Can Emotional Intelligence Be Learnt?

Yes, emotional intelligence can be developed, but the process is not easy. It takes time and, most of all, commitment. But the benefits from developing one’s emotional intelligence, both for the individual and organisation, make it worth the effort. Following are few methods to boost your Emotional Intelligence or EQ:

Source

Workshop Invite (Sep'2017) - Be A Part Of The LEADERSHIP Revolution In Gurgaon


Turn Self-Deception Into Self-Awareness: Personality, and thereby EQ, is composed of identity and reputation. Most people experience a disparity between their identity and reputation. This disparity can cause individuals to ignore feedback – leading to professional derailment. Real self-awareness is about achieving a realistic view of one’s strengths and weaknesses and a comparative analysis of the two features with others. Most individuals rate their own EQ highly, yet only a few of them will be rated as emotionally intelligent by others. To revamp self-deception into self-awareness, one has to rely on accurate feedback, which comes from data-based assessments like 360-degree feedback surveys. Tools like 360 Degrees are fundamental to help to discovering a person’s EQ blind spots.

Source

Turn Self-Focus Into Other-Focus: Paying due attention to others is tantamount to career success. But for a person with low levels of EQ, it’s difficult to see things from the point of view of others, especially when there is no clarity on what is right or wrong. Developing an others-centric approach starts with a basic appreciation and acknowledgement of team members’ individual strengths, weaknesses, and beliefs. Brief, but frequent, one-on-one discussions with team members will lead to a more thorough understanding of how to motivate and influence others. These conversations will inspire ways to better collaboration, teamwork, and external networking.

Source

Be More Rewarding To Deal With: Successful people, who are more employable, tend to be seen as more rewarding to deal with. Rewarding people tends to be cooperative, friendly, trusting, and unselfish. On the other hand, unrewarding individuals tend to be more guarded and critical. They speak their minds and disagree openly but can develop a reputation for being argumentative, pessimistic, and confrontational. This reputation enforces high standards, but in the long run it would erode relationships and the support for initiatives that accompany them. Hence, it’s important that rewarding individuals ensure an appropriate level of interpersonal contact before tasking someone or seeking help. Proactively and frequently sharing knowledge and resources without an expectation for reciprocity goes a long way.

Source

Control Your Temper: Passion and intense enthusiasm can easily cross the line to become moodiness and outright excitability when the pressure’s on. And in the business world, those who get disappointed when unanticipated issues arise are viewed as undeserving of a seat at the leadership table. If you wake up to a bunch of annoying emails, don’t respond immediately — wait until you have time to calm down. Likewise, if someone makes an irritating comment during a meeting, control your reaction and keep calm. An individual can avoid stressful situations and inhibit volatile reactions by detecting triggers. Start working on tactics to help you become aware of your emotions in real time, not only in terms of how you experience them, but also how they are being experienced by others.

Source

Display Humility, Even If It’s Fake: To climb the organisational ladder, an individual requires an extraordinary degree of self-belief, seen as inspirational. However, the most-effective leaders are those who don’t seem to believe their own hype, for they come across as humble. Striking a healthy balance between assertiveness and modesty, demonstrating receptiveness to feedback and the ability to admit one’s mistakes, is one of the most difficult tasks to master. When things go wrong, team members seek confident leadership, but they also hope to be supported and taught with humility as they work to improve the situation. To develop this component of EQ, it is sometimes necessary to fake confidence, and it’s even more important to fake humility. That means swallowing one’s pride, picking and choosing battles, and looking for opportunities to recognise others, even if you feel you are right and others are wrong.

Magnum Opus can help develop your Emotional Intelligence and leadership skills with our exclusive custom-designed programmes. For further information, email us at info@magnumopusindia.com or call us at 011-42676768.

Workshop Invite (Sep'2017) - Be A Part Of The LEADERSHIP Revolution In Gurgaon