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Without Emotional Intelligence, Organizations Are Doomed To Fail

Forbes Human Resources Council

Philippe Clarinval, is a mentor, executive coach, advisor and expert on employee engagement. He coaches CEOs on transformational leadership.

It’s a bold statement, but I stand behind it: The most successful and inspiring leaders are always self-aware. They continually take inventory on themselves and their leadership style, and keep tabs on their effect and influence on their teams. They create and foster a culture and community that emboldens and promotes trust, which translates into happy employees as well as happy customers and consequently, healthy returns.

Leaders have to be self-aware to understand the emotions of the people they lead. If you don’t know and understand yourself, how can you be expected to understand anyone else? If you’re not self-aware, you can’t manage your own emotions, and by extension, the emotions of your team. This is called emotional intelligence (EQ). Without it, the team’s cohesion is compromised.

As written in Harvard Business School Online, “Emotional intelligence is defined as the ability to understand and manage your own emotions, as well as recognize and influence the emotions of those around you.” 

It’s one of the most valuable assets of a leader in today’s workplace and something many hiring managers and leaders look for in potential employees. In a CareerBuilder survey, more than 70% of employers said they value EQ over IQ, reporting that employees with high emotional intelligence are “more likely to stay calm under pressure, resolve conflict effectively, and respond to co-workers with empathy.” These are the skills needed in today’s unstable workplace. 

Right now, what I’m seeing in workplaces is fear and uncertainty. No one knows what’s going on, and workers everywhere feel in limbo. Mental health is currently a real challenge – for leaders and organizations. Leaders need to know and understand this as they start realigning their organizations in “the new normal.” And showing interest in emotional intelligence is the first step. Commitment to improve it, is the second.

A colleague of mine in the wellness space explains it fabulously: “It’s not just about feeling better, but getting better at feeling.” This starts at the top. The more in tune leaders are to their own feelings, the more comfortable their teams will feel being open about theirs. For leaders struggling with their ego, this can be difficult. The ego can be such a big obstacle! But today’s workplace won’t thrive if leaders don’t take the time to step aside and get a better understanding of their feelings and purpose. There’s simply no time for egos in 2021.

We need to rethink getting back to normal. We need to rethink how we move forward. I’m witnessing some organizations return to an old mentality, where pleasing the boss or keeping the board happy is their driving force. Yes, profit is important - without it, nothing works - but finding a higher purpose for your organization is going to keep your workers happier, more engaged, and less likely to leave. In an ideal world, boards of directors and business owners would have a more heartfelt and holistic approach to business, instead of returning to mere Profit and Loss Management. 

The hospitality industry is already going back to squeezing its employees, requiring long, punishing hours with little to no reward - let alone inspiration or appreciation. Across the globe, many hotels are having a hard time filling positions, almost always because the business has lost its core purpose. If you don’t have a significant purpose, the business will not work. Some are just managing for goals or quarterly results, and frankly, how inspiring is that?

This needs to change. And emotional intelligence at the leadership level is critical in making this shift happen. When emotional intelligence is reached, leaders can align an organization toward a purpose that is more meaningful than just generating dividends.  

How can you tell if your organization needs to evolve their EQ? Entrepreneur shares some telltale signs:

• High turnover rate

• Stress-induced sickness prevalent in the workplace

• Culture of backbiting and gossip

• Communication gaps between managers and direct reports

• Mistakes are disproportionately punished

• Select few employees are preferred, while the rest are largely forgotten

• Personal and professional development is not taken seriously

If these types of behaviors are happening in your organization, it’s time to rewire the culture. Leaders need to take the time – and work across all teams – to create a healthier, respectful and kind environment. Here are the steps leaders can take to improve organizational EQ:

1. Develop your own EQ. Take the time for self reflection, whether in the form of personality assessments, meditation or therapy. Become familiar with what makes you tick. 

2. Be open to feedback. Find peers you trust and ask for unfiltered feedback on your leadership skills. Don’t be defensive and don’t take it personally.

3. Encourage open and honest expression of feelings. It’s part of being a graceful leader and has nothing to do with weakness. Quite the contrary, it shows how aligned you are with your core values.

4. Promote a positive emotional culture. Happiness is a result of gratitude. Praise others and promote genuine recognition for good work.

5. Employ an open door policy. Be transparent about your availability and make sure your team knows they have your ear. 

6. Include EQ evaluation in the annual review process. When the team understands that EQ is no longer a “nice to have,” but a requirement, any naysayers will come around. 

Leaders set the tone in organizations, whether good or bad. Employees will mirror the type of culture they see reflected in their managers and bosses. Knowing this, be sure to continually evolve and improve your EQ to maximize your organization's overall performance and success. 


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