If I had a euro for every time a manager rolled his eyes when I mentioned the words Emotional Intelligence, I’d be half way to buying myself an expensive pied-a-terre is some salubrious part of the world.
I have tried (and failed) to figure out why these two words seem so threatening to some (definitely not all I hasten to add!) in positions of management. Do they think it’s mumbo jumbo? Are they afraid of talking about, or having to identify their emotions? Or are they just tired of hearing the term? Perhaps it’s a combination of all the above.
The good news is that once said managers give in, shrug and say, ‘alright, show me what you’ve got,’ they are usually more than a little surprised, and in a good way. I keep banging on about it because I have seen the results.
Leaders who develop their EI are more able to understand, not only how to communicate effectively with their staff, but also how to better interpret the reactions and emotions of said important people.
Imagine your beloved cat or dog just died. You really don’t want to go into work, but you must because you have an important meeting. Your manager is either a) completely lacking in EI and won’t want to hear about your beloved pet, and even if they do, won’t give a damn and will expect you to work as hard if not harder than ever. However, if it is b) and your manager is well versed in EI, they will notice straightaway that something is wrong and call you into their office. They will let you tell your story for 10 minutes during which they will actually listen. After which they will naturally empathize by recounting a similar experience, after which time you are much more likely to get on with your work effectively and with gusto, knowing you have a manager who values you.
Managers and leaders who develop their EI are more self-aware and they just get-it. They have happier and more productive staff and they know that a little understanding goes a long way. They are also smart enough to know that it doesn’t mean giving up half your day to listen to someone’s sob story. Most employees are wise enough to reign it in and not take up too much of their manager’s time. EI managers are smart, wise beings. We need more of them. If you are an employee reading this who would like your own manager to show a little more EI, you can tell him or her you read this fascinating blog post……
If you a manager or in a leadership role and I have piqued your curiosity even a little, I would love to tell you more about the incredible Team Effectiveness Programme and the Team Discovery Programme that I run as a facilitator for EBW. They include the following:
- The EBWt Team Report provides a road map of where and how a team needs to develop their EI. It gives detailed feedback to empower teams to understand and take personal responsibility for critical emotions and behaviours at work. This transforms an average team into a high performing team.
- The Team Discovery Workshop delivers unique team insights into why people behave the way they do and how to change the way they work together.
- Action plans for further EI development are worked through.
- Ongoing coaching support if required.
I am passionate about this work, as I have seen the results first hand. I would welcome a chance to tell you more. So, with no obligation whatsoever, get in touch.
You can call me on 0857272135 or email me at firstname.lastname@example.org or find me on LinkedIn at https://www.linkedin.com/in/justine-mcgrath/
Thank you for taking the time to read this post. It is much appreciated.