What is Emotional Intelligence (EQ)?

Emotional Intelligence is about being guided by your emotions and thinking intelligently.  This will enable you to perceive, express and understand other people's emotions as well as your own emotions.  You will express your emotions in a professional and effective manner.

What are the Benefits of EQ?

By identifying and understanding the EQ of job candidates, management and staff, the results will be:

1. Better identification and response to EQ
2. Better communication between staff, management and clients
3. Management of emotions in the workplace more productively
4. Management and Employees will be less likely to suffer from negative emotions

How can EQ be Utilised in the Workplace?

 

Managers and leaders can utilise emotional intelligence in the workplace by better understanding the needs of customers and employees and being better able to represent their organisation in the public light.  These leaders set employee morale and have empathy towards the needs of their employees.

Different jobs require different levels of emotional intelligence.  Sales staff will need to understand a customer's mood and know the best time to make a sales pitch or when to keep quiet.  People working in solitude have an individual self discipline or motivation which is emotional intelligence.

According to studies, generally women have a higher sense of empathy and social responsibility; however men have higher levels of stress tolerance and self-confidence.  Men and women are equally emotionally intelligent; they just have emotional intelligence skills in different areas.

Steps to Utilise EQ in Your Workplace

1. Assess the EQ of staff, management and job candidates
2. Identify the EQ of these individuals
3. Understand how best to manage these individuals
4. Demonstrate the use of EQ in the workplace
5. Encourage these individuals to utilise EQ in the workplace

A DISC Profiling System could benefit your business in the following ways:

• Clear identification of learning and working styles.
• To avoid the placement of 2 dominant people working together all the time as they would both want to be leaders.
• You can place people in roles which are more suitable to their behaviours.
• To get the right mixture of different people in a team when their roles and behaviours are varied and suitable for them.
• To know where your team members fit into the above categories and ensure their roles reflect their natural abilities.