Emotional Intelligence At Workplace

Emotional Intelligence At Workplace

“Emotional Intelligence is the clever use of one’s emotions.” The way or means by which an individual intentionally makes emotions work is by using them to help guide his behavior, mannerism and thought process in his or her favor. The work or corporate environment has always scrutinized and tested an individual’s Intelligence Quotient (IQ) Level, as it believes that the success rate of a Company depends on the IQ level of the employees who work there.

IQ level is basically reflected in one’s academic achievements, marks obtained, etc. but one’s smartness hardly ever accompanies high scores and intellectual credentials. Here is where Emotional Quotient (the heart) or EQ steps in. A normal person is always taught to value IQ in all stages of his life – school, family, college, workplace and so on. Devaluing Emotional Quotient results in suppressing emotions, feelings and the zeal to work towards interests.

In order to shake hands with success at work, it is important to blend EQ with IQ. Many a time, simple things are overlooked and even before acknowledging them, they become a reason for one’s failure. By pausing once in a while and answering a few simple questions, an individual can stay on track of his wants and needs.

Some characteristics that are relied upon and believed to be as part of Emotional Intelligence are:

  • Emotional understanding
  • Self-confidence
  • Self-discipline and will power
  • Commiseration and empathy
  • Political awareness
  • Communication
  • Management and leadership
  • Dissent management
  • Teamwork and mutual support
  • Team potential

By adapting to and putting into practice the characteristics of Emotional Quotient, motivation can be enhanced and positive reinforcement induced within the team, resulting in effective teamwork and maximum productivity. The myth that emphasizing EQ will de-emphasize IQ should be removed from the heart and mind of every individual.

The four key domains of Emotional Intelligence that highlight the importance of Emotional Quotient over Intelligence Quotient are:

  • Self Awareness: Emotionally, this leads to self-evaluation and boosts self-confidence.
  • Self Management: This develops emotional self-will, simplicity, faith and assurance, compliance target orientation, inventiveness, positivity and precision in an individual.
  • Social Awareness: This domain involves observing, understanding and co-operating with others.
  • Relationship Management: This influences and inspires leadership and creates a strong bond between employees and employers via effective communication.

Thus, Emotional Quotient plays a very important and major role in an organization. The purpose at work is not just for the benefit of an individual but for the benefit of the entire management. It curbs negative reinforcement and creates positive energy, thus leading to better teamwork and maximum efficiency.

Do share your thoughts on the same.

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Written By

Asma Zaineb is a Marketing Manager at CommLab India. She is responsible for generating quality leads for sales via inbound marketing.

Tags: HR Training
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14 comments on “Emotional Intelligence At Workplace
  1. Daniel Lobb says:

    I fully agree that emotional intelligence matters more than IQ or other expertise. In my experience the tools of Emotional Intelligence (EI) are best fostered by developing awareness of our own emotional state, and developing the idea that we have a choice about our emotions. It is a common misconception that we are “victims” of our emotions and do not have a choice about how we feel. For instance: “I am in a bad mood today” or “rainy days make me sad,” etc.

    The core of the training work I do is about developing awareness of our ability to make choices. That helps support Emotional Intelligence.

    Another way to help improve EI, might be to have a team discussion about the difference between sympathy and empathy. Compassion might be another word/concept to explore. Come up with examples, what do these qualities look like, do we know when we or others are expressing them, etc.

  2. Hilario says:

    We cannot choose what to feel, at least on a short time, but we can learn and train how to react to what we feel.
    On the other hand another thing that can be done on the workplace is to teach people how to interact socially in order for everybody to be happy.
    Best..

  3. Jacqueline M. Walters says:

    To strengthen emotional intelligence in the workplace. I suggest we apply Daniel Goleman’s essential premise of emotional quotient: 2 aspects of emotional intelligence.
    (1) Understanding one’s self, one’s goals, intentions, responses, behaviors etc.
    (2) Understanding other employees’ feelings etc.
    Diversity and inclusion training, will be helpful, to respect and be tolerant of the differences in other employees.

    In some cases it does not matter how much, emotional understandings, self-confidence, self-discipline, will power, self-awareness, self-management skills, and social awareness an employee posses. If one has an encounter with a bad boss, whose behaviors promotes the employees’ disengagement process, fostering preferential treatments, favoritism and other unethical conduct in the workplace. Emotional Intelligence is a team effort, which starts with Human Resources and Management.

  4. Gordon Svoboda says:

    Helpful posts from everyone…

    I consider the better expression to be Emotional-Social Intelligence (ESI). These properly include management of myself and management of myself and others in social interactions.

