The Old Days of Management By Decree Are Long Gone Away

Managers, supervisors, and team leaders spend a lot of time in meetings and conferences. What most of them do not want is to have yet another training session which goes nowhere. The same applies to any skill development that appears meaningless. 

For any organization to develop emotional intelligence, the value of the exercise must be known. In other words, the “what’s in it for me?” foundation of adult learning must be clear.

The Research is There

Emotional intelligence has been the topic of numerous studies.. The research has demonstrated that roughly 2/3 of all competencies that are deemed essential for high performance have a relationship with emotional intelligence. Research also noted that emotional intelligence was far more important than technical knowledge or IQ. A study that tested 186 executives on emotional intelligence, and compared scores with their individual company’s profitability, discovered that those companies whose executives scored high emotional intelligence also were very profitable. Managers who have good emotional intelligence:

  • Manage stressful situations effectively;
  • Can communicate clearly;
  • Maintain calm under pressure;
  • Know what to say and how to say it again the right response;
  • Are very effective in negotiations;
  • Can keep a positive outlook even when times are tough.

It is more than clear that emotional intelligence is something that provides value both to a leader and to the organization where this person works.

Where the Greatest Benefits Are Found

The level of emotional intelligence required to create hyperactivity depends on the staff. Those who work in positions not requiring a great deal of interpersonal activity, such as a research scientist, may not need to be led by someone with exceptionally high emotional intelligence. On the other hand, there are positions that demand a great deal of interaction and this could include sales or customer service. Those latter jobs will benefit from leaders who have high levels of emotional intelligence. Developing software is a creative but also very stressful job. Research shows the programmers who have high levels of emotional intelligence can produce software faster than those with poor emotional intelligence measurements

Rapport building is something that emotional intelligence helps. The qualities emotional intelligence can also be important in situations where there is a high level of stress. Turnover is something that companies want to avoid, and leaders with high emotional intelligence traits can help increase retention and save considerable amounts of money for the company as a consequence. Communication within an organization is essential, as projects cross over various departments. The empathy and interpersonal skills resulting from enhanced emotional intelligence make it much easier for projects to be coordinated and completed on time. The list goes on as to the advantages gained by having emotional telling us. It ought to be clear based on the research the value of emotional intelligence in the workplace. It is considerably more than just a fad or new management style. This type of awareness and sensitivity can enhance productivity in a highly competitive workplace.

Progressive Companies Promote Emotional Intelligence

The old days of management by decree of long gone away. Millennial’s need to feel valued and appreciated. More is required than just a quarterly recognition award. The reinforcement must be on a continual basis to derive maximum results.

Progressive companies such as Starbucks recognize how essential emotional intelligence is to enhance performance. It is not something that can be ignored. Emotional intelligence creates management leadership that can respond better to a crisis. The management also is more responsive to the needs of employees on the floor. It can result in improved employee benefits such as financial wellness programs. Study evidence also suggests that retention rates can be higher the greater the commitment to emotional intelligence development. This by itself can be an example of improved efficiency because filling vacant positions is expensive and time-consuming.

Anyone can appreciate the demands on the time of leaders in organizations. These people have the responsibility of motivating staff while at the same time being aware of the corporate policy. Emotional intelligence development does not have to be an extensive training program. Indeed, there are ways in which a leader can improve on existing levels, and be an even better manager. Executive management needs to put its full support behind every effort that promotes greater emotional intelligence. The overall value is too enormous to ignore.