What do you do if your executive team lacks emotional intelligence?

Lacking emotional intelligence is quite a subjective term and can manifest in different ways, depending on our perceptions. When it comes to assessments, rather rely on data-driven solutions. Tools like Global DISC can map the executive team's preferences for behaviours and communication styles based on their personalities, and the underlying "why", as such can also support them in understanding how their ways of leading can be perceived as lacking. In addition, you can measure their motivation and psychological safety with the Growth Zone, so you can clearly identify in what areas they are struggling themselves and where you need to focus to improve the situation.

The foundational step in addressing a lack of emotional intelligence (EI) in an executive team involves an accurate assessment of the current EI levels. Utilizing self-assessments, 360-degree feedback, or engaging external consultants are effective strategies for evaluating key EI competencies, such as self-awareness, self-regulation, social awareness, and relationship management. Observation of team interactions, communication styles, conflict handling, and the presence of behaviors indicative of low EI, like defensiveness or withdrawal, is also critical. This initial diagnosis will highlight the specific gaps and challenges to be addressed.

Lacking of emotional intelligence can be identified by observing team member's behaviour, communication styles, and interpersonal relationships. are they able to communicate effectively, listen actively, and express ideas with empathy and consideration or not. When conflicts rises it should be handled within the executive team. High emotional intelligence leaders are adept at managing conflicts constructively, seeking win-win solutions, and maintaining relationships amid disagreements. We should consider empathy and how well executives adapt to change and navigate uncertainty.

When faced with an executive team lacking EI, it's essential to address the issue proactively to foster a healthier and more productive work environment. Addressing a lack of EI within the executive team is crucial for the overall success and well-being of the organization. One example I would consider taking: Implement EI Assessments: Consider implementing EI assessments to help executives understand their strengths and areas for improvement. Use the results to tailor development plans and coaching sessions. By taking proactive steps, you can cultivate a more EI executive team, leading to better decision-making, stronger relationships, and greater success for the organization.

Establishing clear, communicated goals for EI development is vital. Employing the SMART criteria ensures these objectives are Specific, Measurable, Achievable, Relevant, and Time-bound. Articulating expected behaviors and outcomes—active listening, constructive emotional expression, effective feedback mechanisms, collaborative issue resolution—aligns team efforts with organizational values and demonstrates the business benefits of enhanced EI.

Offering tailored training and coaching opportunities enables executive teams to build upon their EI competencies. A variety of resources, including workshops, online modules, and literature, alongside professional coaching, supports the development of emotional awareness, empathy, and effective leadership styles. Encouraging daily practice and feedback solicitation further embeds these skills in the workplace.

customised training Program after need assessment and identification can boost the effectiveness of training and coaching. This could include self-awareness, empathy, communication, conflict resolution, and stress management. We should promote a continuous learning culture and establish a feedback mechanism where executives can receive constructive feedback on their emotional intelligence skills. We should encourage behavioural coaching so that team members can learn from each other's experiences and provide mutual support in developing emotional intelligence.

Cultivating an environment that encourages and values EI is essential. By exemplifying EI, leaders foster a culture of appreciation, recognition, and respect. Initiatives that promote team bonding, peer learning, and open communication enhance collective emotional intelligence and facilitate a supportive, feedback-rich environment.

What helped me was leading by example, providing EI training and encouraging Open Communication within a team. We should clearly communicate the importance of emotional intelligence within the organisation and outline expectations for respectful communication, collaboration, and consideration of others' perspectives. team-building activities that promote collaboration, trust, and understanding among executive team members is must. Activities such as workshops, retreats, or team-building exercises can strengthen interpersonal relationships. we should continuously assess the effectiveness of strategies for building a supportive culture. Solicit feedback, measure progress, and make adjustments as needed to ensure ongoing improvement.

If my executive team lacks emotional intelligence, I would, I will propose to create a supportive culture for them and below are the four (4) strategies I would use as follows: 1. Putting yourself into their shoes - If I am the head of the organisation, we will have to acknowledge their feelings and being empathetic, so that the employees do not feel disengaged and resentful. 2. Always show appreciation - Good leaders always notice when people on their teams are doing good work. 3. Refrain from negative thinking - Possessing a positive attitude is a core component of successful leadership. It is crucial for the executive team to learn how to separate discouraged self-talk from facts. 4. Pay more attention to their personal emotions

Introduce emotional intelligence assessments and training sessions customized for executives, utilizing real-time feedback mechanisms to track progress and tailor interventions for enhanced self-awareness and empathy. Implement mentorship programs pairing executives with emotionally intelligent leaders, fostering a culture of continuous learning and skill development through firsthand guidance and role modeling. Establish clear metrics tied to emotional intelligence goals and incorporate regular progress reviews into executive performance evaluations, ensuring accountability and incentivizing growth in this critical leadership competency.

Regularly monitoring and evaluating your executive team’s emotional intelligence (EI) development is key. Use initial assessment tools to measure progress and compare with baseline data to identify improvement areas or further development needs. Feedback from team members, peers, subordinates, and stakeholders is invaluable, offering diverse perspectives on the executive team’s EI growth. Celebrate milestones and acknowledge efforts to motivate continued improvement, and provide constructive feedback for challenges faced. Recognizing achievements and offering guidance encourages a culture of continuous EI enhancement.

Initiate targeted emotional intelligence workshops and coaching sessions for the executive team, blending interactive exercises and case studies to cultivate self-awareness, empathy, and effective communication skills at the leadership level. Foster a culture of feedback and self-reflection within the executive team, encouraging open discussions about emotions and interpersonal dynamics to enhance emotional intelligence and foster stronger relationships among team members. Implement emotional intelligence assessments and benchmarks to track progress over time, integrating EQ metrics into performance evaluations and leadership development programs to ensure continuous growth and alignment with organizational goals.

The journey to improving emotional intelligence (EI) in leadership is filled with transformative stories and insights. Stories of vulnerability leading to stronger team bonds, or how enhanced EI helps navigate change, highlight the deep impact of emotional intelligence in leadership. These narratives demonstrate EI’s role in fostering authentic connections, improving collaboration, and maintaining focus during transitions. Recognizing that EI development is an ongoing process is crucial. Encouraging lifelong learning and adaptability ensures your executive team remains resilient and innovative, ready to meet future challenges.