Leadership trends, books and buzz words come and go - but there is one constant that has the ability to take your Leadership to that Gold Medal winning position - Emotional Intelligence (EQ). EQ is one of three fundamental requirements in leadership,
Intellectual and Technical Skills(IQ) will often get us to a Leadership Role, but Emotional Intelligence is needed to build thriving relationships.
The third requirement is Executional Excellence - a clear and compelling vision, stretching goals and a road map by way of an effective plan - emotional intelligence is needed to take your people on the journey with you..
Combining IQ, EQ, and great execution capability, is the winning formula to unlocking great leadership.
Emotional intelligence is the ability to positively manage your emotions, communicate effectively, empathise, overcome challenges with others and diffuse conflict. Fortune 500 leaders recognise EQ is the key - when surveyed, 7 of the top 8 skills identified all link back to EQ. Building Trust, motivating, listening, communicating, visioning, self discipline and self knowledge.
Its been said that people don't leave organisations, they leave people - because lets face it, its the people who make the culture. You don't have to be a genius to know that a lack of EQ is going to lead to a poor culture. A few of the warning signs that EQ has left the building are listed below - I hope you don't recognise too many of them!
If we need any further convincing of the importance, Daniel Goleman, best selling author of Emotional Intelligence, states that EQ accounts for 80% of success (and given he's sold 5m books, he clearly knows what he is talking about!)
So - how do we turn the dial up and make sure we are providing a gold medal winning performance for our team? Daniel shares a framework, that encourages you to move from self awareness of your emotional state, to self management. Yes, its great to be aware of your mood and emotions. But self management is where we take responsibility for our reactions and responses, adopting a positive mindset, pursuing our goals despite the obstacles, and act in line with our values.
Once we have mastered Self management, he encourages us to implement EQ in all relationships, moving from Social Awareness (empathy, listening skills, reading the room) to proactive Relationship Management. In Relationship Management, we are catalysts for change, inspiring others, resolving conflict and using sensitivity to manage interactions successfully.
It all sounds simple - until life gets in the way! How do you know how your team view you - what feedback have you had? Who do you know that exudes EQ? What do they do that you admire, and how could you adopt some of those attributes? What are the triggers that impact you, and how can you improve your self management at those times? Which relationships would you most like to improve, and what steps could you proactively take now?
I've worked with many leaders and I have seen that EQ can be improved with awareness and practice. Coaching can provide headspace for self reflection. One leader was assigned to me for coaching as a direct result of feedback that indicated a lack of EQ on their part with key stakeholders. In the initial sessions, they felt the feedback was unwarranted, but by replaying some scenarios, with the benefit of hindsight, they recognised how their words and behaviour could have been interpreted by others, which allowed them to develop strategies and change. Within 12 months, the awareness built led to them resetting their career and receiving a promotion.
Psychometric tools can also help identify hidden strengths and blind spots. I am a huge fan of Insights Discovery, because I has seen first hand how it can transform how leaders engage with their teams and stakeholders - adapting their communication style to take account of others preferences, rather than defaulting to their comfort zone. For one leader, taking the time to give recognition to team members has amplified the motivation in the team for all - including the leader!
A few other tips to maximise the Psychological Safety in your team:-
Normalise failure - if we want to be proactive, if we want to innovate, its inevitable that some things just won't fly. Instead of brushing them quickly under the carpet, make it a normal part of learning. Reflect, adapt and move on.
Share the stage - listen more than speak. If you are doing all the talking, where is the space for others to share their ideas, views or concerns? What nuggets could you be missing? For a team to be truly psychologically safe, there needs to be open and honest discussion with all voices heard. Thinking of your last team meeting - who was doing all of the talking?
Keep connecting - with hybrid and remote working, it is very easy for the weeks to pass with no team interactions. The work may be getting done, but at what cost to the culture, wellbeing and proactivity of the team? What frequency of check in feels right, and how is it done? How does the team celebrate successes?
If you would like to sharpen your saw around EQ, Whether through Coaching or Insights Discovery, I would love to help!
Get in touch for a chat - lizgilchristcoaching@outlook.com - what do you have to lose, versus what could you have to gain?!
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