O que fazer se seus líderes não tiverem inteligência emocional?

I would say, if the Superior one in hierarchy is not emotionally intelligent than, he/she could be a Boss but not a Leader. In my view, it is one of the pre-requisite for a leader to be emotionally intelligent else he/she would be unable to connect with the team which will result absence of bonding with the team.

During the conversation you notice the Coachee lacks empathy, concern, well, it's fine! Everybody in the world is wired differently. Secondly, assess how is it impacting the Coachee's life at work and personally especially. If the impact is too pronounced, and the Coachee is still not too bothered, then this requires more than Coaching. But if the Coachee is willing to incorporate small versions of emotions, change and improve their lives, then great, you are on the right track. Coaching would take the right direction now!

If leaders lack emotional intelligence, it's essential to provide feedback in a constructive and non-confrontational manner, highlighting the importance of emotional intelligence in effective leadership. Encourage them to engage in self-awareness activities, such as assessments or coaching, to enhance their emotional intelligence skills. Additionally, leading by example and demonstrating empathy and emotional intelligence in your own interactions can inspire them to improve.

You’ve noticed your leaders lack emotional intelligence. Of course that impacts the feels of the team, but maybe it doesn’t matter too much in this instance. To assess the gap, ask yourself three questions: 1. Is the person generous, curious, and optimistic; if so, even if they lack EQ, their instincts may default to fair decisions which may be all you need from the situation. 2. What would you lose if you converted them to an independent contributor and elevated one of their number 2s to the people management parts? 3. Beyond the impact on their staff, is their EQ impacting business decision-making, their ability to succeed in their role related to customers/clients? The above help determine how big/immediate a problem their EQ is.

When leaders lack emotional intelligence, it can impact team morale and productivity. Start by fostering open communication and providing feedback sensitively. Encourage leaders to develop self-awareness, empathy, and social skills through coaching or training programs. Lead by example, demonstrating empathy and understanding in your interactions. Consider implementing emotional intelligence assessments or workshops to cultivate these skills organization-wide. Remember, it's a journey, not a quick fix, but investing in emotional intelligence pays off in improved relationships and performance.

Renowned psychologist Daniel Goleman once stated, "Every human behavior is 80% emotional and 20% logical." This assertion underscores the profound influence of emotions on our actions. Studies by Yale psychologist Peter Salovey and John Mayer affirm this, popularizing the concept of Emotional Intelligence (EI). Research indicates that 90% of top performers in various fields exhibit high EI levels. Moreover, emotions drive decision-making processes, with emotional factors outweighing rationality in pivotal choices. First the leaders needs to be acknowledged for his emotions, and that will create a ripple effect in the team downline.

If your boss lacks emotional intelligence, you will have to double it to compensate. Your job I not to coach your boss, you would get in trouble if you try. Being able to strive with a low EI boss is a skill you can develop. Imagine what you will achieve when you get a better boss!

Constructive criticism fuels workplace growth. Peter Drucker stresses effective communication as the key. Specific, actionable feedback, focusing on behavior, not personality, is crucial. Carol Dweck's growth mindset research underscores its role in resilience. Constructive feedback fosters innovation, transparency, and accountability. It requires empathy and tact, empowering individuals to learn and evolve, fostering a thriving workplace culture.

If your leader is lacking to build an emotional intelligence bank account with you , it simply means he/she are not supporting you as you might expect them to do , might no show compassion and not empathizing which all might end up leaving you not appreciating their way of leading your way ! Honest feedback might be the key to have this type of leaders to be more considerate and to build trust and an emotional bank account with you in order to have a healthy business relationship the way forward!

You have to be very careful when giving feedback to a low EI boss, as he/she will not get it. For me the best way to do it is by talking about other team members asking your boss what emotions this team member is having, and giving your point of view. This is a slow process but much safer.

