Being an Emotionally Intelligent Leader

There are two basic requirements for leadership –

  • Sufficient professional knowledge and experience in your line of work that enables you to be in a position of command
  • Social and personal skills that make you approachable to your team and easy to work with

Sadly enough, more often than not, today’s leaders are diligently trained in (1) but lack adequate know-how of (2). To be honest, it’s the latter that needs more emphasis.

Emotional Intelligence – Makes You A Leader

This positive personality trait is fast gaining popularity not just in the corporate world but all possible workplaces one can possibly think of. The reason is simple: Everyone wants to work with a manager/team leader who listens to and addresses their issues and concerns, is appreciative of efforts, patient and supportive.

In other words, such a manager is emotionally intelligent – who knows exactly how to gauge and deal with the emotions of his team and use them in the higher interests of the organization.

Emotional Intelligence Training – Need of the Hour

Let’s face it, it’s not always natural and easy to display such qualities. But they can always be acquired. We offer Emotional IQ courses through our Emotional Connection “EmC” process training for leaders. The EmC Master Course will help gain the skills you need to address social and relational issues in teams. 

Case Example

Sid, a CEO, has been feeling anxious and distressed going into his meetings. Other than saying a quick hello, he avoids interactions. As people walk into the conference room, Sid stays on the phone or running in and out of the room. He avoids eye contact he rushes through, disregarding questions. Emotional safety is lost.

When we do not feel connected with people we depend on, we become alarmed and use whatever means to gain control. Sid is seeking a connection with team board, but he is using ineffective strategies to reconnect.

The secret is to recognize that no one has to be the bad guy, we see the negative cycle as the problem, and we see that Sid and the team are struggling for connection.

We help Sid to expand his emotional experience, bringing it to his awareness and the impact it has on his team members. With the deeper understanding of the steps in the negative cycle, Sid starts to outline the new steps that he can take to change the cycle:

1) he starts to greet people with a smile and warmth

2) he prepares for the meeting with a great deal of preparation and care

3) he engages his team members with the breakout sessions so that everyone feels involved

The reaction is positive, and it brings reassurance to the team members, feeling more engaged and enthusiastic during the meeting. Sid still is still learning but with every interaction, he is shifting his dance by nurturing his connection and reinforcing his actions.

Positive work environment improve team engagement, trust, and harmonious team interactions for goal achievement. Get yourself enrolled today for higher and successful results.