The old style ‘Command and Control’ Leadership style is facing pushback. These uncertain times call for Leaders who Lead with Emotional Intelligence (EQ)

Alt txt - A visual representation of the four components of Emotional Intelligence (EQ) by Dr. Daniel Goleman: Self-Awareness, Self-Management, Social Awareness, and Relationship Management, highlighting key traits and abilities essential for effective personal and professional interactions.

• PHYSICIAN HEAL THYSELF - Leaders are often taught how to lead others, how to motivate and inspire others, how to bring out the best in others and yet few are taught to look within themselves first.

• Lack of self awareness - Many leaders falter when it comes to reading non-verbal communication or reading the room often because they lack self-awareness. After all, if you cannot even understand yourself, your behaviour, what triggers you, the impact your behaviour has on others, or what motivates you, how can you understand other people and, their behaviour? This lack of self awareness is not comfortable to watch especially when arrogance is then used to cover up insecurity or embarrassment. The behaviour continues unabated when such leaders surround themselves with yes people who tell them what they want to hear. Any voice of dissent is silenced or shoved aside.

• Knowing your weaknesses is empowering - Not many leaders are aware of their weaknesses so few will be aware that this insight is actually empowering because it enables you to control the narrative. A quick 360 degree feedback assessment would be a good first step towards enabling you to know which areas you need to focus on to improve your leadership performance and style.

• Emotional Intelligence (EQ) is becoming increasingly recognised as an important factor in leadership success with the by-product often being: collaboration, innovation, and inclusion.

• Relationship building - Once you know yourself and your weak points and how to manage these, then it is often easier to understand others - be they colleagues, friends or partners. EQ is therefore a critical aspect of relationships. It helps leaders understand the emotions of their team members which builds better relationships with them. This, is turn, helps to build trust, respect and a more positive work culture

• Communication skills - EQ led leaders are able to understand the emotions of others and respond in a respectful, supportive and empathetic manner. They are better equipped to communicate effectively with their team members. This communication can be through: verbal, non-verbal, as well as listening skills

• Listening - One of the biggest EQ strengths is listening – even to those with whom we profoundly disagree. The aim of such conversations is to listen and understand the other person’s view rather than to persuade them of our view or become persuaded by theirs. One of the best forms of persuasion is, listening, reading the room and then behaving appropriately. This may mean you letting the other person speak to their heart's content, allowing them to get their concerns off their chest no matter how ridiculous they may sound to you. People just want to be heard. If you lead or live with EQ then you will already know or understand why that person holds those (particular) views or beliefs. The goal is not to start a debate with them. Instead, wait until they are have said what they want to say, summarise their points to ensure you have not misunderstood them and then ask them a few open ended questions.

• Conflict Resolution - EQ leaders are better equipped in the area of conflict resolutions (see above). They are able to de-escalate situations, be open to having uncomfortable conversations, find common ground, and help team members, friends or partners work through issues effectively

• Motivating team(s) - Covid-19 has changed the landscape of work and workers’ views of work and work-life balance. People now expect to work for organisations which offer healthy emotional and inclusive work cultures. Companies that fail to address or make changes to their cultures and leadership styles risk not only losing top talent but also risk creating “only the strongest survive” toxic cultures

• Purpose driven Talent - Many workers (especially Gen Z) are purpose driven. This means new leadership styles will require a shift from transactional (command & control) management styles to transformational (EQ growth mindset)

• Just as software requires regular updates, EQ is an ongoing process that can lead to improved communication, better relationships, and greater resilience in the face of challenges. It is an essential skill for effective leadership. By taking 360 degree feedback assessments, leaders become aware of their weaknesses, which helps them develop greater self-awareness which in turn, helps them become more effective leaders who are able to lead in a style that is relevant for these times.

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ABOUT ME - I'm a Consultant specialising in ‘Inclusive Leadership and AI’ advising C-Level executives, leaders, and those in succession, on navigating the dynamic intersection of leadership, technology and inclusivity. Learn more about me HERE