When we think of leaders, we think of people who are smart, but also skilled in their areas of expertise, and who also make good decisions (or at least seem to!). But what if I told you that the real leaders are the folks with a near-superhuman ability to connect with other people on an emotional level? In this infographic, I will share with you what it means to have a high Emotional Quotient, or EQ—especially in comparison to just being smart (which is our usual measure of a leader).
How well one manages their own and others’ emotions and reactions could be more essential in leadership than how smart one actually is. This is especially true if one considers that almost 90 percent of the difference between “outstanding” and merely “average” managers may be accounted for by differences in their emotional intelligence. Many psychologists and researchers now argue that emotional intelligence is potentially more important than the better-known and often more coveted intelligence quotient (IQ).
The infographic presents compelling data about the importance of emotional intelligence (EQ) and why it matters more than intelligence quotient (IQ). While IQ and technical skills are necessary for success, they are not sufficient for effective leadership. Some key points emphasized in the infographic include the following: The Fourfold Impact: EQ is four times more important than IQ in accounting for career success in a number of different fields. Poorly Led by Inadequate EQ: Many managers are leading with underdeveloped EQ. This “leadership gap” leads to poor morale and a lack of engagement in many teams. Nevertheless, organizations that value EQ in their leaders often mistakenly do not develop it in the programs that train their leaders.
Traits of Highly Emotionally Intelligent Leaders
High EQ leaders have traits that make them stand out in the way they lead: Self-Awareness: They understand their own emotions and the influence these emotions have on their behavior and decision-making. They are humble, confident, and clear. Empathy: They can read the emotions of others and respond appropriately, which builds trust and rapport in their teams. Interpersonal Skills: High EQ leaders are very good at resolving conflict. They can inspire teamwork and collaboration. They can align people with the organizational purpose and goals. Emotional Regulation: They can stay calm and under pressure. They can cope with stress. High EQ leaders are emotionally intelligent, and they lead more effectively because of it.
Poor Management Skills Lead to High Turnover Studies show that when managers have low emotional intelligence (or EQ), their employees are unhappy, and many want to leave the organization. A manager with low EQ creates the conditions for employee turnover. When we look at leaders across organizations, about half of emotionally unintelligent leaders achieve a near 20% employee disengagement rate among those they lead. That is a significant cost of low EQ in leadership!
Tackling Leadership Issues with EQ
High-EQ leadership resolves many organizational headaches. High-EQ leaders deal with conflict by mediating disputes and fostering collaboration. They understand the dynamics of teams.
They know that each of us works best when we’re doing what we do best, and they manage us accordingly. They almost undoubtedly Engender Engagement. Here’s why. When high-EQ leaders are in the house, employees feel seen, heard, and understood. High-EQ leaders also manage diversity. They embrace it. They even leverage it. Yet they also know that we’re all more alike than we are different, and they keep that in mind, too.
Improving Emotional Intelligence
While IQ is pretty much fixed, you can develop your EQ with the right strategies and focus. The infographic below offers some actionable suggestions to boost your EQ.
Self-Regulation: Try these three exercises. The first demands no special equipment, just a quiet moment. During it, attempt to stay calm. You might as well start now: There’s no better time to practice emotional control than on the first day of your EQ-improving journey. The next exercise also has you practicing staying cool, but this time under a scenario where you’d be justly inclined to get hot. Assertiveness: Here, the principle to work on is communicating on a confident and clear level while also remaining respectful and composed. This calls for a kind of balance between two extremes. From here on out, when you’re in the aftermath of whatever conversational situation you’re facing, ask yourself these two questions.
Concluding Remarks: The Future is EQ Leadership
The focus on EQ in today’s organizations is a much broader acknowledgment that technical skills and expertise just don’t cut it anymore. As our work environments become more collaborative and diverse, leading with empathy, self-awareness, and emotional agility is what (almost) everyone recognizes as the more effective way to good leadership. Organizations that build EQ into their leadership development programs are presumably doing a better job of team building, accomplishing their goals, and retaining their “talent.” 빈 If you’re leading or want to lead, investing in your EQ seems more critical than ever.
