Your team is awesome. You train them, helping to bridge any skill gaps with sophisticated learning management systems. You design activities to motivate team members. You want them to cling to your company’s mission and values.
But could you work on training your team’s emotional intelligence as well?
By 2025, three-quarters of the global workforce will be Millennials. Given that, strong chances are your team consists of them already.
My team of seven has four Millennials. These guys are creative, self-expressive, ambitions, and responsible team players. Focused on mindfulness, they eager for improvement and make me rethink what’s crucial for employees today.
According to the Levo Institute study, 80% of employees consider emotional intelligence a must-have for building their careers. Plus, 87% of Millennials say the emotional intelligence of their leader motivates to work better and strive for the company success.
These numbers speak volumes, don’t they? It’s time to start training your team’s emotional intelligence.
But that’s where you might hit a snag.
Emotional intelligence (EI) isn’t a hard skill like original writing or software programming that you can define, learn in classroom, and measure. It’s a soft, or interpersonal skill that is less tangible and subjunctive.
That is why EI isn’t that easy to train with step-by-step tutorials or software. It’s the case of psychology when trainees rethink their long-standing habits of self-control and interaction with others. To master this craft, you need to have a clear sense of what emotional intelligence is and what role it plays in life and career of every individual.
WHAT IS EMOTIONAL INTELLIGENCE?
According to Norman E. Rosenthal, M.D.,“emotional intelligence is the ability to perceive, control and evaluate emotions – in oneself and others – and to use that information appropriately.”
Psychologists have been studying the concept of emotional intelligence for years, but it was Daniel Goleman who applied it to workplace and leadership. In 1995, he published the book Emotional Intelligence where described EI as the ability to “handle ourselves and our relations” using four domains:
- Self-awareness: knowing what we feel and why we feel it. (The base for productive decision-making.)
- Self-management: handling our distressing emotions efficiently.
- Empathy: knowing what someone else is feeling.
- Relationship management: putting all domains together for better social skills and inducing desired responses from others.
Thanks to Goleman, trainers recognize the significant role of emotional intelligence today. He has revealed direct links between EI and business results of entrepreneurs. Also, he has proved EI influence on job performance, leadership potential, and general happiness of employees.
With that in mind, savvy recruiters and managers pay attention to soft skills of their employees, incorporating EI training into their talent management programs.
HOW TO TRAIN EI TO YOUR TEAM
First of all, check the EQ (Emotional Quotient) of your team members to understand what domains they lack for outstanding performance at work. It will help to enhance the training process and concentrate on EI competencies to develop.
There are twelve aspects you should consider.
To recognize the weak spots of your mentees, try four main categories of EI tests.
- MSCEIT, or an ability-based test. It asks respondents to solve emotional problems and assesses EI similar to how IQ tests measure cognition.
- EQ-i, or a trait-based test. It assesses EI similar to how personal traits tests define extraversion/introversion.
- ESCI, or a competency-based test. It measures a respondent’s expected EI, which may differ according to a role. For instance, a CEO will be expected to rate higher (be more competent) than a manager.
- Genos, or a behavior-based test. It measures how often a respondent demonstrates EI actions, assuming that it’s a skill one can learn/change…
Source: Blog – Hppy