Emotional Intelligence within the Workplace

What do we mean by EQ or Emotional Intelligence?

Emotional intelligence (EQ) is the ability to understand and manage your own emotions, and recognise and influence the emotions of those around you. It involves being self-aware, having self-control, being motivated, empathetic, and possessing strong social skills. EQ helps you navigate social complexities, build meaningful relationships, and achieve your goals. While the term “emotional intelligence” was first coined in 1990 by researchers John Mayer and Peter Salovey, the concept gained widespread popularity with Daniel Goleman’s 1995 book, “Emotional Intelligence.” It’s a key skill for success in both personal and professional life, impacting leadership, teamwork, and overall well-being.

In Today’s Complex Workplace…

Today’s working environment is all about building trustful relationships with the people around you. To have the confidence for authenticity at work relies on high level of EQ – to be not only self aware, but also aware of the emotions of colleagues and customers. This will lead to:

  • Purposefulness; this leads to lower attrition and greater motivation and effective collaboration
  • Greater levels of diversity and inclusion for all;
  • Far more efficient collaboration;
  • Higher levels of productivity;
  • Greater customer care, especially when working with vulnerable customers 
  • Greater sales conversion – one mouth, two ears! Negotiation skills mastery and ability to influence.  

When the above are aligned, companies can expect greater operational efficiency, the creation of ‘customer stickiness’ all leading to better business outcomes. 

Impact to the business is significant & will continue to worsen

These new workers cant:

  • Name and understand feelings,
  • Recognise recurring patterns of thought or behavior
  • Weigh the pros and cons of decisions
  • Navigate feelings
  • Stay motivated by meaningful values
  • See new possibilities
  • Empathize with others, and
  • Feel connected to a bigger purpose (not motivated by career progression) 

Resulting in:

  • Inability to form relationships or rapport with customers – sales and retention decline;
  • Inability to communicate with colleagues;
  • Procrastination resulting in low Task Time to Value (productivity);
  • Projects suffer, customers lose trust;
  • Absenteeism & attrition is high
  • Sales revenues are hit
  • Operational costs soar
  • Lack of career motivation results in apathy, resulting in a lack of management resource.
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