Assessing Management and Emotional Intelligence

At getGFTD, Nina Guise-Gerrity underscores the importance of understanding emotional intelligence while talking to anyone. “Whether I share positive, negative, or neutral news with someone, it lands differently based on perceptions. Anticipating how information is processed helps me avoid repercussions and navigate next steps,” she stated. For her, emotional intelligence is rooted in reading body language and emotional cues to manage employees. With a leader-employee workplace relationship, both parties should work to support emotional well-being, not destroy it.?

Emotional intelligence (EI) is the ability to master your emotions and interpret those of others around you. In every position, from company executive to entry-level employee, people use their emotional intelligence to manage stress, defuse conflict, build relationships, improve morale, and achieve goals. EI is crucial in a leadership position to foster relationships, drive the team, and understand emotions (Sehgal). Harvard Business School pinpoints emotional intelligence as one of the most desirable skills in the workplace. 71% of employers value EI more than technical skills when evaluating and interviewing candidates (Landry).?

Four factors that contribute to EQ are self-management, self-awareness, social awareness, and relationship management. Dr. Tasha Eurich, an organizational psychologist and business owner, states self-awareness is the most important factor of EI. In her five-year research program, 95% of people think they are self-aware, while only 10-15% are (Eurich). With this decrease in awareness, the larger company is impacted. Everyone encounters people who are not self-aware, but in the workplace, an unaware colleague can induce stress and decrease motivation. To minimize impact, consider reframing behavior, connecting compassionately, and looking to the future.

Harvard Business Review points to twelve competencies that result from the four factors of EI. Conquering a task leads to gaining a skill. The five competencies under relationship management are influence, coaching and mentoring, conflict management, teamwork, and inspirational leadership (Goleman and Boyatzis). These skills will surely be gained by mastering relationship management and understanding personal EI. For example, the ability to deliver difficult news shows proficiency in conflict management. As a leader, these skills can strengthen your position in a company or on a team. In the long run, it is possible to develop a vision that includes everyone’s voices and goals (Goleman and Boyatzis). Translating these competencies into actions leads to lasting command over EI in the workplace.?

In a company, EQ drives success between relationships and long-term goals. Managers with EI set the tone and goals of the company. Other benefits include a positive and efficient work culture, increased innovation and creativity, good decision-making, challenge management, and strong bonds with team members (Sehgal).?

What are the differences between how you see yourself and others? What matters to you? What changes will you make to achieve these goals? These three questions offer the opportunity to strengthen emotional intelligence, understand improvement areas, and identify company goals (Goleman and Nevarez).

Sources:

Eurich, Tasha. “Working with People Who Aren’t Self-Aware.” Harvard Business Review, October 19, 2018.

Goleman, Daniel and Michele Nevarez. “Boost Your Emotional Intelligence with These 3 Questions.” Harvard Business Review, August 16, 2018.

Goleman, Daniel and Richard Boyatzis. “Emotional Intelligence Has 12 Elements. Which Do You Need to Work On?” Harvard Business Review, February 6, 2017.

Landry, Lauren. “Why Emotional Intelligence is Important in Leadership.” Harvard Business School, April 3, 2019.

Sehgal, Sanjay. “Why Emotional Intelligence Is Crucial For Effective Leadership.” Forbes, July 25, 2023.