Emotional Intelligence competencies can have a direct impact on performance in various departments in an organisation or company.
Sales – The ability to recognise emotions and solve problems, which is the essence of EI, helps in forming relationships and connections. This can be a valuable aid for sales teams and can help propel organisational goals.
Leadership – Leaders stand out from their peers because of their developed emotional intelligence. Research has shown a positive correlation between heightened self-awareness and self-management and leadership capabilities. Self-perception and strong leadership are also intricately linked. Successful leaders are also those who are able to move from social to task oriented problem solving and this can be a critical factor in determining organisation success. Programs that coach potential leaders to hone in on their innate EQ can help train successful and dynamic leaders as emotional competency is the hallmark of excellence in leadership. Research has shown that the higher the level of leadership – the more important are the Emotional Intelligence Competencies.
Team building – Many organisations, small and big, struggle with group dynamics. A team full of bright and capable people may sometimes prove ineffectual if there is no bond among the members. Emotional Intelligence training can be particularly helpful in creating an atmosphere of tolerance and acceptance. There can be progress toward a supportive and enabling environment which will help each team member excel individually and as part of a whole.
Retail – Personnel who are in the retail sections of an organisation rely on their people skills and empathy for their professional success. Studies show links between the manager’s mood and the level of customer and employee satisfaction. Emotional Intelligence training helps managers understand their level of influence on employee performance and profitability. Emotional competency also offers insights into how emotions trigger choices in people. Employees gain an understanding that can make them more empathetic to customers.
Human resource management is about managing to bring out the best in individuals with the group goals never being ignored. This can be a challenge and EI training can be a big help:
Recruitment – Organisations have greatly benefited from making EI competencies a part of their recruitment process. It reduces attrition rates and increases the chances of gaining work force that will thrive in any specific work culture.
Succession Planning – The best organisations have a succession plan to handle transitions and making EI competencies a part of succession planning is a good way to make personnel changes smoother. Finding a successor is not just about looking for technical skill sets but also about finding a person who matches the EQ needs of the team or group.
Talent Management – Career goals and a career path are very important in motivating employees. But a big part of talent management is integrating the reality that different emotional competencies may respond to slightly varied goals and paths.
An important aspect of employee motivation is acknowledging the centrality of emotional wellbeing of all employees. Retention becomes impossible, from the shop-floor to the executive offices, if an organisation does not pay attention to this area of talent management. If an organisation does not foster an environment conducive to emotional satisfaction and optimism, they may incur the cost of leadership replacement.
Conflict Resolution – EI is often the only useful tool in conflict resolution in an organisation. EI training can enable employees acquire emotional competence. This has been proven to increase:
Social competence
Self–assertiveness
Self-control
Cognitive ability
Ability to manage everyday frustrations
Employees with a developed emotional quotient can approach conflict situations with more positivity and move forward to resolution and increased productivity
Professional relationships are as affected by our emotions as personal relationships, even though it is not always as readily apparent. How we see ourselves and how we interpret and interact with others are crucial to work situations and EI can play a major part in enabling positive and strong professional connections.
We understand that investing in something you are not quite sure of is a risk. Embracing change needs more than a change in mindset – it needs a change in model – Contact me to see exactly why Emotional Intelligence is that model.
