How do you resolve emotional intelligence differences in the workplace?

1 Assess your own EI

Before you try to resolve any emotional intelligence differences, you need to assess your own EI. How well do you know your own emotions, strengths, and weaknesses? How do you react to different situations and people? How do you regulate your emotions and impulses? How do you empathize with others and respect their perspectives? By being honest and self-aware, you can identify your own EI gaps and areas for improvement. You can also recognize your own biases and triggers that may affect how you perceive and respond to others.

2 Listen actively and respectfully

One of the most important skills for resolving emotional intelligence differences is listening. Listening is not just hearing what someone says, but also paying attention to their tone, body language, and emotions. Listening also means being respectful, curious, and open-minded, without interrupting, judging, or dismissing the other person. By listening actively and respectfully, you can show that you care about the other person's feelings and opinions, and that you want to understand them better. You can also learn more about their EI style, preferences, and needs.

3 Communicate clearly and assertively

Another key skill for resolving emotional intelligence differences is communicating. Communicating is not just saying what you think, but also expressing it clearly, respectfully, and assertively. Communicating also means being aware of your own tone, body language, and emotions, and how they may affect the other person. By communicating clearly and assertively, you can convey your message, needs, and boundaries, without being aggressive, passive, or passive-aggressive. You can also avoid misunderstandings, assumptions, and conflicts that may arise from poor communication.

4 Adapt and compromise

Sometimes, resolving emotional intelligence differences may require you to adapt and compromise. Adapting means adjusting your EI style, behavior, or expectations to suit the situation or the other person. For example, you may need to be more patient, flexible, or supportive, depending on the context and the person. Compromising means finding a middle ground or a win-win solution that satisfies both parties. For example, you may need to negotiate, collaborate, or delegate, depending on the issue and the goal. By adapting and compromising, you can show that you respect and value the other person's EI style, needs, and contributions, and that you are willing to work together for a common outcome.

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?