How can you help leaders develop emotional intelligence in diverse teams?

I believe Emotional intelligence are the two big words nowadays. I see a lot of discussions, about it everywhere but is it put in use in the work force, I do not believe it is. If it was, a lof of employees will not be suffering at their daily jobs. Are the Human Resource departments in organisations use it, effectively and on a daily basis? That is the big question, if they were, the workforce will be happier and performing better. Yes Emotional Intelligence must be use in teams and practice with active listening and empathy. Managers must know, how to listen and show interest and curiosity. As well managers must show empathy. If Emotional Intelligence and Empathy were used in any workforce, what a great company it will be.

N?o é tarefa fácil para o líder desenvolver inteligência emocional na equipe de liderados. Acredito que conhecer as próprias emo??es é sem dúvida o primeiro passo para isso. O auto conhecimento é uma fonte de transforma??o sob o qual poucas pessoas se apoiam. Seguem algumas dicas que podem ajudar 1- Desenvolva a empatia. 2- Compreenda seus próprios sentimentos e saiba lidar com as emo??es negativas. 3- Controle a ansiedade. 4- Crie um ambiente positivo de trabalho. 5-N?o reaja sob forte emo??o. Enfim: treine a mente para que ela seja mais forte que as emo??es.

Effective leaders especially ensure consensus and teamwork. coordinating, evaluating multifaceted perspectives and functional. They are people who are skilled at avoiding non-existent conflicts. This skills, positive relationships that will help leaders achieve their goals provides the opportunity to develop. Those who know themselves, those around them. Leaders who are sensitive to the needs of their followers and can control their emotions can establish strong relationships among themselves and constantly improve this relationship.

There is a lot of lip service being given to "emotional intelligence", but I don't think many people really understand the 4 key components and how they relate to "Self" - (Self Awareness & Self Mgmt) and "Others" - (Social Awareness & Relationship Mgmt). Each component is like a bucket full of competencies that can be improved. I love using Daniel Goleman's 12 Competency Model with clients to break EQ down into relatable and manageable segments. An assessment is great, because it allows them to see areas where they might be strong and identify others that they need to continue to focus on.

I do agree that Emotional Intelligence or Emotional Quotient plays a vital role in day to day operation, it also starts from home to the work place. People do not understand the degree of anxiety and stress they have developed just to maintain their daily activities. Do contact me if you need my services.

Never assume using your cultural background as reference. Living in Vietnam gave me valuable insights into the Vietnamese culture and professional working life. Sometimes, people will give you an answer just to avoid losing face in front of others. A one-on-one follow up clears up misunderstandings. Clear communication, actionable instructions with reasonable due dates get you far. Understanding people’s customs, treating them with respect and gaining their trust will take you further. When people know they can approach and discuss matters freely in confidence with you and receive genuine help, you have a high performance team. Be present when they need support, and always keep learning.

Os desafios mais comuns dos lideres inclue: tomada de decis?es, motivar e inspirar liderados, lidar com mudan?as, administrar conflitos, criar uma cultura de confian?a, respeito e empatia, adaptar-se a diferentes dinamitas e personalidades. Para evitar mal entendidos e situa??es constrangedoras e desagradáveis, é preciso que o Lider conhe?a muito bem cada um dos seus liderados e a melhor forma de lidar com cada um deles.

It is important for one to be exposed to different cultures besides attending training and reading and discussing about the different perspectives. These experiences help one to be sensitive and conscious of differences when dealing with different nationalities. This is crucial especially when Singapore is a melting pot that welcomes global talent to work here. Team synergy is only gradually built once every member is sensitive to different perspectives by listening emphatically to diverse views, welcomes different viewpoints to admit better ideas and implements good DEI practices for the team. Putting into practice what one learns about DEI is really critical to maintain a productive culture within an organization.

Embracing diverse cultures and perspectives is key to fostering emotional intelligence in diverse teams. Actively engaging in cross-cultural learning experiences, such as joining multicultural groups or participating in diversity workshops, has been instrumental in broadening my understanding. Sharing stories, experiences, and traditions with colleagues from various backgrounds not only enriches perspectives but also builds empathy and strengthens team cohesion.

I would add that different cultures may have different preferences in communication. For example the level of formality, tone of voice, the use of body language, or degree of feedback to give. I can learn about these traits and adopt myself accordingly.

Active listening, without interrupting the other person, is indeed a very powerful tool. By just listening deeply and attentively, problems might already be solved as many times people simply don’t feel enough listened to.

Eye contact, active listening and body language are some of the ways one is perceived as a good listener and these sends positive EI vibes to groups or team members. We therefore need to project these when we are in our teams giving opportunities to everyone to express their opinion on tasks and projects as the team tries to attains higher productivity and success. Experience has shown that there is always two or more other ways to resolve certain difficulties and if a team is able to harness team members suggestions by recognition and effective communication, they achieve excellent solution.

It is important to listen actively and empathize with different team member's perspectives so as to understand each other, continue to render the support. One should never sympathize but empathize with other team member's perspectives. Sympathizing results in affirming the weaknesses in others, instead one should empathize to continue the support to the team member(s), encouraging them to do better.

It is very important when professionals invest in self-knowledge. Those who have knowledge about their own behavioral profile are more likely to deal with the needs of their team members. Adaptations to styles make communication and team development much easier. A happy team produces the best results.

I agree partially, while flexibility and adoption is important, consistency and fair and equal treatment to all is equally important.

An example of how to give empathetic feedback is to use the COIN model. Connect: make sure the time is right and the person open to receiving feedback. You can simply ask, “may I give you some feedback?” Observation: Speak to the behavior you observed. No personal opinions, just facts. Impact: What was the impact of the observed behavior on you, others, customers or the organization. Next Steps: Before you make a recommendation, allow the person to suggest their own next steps or what they might do differently next time.

To add, we should not blame others or make them feel bad when mistakes have occurred. A “we are in this together”, forward looking approach is important.

Emotional intelligence isn't just a buzzword; it's the heart of great leadership. In my experience, it's all about genuinely connecting with your team. Listening, really listening, to what they're going through, and showing that you care. It's amazing how this openness can transform a team's vibe. We laugh, we share, we sometimes even disagree, but it's all in the spirit of understanding each other better. Yet, I still see many who view showing you're a human - with real emotions and vulnerabilities - as a weakness, prefer to go with a 'know-it-all' attitude. They forget that at the end of the day, we're all human!

Embracing continuous growth by staying open to new experiences and perspectives is vital. Personal stories, anecdotes, or real-life examples of how adapting leadership styles or communication methods improved team dynamics can greatly enhance the understanding of these concepts. For instance, I've seen firsthand how adapting my communication approach based on team members' preferences and cultural nuances significantly improved collaboration and morale within my team.