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What do you do if your executives lack emotional intelligence?

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Emotional intelligence (EI) is the ability to understand and manage your own emotions and those of others. It is a crucial skill for executives who need to inspire, motivate, and collaborate with diverse teams and stakeholders. However, not all executives have high EI, and this can lead to poor communication, conflict, low morale, and missed opportunities. If you are a career development coach, you may encounter clients who struggle with their executives' lack of EI. How can you help them cope and succeed? Here are some tips to consider.

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Kelsey Waldrop

"Life isn’t about finding yourself. It is about creating yourself." Certified Executive Career Strategist and…

1 Assess the situation

Before you offer any advice, you need to understand the context and the severity of the problem. How often do your clients interact with their executives? How do their executives behave and communicate? How does their lack of EI affect your clients' performance, well-being, and career goals? You can use tools such as surveys, interviews, feedback, and observations to gather data and insights. You can also help your clients reflect on their own EI and how they respond to their executives' actions and emotions.

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Kelsey Waldrop

"Life isn’t about finding yourself. It is about creating yourself." Certified Executive Career Strategist and Coach (ICF-PCC) | Speaker | Podcast Host | Energetic Optimist | Free Range Mom
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Question number one is, what is it about the executive teams perceived lack of emotional intelligence that is serving as a roadblock or pain point for your client and what is the impact it is having on them? The next question would be, what is the clients definition of emotional intelligence? Clarifying questions are critical before jumping into any sort of solutioning, assessments, etc. The path forward may not have anything to do with the executive team and a more effective solution could be something much more in the control of your client. Mainly their own mindset, behaviors, and actions.

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Richa Tiwari (She/Her)
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For starters it is important to assess the magnitude of executive's behaviour and its impact. 1) Begin with an assessment test on EI or taking a 360 assessment from the team, peers, clients and direct reports. 2) Have concrete data points before approaching to substantiate your point. List the impact of the behaviour on teams, clients, projects.

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Elen Carvalho

Mentora de líderes | Coach de Carreira | Treinadora Comportamental | Recrutadora
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Para avaliar a situa??o primeiro é necessário estabelecer quais s?o os aspectos da inteligência emocional que você deseja avaliar. Isso pode incluir autoconsciência, autogest?o, consciência social e habilidades de gest?o de relacionamentos. Em seguida decidir quais ferramentas e métodos ser?o usados para coletar informa??es sobre a IE. Isso pode incluir avalia??es de 360 graus, autoavalia??es, entrevistas e observa??es comportamentais. Fazer perguntas abertas como: "O que você aprendeu sobre si mesmo através dessa experiência?" ou "como você acha que sua equipe percebe seu estilo de lideran?a?" podem gerar autoconsciência nos executivos.

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Avelino Fernández

Tú decides si lo hago por ti o te ense?o a hacerlo. Te escribo 1 post diario en LinkedIn para que destaques en tu sector. Redacto tu contenido, potencio tu marca personal, optimizo tu perfil. CopyWriting inmobiliario.
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Si tus ejecutivos carecen de inteligencia emocional, considera organizar talleres de desarrollo profesional enfocados en inteligencia emocional, ofrecer acceso a coaching individualizado para mejorar la autoconciencia, la autogestión, la empatía y las habilidades sociales, y fomentar una cultura de feedback abierto y constructivo para facilitar el crecimiento personal y profesional.

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Jonas Tasca

Scrum Master | Product Owner | Gest?o de Projetos | Transforma??o Digital
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Acredito que hoje se fala muito em empatia, em habilidades socio-emocionais e tudo mais, e paralelamente continuamos com um modelo capitalista selvagem de organiza??o empresarial, muitos vezes n?o é falta de IE, e todo um contexto que faz vez ou outra o Executivo ter uma postura fora do que hoje é considerado ideal. Sempre há espa?o para o aprendizado e melhoria contínua, porém, deve se avaliar outras quest?es além desta posta.

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2 Empathize and communicate

One of the best ways to deal with low-EI executives is to show empathy and communicate effectively. Empathy means putting yourself in their shoes and trying to understand their perspective, motives, and emotions. Communication means expressing your thoughts, feelings, and needs clearly, respectfully, and assertively. You can coach your clients to use empathy and communication skills to build rapport, trust, and influence with their executives. For example, you can teach them how to use active listening, open-ended questions, positive feedback, and constructive criticism.

