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How do you assess and develop your emotional intelligence as an executive leader?

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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 executive leaders, as it can enhance your performance, decision-making, communication, and relationships. But how do you assess and develop your EI as an executive leader? Here are some tips to help you.

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1 Know yourself

The first step to developing your EI is to know yourself. This means being aware of your strengths, weaknesses, values, motivations, and triggers. You can use self-assessment tools, such as the Emotional Quotient Inventory (EQ-i) or the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), to measure your EI competencies and identify areas for improvement. You can also seek feedback from others, such as your peers, subordinates, mentors, or coaches, to gain a more objective perspective on your EI.

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Severin Sorensen ★

Severin Sorensen | AI Whisperer & Ethical AI Evangelist | Executive Coach | Author of 7X #1 Best Seller including "The AI Whisperer Series" | CEO of ePraxis | Economist | Keynote Speaker | Host of Arete Coach Podcast
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For deeper insights into emotional intelligence, consider the research-backed EQi 2.0 psychometric assessment. Expanding upon Goleman's work, EQi 2.0 provides a reliable evaluation across five dimensions: self-perception, self-expression, interpersonal, decision-making, and stress management. Going beyond basic tests, it assesses 15 competencies like emotional self-awareness and problem-solving, offering actionable feedback for personal and professional growth. Executive coaches appreciate EQi 2.0's in-depth reports for individuals, 360, and teams, aiding clients in unlocking potential and fostering strong relationships. Administered by certified professionals, EQi 2.0 paves the way for success.

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Carl J. Cox

CEO | Business Growth Strategy Expert | Author | Measure Success Podcast Host | Helping CEOs Scale with Strategic Excellence
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Knowing yourself is critical to being an extraordinary leader. Gallup StrengthsFinder help leaders understand their talents; which leads to higher EI. This enables them to see where they should apply their talent and skills. It is not uncommon for a leader to believe they have specific talents, but they find themselves struggling or wasting energy in certain areas. You can teach leaders how to gamify their actual strengths to overcome natural weakness, or to delegate tasks to another leader. These insights help them to lead more effectively.

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2 Manage yourself

The second step to developing your EI is to manage yourself. This means being able to regulate your emotions, impulses, and stress levels, and to align your actions with your goals and values. You can use strategies, such as mindfulness, breathing exercises, positive affirmations, or journaling, to calm yourself and cope with challenges. You can also set SMART (specific, measurable, achievable, relevant, and time-bound) goals and track your progress and achievements.

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Dr. Marissa Pei
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One of the biggest opportunities in executive coaching is working with leaders/managers who grew up in a “sink or swim” culture and were not taught or developed w/r/t leading effectively… in fact, it wasn’t that long ago when Theory X, the BS belief system that employees are not capable of thinking for themselves, and had to be told, multiple times how to do their job; and that you had to take what was dished out until you made it to the “boss” spot, and once there, you could dish it out as well. As an organizational psychologist, it is my job to help leaders convince themselves why EI is even important in the first place, and why the “soft stuff” isn’t just something extra but actually the glue in getting things done. And that’s my BS!

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3 Understand others

The third step to developing your EI is to understand others. This means being able to empathize, listen, and recognize the emotions, needs, and perspectives of others. You can use skills, such as active listening, open-ended questions, paraphrasing, or mirroring, to show interest and respect for others and to build rapport and trust. You can also use emotional cues, such as facial expressions, body language, or tone of voice, to infer the emotional state and intent of others.

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4 Influence others

The fourth step to developing your EI is to influence others. This means being able to communicate effectively, persuade, motivate, and inspire others to achieve a common vision and purpose. You can use techniques, such as storytelling, framing, or feedback, to convey your message and vision clearly and convincingly. You can also use emotional appeals, such as values, emotions, or benefits, to connect with others and to elicit their commitment and action.

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5 Collaborate with others

The fifth step to developing your EI is to collaborate with others. This means being able to work well with others, resolve conflicts, and leverage diversity and synergy. You can use methods, such as brainstorming, problem-solving, or decision-making, to generate ideas and solutions with others. You can also use approaches, such as negotiation, mediation, or compromise, to manage disagreements and find win-win outcomes.

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6 Grow yourself and others

The sixth and final step to developing your EI is to grow yourself and others. This means being able to learn from your experiences, feedback, and mistakes, and to help others do the same. You can use practices, such as reflection, evaluation, or action learning, to enhance your EI and leadership skills. You can also use opportunities, such as coaching, mentoring, or training, to support the development of others and to foster a culture of learning and growth.

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Kevin Lawrence

I Coach Entrepreneurial CEOs and Business Leaders | Keynote Speaker | Strategic Advisor | Coach for CEOs and Executive Teams | Actively Hiring Strategy Advisors
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A great exercise is completing my "Emotional Junk Grid." I take the time to review some of my past regrettable moments and analyze what unfolded. I answer questions of identifying what emotional aspects contributed to those lackluster moments, and really drill into the why of feeling that way in the moment. By opening up to those underlying causes, growth and personal development occurs when reflecting on how I would handle similar situations differently in the future. I complete these with executives on my team as well, and we each enhance our emotional awareness in taking the preparation to avoid repeating any similar patterns.

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How do you assess and develop your emotional intelligence as an executive leader?

1

2

3

4

5

6

1 Know yourself

2 Manage yourself

3 Understand others

4 Influence others

5 Collaborate with others

6 Grow yourself and others

Executive Coaching

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How do you assess and develop your emotional intelligence as an executive leader?

1

2

3

4

5

6

1 Know yourself

2 Manage yourself

3 Understand others

4 Influence others

5 Collaborate with others

6 Grow yourself and others

Executive Coaching

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