What actually is the “Emotional Intelligence (EI)” and is it worth developing it? Do we really need EI? What does a leadership have to do with it all?
These and many other questions like these always knock on doors of our minds from time to time. The hype that EI got in recent years really pushed me to dig deep.
Emotional Intelligence if defined in very basic manner will be the quality of being sensitive to & understanding of one’s own and others’ emotions. EI is the ability to manage our own emotions and impulses. For me EI is somehow more connected to the concept of Diversity & Inclusion. Same as diversity without inclusion is of no use, people with very different backgrounds, understandings & perspectives will not make positive difference until they are enabled to work productively with one another. And that is exactly what EI does.
EI can turn differences into an organizational asset rather than a potential liability
EI is an established fact and very fundamental requirement and trait for a Leader in any organization. Leaders must not only develop their own emotional intelligence but also help develop EI through the organization. In my opinion, in absence of EI it will be impossible to have behaviors e.g. accepting differences, cooperation, empathy, trust, mutual respect etc. needed to support global mindset or diversity in workplace.
The concept of Emotional intelligence Quotient (EIQ) in workplace is a measure of leadership ability. EIQ describes the qualities that an organization’s Senior Management and HR will need to be able to promote EI throughout the organization. Few of critical components of EIQ are:
Self-awareness
Self-regulation
Motivation
Empathy
Social Skills
A very relevant and related concept along with the Emotional Intelligence is the Social Intelligence (SI). SI is the ability to create connections or rapport with others. It entails seeing and interpreting the impact of one’s behavior on others and altering behavior to increase others people’s level of comport an trust.
SI helps us understand the rules of particular social contexts i.e. workplace. Leaders & HR should be enabled with the skill of switching roles in different contexts and with different people but most important thing while doing so is that the role switching must be truthful and without any biasness, evil intention or falseness. Numan Aly is a Senior Certified Professional who has conducted multiple training and talks on Emotional Intelligence. You can check out his LinkedIn profile. Numan Aly has also uploaded multiple useful motivational and informational videos at his YouTube Channel. He is the HR pro who translates organizational vision into HR initiatives that improve performance, productivity, growth by enabling, engaging and empowering people and organizations. You can also follow Numan Aly at Twitter & Facebook.
(Numan Aly)
These and many other questions like these always knock on doors of our minds from time to time. The hype that EI got in recent years really pushed me to dig deep.
Emotional Intelligence if defined in very basic manner will be the quality of being sensitive to & understanding of one’s own and others’ emotions. EI is the ability to manage our own emotions and impulses. For me EI is somehow more connected to the concept of Diversity & Inclusion. Same as diversity without inclusion is of no use, people with very different backgrounds, understandings & perspectives will not make positive difference until they are enabled to work productively with one another. And that is exactly what EI does.
EI can turn differences into an organizational asset rather than a potential liability
EI is an established fact and very fundamental requirement and trait for a Leader in any organization. Leaders must not only develop their own emotional intelligence but also help develop EI through the organization. In my opinion, in absence of EI it will be impossible to have behaviors e.g. accepting differences, cooperation, empathy, trust, mutual respect etc. needed to support global mindset or diversity in workplace.
The concept of Emotional intelligence Quotient (EIQ) in workplace is a measure of leadership ability. EIQ describes the qualities that an organization’s Senior Management and HR will need to be able to promote EI throughout the organization. Few of critical components of EIQ are:
Self-awareness
Self-regulation
Motivation
Empathy
Social Skills
A very relevant and related concept along with the Emotional Intelligence is the Social Intelligence (SI). SI is the ability to create connections or rapport with others. It entails seeing and interpreting the impact of one’s behavior on others and altering behavior to increase others people’s level of comport an trust.
SI helps us understand the rules of particular social contexts i.e. workplace. Leaders & HR should be enabled with the skill of switching roles in different contexts and with different people but most important thing while doing so is that the role switching must be truthful and without any biasness, evil intention or falseness. Numan Aly is a Senior Certified Professional who has conducted multiple training and talks on Emotional Intelligence. You can check out his LinkedIn profile. Numan Aly has also uploaded multiple useful motivational and informational videos at his YouTube Channel. He is the HR pro who translates organizational vision into HR initiatives that improve performance, productivity, growth by enabling, engaging and empowering people and organizations. You can also follow Numan Aly at Twitter & Facebook.
(Numan Aly)
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