You want to build trust with your employees. How can you use emotional intelligence to achieve that?

Listen! Have an in-person conversation and listen to understand, listen to learn, listen to support. Given a safe space to speak openly, people tell us who they are, what they need, and how we can help them be the best version of themselves. Ultimately, we all want to be our best but don’t always know how. As a manager, helping your team be their best is a great foundation to achieve goals together by tapping into the collective strength.

In situations where trust has been broken or boundaries have been violated, EQ can be used to restore those things. Empathy reminds us that just because something is not important to me, doesn't mean its not important. EQ can be used as a framework to help offended parties express and address their feelings in a psychologically safe and constructive manner.

Emotional intelligence is only possible when we replace ignorance with understanding and security in self; Understanding why we are and being secure enough to recognize change is an inevitable construct. Only then can we demonstrate true emotional intelligence of empathy to collaborate with the world around us.

La inteligencia emocional es clave porque las emociones determinan la manera en que actuamos. Los hechos derivan de las emociones. Desarrollar la inteligencia emocional implica comprender nuestras emociones y gestionarlas pero también comprender las de los demás. El hecho de saber gestionar emociones como la frustración, el fracaso, etc; nos permite ser resilientes y empáticos. Y a su vez, ser mas tolerantes y compasivos con las emociones de los demás. También permite construir mejores vínculos, que por consiguiente generan mayor confianza.

I would try to put myself in their shoes. Demonstrate genuine interest in their concerns, ideas, and opinions. Acknowledge and validate their emotions, even if I may not agree with them. I would use open and transparent communication. Trust is reciprocal; when you trust your team by being honest, they’ll trust you in return.

El autoconocimiento es un eje principal para ser buen líder. Ser consciente de tus fortalezas pero, sobre todo, de tus puntos ciegos, te permite liderar con humildad intelectual y generar empatía con las personas. Las mejores personas con las que trabajé son las que se presentaron humanas, humildes, con oportunidades de aprender pero también conscientes de lo que tienen para dar al mundo. Esto es bueno y contagioso. Genera confianza ver un líder humano, que prefiere decir una verdad incómoda a cualquier otra cosa; que tiene comunicación asertiva y que sus dichos coinciden con sus actos. Creo que autoconocerte te permite ser vos mismo, y ser vos mismo te permite generar confianza.

Building trust with employees through emotional intelligence involves developing self-awareness, empathy, and social skills. Understanding your emotions and impact on others is crucial. Showing genuine concern, listening actively, and validating emotions help foster trust. Strong communication, being approachable and transparent, and encouraging open dialogue are essential. Dealing with conflicts constructively, staying calm, and finding solutions respectfully is key. Acknowledging and appreciating employees' efforts boosts morale and trust in the workplace.

The reason why people stay with you is that you"get them" and you "understand them" and their values. When you understand their values the decisions are easier and trust is established quicker. A simple exercise is to take people off site at a non work location to get to know them better and understand them. They want your time which is hard to give, but it will pay dividends when you need them. Ask them this question. What was money like growing up in your household?

A great place to start with improving your own EI and self awareness is to start each day with a list of 3 things you are grateful for and 3 things you plan to do that will bring you joy. Then before bed that night, reflect on these and tick them off. With your team, I have found that Retrospective discussions/meetings to be a useful tool to enable all team members to express how they feel the team is performing. Lead a discussion from the raised items to help your team enhance their EI.

A good way to show your team your emotional intelligence is to be real. Show them your failures as well as your successes. We all fail its how we learn and it is nothing we should be ashamed off. A good manager should show their team its ok to make a mistake it isn't the end of the world it is a learning experience so we can be better and we all make mistakes. It shows them that we are all human.

En primer lugar, entender nuestros gaps, hacer una autoevaluación consciente e identificar nuestras emociones. Pedir feedback honesto de otros, y sobre todo estar abierto a escucharlo con humildad. Practicar la escucha activa, en silencio se pueden reconocer y gestionar mejor las emociones. Conocer cual es el "gatillo" de las emociones que queremos gestionar mejor y tener estrategias concretas para cuando emerjan.

People can be successful in different ways. You don’t have to be brilliant at every element of emotional intelligence to perform well. Build on your strengths and compensate for any areas of weakness. Being open to feedback is essential for growth in emotional intelligence.

Thoughts,actions and deeds of a human being reflect the persona of a human being. Others will identify,observe and then conclude the credibility of an individual.Once an image is formed many a times it takes a lot of time to change their opinion on the other person. In this context it is important that every human beings consciously use their thoughts,words,and actions which will play key role to improve ones emotional intelligence further creating their image and trust on them

To measure your trust level with employees, observe their engagement and satisfaction through surveys, feedback sessions, and retention rates. Pay attention to the quality of relationships between employees and leaders and overall performance and productivity. Additionally, consider implementing anonymous reporting systems to gather insights into areas where trust may need improvement.

Trust between people, co-workers, friends, family, builds when people have multiple opportunities to work alongside and learn from each other. It can be further enhanced if coworkers learn and tap into each other’s personality and thinking style strengths, share about their lives outside of work – family, history, interests, passions, admit to mistakes, ask for help, and give each other benefit of the doubt when there are differences of opinion. When co-workers are comfortable raising potentially uncomfortable issues with each other in a respectful way, that signals a foundation of trust.

Trust is something many people expect but often forget that this needs to be earned. Empowering your team by keeping them informed of company decisions and direction, ensuring they know where their team fits in to helping achieve company goals and they part they play is a great step to building trust. Use collaboration tools such as MinuteMe to enable all team members to contribute to regular meetings and empower them to lead that discussion. Create ownership opportunities for projects and celebrate successes and milestones together.

Social Awareness and Self Awareness should be well developed in the first place. This will mitigate assumptions, presumptions that will further cut down any micro-aggressors. These micro-aggressors are the root causes of any conflicts at the workplace that disrupt the workplace culture and vibe too. Employee Engagement patterns and meeting schedules should have optimum open communication that nurtures individualism, lateral thinking, innovation and adaptability. This will further help in being open to newer methods reducing rigidity and enhancing team discussions. This allows members to know more about their peers i.e. increases social awareness and in return nurtures self awareness by accepting corrections & new learning from others!

Integrity is a must in working relationships. You must train and teach that doing the right thing is imperative. Coach your employees. I once did a shining star program for my employees. I put sheets in the break room and you could nominate a team member to thank another team member for shining. Each month I would take the shining star paper and frame it and present it to the person who did over and above ( sometimes more than one per month) along with a gift card and that went along way. When another team member encouraging another.