strategies to create emotionally intelligent workplaces

8/14/2019 Strategies to Create Emotionally Intelligent Workplaces

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Strategies to createStrategies to create

Emotionally Intelligent Emotionally Intelligent

workplacesworkplaces

"We are being judged by a new"We are being judged by a new

yardstick: not just how smart we are, yardstick: not just how smart we are,

or by our training and expertise, but or by our training and expertise, but

also by how well we handlealso by how well we handle

ourselves and each other",ourselves and each other", sayssays

Daniel GolemanDaniel Goleman



The smart brigadier The smart brigadier

generalgeneral

An Italian terrorist group, the Red Brigade

abducted James Dozier, a U.S. Armybrigadier general in 1981. Intimidated by thecrazed excitement of his captors, he realizedthat if he couldn't think of a strategy to get

away from them, his life would be in peril.

He remembered he had learnt somethingabout emotions in an Executive DevelopmentProgramme at the Centre for CreativeLeadership in North Carolina- "Emotions arecontagious, and a single person can

influence the emotional tone of a group"



The smart brigadier The smart brigadier

generalgeneral (contd.)(contd.)

It was time for Dozier to put this learning into action.He pulled up his socks, mustered courage and got hisemotions under control. Dozier managed to tone downhis anxiety and expressed his calmness to his captors

convincingly.

The result was quite obvious. The captors becamemore rational and released Dozier two months later.How did Dozier manage to influence his captors and

rescue himself from being killed? Not as simple as itsounds- Dozier exercised Emotional Intelligence!



What is Emotional What is Emotional

Intelligence (EI)?Intelligence (EI)?

"The ability to perceive"The ability to perceiveand express emotion,and express emotion,assimilate emotion inassimilate emotion in

thought, understand and thought, understand and reason with emotion, and reason with emotion, and regulate emotion in theregulate emotion in theself and others".self and others".



What is Emotional What is Emotional

Intelligence (EI)?Intelligence (EI)?

"The capacity for recognizing our "The capacity for recognizing our

own feelings and those of others, for own feelings and those of others, for

motivating ourselves, and for motivating ourselves, and for

managing emotions well in ourselvesmanaging emotions well in ourselves

and our relationships" .and our relationships" .



An EI workplace An EI workplace

An EI workplace is characterized by all employees conscientiousAn EI workplace is characterized by all employees conscientious

of their behavior and the way they relate with others. Suchof their behavior and the way they relate with others. Such

employees have the knack of recognizing, perceiving andemployees have the knack of recognizing, perceiving and

controlling their emotions because they are aware of theircontrolling their emotions because they are aware of their

impact on others.impact on others.



Creating an EI workplaceCreating an EI workplace

Emotional Quotient (EQ), a measureEmotional Quotient (EQ), a measure

of EI, can be raised through threeof EI, can be raised through three

foolproof strategies.foolproof strategies.

Strategy 1: PerceptionStrategy 1: Perception

Strategy 2: ProficiencyStrategy 2: Proficiency Strategy 3: CultureStrategy 3: Culture



Strategy 1: PerceptionStrategy 1: Perception

Most employees consider the display of emotion at the workplaceMost employees consider the display of emotion at the workplaceinappropriate. Some also feel that the most suitable way of managinginappropriate. Some also feel that the most suitable way of managingemotions is to mask them. It is often assumed that emotions couldemotions is to mask them. It is often assumed that emotions coulddamage the work environment.damage the work environment.

However, a deeper research into the concept of EI disproves theseHowever, a deeper research into the concept of EI disproves these

assumptions. Emotions are innate responses and provide helpfulassumptions. Emotions are innate responses and provide helpfulinformation regarding employees. Employees in turn, have to perceiveinformation regarding employees. Employees in turn, have to perceivethat EI can make a great difference to organizations and their workthat EI can make a great difference to organizations and their workenvironment.environment.

According toAccording to Dr. Michael Rock Dr. Michael Rock , EQ assessment leader, EQ has many, EQ assessment leader, EQ has manyorganizational applications. Most organizations seem to face EQ issuesorganizational applications. Most organizations seem to face EQ issuesduring restructuring interventions and change initiatives. EQ has alsoduring restructuring interventions and change initiatives. EQ has alsoa direct relationship to an employee's performance. Hence, denyinga direct relationship to an employee's performance. Hence, denyingemotions or improper expression of emotions can cause graveemotions or improper expression of emotions can cause gravepersonal and organizational problems.personal and organizational problems.



