Your team member lacks emotional intelligence. How do you effectively provide feedback to help them improve?

One of the most beautiful aspects of giving feedback is to always remember and know that- Feedbacks are given to feed- forward !! In such critical scenarios and situations it becomes very important to approach the same with absolute sensitivity and care. With empathy, understanding, unbiased opinion and active listening to your colleagues overall reasons for this behavior, can truly help you as a team member to assist them and support best in this crisis situation.

Avaliar requer habilidades de inteligência emocional: 1- consciência das nossas próprias emo??es e o quanto elas est?o impactando na nossa avalia??o! 2- consciência social - empatia, reconhecer nos outros suas emo??es e sentimentos, para saber o que avaliar antes de agir ou falar. 3- auto gerenciamento, capacidade de acessar nossos recursos internos, principalmente em situa??es de stress e press?o, permitindo agir de forma positiva no impacto de nossas avalia??es. 4- gerenciamento social - habilidade sócias para gerar relacionamentos harmoniosos e cooperativos com base em nossas avalia??es conscientes de nós e dos outros. 5- motiva??o para avaliar com base no que reconhecemos e regularemos das nossas emo??es e das outras pessoas.

?? According to protocol before you assess the other person you first assess you are emotional state and your response in situations where you interact with the other person. ?? Then you assess the other person behaviour with you and other members of the team you. ?? Assess other person's behaviour with subordinates and with superiors this will give you an idea about the other persons personality. ?? Have an opinion of other team members as well. But beware to not fall into office gossip.

Start by having your team member rate themselves on key EI competencies. Ask, "How do you rate your skills in areas like self-awareness and interpersonal relationships?" This self-assessment primes them for a constructive conversation. During your feedback session, present specific behavioral examples where EI could be enhanced. Phrase it collaboratively: "Would you be open to discussing some observations I've made?" This approach fosters a dialogue, not a directive. Encourage them to think about possible improvements by asking, "What changes do you think might help in these situations?" Collaboratively build on their ideas, reinforcing their role in driving their own development.

To support your team member who is struggling to connect and make a rapport with the team and the people, it is quint-essential to observe and understand the situation at their end and with them. Knowing what's the matter with them and how the circumstances are at their end, help them navigate through the hardship of the situation with an empathetic approach while furnishing the feedback. Take permission and set the best time to give the feedback with an approach that is intent to support and not demean them. All it takes is a an approach with an intent to solve the issue.

Now that you've understood the emotions and behaviors, it's time to plan your feedback. Schedule a one-on-one meeting to discuss your observations. Use a structured approach like: "I noticed [this situation]. My understanding is that you felt [this emotion], which led to [this behavior]. Is that accurate?" Confirming their feelings and intentions helps establish mutual understanding. Explore alternative behaviors by asking non-accusatory questions, avoiding "why" to prevent defensiveness. Keep judgment and personal involvement out of the conversation to foster trust and create a safe space for growth and learning.

Além de planejar o melhor horário, local e momento apropriado, é de extrema importancia identificar o perfil comportamental do colaborador, ajustar a linguagem, a abordagem e conduzir de forma humana e respeitosa o Feedback. é importante lembrar que s?o pessoas, e pessoas sentem.

To give and receive feedback is one of the most relevant skills, yet also one of the least practiced. The lack of general competence in this skill creates daily disasters in all organizations. However, like all skills, this can be learned. The feedback model offered by non-violent communication is still very valid in its approach: - Speak in the first person. - Do not point fingers at others starting with "you have..." - Describe the facts without interpretations. - Explain the effects of the other person's actions on us. - Finally, indicate the desired behavior.

Communication is the ultimate key to everything, be it in personal and professional spaces. All we need is a clear and clean communication to convey it all. Very specifically in this context in the professional space, to support your team member to make a connect and the rapport with the team by giving the feedback which is totally clean and clear in the way its communicated.

