“It’s really critical for somebody who wants to excel as a manager and leader that they look at developing these skills. The good news is you can improve your emotional intelligence, if you’re willing to work at it. On the other hand, leaders with high emotional intelligence “tend to be uplifted by their interactions with people and think it’s great to have a team,” he says. “They find people very difficult, and they don’t tend to understand that they are part of the equation,” Bradberry says. One telltale sign of leaders who need to work on managing their emotions is that they frequently have challenging interactions with others. “It’s very hard on morale, and you start to lose that discretionary effort that you get from people who love their jobs and work in motivating, comfortable environments,” he says. “So when they’re ineffective, when they set poor examples of how they treat other people, that trickles down throughout the company.” The result could be low employee engagement or high turnover because of the toxic interactions between people. “Leaders prime the emotional state of the organization,” Bradberry says. In assessments of more than 2 million workers, TalentSmart researchers found that “just 36 percent of people are able to accurately identify their emotions as they happen,” says Bradberry, author of Emotional Intelligence 2.0 (TalentSmart, 2009).Ī lack of emotional intelligence among the senior team can be devastating to the rest of the workforce. “They don’t even necessarily understand what’s going on with themselves.” “Most people make mistakes around emotional intelligence because they don’t understand what’s going on with other people,” says Travis Bradberry, president of TalentSmart in San Diego, which provides emotional intelligence tests and training.
Emotional intelligence is the ability to understand your own and others’ emotions and how they drive behavior, and then using that knowledge to motivate others.
0 kommentar(er)