Strategy 2: Proficiency Strategy 2: Proficiency

Chuck WolfeChuck Wolfe, an EQ expert, believes that behavior is the reflection of , an EQ expert, believes that behavior is the reflection of emotion. EI is intelligent integration of emotions with intellectual, spiritualemotion. EI is intelligent integration of emotions with intellectual, spiritualand physiological capacities. Emotional competence gives the ability toand physiological capacities. Emotional competence gives the ability to

Handle emotional situations leading to resentmentHandle emotional situations leading to resentment Handle emotions better, to be able to respond appropriatelyHandle emotions better, to be able to respond appropriately Respect emotions and identifying triggersRespect emotions and identifying triggers Being committed to more trusting relationshipsBeing committed to more trusting relationships

Performance of an employee is EI-competency based and comprises aPerformance of an employee is EI-competency based and comprises adistinct set of abilities that incorporate affective and cognitive skills.distinct set of abilities that incorporate affective and cognitive skills.

For example, 'a warm and outgoing nature' is a personality trait and not anFor example, 'a warm and outgoing nature' is a personality trait and not an

EI competence but it is a reflection of competencies, which involve theEI competence but it is a reflection of competencies, which involve theability to relate positively to others.ability to relate positively to others.

Emotional competencies are deeply held behaviors not just skills. They areEmotional competencies are deeply held behaviors not just skills. They aredeeply rooted in personal beliefs and assumptions and can be learnt anddeeply rooted in personal beliefs and assumptions and can be learnt anddeveloped over time.developed over time.



Strategy 3: CultureStrategy 3: Culture

The third strategy to create an EI workplace is to The third strategy to create an EI workplace is tocreate an emotionally intelligent culture. An EIcreate an emotionally intelligent culture. An EIculture encourages employees to display and utilizeculture encourages employees to display and utilizetheir emotions in a constructive way.their emotions in a constructive way.

According toAccording to Anne DranitsarisAnne Dranitsaris,, "Emotional"EmotionalIntelligence has to be embedded in organizationalIntelligence has to be embedded in organizationalsystems to be effective".systems to be effective".

An Emotionally Intelligent culture displays emotionsAn Emotionally Intelligent culture displays emotions

as a vital ingredient in transforming the workplaceas a vital ingredient in transforming the workplaceinto a more committed one.into a more committed one.



EQ or IQ?EQ or IQ?

When comparing EI and IQ, studies haveWhen comparing EI and IQ, studies havealways been equally biased in favor of both.always been equally biased in favor of both.

According toAccording to GolemanGoleman, when people enter, when people enternew professions, IQ is a better predictor.new professions, IQ is a better predictor. This is because it substitutes the cognitive This is because it substitutes the cognitive

complexity a person can process. However,complexity a person can process. However,EQ emerged as a stronger performanceEQ emerged as a stronger performancepredictor to identify outstanding performerspredictor to identify outstanding performerswithin a given professionwithin a given profession..



EQ or IQ?EQ or IQ?

Companies use competencyCompanies use competencybased competitive and strategicbased competitive and strategicactions to identify key potential,actions to identify key potential,so that they can hire andso that they can hire andpromote employees whopromote employees who

possess them or develop them.possess them or develop them.

AsAs Cary ChernissCary Cherniss, professor of Applied, professor of AppliedPsychology,Psychology, Rutgers UniversityRutgers University, avers,, avers,"Companies really need to think about going"Companies really need to think about goingbeyond training for emotional intelligence.beyond training for emotional intelligence.They need to use emotional intelligence inThey need to use emotional intelligence in



Higher positions, higher EIHigher positions, higher EI

EI guides decisions on where to focus leadershipEI guides decisions on where to focus leadership

development efforts in most large organizationsdevelopment efforts in most large organizations

worldwide. Asworldwide. As GolemanGoleman says, emotionalsays, emotional

competencies are twice as important and prevalentcompetencies are twice as important and prevalent

for all kinds of jobs.for all kinds of jobs.

Generally, higher positions in an organizationGenerally, higher positions in an organization

require more EI. Surely, for individuals in leadershiprequire more EI. Surely, for individuals in leadership

position, 85 percent of their competencies lay inposition, 85 percent of their competencies lay inthe EI domain!the EI domain!



The wise truthThe wise truth

Technical and cognitive competencies are threshold skills Technical and cognitive competencies are threshold skills

that help an individual clear the entry hurdles inthat help an individual clear the entry hurdles in

organizations. These abilities, hence, lose their might asorganizations. These abilities, hence, lose their might as

distinguishing competencies. Therefore, the best way todistinguishing competencies. Therefore, the best way to

identify an employee's potential is determined by hisidentify an employee's potential is determined by his

Emotional Intelligence competency!Emotional Intelligence competency!

strategies to create emotionally intelligent workplaces

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