Have you ever noticed a car model or color you’ve never seen before and then suddenly you see the exact model or color all the time?! It’s strange how that happens! We were recently asked for a proposal for an overview of emotional intelligence for a senior leadership team. Within a day of the initial request, there was a SHRM topic on emotional intelligence, research on the impact of positive emotions for leaders, and workshop announcements on emotional intelligence (EI) and psychological safety.
Whatever the reason, it is great that the topic is being prominently discussed again! The importance of EI cannot be under-emphasized in whatever leadership role you have – in your department, on your team, managing safety, managing the occupational health unit, in HR or as a wellness manager. There are many aspects of leading with emotional intelligence – and EI is key for all leaders.
Emotional Intelligence, also known as Emotional Quotient (EQ), is the ability to understand, use, and manage your own emotions as well as those of others. It involves recognizing, labeling, and managing emotions in oneself as well as identifying emotions in others and being able to respond accordingly.
EI influences how we think, behave or act, and relate or interact with others. The bottom line is that developing and practicing EI skills helps us to be better leaders. Not only that, but we are also better partners, friends, co-workers, and parents.
EI/EQ has at least 5 Core Components:
- Empathy,
- Effective Communication or Social Skills,
- Self-Awareness,
- Self-Regulation, and
- Motivation
These core components are foundational qualities for great leaders! EI enhances self-awareness, enabling leaders to understand their own emotions and how they impact others. This self-awareness fosters empathy, allowing leaders to understand and address the emotional needs of their team.
Ultimately, emotional intelligence strengthens relationships, improves communication, and promotes a more positive and productive work environment.
First discussed by Daniel Goleman in the early 1970’s, the benefits of cultivating EI skills have been well documented.
- Enhancing communication, decision-making, and overall well-being.
- Improving relationships, leadership qualities, and stress management.
- Cultivating EI skills leads to high performing teams and more engaged teams.
Other results are just as amazing and transformative! EI is essential for individual and organization well-being and ultimately lead to greater personal and professional success. There is a positive ripple effect throughout the organization as well as our personal lives.
Leaders developing EI qualities transform the culture and foster psychological safety, an environment where employees feel valued and empowered to speak up (Psychological Safety and What Some Get Wrong). Recent research published in HBR confirms that leaders have a powerful impact on the recipients and the culture. Based on the findings, employees thrive when the leader is positive. This doesn’t mean always being nice when correction is needed.
We always say it is the ‘how’ that matters, not just ‘what’ a leader does. According to the research, of course negative feedback is needed at times and beneficial but the authors state that, “For negative feedback to be meaningful and inspire positive change, it needs to be substantiated in a way that feels fair, proportional, and accurate so that it will encourage workers to want to improve.” (Research when leaders express positivity). And it needs be done using EI, empathy, listening to understand, and with respect.
We have witnessed it both ways – including from safety managers – and it is devastating when negative feedback is given with anger, lacking respect, and without listening.
Fostering EI is not a ‘training’ or one-time event. Just like cultivating psychological safety, fostering EI is a process – a journey. Think of it as an initiative that encourages practice, skill development, and addresses obstacles.