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Last updated on 2024年6月25日

What do you do if your colleagues lack emotional intelligence in Higher Education leadership?

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Navigating Emotional Intelligence Deficits in Higher Education leadership can be challenging. Emotional intelligence (EI) is the ability to understand and manage one's own emotions, as well as recognize and influence the emotions of others. In the context of Higher Education leadership, a lack of EI among colleagues can lead to miscommunication, decreased morale, and an unproductive work environment. If you find yourself in a situation where your colleagues in leadership positions lack EI, it's important to approach the issue with sensitivity and a constructive mindset. You must strive to foster an environment where emotional literacy is valued and developed, even when it's not a natural strength for some team members.

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Dr. Rashonda Harris MBA, CRA, IPMA-CP

Distinguished Leader & Educator |Johns Hopkins Adjunct Faculty |Maximus Senior Consultant |Founder & CEO of Purple…

1 Assess EI

Before taking any action, it's crucial to accurately assess the level of emotional intelligence among your colleagues. Observe their interactions with others, noting any recurring patterns of behavior that suggest a lack of awareness or control over emotions. Pay attention to how they handle stress, conflict, and criticism. This will help you understand the specific areas where they may need development. Remember, emotional intelligence is not about being nice all the time; it's about being aware and in control of emotions so as to handle relationships judiciously and empathetically.

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Dr. Rashonda Harris MBA, CRA, IPMA-CP

Distinguished Leader & Educator |Johns Hopkins Adjunct Faculty |Maximus Senior Consultant |Founder & CEO of Purple Sheep Consulting |Mentor |Inclusion Practitioner
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To address colleagues' lack of emotional intelligence (EI) in higher education, I started by assessing their EI, focusing on self-awareness, self-regulation, motivation, empathy, and social skills. I organized EI workshops, offered coaching, and provided constructive feedback. Leading by example, I demonstrated high EI and shared my journey. I fostered an inclusive environment by promoting cultural competence, creating safe spaces, and supporting networks. I addressed conflicts proactively and advocated for EI development policies. By managing up, I also engaged those I reported to, leveraging my refined EI and cultural insights, and continuously sought professional development and external expertise to enhance our collective EI.

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2 Open Dialogue

Once you've identified the EI gaps, initiate open and honest conversations with your colleagues. Approach the topic with care, avoiding blame or criticism that could trigger defensiveness. Instead, focus on the positive aspects of emotional intelligence and its benefits for effective leadership and teamwork. Encourage your colleagues to share their perspectives and experiences, fostering a collaborative environment where everyone feels heard and understood. This dialogue is not about pointing fingers but about finding ways to work together more harmoniously.

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3 Provide Resources

To support your colleagues in developing their emotional intelligence, provide them with resources such as books, workshops, or training sessions focused on EI. These resources can offer practical advice on how to better understand and manage emotions in a professional setting. By investing in their development, you're not only helping them improve their leadership skills but also contributing to a more emotionally intelligent organizational culture.

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4 Model EI

One of the most effective ways to influence your colleagues is by modeling high emotional intelligence yourself. Demonstrate empathy, active listening, and self-regulation in your daily interactions. When conflicts arise, show how to navigate them with calm and consideration. Your behavior can serve as a powerful example and may inspire others to reflect on their own actions and potentially seek to improve their emotional competencies.

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5 Encourage Reflection

Encourage your colleagues to engage in self-reflection to better understand their emotional responses and triggers. Self-awareness is a key component of emotional intelligence and can lead to more intentional and controlled reactions. Suggest keeping a journal or setting aside time for regular self-assessment. This practice can help them gain insights into their emotional patterns and learn how to adjust their behaviors accordingly.

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6 Foster a Supportive Culture

Lastly, work towards creating a supportive culture that values emotional intelligence. Recognize and reward behaviors that demonstrate high EI, and make it clear that this is a priority for the leadership team. Encourage mentorship and peer support systems where colleagues can give and receive feedback on their emotional intelligence in a safe and constructive manner. A culture that champions emotional growth will benefit everyone in the organization.

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7 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?

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What do you do if your colleagues lack emotional intelligence in Higher Education leadership?

1

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1 Assess EI

2 Open Dialogue

3 Provide Resources

4 Model EI

5 Encourage Reflection

6 Foster a Supportive Culture

7 Here’s what else to consider

Higher Education

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What do you do if your colleagues lack emotional intelligence in Higher Education leadership?

1

2

3

4

5

6

7

1 Assess EI

2 Open Dialogue

3 Provide Resources

4 Model EI

5 Encourage Reflection

6 Foster a Supportive Culture

7 Here’s what else to consider

Higher Education

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