Emotional Intelligence – The Hard Truth About Soft Skills
Emotional Intelligence – The Hard Truth About Soft Skills
To advance in technical organizations (e.g., engineering, information technology, finance), proficient technical skills are ‘table stakes.’ However, technical skills alone will not take you to the top of the career ladder. The highest performing leaders possess Emotional Intelligence, a term popularized by Daniel Goleman in his book of the same name. He defined emotional intelligence as “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.”
In the April 2007 issue of PM Network magazine entitled Beyond the Hype, the author recommends that you take an emotional intelligence quotient (EQ) assessment to "get a base reading." Generally, this type of assessment measures your current level of awareness, your skills and competencies, and how you view the world and what you value within it. I use the word 'generally' because there are over 60 different emotional intelligence inventories and assessments currently available.
Regardless of the EQ assessment you select, the results can help you target one or more areas for development and improvement. And, here's the great news – almost everyone can increase their level of emotional intelligence. The assessment delivers the first step, which is awareness. Once you are aware, you choose to change – or not.
Let's say that you want to improve your social competence by becoming a more active listener. Here is an example of a step-by-step change process:
1. Begin by picking one behavior or habit that you believe may be
getting in your way (in our example, poor listening).
2. Declare that you want to improve and establish a goal (e.g., "I
want to practice active listening in 80% of my interactions at work
and at home").
3. Tell at least one other person of your intent to improve in the
selected area (e.g., "I’ve decided that I want to become a better
listener").
4. Ask others for their support, feedback, and suggestions (e.g.,
"Do you have any suggestions that might help me?").
5. Look for opportunities to practice the new behavior ... and do it!
6. Repeat steps 4 and 5 until the more effective new behavior
becomes a habit.
I've seen this 6-step process produce positive results time and time again. Why is it effective? Because whenever you declare a specific intention to someone else, you feel more accountable. Asking for suggestions and support from other people reinforces that intention and sense of accountability. As you listen to what others have to say, you become more self-aware and gain a better understanding of the impact your behavior has on others. And finally, the built-in feedback loop will let you know when you have met your goal.
A professional coach can administer and debrief an EI assessment and provide ongoing support and coaching to speed Emotional Intelligence development.
Emotional Intelligence The Hard Truth About Soft Skills - To learn more about this author, visit Kim Freedman's Website.
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According to an article published in the July 2005 issue of CIO magazine, the primary cause of leadership failure in technical organizations is poor interpersonal skills. Talented technicians are often promoted into leadership positions without much thought as to their readiness or suitability for leading people. Unfortunately, many of these managers fail to reach their career potential due to underdeveloped soft skills.
To advance in technical organizations (e.g., engineering, information technology, finance), proficient technical skills are ‘table stakes.’ However, technical skills alone will not take you to the top of the career ladder. The highest performing leaders possess Emotional Intelligence, a term popularized by Daniel Goleman in his book of the same name. He defined emotional intelligence as “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.”
In the April 2007 issue of PM Network magazine entitled Beyond the Hype, the author recommends that you take an emotional intelligence quotient (EQ) assessment to "get a base reading." Generally, this type of assessment measures your current level of awareness, your skills and competencies, and how you view the world and what you value within it. I use the word 'generally' because there are over 60 different emotional intelligence inventories and assessments currently available.
Regardless of the EQ assessment you select, the results can help you target one or more areas for development and improvement. And, here's the great news – almost everyone can increase their level of emotional intelligence. The assessment delivers the first step, which is awareness. Once you are aware, you choose to change – or not.
Let's say that you want to improve your social competence by becoming a more active listener. Here is an example of a step-by-step change process:
1. Begin by picking one behavior or habit that you believe may be
getting in your way (in our example, poor listening).
2. Declare that you want to improve and establish a goal (e.g., "I
want to practice active listening in 80% of my interactions at work
and at home").
3. Tell at least one other person of your intent to improve in the
selected area (e.g., "I’ve decided that I want to become a better
listener").
4. Ask others for their support, feedback, and suggestions (e.g.,
"Do you have any suggestions that might help me?").
5. Look for opportunities to practice the new behavior ... and do it!
6. Repeat steps 4 and 5 until the more effective new behavior
becomes a habit.
I've seen this 6-step process produce positive results time and time again. Why is it effective? Because whenever you declare a specific intention to someone else, you feel more accountable. Asking for suggestions and support from other people reinforces that intention and sense of accountability. As you listen to what others have to say, you become more self-aware and gain a better understanding of the impact your behavior has on others. And finally, the built-in feedback loop will let you know when you have met your goal.
A professional coach can administer and debrief an EI assessment and provide ongoing support and coaching to speed Emotional Intelligence development.
Emotional Intelligence The Hard Truth About Soft Skills - To learn more about this author, visit Kim Freedman's Website.
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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John AlexanderJohn has taught keyword research and SEO skills to small groups of business owners and Webmasters from over 80 different countries world wide since 2002. John is also the Director of Search Engine Academy ; Co-director of Training at Search Engine Workshops offering live, SEO Workshops with his partner SEO educator Robin Nobles, author of the very first comprehensive online search engine marketing courses at SEO Training Online and the SEO Workshop Resource Center. I look forward to hearing from you! - Visit John Alexander's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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