Do you consider Emotional Intelligence — self-awareness, self-regulation, motivation, empathy and social skills — when interviewing new candidates in your organization?
How about in the process of identifying future leaders?
Research shows that emotional intelligence is twice as important for jobs at all levels as IQ or technical skills. It’s not that IQ and technical skills aren’t important. They are. It’s just that they are insufficient on their own.
According to Daniel Goleman, the author of Emotional Intelligence, there is a direct tie between emotional intelligence and business results. I too have seen the same with my clients. Compare the following examples…
| A leader who doesn’t recognize how his mood swings and changes in emotions impact others or… | a leader who has the self-awareness to understand why he responds to others the way he does – in real time. |
| A leader who responds impulsively or… | a leader who is able to self-regulate and stay in conversation when things get chaotic and complex. |
| A leader who is driven solely for money, ego, and status or… | a leader who is motivated by a higher purpose. |
| A leader who lacks the desire to understand the emotions of others or… | a leader who can empathize. |
| A leader who is focused solely on results or… | a leader who balances a focus on results AND relationships. |
Which leader do you think has a greater impact on the business? WHO do you want to become?