You’ve heard of IQ…but what about EQ? Many careers demand a high level of emotional intelligence (think care roles, psychotherapy, medicine and social work).
But EQ hasn’t always been front and centre in the world of business. Given the proven benefits of emotional intelligence in the workplace, this is well overdue.
Read on to discover why practicing emotional intelligence at work, and hiring those who have exceptionally high EQs, equates to a happier and more productive workforce, and smarter business decisions. We’ll take a deep dive into everything EQ, including:
What is Emotional Intelligence, or EQ?
Emotional intelligence, or EQ, differs to natural intelligence (IQ), in that those with a high EQ are able to empathise with, understand and manage the feelings of others, and manage their own emotions successfully too. This isn’t about a ‘keep calm and carry on’ attitude, but instead possessing a high level of empathy that can be translated into positive action in the workplace.
Note that there is a key difference between emotional intelligence and high emotions! Individuals who are vocal about their feelings on a regular basis at work might not necessarily have a high EQ. Rather, high EQ is about having a measured, observational approach to the emotions of others, and knowing how to manage feelings and motivations to the betterment of the team and the business at large.
According to psychologist Daniel Goleman, emotional intelligence is made up of five components:
1. Self-Awareness
High-EQ individuals are aware of their own strengths and faults, their personality traits and how these might affect other people they work with. Criticism is taken constructively, and seen as an opportunity for learning and development.
2. Self-Regulation
High emotional intelligence is not impulsive or erratic, but controlled and measured. Even in stressful situations, a person with high EQ will take a thoughtful and controlled approach.
3. Internal Motivation
High-EQ folk are self-motivated by goals that may differ from the norm. Rather than seeking out high pay packets or recognition, they are more likely to invest in experiences that build on their self-development and passions, such as charity work, artistic pursuits or alternative travel.
4. Empathy
Those with high EQ really feel the emotions of others as if they are their own. Being able to step into the shoes of another person completely gives those with high emotional intelligence a different perspective on someone’s experience.
5. People Skills
High-EQ individuals look to build and foster relationships that are built on trust. They avoid competitive dynamics at work, and prefer collaborative, all-in-it-together work cultures.
What are the Benefits of Emotional Intelligence in Business?
Why do we need emotional intelligence? Some of the greatest leaders in history have demonstrated high-EQ, including Mahatma Gandhi, Martin Luther King, Jr. and Abraham Lincoln, all of whom used their emotional intelligence to resolve conflict or galvanise change.
“The most effective leaders are alike in one crucial way: They all have a high degree of what has come to be known as EQ. It’s not that IQ and technical skills are irrelevant. They do matter, but…they are only entry-level requirements for executive positions” - John Coleman, Harvard Business Review.
Even at smaller scale, working within or leading a business, emotional intelligence is immensely valuable for building strong relationships—both internally and with customers—as well as facing moments of crisis with a measured and diplomatic approach.
The benefits of emotional intelligence in business are numerous, and are particularly applicable within senior roles, management or at a CEO level. These roles require a sensitivity to the emotions of others, an understanding of how different people respond differently in situations, and how to unlock the potential of employees who may be underperforming or causing friction between colleagues.
A business with a high-EQ CEO is an altogether more peaceful and steady ship—an absolute essential in today’s fast-paced startups and evolving corporates.
We can take a lesson from the history books when it comes to leading in turbulent times, and the value that EQ offers in these circumstances:
“Possessed of a powerful emotional intelligence, (Abraham) Lincoln was both merciful and merciless, confident and humble, patient and persistent—able to mediate among factions and sustain the spirits of his countrymen. He displayed an extraordinary ability to absorb the conflicting wills of a divided people and reflect back to them an unbending faith in a unified future.” - Doris Kearns Goodwin on Lincoln and his EQ-backed leadership style in the context of the Emancipation Proclamation of 1863.
Perhaps the main benefit of emotional intelligence is the ability for high-EQ leaders to motivate and inspire others. They bring a sense of purpose and togetherness to environments that require effective collaboration, whether within Congress or in the workplace.
How Can I Measure Emotional Intelligence?
Once YOONO what you’re looking for, emotional intelligence isn’t too difficult to spot amongst colleagues when you’re interacting in the workplace, but compared to IQ it rarely shows up on a CV.
When you’re looking to assess the EQ of someone you’re hiring or looking to work with, it can be useful to see their ‘extra-curricular’ information. What we mean by that is the evidence of EQ that is revealed through someone’s personal media, such as their social media channels, blogs and vlogs, as well as endorsements of the individual given by others, rather than the traditional educational credentials alone.
You can use a smart screening service like YOONO to gain a fuller impression of who someone really is, including how they interact with others, their track record with past employers and even desirable hidden extras, like whether they take part in charity or volunteer work.
Of course, you also want to be able to work out if someone is lacking emotional intelligence, before you recruit them and disrupt your carefully curated work culture. You can assess someone’s EQ at interview stage by posing psychological questions (e.g. ”What would you do in this situation…?”) aimed to deduce how they have interacted with fellow workers in the past.
In ‘action’ in the workplace you can also easily spot a low EQ by asking the following questions about the person:
When interacting with yourself or other colleagues, do conversations feel strained, or does the person bring tension into the group dynamic?
Does the person have a persistent ‘It’s not my fault’ mentality, and blame others when projects go awry?
Do they undermine the achievements of others, or behave in an overly competitive manner that impacts on the morale of their colleagues?
Does the person display passive-aggressive or aggressive behaviour, such as pointed sarcasm, outbursts or bullying?
It’s also good practice to keep check of your own EQ, especially if you are a leader looking to tap into the benefits of emotional intelligence in business. Many CEOs and managers are so wrapped up with the process of keeping a business buoyant that they might neglect considering how their leadership style might be impacting on the motivation of their workforce. If chronically unchecked, a lack of emotional intelligence at the head of a company can easily spiral into a toxic workplace culture.
To improve your own emotional intelligence, you might want to consider a peer review, requesting colleagues to review your performance (scary, but brilliant for highlighting potential blindspots) or a leadership management course, that focusses on improving the ways you communicate ideas to others and resolve disagreements within a business setting.
It’s OK to admit where even your own EQ might need a little work—nobody’s perfect; what’s important is a willingness to learn.
Why Psychology is Taking a More Prominent Role in Business
You may be thinking “Why has emotional intelligence suddenly become so important in business?”. A fair question to ask, as traditionally companies have tended to recruit on the basis of educational credentials, work experience and skills. These all remain highly relevant in today’s hiring market, but the nature of work today means that knowing more about an individual’s personality and how they work with others has become extremely important.
For example, you may be looking to hire quickly for growth within a new business, such as a startup. These types of businesses need to weather a lot of storms as they develop, and recruiting the right people who can be flexible in their approach is key to maintaining relative stability. A high-EQ hire is more likely to find solutions to people problems within your business, whether it’s motivating a team through tough times or diverting conflict into meaningful change. While we can’t be mind-readers when we hire, it’s possible to interpret a wide range of information about someone’s psychology, interests and drivers by using smart screening technology.
Passionate team leader, or introverted grafter?
Whatever you’re looking for, you can use YOONO to discover more about what they share online and how they present themselves, along with all of the essentials too, such as educational background, employment history and financial affiliations. Find your perfect EQ fit, and see your business mature in ways you might not have expected!
