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EQ refers to one's level of
self-management and social competency, factors we now know
conclusively are the main determinants of individual career
success and organizational productivity. Most experts agree
that IQ and technical expertise in one's field account for,
at most, 20% of success. The EQ qualities of self-awareness,
self-confidence, self-control, empathy, motivation, and social
skills account for the remaining 80% of success.
Recent Research Findings:
- Brain has three layers: basic
brain controls reflexes and action; emotional brain controls
feelings and intuitions; rational brain controls cognitive
functions. All levels are connected by billions of connections,
and we need data from all areas of the brain to function
fully. The success of biofeedback is one example of the
interconnectedness of brain layers.
- When we remove certain structures
in the emotional brain due to disease, this leaves the person
with a completely flat affect. With only cognitive functions
remaining intact, people become like robots and are unable
to make even simple decisions.
- High levels of stress cause
the brain to secrete cortisol which interferes with rational
functioning; low to moderate levels of stress energize us
with catecholamines, neurotransmitters that increase energy
and thinking ability.
- CEOs of well-performing companies,
when compared with peers of poorer-performing companies,
were far more likely to use intuition to guide many of their
decisions.
- Chemicals located in every
cell of our bodies, called peptides, account for the bodily
sensations we associate with emotions: butterflies in the
stomach, a lump in the throat, a clinched jaw.
- In think tanks, where everyone
has a very high IQ, those who emerge as leaders are those
who are more flexible, collaborate more easily, and establish
bonds of trust with others.
- People pick up moods of more
expressive other people when they are around them for only
a brief time. Our brains may actually be hard-wired for
empathy.
Implications of Low EQ in the Workplace:
- Negative moods spread very
quickly to others, especially if it's the boss or an informal
"leader" who's upset. This decreases everyone's
effectiveness.
- Losing one's temper at work
can cause damage that lasts a long time. Trust, once lost,
takes a long time to rebuild.
- When the boss is a poor listener
or has poor relationships with employees, morale is bad
and turnover is high.
- When a member of the team
is not performing, other members expect action--not immediate
firing, but holding the employee accountable with a developmental
plan; if this doesn't occur, morale suffers.
- Conflict should not be squelched
nor allowed to go on unchecked but needs to be managed and
the energy harnessed for positive gains. When leaders do
not manage conflict positively, this divisiveness lowers
productivity for all.
Improving EQ:
One fundamental truth about emotional
intelligence is that it requires you to work on yourself first
before concentrating on others. Even if you are the leader,
improving the situation begins with self-examination and a
commitment to improvement.
Effective self-strategies:
leadership coaching; keeping a journal; relaxation or meditation
tapes; becoming more aware of your bodily sensations; using
positive affirmations; and positive visualizations prior to
an event.
Developing relationship
EQ: forcing yourself to be silent and listen to another;
making it a habit to find at least one thing you can like
about every person in every interaction; practicing your social
skills at every possible opportunity; being willing to self-disclose
one step further than you typically do.
Encouraging the team's
EQ: learning to channel the energy of conflict positively;
always suspending negative judgments on new ideas to encourage
more creativity; using more positive than negative rewards;
expecting the best and holding people accountable for results;
using participation from the team in all matters.
Emily
A. Sterrett, Ph.D., has published a book on EQ: A Manager's
Pocket Guide to Emotional Intelligence, published by HRD
Press. It is available for $8.95 from hrdpress.com
or by calling 1-800-822-2801.
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