In the following series of blogs we’ll look at a few aspects of Emotional Intelligence to explore the impact of developing high emotional intelligence to give your leaders and teams the edge and the cost to your organisation of not doing so.
What is Emotional Intelligence?
Emotional Intelligence (EI) can be defined as “a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.” *
Who needs it?
Most of us know people in the workplace who are technically expert, perhaps even gifted in some way. They are the “go to” people in their departments, the ‘oracles’ who will always have the answer to any technical problem. Their critical thinking and insight is the envy of their colleagues.
Yet often these are the last people we would go to for advice about office politics, inter-departmental relationships, handling conflict with difficult colleagues, how to successfully manage our staff, in fact just about anything to do with the people side of the business.
What elevated these people to their levels of seniority is their impressive intellectual capability and capacity for thought – their IQ – but it is their EQ (Emotional Quotient) that prevents them from achieving even more for themselves and their employers. In other words, what’s missing from these technical wizards is a high degree of EI.
IQ v EQ
Our IQ is in place from our late teens and can’t be significantly developed over a lifetime. Our EQ automatically increases with life experience but specialist coaching will result in fast and significant improvements.
In the following series of blogs we’ll look at a few aspects of EI to explore the impact of developing high emotional intelligence to give your leaders and teams the edge and the cost to your organisation of not doing so.
*Source: MHS Staff, Emotional Quotient Inventory 2.0 (EQ-i 2.0) Technical Manual (Toronto: Multi-Health Systems Inc., 2011).