What Is Emotional Intelligence (EQ)? Definition & Key Traits<\/h2>\n
The term, “emotional intelligence” (EQ), was coined in 1990 by psychology professors John D. Mayer and Peter Salovey. Per Mayer, the scientific definition of \u201cemotional intelligence is the ability to accurately perceive your own and others\u2019 emotions; to understand the signals that emotions send about relationships; and to manage your own and others\u2019 emotions.\u201d<\/p>\n
In 1998, another psychologist, Daniel Goleman, connected emotional intelligence with leadership in business. He argued in the Harvard Business Review, \u201cwithout [emotional intelligence], a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but [he or she] still won\u2019t make a great leader.\u201d<\/p>\n
There are five key attributes that constitute emotional intelligence<\/a>:<\/p>\n Mayer later tempered Goleman\u2019s opinion saying that \u201cemotional intelligence isn\u2019t the only way to attain success as a leader.\u201d Yet, the importance of making strong connections with people remains. We consistently hear (and see!) the value of empathy<\/a> touted in building strong relationships, employee experiences<\/a>, and customer experiences<\/a>, too. Someone who “gets it” is more likely to keep everyone on the same page.<\/p>\n Leaders faced fresh challenges in 2020. Running an organization and leading a team has never been easy. Yet, those in leadership positions were asked to pivot creatively, perhaps save jobs, and preserve people\u2019s health and safety in a more urgent way than ever before.<\/p>\n As Johns Hopkins University psychologist Laura K. Murray observed in April, \u201cthere is no doubt that leadership will be one of the most heavily tested skills throughout the coronavirus pandemic<\/a>.\u201d And it was.<\/p>\n The global pandemic saw employees moving to remote work, or a hybrid mix of office-based and virtual work. Research from the Adecco Group shows three in four employees appreciated the increased flexibility and autonomy, and 75% of them wanted those to persist<\/a>.<\/p>\n As they navigated the newly flexible work environment, while worrying about their wellbeing, these employees were looking for leaders that care. In the Adecco Group survey:<\/p>\n News cycles are hitting us with an endless bombardment of anxiety-inducing headlines. In an age of economic upheaval, we are craving a sense of safety, stability, and feeling valued. Emotional intelligence in leadership can help meet these needs<\/a>.<\/p>\n Those who have high emotional intelligence are \u201cable to easily build relationships, possess personal integrity, can be inspiring, and have excellent communication skills, among other positive traits<\/a>.\u201d It\u2019s easy to imagine how these attributes would resonate, particularly in the midst of a global economic uncertainty.<\/p>\n Emotionally intelligent leaders are able to better rally the troops and encourage more efficient and productive teams, regardless of the economic upheavals. Here are some ways emotional intelligence in leadership can transform your business culture:<\/p>\n Not sure how the emotionally intelligent leader does all of this? Are these folks simply superheroes or did they take some kind of emotional intelligence training for leaders? One thing is for sure: Emotional intelligence in leadership can truly transform your work culture.<\/p>\n The emotionally intelligent leader is more likely to successfully manage many relationships in a crisis.<\/strong><\/em> Inspiring others and managing conflict, for instance, is easier for those leaders who can connect on a deeper level, i.e., emotionally.<\/p>\n Leaders with a high EQ know themselves.<\/strong> <\/em>They can effectively self-regulate and self-motivate through a difficult, uncertain time. Coming from a solid self-foundation, these leaders are able to engage effectively with others. They see staff as people, not just producers of outcomes. They also put in the extra effort needed to check in with themselves to manage how they come across in their interactions with employees.<\/p>\n By practicing empathy, the high EQ leader can imagine how their direct reports are experiencing challenges.<\/strong><\/em> Rather than simply thinking that “everyone has it hard”, specific challenges like remote work and the ever-changing work environments require leaders to think deeply about how each challenge impacts their team members. Emotional intelligence helps create \u201cpsychological safety<\/a>.\u201d Connecting with staff through empathy can foster increased engagement. This, in turn, improves focus and productivity<\/a>.<\/p>\n Further, with their excellent communication skills, these leaders can really listen.<\/strong><\/em> This is especially important to the people who are working virtually and enables a better understanding of what they are thinking and feeling. Strong active listening<\/a> can help build connections to help staffers struggling with the isolation of working from home feel more engaged and heard at work.<\/p>\n The high EQ leader is also tapped into team dynamics and works to give everyone a voice.<\/strong><\/em> This helps improve company culture<\/a>, which is all the more critical now that people are collaborating predominantly via computer screens.<\/p>\n High EQ leaders aren’t simply nice to work with (although they may certainly be nicer than leaders with low EQ!). Beyond smiles and warm fuzzies, their measurable impact is felt at every level.<\/p>\n Here’s a quick list of ten employee and business benefits highlighting the importance of emotional intelligence in leadership:<\/p>\n From risk-taking to innovative thinking and from retention to productivity, each employee and business benefits immensely from emotional intelligence in leadership team members. While “being nice” seems a little too mushy for many to conceive of as important to business success, it’s hard not to see what is the relevance of emotional intelligence in leadership today. EQ leadership is essential in an era when businesses quickly adapt to new market demands and customer needs and employees face the brunt of the changes, both professionally and personally.<\/p>\n Just for fun — although the stress is real! — consider the impact of those who think of emotional intelligence in leadership as a sign of weakness. Sad to say, but if you’re wondering how to identify a lack of emotional intelligence in leaders, it’s super easy.<\/p>\n Low EQ leaders have a few things in common…<\/p>\n If this list sounds familiar, you’re not alone! Most of us have encountered leaders who see emotional intelligence as not a “need to have” or even a “nice to have” asset, but more of a “rather not have” liability.<\/p>\n If you’re a leader who feels that any of these hit a little too close to home, though, don’t give up hope! There’s still time to develop emotional intelligence and put it to work for you — and your team!<\/p>\n\n
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<\/p>\nThe importance of leadership and emotional intelligence today<\/h2>\n
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Why Emotional Intelligence in Leadership Matters Today<\/h2>\n
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How Emotionally Intelligent Leaders Impact Team Performance<\/h2>\n
Benefits of High EQ Leadership for Employees and Organizations<\/h2>\n
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Low EQ Leaders: Negative Impacts on Culture, Retention & Morale<\/h2>\n
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<\/p>\nConclusion: Emotional Intelligence Is Essential to Leadership Success<\/h2>\n