part 1 emotional intelligence for managers 896

8/3/2019 Part 1 Emotional Intelligence for Managers 896

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Need

Emotional Intelligence is very important for

managers as it is one of the important

deciding factor for relationshipmanagement resulting in motivation,

retention , self management & managing

others.

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Emotional Intelligence

Emotional Intelligence is theability of an individual to dealsuccessfully with other people ,to manage ones self, motivate

other people, understand one'sown feelings and appropriatelyrespond to the everydayenvironment

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In Working with EmotionalIntelligence, author DanielGoleman defines EI in theworkplace as the ability ofemployees to recognise:

Their own feelings

The feelings of others

What motivates them

How to manage theiremotions, both in themselvesand in relationships withothers

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Emotional Intelligence doesn't mean being soft itmeans being intelligent about emotions a different wayof being smart. Emotional intelligence is your ability to

acquire and apply knowledge from your emotions andthe emotions of others in order to be more successful and

lead a more fulfilling life.

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Need

When Managers Fail, It isUsually Due To PoorEmotional Intelligence

by FredaTurner

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Bosses and leaders, in particular, need high EQ because they represent theorganization to the public, they interact with the highest number of peoplewithin and outside the organization and they set the tone for employee morale,says Goleman

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Leaders with empathy are able to understand their employees needs

and provide them with constructive feedback, he says

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Why Emotional Intelligence is

necessary for managers

Helps managers handleadversity & setback

Teaches managers cope when change &uncertainty hits organisation or their personallives.

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Why Emotional Intelligence is

necessary for managers

Help them manage effective relationship.

Help them being focussed and stayon track by remembering purpose &vision.

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EQ & Managers

Emotional Intelligence is very important for managers astheir behaviour & treatment of their people determineturnover and retention of the company.Managers &supervisors are the direct line of contact for the

employees.They interact daily with individuals who havedistinct needs, wants & expectations.They significantlyinfluence the attitudes, performance & satisfaction ofemployees within their departments & otherdepartments.

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EQ is very important for managers asthey are direct line of contact & their

behaviour & treatment determines

retention & turnover

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EQ & Managers

The stress of trying tolead and satisfy so manypeople's changing needsand expectations can be

overwhelming, to saynothing of the demandsfrom upper management.Being both firm andcaring at the same time

causes many to feelinadequate for the role..

85 % percent of turnover isreportedly due to an inadequaterelationship between theemployee and their directsupervisor

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When trust is lacking performance suffers

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Enhancing EI skills enables Supervisors and Managers to regulate their emotions andmotivate themselves more effectively allowing them to manage their own emotional

turmoil effectively and demonstrate compassion and empathy for their employees.

EQ & Managers

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IT also provides them with the courage to push againstthe system to make necessary changes for their people.

All employees want a supportive,caring Supervisor or Manager who hastheir best interests at heart

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EQ & Managers

Knowing this, theemployee will bemore likely to

turndown offers fromother companies to

work for such aperson.

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Upon graduating from college,Debra believed that if she worked hard, shewould achieve her career success goals

She racked up a list of

accomplishments

However, just two

years into her careershe was fired.

Example to illustratehow EQ canpositively or negatively impactone's career and theorganization:

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Example to illustratehow EQ can positively or

negatively impact one's career and the organization:

Debra Benton reports in herbook, Lions Don't Need toRoar, "I was stunned ... collegecourses had not addressed theimportance of people skills or

being a team player. That lackof knowledge cost me my job."She thought work was allabout producing results. Whileworking with an outplacementfirm, Debra met other high

producers who had lost theirjobs for the same reason.

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The number one-factor that sets high-poweredprofessionals apart from the pack is a high levelof emotional intelligence, compassion andenergy to function in a team environment

Debra soon learned that

shooting stars have a shortlife cycle if they are unable torelate to and understandothers.

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Suppose that the morning of a big presentation you have afight with any of your family member. Not a big argumentmaybe just one of those unnerving spats about who forgotto pick up the dry cleaningso your morning doesnt get off

on the right foot. Then you car is punctured upping yourstress level a bit more. When you arrive at work, theres aproblem with the elevators, causing more delay. Arriving atthe conference room for your presentation, you find that thesound system doesnt work and the caterer hasnt shown upwith refreshments. Your junior associatewho wassupposed to call the catererbears the brunt of your angerthat has been building since you left the house.

An Example of EQ

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Types of EQ


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Working with people means working withEmotions

When people are working at acommon place , emotions willplay a role. theories to thecontrary notwithstanding.Dont bring your personal

problems to work is onevariation of the argument thatemotions are inappropriate inthe workplace. Businessdecisions, so the argumentgoes, should be based on

information, logic and calmcool reason, with emotionskept to a minimum.

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Managing Emotions at Workplace

But it is unrealistic to suppose thatemotions can be checked at the doorwhen you arrive at work. Some peoplemay assume, for a variety of reasons,that emotional neutrality is an ideal,and try to keep feelings out of sight.Such people work and relate in a

certain way: usually they come acrossas rigid, detached or fearful, and fail toparticipate fully in the life of theworkplace. This is not necessarily badin some situations, but it is usually notgood for an organization for suchpeople to move into managementroles. The same would be true forpeople who emote excessively, who tell

you how they feel about everything.Simply being around them can beexhausting.

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Developing EI in the workplace

Developing emotionalintelligence in the

workplace meansacknowledging thatemotions are alwayspresent, and doingsomething intelligent

with them. People varyenormously in the skill

with which they use their

own emotions and reactto the emotions ofothersand that canmake the difference

between a good managerand a bad one.

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Its not overly egalitarian to suggest that most

professionals, managers and executives arefairly smart people (of course there can beglaring exceptions), but there can be a hugedifference in how well they handle people. Thatis, the department manager may be a genius in

technical, product or service knowledgeand getfailing marks in terms of people skills.

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Importance of Emotional

IntelligencePeople derail because ofclassic emotional failings, notthe lack of technical skills Developing emotionalintelligence can helpcompanies generate productive& profitable outcome.Themanager who knows how tostay motivated understress ,motivate others, navigatecomplex interpersonalrelationships, inspire othersand build teams who is anunchallenged expert on aproduct or service will getsuperior results

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Components of Emotional

Intelligence There are five parts to it. One is knowing

what you're feeling. The second is

managing your feelings, especially

distressing feelings. The third is self-

motivation, the fourth is empathy and the

fifth is managing relationships

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Probabilities of not having an Good EmotionalIntelligence and their consequences

While people have shown they can produce better resultsat workplace, many of us lack emotional intelligence.Wesimply dont know how to perceive, understand,expressand manage our emotions effectively.There are adverse

consequences to have low emotional intelligence.Theseincludes:-

Relationship Problems

Rage in the Workplace

Poor decision making capability

failure to advance in career

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Relationship ProblemsRage in the workplace

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Poor decision making capability

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failure to advance in career

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How EQ succedes IQ

Emotional Intelligence explains why inspite of equalintellectual capacity, educational background,training orexperience some people excel while others of samecaliber and high educational degree lag behind.

Emotional Intelligence is the dimension of intelligenceresponsible for our ability to manage ourselves and ourrelationship with others.

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EQ versus IQ

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EQ verses IQ

In the business world so much of emphasis hasbeen placed on intellect.Intellect has proveninvaluable invaluable to drive our success in

business.Process and procedures based onanalysis,logic,strategies are critically important

However to get the higher level of competence inbusiness we must blend the progress that wehave made in using intellect & IQ with theinvaluable competencies of EQ.

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part 1 emotional intelligence for managers 896

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