What do you do if your team lacks emotional intelligence in a professional setting?

One thing I've found helpful is to engage in open discussions or anonymous surveys to gauge the existing levels of emotional intelligence among team members. This approach not only helps in pinpointing specific areas that require enhancement but also sets a baseline for measuring progress. In my experience, this initial step is crucial for fostering a supportive environment where every individual feels valued and understood. This not only aligns with my views shared in "The Purpose Playbook" but also emphasizes the importance of strategic change and personal growth, which are vital for any thriving professional setting.

In order to build up relationships in professional settings it is vital to walk the talk. When it comes to empathy and emotional intelligence and thus, setups where people can feel secure, share strengths and weaknesses it all comes down to how you as a leader share yourself. In my experience, if I as a leader am honest, open, start discussions with the aim to acquire the best result and share my experiences and highs as well as lows, it builds trust. Without trust any aim and activities to increase emotional intelligence in a team are pointless. On the other side, engaging and focussing on strengthening emotional competencies (strengths) in teams can result in great team achievements!

If I found myself in a professional setting where my team lacked emotional intelligence, I'd try to address it in a positive way. First, I might lead by example, showing empathy and understanding towards my team members. Then, I'd gently encourage open communication about emotions and feelings, creating a safe space for everyone to express themselves. If necessary, I might suggest team-building activities or workshops focused on emotional intelligence. It's important to remember that improving emotional intelligence takes time and patience, so I'd stay committed to supporting my team in developing these skills.

Every person views the world from his/her own perspective. Thus, in order to understand your own biases you need to reflect your emotional reactions to situations. It’s important in team settings to understand why you are emotionally triggered by others behaviour and then understand your own responsibility in this situation. As an easy example: There are always min. 2 people involved in a conflict. Understanding what triggered yourself to react to the other person helps to reduce emotional reactions in this conflict. Also it helps to regulate yourself and understand your counterpart, starting to empathize with the other by placing yourself in their shoes.

One effective approach is to organize workshops or training sessions centered around self-reflection exercises. These sessions help team members recognize their emotional triggers and understand how their emotions influence their behavior and decision-making. In my book, "The Purpose Playbook," I emphasize the transformative power of understanding and the importance of self-awareness in personal and professional growth. By promoting self-awareness, individuals can regulate their emotions better and foster empathy within the team, which is essential for a cohesive and productive work environment.

One practical method is to provide your team with tools such as active listening techniques, empathy exercises, and stress management strategies. In "The Purpose Playbook," I highlight the significance of practicing new behaviors and skills to enhance personal and professional development. Role-playing scenarios can be especially useful in this context, allowing team members to practice and refine their responses to diverse emotional situations. As they hone these skills, their communication and collaboration abilities will naturally improve, fostering a more emotionally intelligent workplace.

I love the quote: You can’t compete against a team having fun! But having fun also means to build relationships and work together in a way that brings up positive emotions. Team-building activities where you do something together - work on a challenge or build something from scratch- can have an impact. Other ideas are to have weekly meetings e.g. on a Friday as “weekly chill out” where you talk about weekend plans or laugh about funny things that happened at work. Laughing can bring people together and foster empathy.

In my experience, fostering empathy within a team involves creating opportunities for members to connect on a personal level. This could be through team-building activities or simply encouraging casual conversations about non-work-related topics. Such interactions help team members understand and share each other's feelings, enhancing overall empathy. As detailed in "The Purpose Playbook," empathy is not just feeling but choosing to engage and understand others, which is crucial for effective teamwork and building a supportive workplace environment.

One time-tested approach I advocate for is encouraging an environment where team members feel comfortable giving and receiving feedback. This should focus on their emotional interactions, ensuring that the feedback is specific, actionable, and delivered respectfully. In "The Purpose Playbook," I discuss how such practices contribute to an individual's and a team's growth, allowing them to recognize patterns in behavior and learn effectively. Regular feedback sessions are crucial, as they foster a culture of continuous improvement and help build emotional intelligence across the team.