Organizational planning experts typically partner with corporate owners and executives, providing expertise and recommendations to address challenges, improve efficiency, improve profitability, lower turnover cost, and enhance organizational operations.
Organizational planning experts give administrators, departments of human resources, and managers direct advice, support, and supervision.
This will mean sharing productivity, driving sales growth, and retaining skilled staff through development programs. As an entrepreneur, acquiring emotional intelligence is essential for the success of a business.
The first step to mastering the distinct components of emotional intelligence is understanding its effects on the organization. A leader’s emotional quotient is likely to increase his or her leadership abilities, increase team performance, reduce staff turnover, positively affect decision-making, and reduce occupational stress.
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Emotional Intelligence in Leadership
To fully engage in one’s emotional quotient, a person’s ability to use emotions to make practical decisions is crucial as overwhelming, stressful situations can negatively affect a person’s cognitive thinking and make it challenging to keep one’s emotions under control. Key components to building your emotional intelligence and developing the ability to relate to others are:
Being self-aware when in a leadership position indicates a reflection of your life experience, your ability to predominate core feelings such as sadness, anger, fear, and joy towards the people around you. Predominating one’s emotions is likely to positively influence your thoughts and actions as it makes it easy to empathize with the people around you.
Self-management involves regulating oneself from verbally attacking others, compromising one’s values, compartmentalizing people, and making rash decisions.
Losing control of one’s emotions is easy when one is overly stressed; thus, improving one’s ability to manage stress can be beneficial as it allows a person to control thoughts and emotions when handling disturbing information without superseding self-control. It enables the leader to control impulsive behaviors and feelings healthily, expeditiously adapt to change, and take the initiative on pressing matters.
Self-motivated leaders succeed diligently towards their objectives and set exceptionally high expectations for their work standards. Drawing motivation from a challenge, failure, or a favorable situation is also beneficial, provided that a person sees the positivity and the potential in it.
Having empathy as a leader is critical to administering a successful organization or a team. The ability to put oneself in someone else’s situation helps develop the team members, give valuable feedback, and challenge the others who are acting unreasonably.
5. Social skills
Recognizing and understanding others’ experiences through communication essentially develops supplementary skills that make the relationship between the entrepreneurs and the teams more effective and fulfilling.
Examples of High and Low Emotional Quotient
- Disturbed employees finding a compassionate ear
Controlling the mood of all the employees is absurd. A leader’s ability to deal with coworkers experiencing a terrible day indicates their emotional quotient level. Failure to notify the employee’s moodiness and even ignoring an employee demonstrates low emotional intelligence and vice versa.
- Open communication in meeting
Although not all meetings are as productive as they are intended to be, occasionally, they can devolve into everyone giving their opinions or even taunting in heated arguments.
Displaying such characteristics in a meeting demonstrates a low emotional quotient, but if a person is attentive and refrains from impeding others’ conversation, they indicate a higher emotional intelligence.
- Changing the work initiative
High emotional intelligence in a workplace assures adaptability to inevitable changes, as the change initiatives are carefully considered and carried out earnestly. However, failure to successfully implement change initiatives, poorly managing initiative, or even sabotaging them translate to a low emotional quotient in the organization.
- Employees ability to be creative
Workplaces that are high in emotional quotient allow the staff members to be innovative and creative by not limiting their creativity to outdated strict policies and procedures, thus increasing productivity.
Deficiency in understanding the importance of employees’ creativity depicts a low emotional quotient as it indicates a lack of empathy to see the other person’s perspective in improving the workplace’s productivity.
Tips on Improving Overall Emotional Quotient
- Establishing governing policies
High emotional intelligence leaders with negative intent unfortunately influence unethical behavior and manipulation, taking advantage of colleagues and subordinates in the management. Establishing administrative policies can help to curb the exploitation and swindling of employees in an organization.
- Utilizing assertive approach of communication
Leaders who are emotionally intelligent communicate to their coworkers about their goals and opinions regarding the work directly without being too passive or aggressive. Employing this approach increases a company’s total sales and productivity.
- Responding to conflicts instead of reacting
Keeping emotional outbursts and feelings of anger under control when faced with conflicting situations is crucial in making conscious decisions and maintaining a good workplace attitude. Awareness of the work atmosphere and maintaining calm in stressful situations assure that the actions taken are deliberate and align with the situation.