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What do you do if your team's problem-solving is hindered by a lack of emotional intelligence?

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Emotional intelligence (EI) is the ability to understand and manage your own and others' emotions, especially in social situations. EI is crucial for effective team facilitation, as it helps you build trust, empathy, and collaboration among team members. However, not everyone has a high level of EI, and sometimes your team's problem-solving may be hindered by a lack of EI. What can you do in such cases? Here are some tips to help you improve your team's EI and enhance their problem-solving skills.

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Oghogho Eyo

MBA| Chief Operating Officer, Oil & Gas | Business Strategist |Transformational Leader | Human Resource Specialist
Ellie Dimova

Leadership & Sales Senior Consultant/ Global Talent Coach/ Facet5 Accredited Practitioner
Jackie Ghedine

I Build Modern Genuine & eXceptional Workplaces | Leadership Consultant | Cohesive Team Developer | Cultivating…

1 Assess your team's EI

The first step is to assess your team's current level of EI, both individually and collectively. You can use various tools and methods to measure EI, such as surveys, quizzes, feedback, or observation. The goal is to identify the strengths and weaknesses of your team's EI, such as how well they communicate, empathize, regulate, and motivate themselves and others. You can also look for signs of low EI, such as frequent conflicts, misunderstandings, stress, or disengagement.

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Ellie Dimova

Leadership & Sales Senior Consultant/ Global Talent Coach/ Facet5 Accredited Practitioner
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EI is a combination of self-management skills and abilities to collaborate with others productively. If problem-solving is impeded, a diagnosis of - level of realistic self-evaluation, lack of versatile communication skills, high levels of control, will or emotionality, collaborative mindset, lack of shared leadership practices, emphasis on differing interests instead of shared ones, fear of failure or rejection, and a few others may be the potential barriers to effective problem-solving. These all can be profiled or evaluated and trained. EI is a set of attitudes, abilities and skills most of which are learnable and can be enhanced and developed, so coaching or a training approach once the barrier is defined will improve the process.

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2 Provide EI training

The second step is to provide your team with EI training, either through formal courses, workshops, or coaching sessions. EI training can help your team learn and practice the skills and strategies to enhance their EI, such as active listening, emotional expression, perspective-taking, self-awareness, and self-control. EI training can also help your team develop a common language and framework to understand and address emotional issues in a constructive way.

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Jackie Ghedine

I Build Modern Genuine & eXceptional Workplaces | Leadership Consultant | Cohesive Team Developer | Cultivating Results-Driven and Relationship-Focused Leaders and Teams | Boosting Profits and Retention | Executive Coach
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Developing EQ and RQ (relational intelligence) is the cornerstone of a healthy team environment. EQ, having individuals show up consistently and regulate their own emotions. RQ, recognizing and understanding how to build rapport and a reciprocal relationship. Training to develop a curious mindset will enhance problem-solving abilities and open-mindedness. Problem-solving isn't about being the smartest one in the room, or attaching to your own ideas. Instead, consider it as a chain philosophy. When someone shares something, you build upon it with phrases like, "Tell me more," "I'm curious to understand how that works," "Yes, and." When we stop shutting people down, we begin to build Relational Intelligence ourselves and with others.

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3 Create a supportive culture

The third step is to create a supportive culture in your team that fosters and rewards EI. You can do this by setting clear and realistic expectations, providing regular and constructive feedback, recognizing and celebrating achievements, and encouraging and modeling positive behaviors. You can also create a supportive culture by creating opportunities for your team to interact and bond, such as team-building activities, social events, or informal chats.

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4 Address emotional challenges

The fourth step is to address any emotional challenges that may arise in your team's problem-solving process. You can do this by facilitating open and respectful dialogue, acknowledging and validating emotions, exploring different perspectives, and finding common ground. You can also help your team resolve conflicts, cope with stress, and overcome setbacks by providing guidance, support, and resources.

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Jackie Ghedine

I Build Modern Genuine & eXceptional Workplaces | Leadership Consultant | Cohesive Team Developer | Cultivating Results-Driven and Relationship-Focused Leaders and Teams | Boosting Profits and Retention | Executive Coach
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Conflict is natural, we are all humans with different beliefs, experiences and perspective on how we see situations. However, understanding there is no absolute truth and cultivating a culture to recognize this can change everything. When a situation of differing opinions happens, mitigate it using positive language, asking open-ended questions and asking each person, what is the resolution you would like.

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5 Monitor and evaluate progress

The fifth step is to monitor and evaluate your team's progress in improving their EI and problem-solving. You can do this by collecting and analyzing data, such as feedback, performance indicators, or outcomes. You can also ask your team to reflect on their learning and growth, and to share their successes and challenges. You can use this information to identify areas for improvement, celebrate achievements, and plan future actions.

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6 Keep learning and improving

The sixth and final step is to keep learning and improving your team's EI and problem-solving. EI is not a fixed trait that you either have or don't have. It is a dynamic and evolving skill that you can develop and enhance over time. Therefore, you should keep providing your team with opportunities to learn and practice EI, such as through ongoing training, coaching, or mentoring. You should also keep updating and adapting your strategies and methods to suit your team's needs and goals.

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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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Oghogho Eyo

MBA| Chief Operating Officer, Oil & Gas | Business Strategist |Transformational Leader | Human Resource Specialist
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As a Leader start by being an example to all. Aside training and all, people learn from seeing their leader practice what he preaches.

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What do you do if your team's problem-solving is hindered by a lack of emotional intelligence?

1

2

3

4

5

6

7

1 Assess your team's EI

2 Provide EI training

3 Create a supportive culture

4 Address emotional challenges

5 Monitor and evaluate progress

6 Keep learning and improving

7 Here’s what else to consider

Team Facilitation

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What do you do if your team's problem-solving is hindered by a lack of emotional intelligence?

1

2

3

4

5

6

7

1 Assess your team's EI

2 Provide EI training

3 Create a supportive culture

4 Address emotional challenges

5 Monitor and evaluate progress

6 Keep learning and improving

7 Here’s what else to consider

Team Facilitation

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