Emotional Intelligence: How to deal with emotions at work?
Researchers have found that there is one quality that makes effective leaders more successful than their IQ, namely their emotional intelligence. To develop emotional intelligence, one must be able to recognize and manage their own and others’ emotions at work.
What makes Emotional Intelligence important?
Researchers found that individuals with a high level of emotional intelligence of a leader make better decisions, cultivate and sustain collaborative relationships, successfully deal with stress, and cope with constant change to a greater degree.
An individual can utilize it to achieve not only their work goals but also other objectives in their lives.
Emotional Intelligence Helps Managers?
Managing conflicts at work requires emotional intelligence as well. Being able to help others through tense situations, bringing disagreements to the surface, and finding solutions that all can agree on.
A leader who takes the time to understand different perspectives will strive to reach a common ground in disagreements. Be aware of how others react to you. Compromise by helping others feel heard.
In the workplace, emotional intelligence starts from the inside out. This type of therapy is about recognizing how you feel and working on elements such as self-awareness, self-regulation, motivation, empathy, and social skills.
Emotional Intelligence: Goleman’s 5 Elements
Why does the emotional intelligence of a leader contribute to effective leadership at work? American psychologist Daniel Goleman believes that emotional intelligence is composed of five key components that help leaders become more emotionally intelligent.
It is critical to have the ability to understand your own emotions in order to have emotional intelligence of a leader. In addition to understanding your emotions, you should also be aware of how your actions, moods, and emotions affect others. In order to be able to accurately identify different emotions, you must be capable of monitoring your own emotions.
Ability to regulate and manage your emotions at work, which is not to say that you are hiding your true feelings or putting them on hold. Rather, it means expressing your feelings at the right time and place. Self-regulation skills lead to flexibility and adaptability for those who are skilled in it. In addition, they have excellent conflict management skills and can diffuse tense situations.
Emotional intelligence requires intrinsic motivation as well. People with emotional intelligence rewards go beyond fame, money, acclaim, and recognition. As a result, they are driven by a passion to fulfill themselves.
Understand how others feel. This is a vital component of emotional intelligence of a leader and the team emotions. There is more to it than simply being able to recognize someone’s emotional state. In response to someone feeling disheartened, depressed, or bad, how do you respond? If you are concerned about them, you might treat them with extra consideration, or you might try to lift their spirits.
Social skills are another aspect of emotional intelligence. Emotional understanding entails more than just taking into account your own and others’ feelings.
A manager’s ability to build relationships and connections with their employees is essential in a professional setting. Building strong relationships with leaders and coworkers is beneficial for workers.
As well as active listening, verbal and nonverbal communication, leadership, and persuasiveness, there are other important social skills.
Emotions at work in different parts of an organization
- There are times when managers feel stressed from giving many 1:1s or satisfied with their team’s progress.
- It is natural for business leaders to feel anxious or enthusiastic about the business forecast for the coming year.
- We can experience a variety of emotions at work. However, individual contributors and managers exhibit some differences.
- It is most likely that managers feel enthusiastic, energetic, and happy. However, they may feel uncomfortable less often.
Emotional management at work
Employees can acknowledge, feel, and express more positive emotions in the workplace with the help of a culture of trust and emotional intelligence skills.
Self-control is key. To combat negative moral emotions and their consequences, you should learn how to deal with emotions at work. Managing emotions at work involves recognizing, Understand, Manage.
Handling emotions at work: emotional intelligence of a leader
It doesn’t matter how well you manage your own emotions, you can’t control those of others. However, you can acknowledge their presence and respond appropriately. An unresolved issue can affect productivity, communication, and engagement.
1. Allow mistakes
Nobody is perfect. Despite the fact that mistakes can’t simply be accepted, they are also not grounds for being scolded. Retaliation and punishment can lead to humiliation and hostility.
It is crucial for the emotional intelligence of a leader to establish trust by calmly correcting or excusing rare mistakes.
Transparency, open communication, and authenticity will help reduce negative emotions at work and improve relationships with your employees.
It is important to schedule time with your employees to develop a performance improvement plan if mistakes continue to pile up. Both parties will be on the same page with this plan and expectations will be clear.
2. Establish a culture of trust
One way to demonstrate vulnerability is to share uncomfortable emotions at work. It’s impossible to be vulnerable with people we don’t trust. Your employees should be able to be themselves and express their emotions at work freely.
Do more than just tell employees they can share their feelings; be an example as well. Honest and compassionate company culture will encourage employees to understand and adapt to the emotions of others.
3. Stay present
It is common for employees to feel anxious and undervalued when managers and leaders are unavailable. Talk with your employees so they feel valued, their work is appreciated, and their performance is praised. In this way, you can build positive relationships by empowering your team members.
At least once a month, give each employee uninterrupted time. Our recommendation is that you meet once a week if you are really committed to the cause. Employees are given the opportunity to ask questions, get updates, raise concerns, provide feedback and celebrate successes during these meetings.
4. Rather than talking, listen
Employees experiencing negative emotions at work rarely seek solutions. Employees appreciate feeling heard and cared for. It also establishes you as a reliable resource.
How to deal with emotions at work?
Understand what someone else is feeling and why. Find out how they feel and if they are okay. Respect their wishes and do not press them further if they do not want to talk. Find a quiet place where they can talk it out.
Humans are emotional beings, so you should treat your employees as human beings. Your emotional intelligence improves when you recognize your employees for who they are and address their emotions at work