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What do you do if your leaders lack emotional intelligence and need development?

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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 effective leadership, as it helps you to communicate, motivate, collaborate, and solve problems. However, not all leaders have high EI, and some may even lack it completely. If you are in charge of developing leaders who need to improve their EI, what can you do to help them?

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Ravi Pratap Singh????

Co-Founder @ Learnnovators ?? Multi Award-Winning E-Learning Solutions Provider ?? LinkedIn Top E-Learning Voice
Gabriel Tan, Assoc CIPD

Human Capital Leadership | PMP?| DACE | ACTA | CEI-KAH | GCP | Catholic | Son | Father | Husband
Sheridan Webb - Creating Community for Lone LnD Practitioners

Making creating training quicker, easier and less stressful by providing little and often on-demand and PRACTICAL…

1 Assess their EI level

The first step is to measure their current level of EI and identify their strengths and weaknesses. You can use various tools, such as self-assessments, 360-degree feedback, behavioral interviews, or psychometric tests, to evaluate their EI competencies. These include self-awareness, self-regulation, empathy, social skills, and motivation. By assessing their EI level, you can set realistic goals, design tailored interventions, and track their progress.

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Gabriel Tan, Assoc CIPD

Human Capital Leadership | PMP?| DACE | ACTA | CEI-KAH | GCP | Catholic | Son | Father | Husband
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Here's how you can navigate the situation & potentially influence their development, 1. Identify the specific issues by observing behaviors e.g. pinpoint the leader's specific shortcomings. 2. Consider the impact by assessing the consequences. 3. Direct approach (if feasible) by having private conversation i.e. if you have a strong relationship & both feeling comfortable. 4. Focus on solutions (if direct approach possible) by offering resources e.g. EQ training/leadership development programs. 5. Indirect strategies (if direct approach isn't feasible) by managing your reactions i.e. don't take their behavior personally. 6. Influence the environment via team communication & upward feedback mechanisms. 7. Focus what you can control.

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2 Provide coaching and mentoring

The second step is to provide them with coaching and mentoring, either individually or in groups. Coaching and mentoring are effective ways to develop EI, as they offer personalized support, feedback, and guidance. You can use coaching and mentoring to help them become more aware of their emotions and how they affect others, to regulate their emotions and cope with stress, to empathize with different perspectives and needs, to build rapport and trust with others, and to inspire and influence others.

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Kerstin Kirchsteiger, PhD, ACC

Leadership Development & Executive Coaching | Accelerating women into leadership to make the impact they desire WITHOUT burning out. | ICF Certified Executive Coach | Work-Life Flow Podcast Host
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From my experience, it is important to guide the person towards an emotionally intelligent state they are seeking to reach. Often they take results as this is how I am, rather than, I have the power to choose how I want to show up”. Letting them know ow that EI is just like a muscle you need to exercise. It’s not like IQ. For best results from assessments, let them choose what competency they want to work on and improve in. In my practice, I either have them choose one new behavior to implement and practice, depending on the gaps it could be the working on closing the biggest gap, or a smaller, easier to accomplish one for positive reenforcement.

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3 Create learning opportunities

The third step is to create learning opportunities for them to practice and apply their EI skills. You can use various methods, such as e-learning courses, workshops, simulations, games, or case studies, to teach them the concepts and principles of EI. However, learning is not enough; they also need to practice and apply what they learn in real situations. You can create learning opportunities by assigning them challenging projects, exposing them to diverse teams, giving them feedback, or encouraging them to reflect on their experiences.

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4 Model EI behaviors

The fourth step is to model EI behaviors yourself and create a culture that values and rewards EI. As a leader, you have a significant impact on how your leaders learn and behave. You can model EI behaviors by showing them how you handle your own emotions, how you interact with others, how you make decisions, and how you deal with conflicts. You can also create a culture that values and rewards EI by recognizing and celebrating their achievements, providing them with constructive feedback, fostering collaboration and trust, and promoting diversity and inclusion.

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5 Support their growth

The fifth step is to support their growth and development as they improve their EI. Developing EI is not a one-time event, but a continuous process that requires ongoing commitment and effort. You can support their growth by providing them with regular feedback, coaching, and mentoring, by creating a safe and supportive environment for them to learn and grow, by acknowledging their challenges and successes, and by encouraging them to seek further learning opportunities.

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6 Evaluate their impact

The sixth step is to evaluate their impact and measure their improvement. You can use various indicators, such as performance reviews, surveys, interviews, or observations, to assess how their EI has improved and how it has affected their leadership effectiveness. You can also use the same tools that you used to assess their EI level at the beginning to compare their results and see their progress. By evaluating their impact, you can celebrate their achievements, identify their areas for improvement, and adjust your development strategy accordingly.

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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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Ravi Pratap Singh????

Co-Founder @ Learnnovators ?? Multi Award-Winning E-Learning Solutions Provider ?? LinkedIn Top E-Learning Voice
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When leaders lack emotional intelligence (EI), it's crucial to address this gap through targeted development. Start with a self-assessment or 360-degree feedback to help them recognize their shortcomings. Then, implement tailored training programs focusing on empathy, self-awareness, and effective communication. Coaching or mentoring can provide ongoing support. Reinforce learning with practical exercises and real-world applications. It's also beneficial to encourage reflective practices, such as journaling or mindfulness. Regular feedback and follow-up sessions can help ensure continuous improvement and integration of EI competencies into their leadership style. #Leadership #EmotionalIntelligence #eLearning

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Sheridan Webb - Creating Community for Lone LnD Practitioners

Making creating training quicker, easier and less stressful by providing little and often on-demand and PRACTICAL support for busy LONE L&D professionals
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Remember that emotional intelligence is much harder (or virtually impossible) for some people to develop. Those on the autism spectrum for example may struggle to read people and register feelings. We need to bear this in mind, and make sure that their many other qualities aren't overlooked because they struggle in this one area.

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What do you do if your leaders lack emotional intelligence and need development?

1

2

3

4

5

6

7

1 Assess their EI level

2 Provide coaching and mentoring

3 Create learning opportunities

4 Model EI behaviors

5 Support their growth

6 Evaluate their impact

7 Here’s what else to consider

E-Learning

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What do you do if your leaders lack emotional intelligence and need development?

1

2

3

4

5

6

7

1 Assess their EI level

2 Provide coaching and mentoring

3 Create learning opportunities

4 Model EI behaviors

5 Support their growth

6 Evaluate their impact

7 Here’s what else to consider

E-Learning

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