Along with IQ, many more know another factor - EQ. It is associated with human emotionality. People who have this indicator are high, are "magnets". They are drawn to them, they listen, they want to follow, wherever they lead. They have emotional leadership. It is easy to recognize them, they are non-conflict, they extinguish all the negatives gently. However, they have the leadership will, they will not be able to manipulate, and do not want to. There are 6 types of emotional leadership.
EQ history
In 1912, the first mention of IQ appeared. This concept was introduced by William Stern (psychologist from Germany). He decided to introduce a measure of intelligence. 83 years have passed and his American colleague, Daniel Goleman, made a sensational statement - IQ is not so important, it is much more effective to measure EQ, emotional intelligence. The psychologist motivated this by the fact that, in order to determine intellectual abilities, it is better to assess the ability to control one’s emotions and to perceive extraneous feelings.
Goleman introduced another concept "emotional competence". It means the ability of awareness and recognition of their sensations and feelings of other people to motivate, control emotions for the purpose of inner harmony and building normal relationships.
Expert opinion
After analyzing the work of Goleman, experts in psychology have determined that the efficiency of management activity is 85% dependent on EQ and only 15% on IQ. By developing emotional competence, a leader can view his emotionality and his subordinates as a kind of resource through which one can increase productivity.
It is necessary to understand that EQ in the literal sense is not associated with the usual emotionality. In its definition, the phrase "emotional intelligence" is inextricably. For example, an overly temperamental person is able to have a low EQ, while in calm and outwardly emotional people, this figure is usually high.
In evaluating emotional intelligence, the following are taken into account:
- the ability to immerse in their own emotions, their feeling, living;
- the ability to rationally analyze their feelings, make decisions based on logic.
A person with a developed EQ is able to maintain a balance between feelings and logic. In a critical situation, they are not amenable to anger, despair, despondency, irritability, but they are able to get together and make a decision or give a result.
According to Salovey and Meier, intellect and emotions cannot be contrasted, as many have become accustomed to doing, they are closely intertwined, and the success of a person depends not only in business, but also in interpersonal sphere.
What does emotional competence consist of?
EQ is based on four components:
- Self-awareness. The main "ingredient". High self-awareness allows a person to recognize his own strengths and weaknesses, weak and strong features, his own needs, goals, motives.
- Self control. It follows from self-consciousness. A person who has studied himself learns to manage his emotions. Although they are initially driven by biological mechanisms, it is quite possible to learn to take control over them. The ability of self-regulation allows you to get rid of the "fetters of feelings". People capable of self-control can always pull themselves together, not succumb to despondency or excessive euphoria.
- Empathy. This ability is already focused on communication. It means the ability to understand the feelings of others, manage relationships, possessing knowledge about the emotions of another person.
- Relationship skills. It can also be called sociability. Some confuse this trait with friendliness. In part, this is correct, only we are talking about friendliness, which has a specific goal. It is associated with the establishment of mutually beneficial relations.
EQ value for supervisor
Emotional development is extremely important for the leader. It is impossible to manage other people without a sufficiently high EQ, because 90% of the activities of a manager are connected precisely with communication, delegation of responsibilities, and prioritization.
It is advisable not only to develop cognitive skills and accumulate specialized knowledge, but also to increase emotional intelligence, because stress resistance, the ability to understand one's subordinates and their capabilities, the ability to establish a common language with customers and partners will depend on it.
According to research, about 70% of the competence needed by a manager can be attributed precisely to the emotional category. Emotional leadership allows you to charge others, guide them, inspire, create the right working environment.
6 styles of emotional leadership
Work environment - a question that should be discussed in more detail. It depends on which leadership style the leader chooses. Goleman divided them into 6 types.
- Dictators. They tend to demand from subordinates immediate execution of orders. Explaining their decisions, they can use the phrase "because I said so." They tend to achieve results in any way. Initiative, have high self-control. Such a leader will be most effective in a critical situation, he will quickly find an anti-crisis solution, is capable of radical changes and can interact even with "difficult" employees.
- Authorities. Such leaders present their ideas and ideas and mobilize the people for their execution. They are able to lead, inspiring others. Self-confident, have well-developed empathy, strive to change everything. This leadership style is suitable when companies need fresh ideas, renovation, rebranding.
- Partners. For them, the main thing is to be human. They will try to be friends with everyone, praise photos of dogs on the desktop, take an interest in how children are there. "Partners" are empaths who can communicate with everyone, they have a wide circle of contacts and there is a different approach to each subordinate. It is advisable to use this management style when the team is unattended, if there are problems, the need to motivate employees.
- Democrats. These are leaders who involve employees in the work process, they are inclined to unite the team and strengthen ties. Always interested in the opinion of their subordinates when making decisions. They often brainstorm, support communication and cooperation. Such a style is most appropriate when you need to cultivate a sense of belonging in employees, reach a consensus, and get the opinion of valuable employees.
- Role models. Leaders show their subordinates how to work and expect them to be purposeful and diligent in work no less than they themselves show. They are conscious, focused on achieving results, initiative. This management style is suitable for those who need to create a team of competent employees, motivated for the result.
- Mentors. These are leaders who are preparing employees to achieve goals right now. He suggests that employees introduce changes, encourage the development of subordinates, possess the makings of an empath, and often engage in self-analysis. Such management contributes to the development of individuality, increase productivity.
Is it possible to develop EQ?
Scientists tend to believe that IQ is a coefficient that has not changed over the years. But emotional intelligence is amenable to development and change. But the emergence of emotions is still associated with the physiology, but their management is the prerogative of the psychological resource.
Emotional development becomes possible through trainings, reading books, attending seminars. Emotional flexibility is an excellent quality for a leader, but it is not capable of replacing professionalism and the ability to logically weigh the pros and cons.
Ways of emotional development
To develop your emotional intelligence, you first need to learn to recognize your emotions. Sometimes a person is hard to describe what he feels at the moment. This is understandable, because each emotion has several shades that differ in intensity, tonality. For example, surprise can be expressed in stupefaction, amazement. In addition, a person is amazed, shocked, shocked or impressed. The more accurate the definition, the easier it will be to control the behavior.
To set up your emotional radar, useful keep a diary of emotions. Each sheet should be divided into several parts - it will be time intervals during the day. In the diary you need to describe what you did, with whom, and give it an emotional assessment. It is necessary to realize that there are no bad and good emotions, therefore one should not be afraid of experiencing anger, fear, anger. It is more effective to learn to recognize them than to try to suppress.
After the emotion is revealed, it is necessary to ask yourself some leading questions - why it appeared, what caused this reaction, what consequences this sensation may have. No matter positive emotion or negative. This analysis makes it possible to identify the source of positive and negative.
If the revealed emotion was negative, then it is important to go at least to a neutral emotional state. It is necessary to remember what exactly causes joy, peace, euphoria, and reverie. You need to understand how this mechanism works and try to enter a positive state. For this you need to speak or write, which can improve the emotional background. If now it does not work, at least try to distract.
Emotional leadership is an ability that is helpful to develop for any person. It is especially important for managers. The development of emotional competence will allow building harmonious and mutually beneficial relationships with others, regardless of goals.
