Emotional intelligence, often shortened to EQ, refers to one’s ability to recognize, understand, and regulate emotions in ourselves and others. While raw IQ tends to grab the spotlight as the pinnacle of leadership traits, rapidly evolving business environments increasingly call for EQ capabilities from managers and executives.
Why Emotional Intelligence Matters in Leadership
Traditionally, leadership emphasizes direction-setting, performance management, and rational decision-making. However, modern workplaces find value in leaders who can connect interpersonally, inspire teams intrinsically, and demonstrate compassion that earns loyalty during volatility.
Emotionally intelligent leaders build resonance and relatedness. They foster environments where employees feel safe, engaged, and empowered to take ownership of responsibilities. Rather than simply commanding compliance, emotionally intelligent leaders align people behind a compelling vision and purpose.
Diverse, matrixed organizations require working effectively across functions, perspectives, backgrounds, and priorities. Emotionally intelligent leaders act as the glue binding disparate groups together to collaborate.
Finally, today’s VUCA (volatile, uncertain, complex, ambiguous) business climate produces near-constant change, disruption, stressors, and tensions. Emotionally intelligent leaders guide people through periods of discomfort, providing the support needed to stay focused and nimble.
Ways for Leaders to Develop Emotional Intelligence
The good news is emotional intelligence consists of personal and social competencies amenable to improvement at any career stage. Growth begins with commitment to raising self-awareness, then practicing and applying new behaviors on the job.
Over time, emotional intelligence develops through continually challenging oneself to understand different viewpoints, regulate reactions thoughtfully, and address sensitive situations with wisdom.
Some recommendations to spur EQ development as a leader:
Listen Actively
When engaging employees one-on-one or in groups, focus fully on comprehending their verbal and nonverbal cues without judgement before crafting responsive messaging. Reserve sharing your own perspectives for after people feel genuinely heard and understood.
Observe Intentionally
Note colleagues’ working styles, preferences, motivations and ebbs and flows in engagement levels. Identify their unique needs and challenges rather than making generalized assumptions. Recognize gaps between intent and impact when tensions arise.
Regulate Responses
In dynamic, high-pressure situations avoid knee-jerk reactions. Pause, process emotionally-charged information, and revisit initial judgements before determining thoughtful next steps.
Address Tensions Skillfully
Lean into difficult conversations and personalities openly and calmly. Disarm anger through empathy, find common ground amid disagreements, discuss sensitive topics respectfully, and learn from dissenting views and failures.
Role Model Vulnerability
Let your guard down first demonstrating authenticity. Share your own mistakes, fears, uncertainties and developmental areas. Adopting a humble, lifelong learning mindset makes it psychologically safe for people to engage deeply.
Inspire & Recognize
Catch people doing things right through positive reinforcement tailored to intrinsic motivators. Recognize progress towards growth, lift up unsung contributors, and help shape individuals’ goals and development paths.
Conclusion
Developing emotional intelligence establishes VALUES as a leader – from Vulnerability and Understanding to Learning and Empathy. While technical expertise, IQ and job knowledge provide the hard skills for management, EQ capabilities build the connective leadership tissue for organizations to thrive. The most resonant, purposeful and successful leaders openly strengthen self-awareness and interpersonal abilities over time.
Image Source: pexels.com
