Bringing back the popularity of emotional intelligence

We are nearing the 20 year anniversary of emotional intelligence making its dramatic splash into the business world. Yet most managers and even HR professionals have difficulty explaining the concept and even fewer are taking concrete steps to improve their own emotional intelligence. So why has this breakthrough idea that took off with such popularity stalled over the last decade? I believe it is a combination of EI experts making the subject too complex and not providing clear steps for applying it in the work environment. Therefore, this blog is dedicated to helping emotional intelligence regain its popularity!

In simplest terms, emotional intelligence is the “intelligent use of our emotions” and it has been touted as an even higher predictor of career success than IQ. In Primal Leadership Daniel Goleman breaks the practice into 4 domains (Self Awareness, Self-Management, Social Awareness, Relationship Management) which then bridge into 18 leadership competencies. Instead of going through all 18, I am drawing upon my experience as an Executive Coach to pick 2 high impact competencies which I have witnessed dramatically increase the emotional intelligence of various leaders.

The first is Adaptability which is crucial in the current business landscape. To apply this competency I recommend that leaders dig deep and find way to see the bright side of ambiguity rather than let their frustrations grow. Who wouldn’t want to promote someone who thrives in complex situations that do not have a defined solution? Those who are competent in this area are also adept at managing their stress and emotions in a way that results in clear focus and high energy even when the job gets overwhelming.

The second is Organizational Awareness. So much of what makes a company tick is not covered at orientation or through policies and procedures. Instead, an astute leader will put their own interests aside and focus on gaining a clear understanding of the social networks, unspoken rules and political forces that are not readily apparent to even those with loads of tenure. This could include balancing relationship building with productivity, gaining buy-in from the right individuals and having an awareness of what is truly important to the organization (and not just one’s supervisor).

Therefore, take some time in the weeks ahead to increase your Adaptability and broaden your Organizational Awareness – I guarantee your EI will sky rocket! For more information, please email info@ExecutiveHRConsulting.com.

This post was written by Clark Souers, an HR consultant and coach at ECG.