional situations leading to resentment
Respect emotions and identifying triggers
Being committed to more trusting relationships
Strategy 3: Culture
The third strategy to create an EI workplace is to create an emotionally intelligent culture. An EI culture encourages employees to display and utilise their emotions in a constructive way. EI guides decisions on where to focus leadership development efforts in most large organisations worldwide.
The wise truth
Technical and cognitive competencies are threshold skills that help an individual clear the entry hurdles in organisations. Hence these abilities, , lose their might as distinguishing competencies. The best way to identify an employee’s potential is thus by his Emotional Intelligence competency!
What is EQ?
EQ is an individual’s ability to deal with other people, manage oneself, motivate others, understand his own feelings and respond appropriately to the everyday environment successfully. It is used interchangeably with EI (emotional intelligence). EI though is largely learnt, developed throughout life and conditioned by life's experience.
The rules of work are constantly changing and new yardsticks are being used to evaluate the performance of employees. Decisions regarding hiring and firing employees and retaining, sidelining or promoting them are also based on this. Today's corporate world uses IQ as a criterion for recruitment, and EQ for promotions.
Emotional intelligence can be instrumental in many situations at workplace and can help achieve organisational effectiveness. High EQ is essential to take the right decisions and solve problems.
High EQ can lead to
Reduced stress levels
EQ serves as a valuable tool for HR professionals and managers who intend to bring about changes in their organisations. Having the ability to understand what motivates individual employees, an EI manager adapts management style to organisation values.
Since managers need to lead by example, they should have the ability to model right behaviours. EI facilitates this. EI is a learned behaviour and organisations can significantly benefit by incorporating it in their management training programmes.
Hope it will be of help.
23rd September 2006 From India, Delhi