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Emotional Intelligence

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As we emerge from the worst pandemic of our times there is a rising, imminent need for a different way of being, one that approaches everything - every issue, every opportunity, every solution and every decision, from a human angle first.

Organisations have to become human-centred at the core. There is a need for a new breed of leaders who will embrace purpose, potential, perspective and possibility, and take all around them on the journey, with true inclusion and collaboration. Not only do current leaders need to develop their skills to optimise, redesign and re-architect their businesses, they also need to actively build their leadership pipeline to future-proof their organisations and achieve continued success.

The key theme for development is self-leadership, with focus on personal effectiveness, change resilience, emotional intelligence, integrative thinking, ability to innovate and talent for collaboration. Leaders need to be able to build trust and common purpose across all levels of the organisation to enable a high performance culture.

Emotional Intelligence (EI) promises to be the key that will take leaders from being good to great - a superpower to cultivate and grow intentionally.

"People typically attribute the lion's share of their success personally and professionally to their mental intelligence, or IQ. Research in psychology and human performance over the last twenty years indicates that mental intelligence does contribute to success BUT the far more significant intelligence that accounts for personal and professional success is emotional intelligence!" Michael Rock.

So what is EI and how does one become more emotionally intelligent?
Emotional intelligence is a way of recognising, understanding and choosing how we think, feel and act. 
•    It shapes our interactions with others and our understanding of ourselves
•    It defines how and what we learn
•    It allows us to set priorities
•    It determines most of our daily actions.

Emotional intelligence recognises feelings and responds in an appropriate, focused way. These abilities heighten personal performance, empower relationships and direct teamwork in a more results-oriented manner.

Start the journey with measurement.
The degree of emotional intelligence one possesses is based on an internal loop. It begins with awareness of emotions and temperament. It continues on through understanding and moves towards discipline and management. After the initial personal cycle, it connects to the emotions of others.

It all starts with measurement and a number of diagnostic assessments are available in the market for those interested in starting this journey to greater self-awareness, understanding and improved influence and impact.

Assessments generally measure and provide insight into four areas of emotional intelligence: 
1.    Self-recognition
2.    Self-management
3.    Social recognition
4.    Social management

The Gordon’s Executive Leadership in the 21st Century program starts with leaders understanding their baseline and moving purposefully into developing enhanced competencies that will take them, their teams and organisations strongly into the 21st century. Gauging every leader’s level of EI and developing key strategies to grow this superpower is a core part of this program.

The work benefits are numerous. There are both increases and decreases that positively impact performance when EI is strong. Some examples: 
•    Enhanced leadership and influence
•    Improved performance/productivity
•    Enhanced employer/employee relations
•    Greater motivation and satisfaction
•    Improved confidence and self-efficacy
•    Better collaboration, problem solving and creativity
•    Improved work climate and culture
•    Better interpersonal connection
•    Reduced stress and absenteeism
•    Decrease in employee turnover

There has never been a better time for leaders to grow emotional intelligence and leadership capability across all levels in organisations. It has moved from a choice, to an imperative for the new world that must be acted upon.

Shobana Mitra is the Managing Director of Playmakers Consulting Services who brings together an inimitable team of Executive Coaches and Leadership Development Experts to support leaders in raising the bar across the globe.