Over the past two months, I have had a number of conversations with HR leaders around the country, looking for ways for their leaders and people to create ‘connection’ as a means of motivating, inspiring and enriching their team’s performance and productivity.
A great deal of conversation centered around the strategic imperative of Emotional Intelligence, and although it has been around since the 1960’s, it hasn’t become mainstream just yet…but it is on the rise. So, what is it?
Wikipedia defines it as the capability of individuals to recognize their own emotions and those of others, discern between different feelings and label them appropriately, use emotional information to guide thinking and behavior, and manage and/or adjust emotions to adapt to environments or achieve one’s goal(s).
It is often referred to as – Emotional intelligence (EI), emotional leadership (EL), emotional quotient (EQ) and emotional intelligence quotient (EIQ),
According the the World Economic Forum, Emotional intelligence ranked in the top 10 most in demand skills necessary to thrive in 2020 by the World Economic Forum.
Now, consider this – according to the World Economic Forum’s publication, here are the top 10 skills needed in 2020 are:
- Complex Problem Solving
- Critical Thinking
- People Management
- Coordinating with Others
- Emotional Intelligence
- Judgment and Decision Making
- Service Orientation
- Cognitive Flexibility
If you consider each one of these – they all require:
- Understanding the motivations, goals or desires of others
- Understanding your own values, qualities, traits, biases, emotions, motivations and goals
- Relating and connecting business decisions, problems and solutions to the people and outcomes desired.
What happens when teams and businesses lack a focus, let alone, a strategy for EI?
- Toxic environments
- Bully bosses
- Burned out employees
- Disengaged employees
- Resulting in high turnover, poor acquisition, and low morale
What can you do?
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