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Elen Carvalho

Mentora de líderes | Coach de Carreira | Treinadora Comportamental | Recrutadora
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Mesmo que n?o concorde com o ponto de vista deles, é importante validar seus sentimentos. Frases como "Posso ver como isso pode ser frustrante" ou "Entendo que isso é importante para você" podem fazer uma grande diferen?a. Ao dar feedback, concentrar-se em comportamentos específicos e no impacto desses comportamentos, em vez de fazer julgamentos de caráter. Usar técnicas de CNV: Observar sem avaliar, expressar seus sentimentos, identificar necessidades e fazer pedidos claros.

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3 Set boundaries and expectations

Another important strategy is to set boundaries and expectations with low-EI executives. Boundaries mean defining what is acceptable and unacceptable in terms of behavior, communication, and interaction. Expectations mean clarifying what is expected and required in terms of roles, responsibilities, and outcomes. You can help your clients to set boundaries and expectations with their executives by using clear and specific language, providing examples and evidence, and negotiating and agreeing on solutions. You can also help them to enforce their boundaries and expectations by being consistent, firm, and respectful.

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John Neral

I Help Mid-Career Professionals Find a Job They Love or Love the Job They Have // Executive & Career Transition Coach // Host - The Mid-Career GPS Podcast
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Don't expect all of your leaders and executives to be high-EI individuals. Expecting them to be perfect is one of the biggest mistakes you can make when working with them. Setting Ground Rules (one of my SHOW UP 6 Strategies) is one way to build a better relationship with your leaders. These ground rules could be what responding to emails promptly looks like or what follow-up is expected after a meeting. Setting Ground Rules builds trust and agreements about what things look like and how everyone is expected to behave. This way, you don't have to walk on eggshells because you've made those agreements and set those expectations.

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Aldenira Mota

Mentora especialista em identificar e desenvolver habilidades comportamentais de líderes e equipes a fim de maximizar resultados sustentáveis e uma lideran?a visionária. Consultora | Treinadora | Palestrante.
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Fomentar uma comunica??o clara com executivos de baixa IE é crucial para estabelecer esses limites. Acolher e oferecer apoio nessa mudan?a também.

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4 Seek support and resources

Sometimes, dealing with low-EI executives can be overwhelming, stressful, and frustrating. In such cases, your clients may need to seek support and resources from other sources. Support means finding people who can listen, empathize, advise, and advocate for your clients. Resources mean finding information, tools, and opportunities that can help your clients cope and grow. You can assist your clients to seek support and resources by identifying and connecting them with relevant people and organizations, such as mentors, peers, networks, counselors, or HR. You can also provide them with useful materials, such as books, articles, podcasts, or courses.

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Elen Carvalho

Mentora de líderes | Coach de Carreira | Treinadora Comportamental | Recrutadora
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Além dos tradicionais programas de treinamento em lideran?a e desenvolvimento pessoal. Existem vários recursos que pode oferecer novas perspectivas e ferramentas para melhorar a IE: Atividades como pintura, escrita ou música podem ajudar a explorar e expressar emo??es de maneira saudável, aumentando a autoconsciência. Intera??es com animais, seja em terapias assistidas ou atividades voluntárias em abrigos, podem fomentar a empatia e o bem-estar emocional. Grupos de apoio e comunidades. Jogos ou realidade virtual que s?o projetados para desenvolver empatia, tomando decis?es em cenários complexos que afetam outros personagens. é importante que cada líder encontre as atividades e recursos que melhor se alinham com seus objetivos.

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5 Develop and implement a plan

Finally, you can help your clients to develop and implement a plan to deal with their low-EI executives. A plan means having a clear and realistic vision, goal, and action steps for improving the situation. You can guide your clients to develop and implement a plan by using a framework, such as SMART (Specific, Measurable, Achievable, Relevant, and Time-bound). You can also help them to monitor and evaluate their progress, celebrate their achievements, and adjust their plan as needed.

Dealing with low-EI executives can be challenging, but not impossible. As a career development coach, you can help your clients to cope and succeed by using these tips and techniques. You can also help them to develop their own EI and become more effective and resilient leaders in their own right.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your executives lack emotional intelligence?

1

2

3

4

5

6

1 Assess the situation

2 Empathize and communicate

3 Set boundaries and expectations

4 Seek support and resources

5 Develop and implement a plan

6 Here’s what else to consider

Career Development Coaching

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What do you do if your executives lack emotional intelligence?

1

2

3

4

5

6

1 Assess the situation

2 Empathize and communicate

3 Set boundaries and expectations

4 Seek support and resources

5 Develop and implement a plan

6 Here’s what else to consider

Career Development Coaching

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感谢您的反馈

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