Why Emotional Intelligence?

The hardest issue from top to shop floor: dealing with emotions

Take a few seconds and try to recall a situation that you found difficult. Or your colleague felt uneasy. Probably you felt insecure about how to deal with your own emotions or his/hers. Maybe you were unsure which words to use, feared losing your face or doubted how to respond to potential awkward behavior of your colleague?

It might well be that in the end you didn’t do anything. But… your uneasy feelings stick and become a time bomb: ever expressed anger, frustration, critic or disappointment that you regretted thereafter?

Welcome in the realm of emotions!


Uneasy feelings tend to pop up at inconvenient moments, are hefty and often cause new issues. This is what Emotional Intelligence (EQ or E.I.) is about:

feeling comfortable to deal with each other’s emotions
in a professional manner
especially in difficult situations
right as they occur.

    • E.I. generates a great return

      Substantial research demonstrates that companies which integrate Emotional Intelligence in their business practices realize superior financial performance. Often they are in the first quartile and outperform their peers with higher sales and production numbers, net profits and stock rates. Read more on our page Resources.

 

    • E.I. generates an attractive working place

      As we all know, strong financial results are realized by dedicated employees who want to put in the best they have. In our Emotional Intelligence programmes we learn your employees (ánd their managers and executives !) expressing their feelings, addressing uneasy situations and resolving conflicts in a constructive manner. They feel heard and recognized, contributing to an increased intrinsic motivation to work for your company.
      Research shows that E.I. generates higher job satisfaction, less sickness and job rotation, and so on. Read more on our page Resources.

 

    • E.I. generates the desired culture

      Emotional Intelligence helps build a culture in which employees and teams agree on shared behavioral expectations and experience a stronger group identity. They care about colleagues, but also feel comfortable to call undesired behavior. And do so in a constructive way. Your company becomes a nicer place to work. Reduced friction and stress levels enable your employees to take high quality decisions, more creative, at a faster pace. Research consistently finds a high correlation between E.I. and Job performance.

 

    • E.I. builds genuine integrity

      You know your norms and values. You know which lines you don’t want to cross. So you speak up if necessary… Do you..? Always? Ethical issues often are noticed in an early stage but not addressed. “Do I lose my job?”, “How can I raise the matter in a fair manner?”, “How do I know I am right?” are just some reasons not to act.
      While coaching, training and evaluating over 800 board members and executives the statement we heard most was:

      “Do I have to be the one who…” (fill the dots…)

      Integrity is a natural spin off of our Emotional Intelligence programmes. We help your people feel strong enough to speak up if necessary. Even if they feel lonely. Participants develop an intrinsic positive motivation to do so. Which means that integrity is not viewed anymore as a duty, or a compliance task.

    • E.I. builds a strong connection with purpose

      Emotions are your most fundamental compass in life and business. Take a moment to reflect on what your ultimate reason for wanting to do the right thing is? Invariably, if something bad happens to somebody else you imagine how you would feel if it would happen to you. You would feel bad too, which motivates you to take action. It is your empathy and compassion that work as catalysts. Unless you suppress your emotions, intentionally or unconsciously. The next video (2 minutes) is a nice example. Take a look at it.

    Did you have strong feelings? Did they trigger your motivation to contribute to the project and help these people. That’s empathy in action! In our Emotional Intelligence programmes we help your employees increasing their empathy. That is how we help you build a strong connection with your company’s purpose.

    However, there are barriers that block E.I. programmes…

  1. Researchers found a negative correlation between the average EQ of managers and their position: the higher the position, the less their measured EQ is developed. To be sure: an individual’s EQ does not decrease, but on average individuals with a less developed EQ more often are promoted than others.

    A possible explanation is that MBA programmes and universities primarily focus on ratio. Often emotions and feelings only may play an important role once they can be objectified and proven. The type of manager reaching the top often didn’t learn how to handle his emotions during his childhood years. Add to that that neither at university nor in subsequent jobs he worked in a culture in which the expression of feelings was not permitted. No wonder that often emotions still are suppressed and EQ training just never happened. That is why you may need some help.

    Note: the graph above is based on EQ test scores of several hundreds of thousands of managers and employees working in the USA, Europa and Asia, who all filled out an Emotional Intelligence Appraisal. Source: Emotional Intelligence Quick Book, written by Travis Bradberry and Jean Greaves (2005).