Nov, 01, 2016

Why Emotional Intelligence is a Key Skill for Effective Managers

Every business owner, CEO and human resources manager knows how important good managers are for the success of their company. But often, when we talk about various managerial skills and professional experiences, one important detail gets overlooked.

Emotional Intelligence (EI) is a person’s ability to recognize the emotions of others, as well as their own, and use that information to build healthy relationships.

Like any other skill, EI can actually be developed and improved upon. Managers with high EI possess a number of critical advantages that can be extremely useful in the workplace. In fact, according to TalentSmart, 90 percent of top performers are high in emotional intelligence. Studies also show that people with average IQs but high emotional intelligence outperform those with higher IQ but lower EI 70 percent of the time.

When it comes to human resources, managers with high EI are much better at recognizing the right “fit” among job applicants. They are also very effective at understanding which job characteristics and benefits are the most important to a potential hire or a current employee.

The unique skills of emotionally intelligent managers are also highly useful when it comes to identifying any points of friction or disagreement between team members before they can affect business outcomes. Such managers can sense when an employee is dissatisfied or struggling with his or her work and can proactively help resolve such issues before they escalate.

Unfortunately, standard interview questions do little to identify a candidate’s emotional intelligence. So, the next time you interview a job applicant for a managerial position, try to pay more attention to their interpersonal skills. Ask the candidates a few questions that focus on emotions, such as:

  • Who/what inspires you?
  • If you were to start your own company, what would be your top three values?
  • Could you tell me about a time you received negative feedback from your boss?

Pay attention to how they respond. Do they shift the blame on others? Are they comfortable expressing their feelings or admitting to feeling hurt? The candidates’ responses to these questions can offer a good insight into their understanding of their own emotions and the feelings of others.

Sageview Consulting can help to implement these skills in your HR leaders and top executives.

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