We have a guest blogger today! Our friends at SkyeTeam are working with us to produce our next webinar called “How to Keep Your Head when Your Hair is on Fire.” Today, we would like to introduce you to Morag Barrett, a best-selling author and the founder and CEO of SkyeTeam, an international HR consulting and leadership development company. In today’s blog, Morag introduces us to a concept that will help us all keep our heads. We hope you enjoy it!
I lost it yesterday. I was at a meeting and all was going reasonably well. I was aware that I was tired and not focusing 100% on the matter at hand when it happened, I lost it. What happened? Someone at the meeting made a comment and I decided to come out of my corner fighting. As soon as I did I regretted it.
How many times has that happened to you?
- Have you ever been in a conversation that started ‘heating up’, where the tension and/or complexity increased?
- Where you wanted to say ‘No’ but found yourself saying ‘yes’
- When things didn’t go as well as you would have liked? …
And a few minutes later you’re thinking, “Why didn’t I do this?” or “Why didn’t I say that?”
This is Emotional Intelligence in action… or in my case, reaction as I didn’t effectively manage my response to the situation. My emotions ‘escaped’ and I only applied the emotional intelligence knowledge afterwards.
What is Emotional Intelligence?
Daniel Goleman’s Primal Leadership is an excellent read. If you haven’t already obtained a copy I would highly recommend that you do. Daniel talks about Emotional Intelligence as the key ingredient that causes great leaders and performers to stand out. As you move through your career it becomes less about how smart you are or the results that you achieve personally…it is about your ability to build effective relationships and to motivate and inspire others – to achieve results through them.
Daniel Goleman’s model for EQ has 5 components:
Personal Competence – this comes from you and understanding the following:
- Self-Awareness– understanding yourself. What is your default behavior, fight or flight? What causes or triggers you to react one way or another and it may be different at home than work. It may be situational, specific to individuals with whom you are working. Once you understand what drives you, you can move to:
- Self-Management – how can you anticipate and plan for your reactions and triggers? If you know you are about to enter a situation or a meeting that in the past has caused you to behave in a way that is different to what you intended, how can you anticipate and influence your reactions and stay in the moment. And trust me, it’s one thing to know and anticipate an ‘amygdala hijack’ – when your brain takes control of your ‘sane mind’ and you speak without thinking and another thing to be able to manage it in the heat of the moment. Think about it, how many times have you thought about the ‘right response’ or “I wish I had only…” later on in the day, when it is too late?
- Motivation – understanding what drives you to individual and team success. How do you react to and explain successes and setbacks?
Social Competence – understanding and managing other’s reactions
- Connection – once you are aware of your reactions then you can apply these to others. Understanding from their perspective how they may be perceiving the situation, understanding their reactions and seeking to start from their point of view, can help you learn and move forward in an effective manner.
- Social Skills – the ability to influence others, to communicate effectively such that the shared learning and understanding of different perspectives grow (rather than just focusing on one point of view). To lead and inspire others, to manage conflict effectively and to build relationships that collaborate and work effectively together to achieve common goals.
The more I read about Emotional Intelligence the more fascinated I become about its impact in both the workplace and at home. I am also conscious that awareness is not sufficient. Knowing what I should have, or could have, done differently is not as effective as doing it.
The good news is that Daniel Goleman states that EQ can be learned and developed at any age.
My advice? Don’t dismiss EQ as a fad, or as something you don’t need. Think of it more in terms of where do you need to be in the future, to what extent does that rely on building effective relationships and managing your responses in given situations? I challenge you to read the research.
Think about your examples of where you added value or have taken value from an interaction due to a response you either didn’t intend or didn’t manage well. What could you achieve with the right EQ?
Be sure to join us at 1pm on July 12th to learn how to use your EQ to keep your head when things start going south. (And earn HRCI/SHRM credits.) Sign up here: