Your IQ – your hardwired intelligence (actually your ability to learn) accounts for 4 – 10% of your career success. Important, but not the most important.
Your EQ – your emotional intelligence (your ability to know yourself, manage yourself and get along with others) accounts for 40 – 60% of your career success. Very important.
Today’s workplace is a service-based (relationship) workplace. Since employees are paid to think through their responses to customers, and they control their minds, managers must now engage and inspire employees to activate their performance. Today’s managers must be able to listen, hear, watch and connect – they must be relationship builders, connectors and communicators.
To be a relationship builder requires strong EQ – a clear knowledge of yourself and how to successfully relate to others. This enables a manager to better connect with and understand employees – to know their talents, values and interests to put them in the right jobs, motivate them and activate their performance.
To improve your EQ:
1. Become more aware or your responses, reactions and emotions. Noticing how you react helps you assess its effectiveness and ineffectiveness.
2. Manage your emotions to improve your ability to listen, respond and successfully react with others.
3. Watch the behaviors of others; understand their moods and communication method to improve how you connect with them. Learn to listen so people will talk, and talk so people will listen.
Smarts – defined today – relate more to your ability to know yourself and to connect successfully with others rather than just what you know. Though some people are naturally better at “connection” and EQ, studies support all of us can improve. Improving your EQ has a direct impact on the quality of your work and life relationships, the quality of your work and the quality of your life.
emotional intelligence, EQ, great managers, IQ, know yourself, relationships, talents
This entry was posted on Monday, March 8th, 2010 at 12:21 pm and is filed under For Individuals, For Managers. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