    There are excellent workbooks and training guides for ESI and there is a lot to be shared! Perhaps a good approach for training would be to break the whole of ESI into units; identify areas of common ESI deficiency in the organization; and, provide training for strengthening those areas. Use 360 Evaluations to capture immediate change issues. Then bring in additional areas of ESI as the previous skills are mastered.

    I think company leadership/management needs to champion and exemplify ESI, as Jacqueline mentioned. However, ESI will not become pervasive in an organization until it is applied in the actions and interactions of employees and their Supervisors/Managers throughout their daily interactions.

    Be of good cheer…

  5. Claudette J says:

    I believe that it is having a balance in the four dimensions of life that enable the individual to experience success in life. These are the mind, body, spirit and heart are the driving forces which propel one to greater achievements and fosters successful interactions with others.

    The mind expressing IQ, the heart expressing EQ, the spirit expressing attitude and the body reflecting the state of health will all contribute to the engagement and empowerment of individuals in any space.

    Indeed, both IQ and EQ must be supported by attitude and health in order to be effective.

  6. Jay says:

    Some relevant points on what I learnt from Landmark Education:

    There is nothing called upset. Approaching others with already always thinking notion. Complaining nature called as rackets. Dealing with breakdowns … are great lessons towards EI.

  7. Paul Donehue says:

    We’ve seen a number of our clients enjoy success by providing education and coacing in the IE area. Your comments about the resulting boost in team work and productivity are consistent with our findings as well.

  8. Understanding one’s personality type preferences and being aware of others’ type preferences, speeds up the ability to apply EQ behavior in relationships with team associates and personal relationships.

  9. Connie Robinson says:

    Great article! There is so much more to managing people than telling them what to do…

  10. The list that you have for EI is only the icing on the cake. You are only looking at the top layer. I see it as what managers will do to just get by and say they are engaged and understand EI.
    It goes much deeper than that. If you are not getting to the core of human nature and accompanying that with diversity then your EI score will always be low and you will never be that good at it.
    It is a science in itself and I have been studying a life time and I still do not have all the answers as we humans are very intricate and complex. We cannot be placed into bins and categories because the more you filter the smaller the groups get until you get to individuals.
    When you have achieved that level of understanding then you will have a high EI score. 100% is not obtainable as you never stop learning until the day that you die.
    So drill down many levels and you will only start to see what I talk about it.
    Let me know how you are doing. How enlightened you feel.

  11. Margaret Moon says:

    I agree with most of the people who have already commented above that EI is both the art of knowing oneself and the ability to walk in another man’s shoes. I thought these words from Vedic scriptures may be relevant to some people.

    “The heart of the path is so simple.
    No need for long explanations.
    Give up clinging to love and hate,
    Just rest with things as they are.
    Do not try to become anything,
    Do not make yourself into anything,
    Do not become a meditator,
    Do not become enlightened.
    When you sit, let it be.
    When you walk, let it be.
    Grasp at nothing.
    Resist nothing.”

  12. Ken Stevens says:

    Good information. Motivational and inspirational books and CDs also help. I went to a class by Bryan Tracy that helped greatly.

    KS

  13. Michael J. Spangle says:

    There are two thoughts that present themselves when I read this article. One is based on a piece of wise counsel that a young woman, now my wife of nearly 30 years, said to me shortly after we first met. She said, “Any decision that you make that is based on emotion will prove to be a bad decision.” I have yet to find any evidence in my experience to contradict that wisdom.

    The second thought has to do with the reality of emotions as an integral part of our makeup. I tend to compartmentalize the various pieces of who I am. This tends to make emotions dominant, and by extension, uncontrolled, when I am functioning on that level. I think that the resolution lies in incorporating all aspects of who we are, while recognizing the necessity of subordinating (not supressing or denying) elements of our make-up as specific circumstances require.

  14. As an independent consultant, I get asked about this a lot. In one sense I say to clients they can have any level of evaluation they want providing they are prepared to invest in it. Most are excited until they realise it will take time and they will need to pay for that time whether in salaries or consulting fees to coach beyond the program, design projects to test competence etc and how to get learners’ managers involved.
    A government client asked me only this week how we might get even more traction on a new set of Strategic Influence programs they want me to roll out in the next few months. I gave him abut eight ideas we could explore and he was grateful for the time I had spent to consider them and said he’ll come back to me. I know the programs will run but I would love to train up internal coaches in the organisation to keep the magic alive after the program.
    I agree with the comment that a lot depends on culture and the enthusiasm with which line managers support the learning of their people.
    Relatively easy to do with skills based training but emotional intelligence training, unless they used to throw tantrums and tools around the office and are docile now, can we be sure we’ve made a difference?

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