Great... now, how do you use it...
Emotional Intelligence is used in business across 5 areas...
knowing one’s strengths, weaknesses, drives, values, and impact on others.
A manager knows tight deadlines bring out the worst in him. So he/she plans his time to get work done well in advance.
Indicators: Self-confidence, realistic self-assessment, laugh at yourself.
controlling or redirecting disruptive impulses and moods.
When a team botches a presentation, its leader resists the urge to scream. Instead, he/she considers possible reasons for the failure, explains the consequences to her team, and explores solutions with them.
Indicators: Trustworthiness and integrity, comfort with ambiguity, openness to change.
Joy in achievement for the goal’s sake.
A portfolio manager at an investment company sees his/her fund tumble for three consecutive quarters due to major clients defects.
Instead of blaming external circumstances, he/she decides to learn from the experience, and engineers a turnaround
Indicators: Strong drive to achieve, Optimism even when failing, organizational commitment.
Understanding other people’s emotional makeup.
An American consultant and her/his team pitch a project to a potential client in Japan. The team interprets the client’s silence as disapproval, and prepares to leave. The consultant reads the client’s body language and senses interest.
The consultant continues the meeting, and the team gets the job.
Indicators: Building and retaining talent, Cross-culture sensitivity, Service to clients/customers.
Building rapport with others to move them in desired directions.
A manager wants the company to adopt a better Internet strategy. He finds kindred spirits and assembles a de facto team to create a prototype Web site. He/she persuades allies in other divisions to fund the company’s participation in a relevant convention.
His company forms an Internet division, and puts him in charge of it.
Indicators: Effectiveness in leading change, persuasiveness, Expertise in building and leading teams.
How important is ei to business
Everyone has some experience
We all know people, but maybe not as well as we think we do. Rather than using Emotional Intelligence to control people, which often leads to abuse, it is much easier to change people's reaction to what you do.
Everyone will have a different reason why they react the way they do, but if you are consistent in your actions, people's reactions become more predictable to.
It starts with why... why do people trust you. In business, people like to deal with others that they know, like, and trust, but trust always comes first.
If you are self-aware enough not to do things that break people trust in you, people will naturally start to like you, then they will want to get to know you.
Makes it easier to interact with others if you don't have to sell what you do, people ask you. Tell what you do, but if you have to sell it maybe that is not why they are asking. People get to know you so they can refer you to others too.
Leaders and managers have to work together...
Leaders focus on why you do what you do, managers focus on what to do (and what to measure), but the team comes up with the process and how to do it.You don’t just want them to do it. You want them to want to do it. It is easier for both leaders and managers to get the team to do things if the ideas come from the team.
To allow the team to hold themselves accountable for their actions, you need to have clear Key Performance Indicators (KPI) that tell the team how close they are to reaching the goals.
Sport is played for fun, but it still has KPIs so people know how they are going. Usually just time, and the number of times a goal is reached in that time. Business KPIs should also be that simple.
If you praise people for being “the best”, research shows they will choose the easier tasks next time. However, if you praise people for the effort put in following the process, even if the goal was not reached, people will still choose harder tasks next time and work with others to improve the process.
Who do you want on your team? Business leaders and managers mistakenly think they automatically fit into the team, but this is not the case. “They” are the team, so you have to work out (first) where you fit in too.
conduct an analysis to identify own emotional strengths, weaknesses, stressors, emotional states and triggers, and send the link to get feedback from others
What if situations
recognise and respond to the emotional states of others, and model behaviours that demonstrate management of emotions
recognise the impact that cultural behaviours and beliefs may have on workplace interactions
Build your tribe
use emotional intelligence of self and others to enhance team performance
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