How EQ Helps You Raise More Productive and Motivating Managers

With billions of people populating our planet, and more on the way, we are constantly engaged in an exchange of emotions and words with a rainbow of personalities at home, in public or at work. These exchanges can sometimes get very complicated, very fast, giving way to potential issues that prevent individuals from nurturing healthy relationships and staying productive.

To help overcome possible confrontations and become better at interacting with others we must invoke our higher intelligence and develop EQ.

EQ, or emotional intelligence, becomes more critical in an environment where there are high stakes and great responsibilities for the good of a collective. That is where we typically see strong leaders emerge to guide teams and organizations in the right direction.

Apart from developing a strong knowledge base for a specific skill or subject matter, to raise a more effect manager an organization must help their talent to cultivate the following four attributes of EQ:

1. Self-awareness

This attribute is a pillar to all employees, regardless of stature or ranking in an organization. Knowing how to tune into our own feelings and understand how those feelings impact our behavior and decisions is an essential attribute for developing leadership. In managing relationships with others effective leaders need to understand why they feel a certain way about a situation in order react appropriately and drive the outcome to success.

2. Self-management

This attribute builds on self-awareness. Once a manager is able to understand his or her emotions they can better control impulsive feelings and behaviors, take initiative, produce valuable deliverables, and adjust to changes.

3. Social awareness

Developing this attribute is critical in a group setting. It is the responsibility of the manager to facilitate productive and motivating collaborations between team members. In order to do that a manager must be able to recognize various emotions, needs and concerns of others, be comfortable socially and identify power dynamics between team members.

4. Relationship management

Building on the previous three attributes, relationship management is developed by managers in order to gain trust, authority and influence. A manager must understand how to develop and nurture good relationships, communicate clearly and facilitated productive collaboration between multiple teams and members.

Lastly

Effective leaders produce effective managers. By employing and teaching leaders to develop all attributes of EQ organizations can stimulate better relationships in the workplace. With healthy relationships in place, productivity is likely to flourish which gives way for motivated employees to take on management roles and follow in the footsteps of their leaders.

While employers are focused on the driving the ultimate bottom line, they shouldn’t forget to invest in developing their own EQ as well as that of their employees.