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Emotional Intelligence Is Your Superpower

Emotional Intelligence Is Your Superpower

Let’s take a second to imagine that your team is behind on completing their deliverables. Many team leads would point fingers, yell, and rush everyone to get the job done.

But that’s not you.

You know that in times like these your team needs you most. You step up to motivate them and inspire them to nail every detail of that brief.

That’s your superpower, and that’s what — according to this Harvard Business School post71% of employers look for beyond technical skills.

It’s emotional intelligence (EQ). It’s the ability to understand and regulate your emotions, as well as recognize and impact those of others.

The Must-Haves of Emotionally Intelligent Leaders

Here’s how EQ impacts your leadership:

Self-awareness: Leaders with high self-awareness can recognize their emotions and triggers during conflicts. This allows them to remain objective, avoid getting defensive, and facilitate a constructive discussion that leads to a solution. It helps them transition from reacting impulsively to responding thoughtfully.

Empathy: Seeing things from the team members’ perspectives allows leaders to understand their needs and speak their language. This allows them to offer constructive feedback in a supportive and encouraging way, which not only helps them learn and grow but also makes them feel seen and heard.

Relationship management: When leaders follow through on their words and invest in the potential of others, they build trust and foster a collaborative environment. By managing relationships with their team members and among the members themselves, they empower them to strive to deliver better results.

Good News: It Can Be Learned and Developed.

Like all other skills, emotional intelligence can be boosted and enhanced to make you a better leader. 

Practicing these simple tips can go a long way:

  • Actively listen: Don’t listen to respond. Ask questions to understand, and pay close attention to what your team member says. Try “Can you tell me more about this” instead of interrupting them mid-conversation.
  • Use “I” statements when expressing concerns: Instead of pointing fingers, express how a certain situation impacts you. For example, say “I am concerned about the recent performance metrics. Let’s see how we can improve them” instead of “Your posts are not performing. Fix it.”
  • Focus on solutions: Discuss the conflict, but don’t dwell on it. Shift the conversation to how this problem can be solved, suggesting a workflow that addresses major concerns.
  • Acknowledge and validate emotions: Don’t diminish and dismiss members’ feelings. Saying “It’s frustrating when things don’t go according to plan. Let’s brainstorm together to get back on track” is more effective than “Why are you being so sensitive? You should’ve been used to this by now.”

Remember, leaders aren’t born — they’re crafted. Becoming a more emotionally intelligent leader is an ongoing process that not only elevates your leadership skills but also impacts your entire organization.