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gettyIQ has long been a measure of one’s ability to reason, solve problems, and think abstractly. Your IQ will help get you into college and land your first big gig, but it’s your emotional intelligence (EQ) that will help you move into leadership, bolster your personal brand and excel in your career.
What is Emotional Intelligence?
According to Mental Health America, “Emotional intelligence is the ability to manage both your own emotions and understand the emotions of people around you. There are five key elements to emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills.”
The Impact of EQ in Leadership
In Richard Branson’s Ask Richard LinkedIn Newsletter, Branson was asked whether IQ or EQ is more important in business success. Branson replied, “Being emotionally intelligent is more important in every aspect of life. Being a good listener, finding empathy, understanding emotions, communicating effectively, treating people well, and bringing out the best is critical to success. It will make for a happier and healthier team, too.”
Because emotional intelligence enables you to build deep trusting relationships, it becomes more and more important as you take on more responsibility and lead projects or functional teams. New leader development expert, Melissa Janis says, “EQ doesn’t become more important just because the stakes are greater. The higher you climb up the corporate ladder, the less visibility you have on what’s happening in the organization and the more people are inclined to give you an idealized version of the truth. This is where EQ comes in, helping you read between the lines and create an environment that encourages openness and candor. EQ enables you to land messages that resonate with your team and stakeholders.”
Emotionally Intelligent Leaders Engage Teams
Being emotionally intelligent enables leaders to build trust and connection with their people which translates to increased engagement. In a study conducted by HP, a staggering 83% of employees expressed a willingness to earn less if it meant a happier work environment. They indicated that they would forgo as much as 11% of their salary to work under leadership that demonstrated high emotional intelligence. This sentiment underscores the profound impact of emotionally intelligent leaders on employee engagement, satisfaction, and retention.
Leadership Development Must Focus on EQ
Unlike IQ, which remains relatively constant throughout one’s life, EQ can be developed and honed over time. Despite its significance, a GE study revealed a disconnect between top executives and entry-level employees regarding leadership development. While 90% of C-Suite executives believe their companies foster strong leadership, only 68% of entry-level employees feel the same. Surprisingly, only 20% of employers offer empathy training, a crucial component of EQ, according to the Wall Street Journal. In a world where AI and other tech is rapidly changing the workforce and virtual/hybrid environments are reducing connection and team cohesion, leaders need to amp up their humanity.
As technological advancements redefine the workplace, leaders need to amplify their emotional intelligence. The rising prominence of AI (ChatGPT, Claude, etc.), coupled with the challenges of virtual and hybrid work environments, makes human connection and cohesion more critical than ever.
To Grow Your EQ Become Self-Aware
The first step in becoming a highly emotionally intelligent leader is becoming fully self-aware. Self-awareness is the foundation of all emotional intelligence skills and essential for authentic leaders. Although most people believe they are self-aware, research suggests that only 10-15% of people truly are. Being self-aware requires looking for yourself from two angles:
Introspection.
It’s important to be self-reflective and understand your strengths, weaknesses, values, and purpose. Self-reflection is vital for discerning personal preferences and recognizing areas of growth. Janis adds “You may also consider using psychometric tools, such as the Hogan assessment, to evaluate your emotional intelligence (EQ) and gain insight into your emotional strengths and areas for improvement.”
Input.
To be fully self-aware, you need to solicit ongoing feedback from managers, peers, mentors, and colleagues. This helps you validate your self-perceptions and identify any blind spots that could impede your success as a leader.
If you’re new to leadership or pursuing a role in leadership or just want to be more successful and happier at work, put together your EQ professional development plan.
William Arruda is a keynote speaker, co-founder of CareerBlast.TV and creator of the 360Reach Personal Brand Survey that helps you get candid, meaningful feedback from people who know you.