PART 2: The Positive Impact of a Conscientious Effort to Develop Emotional Intelligence at Work … Within the TEAM

Our last blog began the exploration of Emotional Intelligence (EI) within the workplace and the positive impact it does have. It focused on enhanced success when a focus of organizational management. From comments, I know that this topic is ringing bells as we all become more aware of it and come to learn of its’ importance to our success. If you missed Part 1, it you can find it HERE.

Addressing this from the standpoint of organizational management is just one part of the successful equation. The other and the key to a high functioning overall organization is also dependent on bringing the EI awareness, sensitivity, and skill into the entire workforce.  This week’s blog will address just that.

Laying the Groundwork for Implementation of EI Within the Team

To begin, in introducing the intention of increasing the ability of all to demonstrate EI in their interactions with others there are several steps that can be taken to define and ease the path. Letting all know of the plan and the goal doing these things removes the mystery and gives all something to anticipate and look forward to for its’ positive impact. This includes:

• The leader is the same as everyone else in the EI arena.
  As a leader, openly share your own experiences with emotions in the workplace, including both successes and challenges. This vulnerability creates an environment where employees feel comfortable doing the same.

• Model the behavior.
  One of the most powerful ways to help your employees develop their EI is to model the behavior yourself. As a leader, you set the tone and the example for your team, and your actions speak louder than your words. Therefore, you need to demonstrate elevated levels of EI in your own interactions and decisions. You need to show your employees how to apply EI in different scenarios. For instance, you can show self-awareness by acknowledging your emotions and their impact. Demonstrate self-management by regulating your impulses and stress. Social awareness by being attentive and respectful to others’ feelings and needs. And relationship management by collaborating and resolving conflicts effectively.

• Assess the team’s current EI level of individuals in the organization. Before you can help your employees improve their EI, you need to know where they stand and what areas they need to work on. You can use various tools and methods to assess their EI, such as self-reports or behavioral observations. The goal is to identify their strengths and weaknesses in the four domains of EI: self-awareness, self-management, social awareness, and relationship management.

• Create a supportive culture.
  Another way to help your employees develop their EI is to create a supportive culture that values and encourages EI. This means encouraging an environment of psychological safety. As such, ones’ employees feel free to express their opinions, emotions, and concerns without fear of judgment or punishment. It also means promoting a culture of learning, where employees are motivated to seek feedback, learn from their mistakes, and pursue their goals. Moreover, it means creating a culture of recognition, where employees are appreciated and rewarded for their achievements and contributions.

• Provide opportunities and resources
  Finally, you can help your employees develop their EI by providing them with opportunities and resources to practice and enhance their capability. For example, you can assign them challenging projects that require them to collaborate with diverse people and situations. Or encourage them to use their EI skills to overcome obstacles and deliver results. Additionally, you can recommend books, articles, podcasts, or videos that offer insights and tips on EI.

How to Bring EI Into the Workforce and Provide the Needed Support

There are several ways that the work team can and needs to be supported that will allow EI to become the common thread that runs throughout the entire organization.  Here are some key ones:

• All need to understand the value of EI
  Given that EI refers to the ability to recognize, understand, and manage emotions effectively, both in oneself and others. Research indicates that individuals with prominent levels of EI are better equipped to navigate complex interpersonal dynamics, communicate effectively, and resolve conflicts constructively.
  
  A key benefit of emotional intelligence is its impact on relationships and collaboration within teams. Employees with strong EI are better able to empathize with their colleagues, communicate openly and honestly, and build trust and rapport. This fosters a supportive and inclusive work environment where ideas can flourish, creativity can thrive, and productivity can soar.

• Develop training around the EI concept

  

  Whereas ‘Emotion Intelligence’ sounds interesting what does this really mean? Once all understand that developing EI is going to reside within the foundation of the company there will be varying degrees of understanding the full meaning. Perhaps it is formalized training provided by an outside source. Or it is provided internally by incorporating the discussions into various meetings and exchanges that will encourage input from all that evaluates ‘how we did.

• Ongoing mentoring to maintain an eye on the advancing development
  This inclusion will help maintain the needed focus to have it be other than a flavor of the month. Incorporating a few minutes to recap a group or individual meetings from the perspective of EI that was or wasn’t utilized provides an ongoing learning that will help to develop people’s sensitivity to it and the related skill.

• Make use and understanding of EI a part of a performance review
  Performance reviews or check-ins are used to guide an employee toward more learning and more successful execution of their job. This should include discussion pertaining to the progress that one is making in the active use of EI skills in dealings with others.

• Create the existence and an atmosphere of safety Critical to success is the belief that one can speak up, take risks, and express oneself without fear of judgment or retaliation. It is essential for fostering emotional intelligence in the workforce. Organizations are responsible for creating a culture where employees feel safe to share their thoughts, feelings, and ideas openly, knowing that they will be heard and respected. It is dependent on the leaders to play a crucial role in creating and maintaining such safety within teams and across the organization.

IN CONCLUSION …

As stated at the beginning of addressing Emotional intelligence (EI), it is the ability to identify, understand, and manage one’s own emotions and the emotions of others. It has been shown that individuals with high EI are more successful in their personal and professional lives. However, organizations often overlook the importance of emotional intelligence in the workplace, resulting in a lack of it among employees and leaders.

Businesses must take steps to cultivate it. By hiring emotionally intelligent leaders, implementing emotional intelligence training, encouraging open communication, and rewarding emotional intelligence, companies can create a culture that values it and fosters success … for the individual contributor AND the organization. Doesn’t it seem like an excellent focus for business to have?  What comes with it are productive, content, happy people who know they are valued, respected and contributing!  Add to this a more successful company and this becomes an all-around real win!
Mike Dorman