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Emotional intelligence and leadership

“Emotional intelligence is a way of recognising, understanding, and choosing how we think, feel, and act. It shapes our interactions with others and our understanding of ourselves. It defines how and what we learn; it allows us to set priorities; it determines the majority of our daily actions. Research suggests it is responsible for as much as 80 percent of the “success” in our lives.”

– J. Freedman

Emotional and social intelligence are essential qualities for any successful leader. They ensure a balanced approached to decision making, communication and leadership. They are the ingredients that allow a leader to demonstrate self-confidence, an appreciation of colleagues and the ability to read changes in the mood of the employee population.

Leaders with a high level of emotional intelligence are aware of their emotions and they know how to regulate them in order behave in a way that is proportional to the situation they are in at work. They benefit from meaningful professional relationships, enhanced personal resilience and increased personal effectiveness.

“75 percent of careers are derailed for reasons related to emotional competencies, including inability to handle interpersonal problems; unsatisfactory team leadership during times of difficulty or conflict; or inability to adapt to change or elicit trust.”

-Center for Creative Leadership

eqflow® is a psychometric assessment that measures an individual’s emotional and social intelligence across two states; day-to-day and under pressure. The comparison allows for rich insight into how a leader is performing on the job during a typical work period and how they perform when they are under pressure. For example, a leader may be able to regulate their behaviour well on a day-to-day basis but may really struggle to keep their cool when faced with adversity. eqflow® quantifies these behaviours for rich professional development conversations.

eqflow® measures 5 dimensions of emotional and social intelligence (a dimension is an observable behaviour):

  • Emotional Awareness
  • Self-Confidence
  • Emotional Regulation
  • Regard for Others
  • Social Awareness

Emotional Awareness

People with a strong level of emotional and social awareness understand their emotions. They are mindful of their reactions, approachable, reflective and intuitive. Like all super powers emotional awareness can be overused resulting is a leader fixating on their feelings. Optimal performance brings into balance proportional use of emotional awareness.

Self-Confidence

Self-confidence is a hallmark of a successful leader. A self-confident leader is self-assured, self-reliant and unfazed by challenges. They contribute and add value at every opportunity. Their display of self-confidence is proportional to the requirements of the role, it is not arrogant or conceited.

Social Awareness

A socially aware leader is observant and attentive. They are able to identify and attend to the mood changes of others. They are considerate towards their colleagues. Successful leaders use social awareness well, they do not allow themselves to fixate or overly deliberate on what other people think. Rather, they use the information they observe to inform how they communicate and relate to others.

Emotional Regulation

A leader who uses emotional regulation well responds appropriately. They are composed under pressure and emotionally consistent. They are able to regulate their behaviour and respond in a way whereby they get the best out of the moment or interaction. They are relatable and approachable, and they don’t lose their cool.

Regard for Others

A leader with a strong regard for others shows confidence in their colleagues. They trust, value and appreciate their team. They are supportive and kind. These leaders are able to balance the needs of the business and their people in a way that is respectful and that produces outcomes.

Use eqflow® to gain insights into:

  • over and underuse of these dimensions.
  • performance both day-to-day and under pressure.
  • areas for professional development.
  • interview questions to assess candidates for awareness and regulation of our dimensions.

“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” -Jack Welch

 

For more information or to receive a sample report please email info@chalmersinternational.com

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By |2019-09-09T02:19:44+00:00September 5th, 2019|eqflow, flowprofiler, leadership, Research and Science|0 Comments