To provide constructive feedback to a team member who lacks emotional intelligence, it is best to observe situations firsthand where this occurs. This allows for factual, concrete feedback, especially on a subject that might seem abstract. Then, to facilitate the conversation, I would suggest using non-violent communication with the following 4 steps: what I observed, what I feel, what I need, what I propose. This way, it avoids being perceived as accusatory and allows for an exchange based on needs and potential solutions on which the team member can share their perspective.

Clear communication is essential in addressing EI. Be precise in your examples, focusing on specific actions without providing interpretations or assumptions that might alter the person's perception. Avoid accusative language to prevent defensiveness. It's crucial to refrain from judgment and adopt a supportive stance, even if the person's perspective differs from yours. Understand their view of the situation, the underlying factors, and whether the behavior's outcome was intentional or an unrecognized side effect. This approach fosters an environment where the individual feels understood and open to improvement. It is essential to be in listener mode to make sure you capture the queue and listen for emotional intonation.

Be objective, kind and curious. Use Examples: Highlight specific moments, like, "When you interrupted Sarah, it affected the team's dynamic. Did you notice their reaction?" This helps them see the impact of their actions. Link Effects: Explain how their behavior affects the team, e.g., "The team became reserved, slowing our progress." Encourage Reflection: Ask, "How do you think these interactions affect your work relationships?" to promote self-awareness.

Impliquer l’équipe :Engagez votre équipe dans le processus de fixation des objectifs pour assurer leur adhésion et leur motivation.Exemple : ? Demander à l’équipe commerciale de proposer des idées pour atteindre l’objectif de vente. ?Communiquer clairement les attentes :Assurez-vous que chaque membre de l’équipe comprend parfaitement les objectifs et ses responsabilités spécifiques.Exemple : ? Clarifier les attentes lors d’une réunion d’équipe et fournir un document récapitulatif. ?Récompenser les progrès et les succès :Célébrez les petites victoires et reconnaissez les efforts pour maintenir la motivation et l’engagement. Exemple : ?Organiser une célébration mensuelle pour reconna?tre les meilleurs performeurs.?

It's not just about "leading by example" but also about defining shared behavior rules together -referred to as the “social contract”. This also includes how to give feedback as there are many methods and possibilities. However, the most challenging task is to create a work environment and culture where feedback isn't something to be feared but is welcomed and explicitly requested, as it presents a fantastic opportunity for growth.

Il est crucial de créer une culture de la performance en donnant un feedback constructif. Préparez le contexte, invitez à une auto-évaluation positive puis discutez des points à améliorer avec des faits vérifiés. Assurez-vous que le feedback soit spécifique, basé sur des faits concrets et récents. Utilisez la reformulation pour vérifier la compréhension. Mettez en place un plan d'action clair avec des étapes de suivi. Restez disponible pour apporter des clarifications ou des ressources supplémentaires, créant ainsi un environnement de soutien pour encourager la progression continue.

Ensure your team member feels supported in their EI development journey: Curated Resources: Recommend books, podcasts and articles for actionable advice and self-assessment tools. Professional Development: Suggest workshops or online courses on EI, such as a seminar on interpersonal communication or an online leadership empathy course. Mentorship Opportunities: Connect them with a mentor within your organization who exemplifies high EI, providing them with personalized guidance. Open Dialogue: Maintain regular check-ins, creating a safe space for them to discuss their feelings and progress on EI.

El apoyo que el líder brinda es crucial ante sus colaboradores, tener la confianza y certeza que realizan un buen trabajo sin menospreciar la labor y esfuerzo que cada uno brinda en el cumplimiento de objetivos y metas que se quieren lograr.

Oferecer suporte e recursos para melhorar a inteligência emocional da equipe é fundamental. Recomende livros inspiradores, workshops transformadores e sugira um mentor dentro da organiza??o. Enfatize que desenvolver a IE é um processo contínuo e que você está comprometido em apoiar cada passo dessa jornada. Incentive-os, lembrando que cada esfor?o no autoaperfei?oamento trará grandes recompensas, tanto profissionais quanto pessoais. Acredite no potencial deles e motive-os a alcan?ar novos patamares de sucesso e realiza??o.

