Emotional Intelligence (EQ) is the ability to notice
and influence one’s own and others’ emotions.
It involves competencies such as emotional
self-awareness, self-regard, empathy,
assertiveness, stress tolerance, flexibility and
Recently I was told about two senior executives who, in a meeting with their team members, declared that they didn’t have high EQ.
One of them even inferred, to his team members of all people, that low EQ was a badge of honour. The other executive said he “didn’t think EQ mattered much. This made me wonder where they’ve been for the last twenty or so years?
These two executives aren’t giving vital credence to the vast research and evidence that tells us that leaders without a healthy EQ have a massive negative impact on their team members motivation, team-spirit and productivity—and thereby the success of the organisation.
During the last 20-years, studies have repeatably shown that high EQ leaders perform way better than low EQ leaders.
What Happens When Leaders Don’t Have High EQ?
Let’s face it, we human beings are emotional creatures. We’d better express our emotions appropriately, or prepare for repercussions.
When you, as a leader, are inappropriately emotional—when your emotions have “got you”—there will be serious consequences.
A handful of likely consequences will be:
- You’ll develop a bunch of “head-nodders”—people who pretend to agree. Your team members won’t speak out. And this makes developing a collaborative, high-performing culture impossible. Dealing with a low EQ boss is nerve-wracking. And it’ll have a negative impact on how candid your team members are with you.
- Your team members will be reluctant to show initiative. Why would they put an idea forward when they’ve previously felt put-down via and insensitive remark or criticism?
- The relationships you form (in all areas of your life) will lack authenticity and connection—therefore few will go that extra mile for you.
- Turnover of your valued team members will be too high. Of course, it’s your most valued team members who won’t have trouble unearthing better roles elsewhere that will go first. I’m sure you’ve heard that “People join an organisation—and leave their boss.” (This is highly prevalent—and so costly!)
- You won’t know the impact of your behaviours. Your team members will likely hallucinate that, if they give you feedback, there’ll be undesirable consequences.
- Your career prospects will be damaged. Low EQ isn’t easy to hide. And it’ll put blemishes on your professional outlook.
- It probably disturbs you and adds to your stress. In the still of the night, you’ll know you aren’t skilfully managing your relationships or your emotions.
High EQ is a critical competency for a leader. If you don’t have enough of it, you need to take steps to turn things around.
Your Leadership Call To Action
The good news is that:
- EQ, unlike IQ, is a skill that can predict exemplary leadership 80% of the time
- It’s pretty much a learned competency
And that means you can grow your EQ.
Email me to arrange a complimentary chat if this is something you’d like to investigate.
“Carolyn’s authenticity and candour impressed me immediately
and her wealth of experience gave me complete confidence in her abilities.
She has helped me unleash my true capability and leverage skills
to be a more effective leader.”