You’re managing a high-risk project. How can you use Emotional Intelligence to avoid disaster?

1 Planning with EI

Planning is crucial for any project, but especially for a high-risk one. You need to identify the scope, objectives, risks, resources, and milestones of your project, and align them with the expectations and needs of your stakeholders. To plan with EI, you need to do two things: assess your own emotional state and involve your team members. First, check your own emotions and make sure they are not clouding your judgment or affecting your motivation. For example, if you are feeling anxious, fearful, or overwhelmed, you might need to calm yourself down, seek support, or adjust your goals. Second, involve your team members in the planning process and listen to their ideas, concerns, and feedback. This will help you build trust, engagement, and collaboration, and also tap into their diverse perspectives and expertise.

2 Communicating with EI

Communication is essential for any project, but especially for a high-risk one. You need to share information, updates, instructions, and feedback with your team members, stakeholders, and other parties involved in your project. You also need to listen to their input, questions, and complaints. To communicate with EI, you need to do two things: adapt your style and empathize with others. First, adapt your communication style to suit the situation, the audience, and the channel. For example, if you are delivering bad news, you might need to be more direct, clear, and supportive than if you are sharing good news. If you are communicating with a senior executive, you might need to be more formal, concise, and respectful than if you are communicating with a peer. If you are using email, you might need to be more careful, polite, and precise than if you are using phone or video call. Second, empathize with others and try to understand their emotions, needs, and expectations. For example, if someone is angry, frustrated, or disappointed, you might need to acknowledge their feelings, apologize if necessary, and offer solutions. If someone is happy, excited, or proud, you might need to congratulate them, appreciate their efforts, and celebrate their achievements.

3 Problem-solving with EI

Problem-solving is inevitable for any project, but especially for a high-risk one. You will face issues, challenges, and conflicts that will require you to find solutions, make decisions, and resolve disputes. To problem-solve with EI, you need to do two things: analyze the situation and collaborate with others. First, analyze the situation and identify the root cause, the impact, and the possible options of the problem. Use your emotions as a source of information and motivation, but do not let them cloud your logic or judgment. For example, if you are feeling angry, frustrated, or stressed, you might need to take a break, vent, or seek help. If you are feeling curious, confident, or optimistic, you might need to use your creativity, initiative, or resourcefulness. Second, collaborate with others and seek their input, feedback, and support. This will help you leverage their skills, knowledge, and experience, and also build rapport, trust, and teamwork. Be open-minded, respectful, and constructive, and avoid blaming, criticizing, or dismissing others.

4 Leading with EI

Leading is vital for any project, but especially for a high-risk one. You need to inspire, motivate, and guide your team members, stakeholders, and other parties involved in your project. You also need to set the vision, the direction, and the standards of your project, and monitor, evaluate, and improve its performance. To lead with EI, you need to do two things: model the behavior and empower others. First, model the behavior and demonstrate the EI skills and competencies that you want to see in others. For example, if you want your team members to be calm, resilient, and positive, you need to show them how to cope with stress, overcome challenges, and focus on opportunities. If you want your stakeholders to be supportive, cooperative, and satisfied, you need to show them how to communicate effectively, manage expectations, and deliver value. Second, empower others and help them develop their own EI skills and competencies. For example, if you want your team members to be autonomous, accountable, and productive, you need to give them clear goals, feedback, and recognition. If you want your stakeholders to be engaged, involved, and loyal, you need to give them voice, choice, and influence.