Dive into a collaborative goal-setting session to ramp up their emotional intelligence. Start by pinpointing key EI competencies they want to boost, like understanding others' emotions, managing reactions to feedback, or improving active listening. Ask them, "Which of these skills do you want to enhance?" Once they've chosen, encourage them to brainstorm specific actions they can take to evolve in these areas. For example, they might try journaling their emotional responses daily, practicing feedback scenarios, or setting reminders to focus on listening during meetings. This approach not only makes the goals tangible but also empowers them to own their developmental journey, keeping them engaged and motivated.

Emotional intelligence (EI) is deeply personal. Begin by assessing your current EI level, starting with a free assessment and possibly moving to a professional tool like EQ-i 2.0 for a more comprehensive understanding. Once assessed, focus on setting SMART objectives—specific and targeted goals—to ensure measurable improvement. Assign accountability for tracking progress, which can be facilitated by a coach to provide support and guidance along the journey. This structured approach enhances self-awareness and promotes continuous growth in emotional intelligence.

A primeira parte desse feedback é mapear o estado atual, juntos definir o desejado e desenhar a??es específicas para a pessoa atingir o próximo nível. Um Feedback sem a constru??o de a??es de melhoria, é só uma conversa.

Definir metas é fundamental para o processo de melhoria. Colabore com seu colega para estabelecer objetivos claros e realizáveis para aprimorar sua inteligência emocional. Essas metas devem ser INTELIGENTES: específicas, mensuráveis, atingíveis, relevantes e com prazo definido. Por exemplo, um objetivo pode ser lidar com conflitos com mais paciência, aplicando técnicas aprendidas em workshops e refletindo sobre o progresso mensalmente. Encoraje-os, destacando que cada pequeno avan?o é um grande passo para o sucesso profissional e pessoal. A vida é uma jornada contínua de crescimento, e com dedica??o, eles podem transformar desafios em oportunidades de evolu??o e alcan?ar novos patamares de realiza??o.

Identifiez les étapes pour atteindre l’objectif et attribuez des responsabilités claires à chaque membre de l’équipe. Par exemple, "Former l’équipe commerciale sur les nouvelles techniques de vente d’ici la fin du mois." Utilisez des outils comme Trello ou Asana pour suivre les progrès. Planifiez des réunions régulières pour évaluer les progrès, discuter des obstacles et ajuster les plans. Par exemple, "Organisez une réunion hebdomadaire pour évaluer les ventes et ajuster les stratégies." Engagez votre équipe dans la fixation des objectifs pour assurer leur adhésion et motivation. Par exemple, "Demandez à l’équipe commerciale de proposer des idées pour atteindre l’objectif de vente."

Créer une culture de la performance implique de donner un feedback pour aider à progresser. Préparez le contexte de votre feedback, invitez la personne à s’auto-évaluer positivement, puis sur les points à améliorer. Donnez votre feedback basé sur des faits vérifiés et discutez des comportements à améliorer. Soyez spécifique et constructif, basant le feedback sur des faits concrets et récents. Utilisez la reformulation pour vérifier la compréhension. Concluez avec un plan d'action et fixez des étapes de suivi. Restez disponible pour apporter des clarifications ou des ressources supplémentaires si nécessaire.

Remember that Emotional Intelligence covers many areas, including: Assertiveness, Empathy, Self-Awareness, Stress Tolerance, and Optimism. Noticing that a member of your team lacks EI does not mean that they have a deficiency in EVERY area. This is important to recognise because it is easy to make the assumption that little or no EI applies to all aspects of their emotional state. Therefore, think about EI in terms of five different areas: 1. Self 2. Expression 3. Interpersonal 4. Decisions and problems 5. Stress Use these as a guide to understanding more about your team member's EI, rather than assuming that "low EI" means improvement opportunities across the board. Explore each area as a topic in its own right with your team member.

I agree with the article and would like to add some suggestions, regarding my long experience. People always have concerns with feedback and some kind of talks. I suggest that before giving feedback about emotional intelligence, ask for it regarding what the person thinks about it and proposes to develop the skill. Also is beneficial to the person to add more self conscious of the situation and their consequences. This way the probability of the person feels that this is offensive, is much lower.