Does EI Mean Effective Impact?

A high IQ won’t get you there. If you want to be an effective leader; if you want to scale; if you want to outperform your competitors, if you want to thrive, you have to have a high EI (or EQ whatever you prefer).

Why?

How does EI impact the bottom line?

Let’s start with a quick, basic refresh.

EI has 4 major components. Self-Awareness. Self-Regulation. Social Awareness. Relationship Management.

Self-awareness has to do with recognizing your emotions and the effect they have on you. Self-regulation the ability to manage your emotions (react vs. respond – yes different). Social awareness is the ability to recognize others’ emotions and the dynamics at play. Relationship management is the ability to influence others and resolve conflict.

So back to the bottom line.

It all comes down to emotions and emotions impact performance, productivity and motivation.

Decision-Making Done Right

Leaders with high EI, can identify and understand their emotions and how they affect their reactions, their internal dialogue, and their intake and processing of information. 

Those with lower EI, may have a hard time to keep their impulses in check. They have knee jerk reactions when faced with decisions.

We all know that sometimes (often times…) emotions bubble up when faced with challenging decisions. We probably also know that we don’t make the best decisions when they are driven by our emotions. 

I am not saying block out all emotion but find a way to balance with rationality. You have to be able to step away from the emotion and see the facts, call on previous experiences, seek the input of others. This is that self-awareness and self-regulation. Why are you having that emotional reaction?  Take a beat, weigh all the factors and make the best decision for the organization, without bias or for personal satisfaction or protection.

This is different from listening to your gut. You gut reaction is a knowing or feeling you get, often on a subconscious level, that is based on past experiences, knowledge, patterns and encounters both personal and professional.

Relying on your gut can be a powerful way to make decisions.  Being driven purely by emotions, not so much.

Employee Engagement

Following the thread above, leaders who have emotional reactions, make irrational and disconnected decisions create chaos and fear. Those with low EI also tend to fall part in the face of stress. They lash out when things don’t go his or her way.

How do people feel about that boss? What happens? They are always walking on eggshells, doing whatever they can to avoid an outburst. Relationships go to hell. Your people don’t respect you. Why should they? Talk about a time and emotional suck better spent on getting work done and done well.

Rather, emotionally intelligent leaders are more empathetic. They are aware of others needs and emotions and are able to to step into someone else’s shoes. They put their employees’ needs first. They give everyone a voice.

It helps employees feel seen and heard (without fear of a major freak out!). It lets you take in new information and perspectives so that decisions are more thoughtful and intentional.

You are creating a safe environment. You have knowledge that lets you adjust your responses to fit the situation and the person or team. You see the dynamics at play, the politics, the sensitivities.

One study found that leaders who master empathy perform 40% higher in coaching, engaging others, and decisions-making.

Being armed with an understanding of others’ emotions and concerns helps you realize the most effective ways to motivate them. To set in motion actions and behaviors that produce the results you seek. You are able to get your team to support you, to be excited about the mission and new projects.  

They are engaged and engaged teams outperform.