How do you show appreciation for emotional intelligence in others?

It is always my belief people want to be acknowledged: yes, even for possessing emotional intelligence! It’s an overlooked skill but it is vital for effective communication and understanding in our daily interactions!

Emotional intelligence (EI) starts at the top! Boards and entrepreneurs must seat their CEO's and leadership team with people who demonstrate EI mastery. EI is mandatory for passionate team members who drive success and bottom line of a business. They work hard because they want to help and they want to make a difference. When that happens, the bottom line shows it...and everyone is happier and more fulfilled at work...even the shareholders.

Appreciating EI is best expressed by offering precise, constructive feedback. It's not just about pinpointing growth areas, but also lauding strengths. In providing feedback, zero in on evident EI behaviors: keen listening, pertinent questioning, conflict resolution, and apt emotional expression. Ground your feedback with specific instances, shunning ambiguous praises. For impactful recognition of EI, ensure feedback is prompt, regular, and consistent.

Many people have written about emotional intelligence. It is rarely seen in hierarchical and authoritarian leadership. In fact leaders who use that code, whether in business or politics, believe that emotional intelligence is "weak". Perhaps they have not seen its effects? Emotional intelligence, changes you as a leader. Your understanding, empathy and vulnerability, allows others to be more human, more energized around what they and others can accomplish. Your vulnerability as a leader, allows people to bring their very best. Teams with a great leader who understands and thrives on EI, creates success and drives innovation. The team is committed because they are seen and they belong.

From my perspective, educating on emotions in and out of the workplace shows that it is "safe" and appropriate to feel, yet not be driven by one's emotions. Education must happen first so people are more aware of how to demonstrate EI. This intentionality naturally leads to the next step, acknowledging and appreciating employees for implementing positive behaviors.

When I recognize someone’s self-awareness (or self-regulation) I’m sincerely appreciative and try to express that appreciation in real time so the recipient feels how genuine my gratitude is. Taking action and reciprocating EI for me, means that I lean into their expertise and ask for their input. Celebrating someone’s skillset, soft or quantitative, is a necessary step in forging relationships steeped in mutual consideration, even if it isn't with a tangible item.

Leveraging recognition is one of the easiest way to demonstrate you have honed your POWER SKILLS (formerly called soft skills). Most leaders have some kind of budget to work with and I always made sure that my budget was fully spent whenever I had it. And while giving out rewards is the most commonly thought of way to recognize, simply featuring people on team calls or all hands calls who have done exemplary work creates an environment of psychological safety. This simple act invites risk taking, innovation, creation of new best practices, increased collaboration and trust building across your organization. Being known as a generous leader is a compliment that we should all strive for.

This one is tough as it closely aligns with the first point. To what extent should one be "praised" or "celebrated" acting appropriately? Does an organization run the risk of inadvertently devaluing the behaviors they seek to cultivate? I have seen interest decrease variables mentioned above, including the rewards not being inclusive, equitable, or fair, and when the methods designed to celebrate lose their appeal or when there no longer is a budget to fund the celebrations. I feel the ultimate goal should be to impact the culture permanently!

Celebrating small successes is the key. It brings purpose and motivation right in front and acts as a beacon for others to participate in the journey. Milestones for success could be pre-defined or picked at the spur of the moment with focus on acknowledging contribution of everyone in making it happen one step at a time is liberating.

As someone who is a 'Real Colors' facilitator in my organization I can appreciate the variety of ways to communicate to those on your team, in your organization, your clients, and even your families. Being self aware and identifying others who are as well opens up a world of possibilities, strengthens communication and mutual understanding, morale, and so much more. Never stop trying to increase your own EI.

We all have this ability to help someone, but no one knows how to go about it. Therefore, harnessing empathy, encouraging a culture of trust & teamwork would help build an environment of growth. Assigning tasks beyond capability or with limited resources but cohesive team members can yield amazing results as some unknown or unheard of qualities of your peers & subordinates would come to fore in meeting the desired objectives.

Providing opportunities for growth based on acknowledged EI skills is the workplace of the future. Data shows that leaders are looking for high EI for future demands. By recognizing these key skills in addition to technical skills and providing growth opportunities, we have the chance to develop much-needed human skills in the workplace.

I love this one! Providing a variety of options/opportunities to grow and develop EI skills along with role playing activities, projects and practical ways to practice them is what I call a "hand's on" approach. It is effective in causing the concepts to be adapted.

??It is important to acknowledge that we all learn from each other. If someone on your team has great EI, leverage that to build high EI in your team. A simple way to do it is by: ??seeing people: acknowledge people, use their names in conversations with them. Let them know that you see them as an individual. ?? hearing people: listen to what they say, ask questions with genuine curiosity, and provide the psychological safety to share their thoughts. ??remember people: follow up after the conversation if there were any open questions, and in the next conversation recall something that they shared with you.

One way to set the tone is to both model and teach that emotions are data. Emotions are a valuable to tool to tell us when we feel a threat, and it's how we utilize that data that makes all the difference in the impact we have on others!

Demonstrate self-awareness, listening actively, and empathizing with others. Handle conflicts with composure, foster positivity, and embrace change gracefully. Communicate thoughtfully, be socially aware, and encourage collaboration. By regulating your emotions, you model emotional intelligence and inspire a culture of empathy and effective communication.

A key way to appreciate EI in others is to cultivate a culture deeply rooted in its principles. Establish guidelines, policies, and behaviors that champion EI. Implement a feedback-rich environment, ensuring everyone gives and receives insights constructively. Celebrate and acknowledge each other's milestones, fostering a culture of recognition. Promote continuous learning, availing opportunities for all to hone their EI prowess. Such a cultural shift underscores a genuine commitment to and responsibility for nurturing EI.

Culture not only matters to EI...for a business the culture IS the Emotional Intelligence. Do the people at your office feel seen? Do they feel like they matter? Do they feel like the management is honest and dealing with them with integrity? Do they feel safe enough to be themselves? Do they feel safe enough to innovate? This is when Ei will drive passion and hard work and innovation! more EI=more EPS!

Emotional Intelligence is crucial in all phases and positions. Emotions make us Humans, expressing them is as equally important as balancing them i.e. outbursts of happiness, anger, resentment, or freedom of expression etc. EI is neither taught in schools nor at work place. But majority of us have this naturally develop during the social interactions or by observation. Balancing Listening, Articulating, Inclusive mindset, Appreciating, showing Gratitude will make oneself carry high EI. One will not be belonging to a system if EI is not considerate of these above factors. If I need to express my thoughts it needs audience, who will only listen to me if I balance my EI and not enforce myself as the mainstream ideator.

In my view, leaders can’t be too vulnerable, lacking direction and avoidance not only puts team but the individuals and performance at risk. Emotional intelligence is one’s ability to understand and appreciate the differences and is an balancing act that produces team results. If a team has only 2 strong players, emotionally intelligent teams will enable others to raise the bar and perform at the same level. If a team continues to rely on 1 or 2 individuals and lacks motivation, I will be concerned as a leader as it is a symptom of a weak team. Identifying and appreciating those individuals who enables others, showing them the path to greater performance, building individual capabilities and confidence in others, should be recognised.

1. Active Listening: Pay attention when they speak. Show genuine interest in their thoughts and feelings. 2. Empathetic Responses: Respond empathetically to their emotions. Let them know you understand and support them. 3. Open-Mindedness: Value their perspectives, even if they differ from yours. Emotionally intelligent individuals embrace diverse viewpoints. 4. Encouragement: Applaud their efforts to manage emotions effectively. Positive reinforcement boosts confidence. 5. Conflict Resolution: Acknowledge their ability to navigate conflicts peacefully. Recognize their role in creating harmonious environments. 6. Adaptability: Highlight their capacity to adapt to changing situations. This showcases emotional resilience.

Creating an environment that values open communication is essential for appreciating EI in others. Encourage individuals to express their thoughts, feelings, and concerns without fear of judgment. Actively listening to what they have to say, validate their emotions and respond empathetically. By promoting open communication you demonstrate that EI is valued and respected. As a Leader one of the most effective ways to appreciate EI in others is by leading by example. Displaying EI in your own actions and interactions sets a positive tone and encourages others to follow you. By modeling emotional intelligence, you create an environment where it is valued and appreciated.