Your top executive lacks emotional intelligence skills. How can you help them become a better leader?
An executive's lack of emotional intelligence can be a blind spot with wide-reaching implications. To help them evolve:
- Encourage self-awareness by suggesting reflective practices like journaling or mindfulness.
- Promote empathy through active listening exercises and by advocating for diverse perspectives.
- Facilitate leadership coaching specializing in EQ development to provide tailored growth opportunities.
Have you seen improvements in leadership through EQ enhancement? Share your experience.
Your top executive lacks emotional intelligence skills. How can you help them become a better leader?
An executive's lack of emotional intelligence can be a blind spot with wide-reaching implications. To help them evolve:
- Encourage self-awareness by suggesting reflective practices like journaling or mindfulness.
- Promote empathy through active listening exercises and by advocating for diverse perspectives.
- Facilitate leadership coaching specializing in EQ development to provide tailored growth opportunities.
Have you seen improvements in leadership through EQ enhancement? Share your experience.
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I'd take them on a journey of self exploration - rather than give them a list of skills to build emotional intelligence, I'd probe to assess their self-awareness. The thing here is that many of us are just not self aware, yet in that group of seemingly unaware people, you'll find a cohort of aware people, who just don't want to face up to the truth. The plan will depend on the problem, not the symptom.
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I would start by exploring how open is your executive to exploring personal insights and practices around emotional intelligence skills. Then, if they are open ot such exploration and they understand the benefits these would bring in their leadership skills, I would continue by encouraging them to recognize and understand their emotional triggers. It would be great if they could implement a daily reflection practice for assessing their emotional responses and interactions and it would create a huge impact if they could integrate active listening exercises and embrace the power of empathy in their team relations and dynamics.
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More often than not, the person has been given feedback on this before. If you have built trust and credibility with the executive as a critical foundation, then help the person put together a specific plan with actions to enhance their emotional intelligence. Observe their interactions in executive meetings and offer specific feedback on when they displayed emotional intelligence. Note specific situations where emotional intelligence could have been strengthened, and work through alternative behaviors. This real time validation and feedback helps internalize the intention and allows the executive to recognize tangible areas to adjust.
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There’s a book called emotional intelligence 2.0 that I would recommend as a read and perhaps do some experiments or review some of the assessments. However, the most important thing is awareness. If the client isn’t aware of their low EQ, then we really can’t progress in the coaching engagement. The first step requires some kind of feedback from outside peers like a 360. Then, very tactfully share the results with the client always maintaining self-esteem and helping them to absorb and accept the feedback. The two most common phrases I use are, “ feedback is a gift,” and from Ken Blanchard, “ feedback is the breakfast of champions.”
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Being in PR, I know the importance of emotional intelligence and empathy. I have trained people to deal with difficult situations with maturity and wisdom. When you take a step back and look at the situation from a higher vantage point, you gain clarity on the implications of your actions. At this point, you are in a better position to understand the other person's perspective. You can decide whether a considered tone will help in resolving the situation or using harsh expressions. One should keep in mind that there's always time to respond but once you have responded you have to face the consequences.
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