Business owners and entrepreneurs embody the role of a coach rather than just a boss. They inspire, mentor, and empower their team members to reach their full potential. Like a coach, they provide guidance, support, and encouragement, nurturing individual strengths and fostering a collaborative environment. This approach reflects the philosophy of leadership advocated by successful entrepreneurs like Richard Branson, who emphasizes the importance of empowering employees and building a strong team culture. As coaches, business owners prioritize employee development, recognizing that investing in their growth yields long-term benefits for the organization.

Encouraging peer learning from induction is vital in business. Assigning an onboarding buddy to new hires fosters a collaborative culture. Buddies provide insights into company norms and processes, accelerating integration. Peer learning promotes camaraderie and knowledge sharing, enhancing individual and organizational growth. It reflects a commitment to employee development, fostering innovation and adaptability. Embracing peer learning cultivates a dynamic workforce poised for success in a rapidly evolving business landscape.

It is hard to 'teach' emotional intelligence - I believe the best way to change behavior is to model it, giving the individual real life examples of how to handle a situation. Share stories of experiences you had which maybe didn't go so well and how you adjusted so they can learn from your past mistakes..

There are some leaders or managers who continue to lack ei. They maybe should play another role. We had a client who came to us about their marketing director. She was brilliant at marketing but hopeless with people. She would lose 50% of her staff every year. What did we do? It is simple really. We took away her manager role, and got the person in the team who was best with people to take on the manager role. And who was absolutely delighted with this approach. Yep, the marketing director as she got to do what she was best at, marketing, and didn't have to deal with people.

Emotional intelligence requires to have a ceiling on knee jerk reactions, inculcating measured responses to situations and not reactions. It’s not easily attainable, even though zillion frameworks have been written to attain it. One gains it by practice; culmination of a number of things 1. Does one really have a Watch (check on words, actions, thoughts, character & habits) 2. identify blind self - how is one behaving to situations, incidents 3. Develop active listening, seeking feedback from others. 4. Weigh the cultural aspects, imbibe them - for eg losing a pet in western world is as devastating as losing a family member. Have instant play back mechanism & feedback rather than waiting for ceremonious half yearly or annual appraisals.

Better leadership comes from holistic understanding of all three levers driving people actions - logos, pathos and ethos. Emotional intelligence, which is the pathos piece, helps self regulate leaders in their actions involving other people. For some it comes naturally . For others it has to be uncovered and nurtured by other leaders / coaches / mentors . Instilling an awareness and value of emotional intelligence in others also requires the presence of emotional intelligence as it cannot be explained rationally. However this is one of the most crucial aspects of enabling leadership development.

Communication. Role modeling Help them understand the people angle and that all go through emotions and how to respond than react

Address it immediately…leaders possessing no emotional capacity and/or intelligence is a recipe for failure…culturally, operationally, strategically, etc. Key employees will leave and those that remain will be disenfranchised. It will become the elephant in the room. Corporate world can take some significant leadership lessons from the military and sports worlds when dealing with emotional intelligence and capacity on all levels.

I teach leaders how to become better leaders by teaching them (1) how to have empowered accountability (2) how to enhance and manage relationships (3) how to improve their commitment to self (4) improve their mindfulness (5) learn the art of acceptance and (6) improve their self-care and wellness. Building effective leaders should focus on mastering self, team leadership and aligning with their core values and purpose. This lays a foundation for continued growth and success. While we think we can't teach emotional intelligence, it's more about positioning leaders in a way for confidence and success. Their emotional intelligence will grow when they are in environments and have mentors to support it.

Once you train and offer coaching to leaders to help them not only understand the concept and importance of EQ as a leader and provide resources to help them develop it at an individual level as through coaching. The next and often overlooked step is to encourage them take an active role through self reflection to gain a better understanding of their emotions, reactions, and communication style. Journaling is a powerful way to supplement coaching and training to help facilitate this process.

Before we jump in and assume another leader doesn’t have EQ, ensure that your assessment is correct and you’re not the one missing the mark. Then go through the steps listed, ask open ended questions. Most leaders who are “lacking” this skill set I’ve found that their language differs from mainstream. Those who truly lack this, after intervention has been provided consider no longer having them on the team. Bad culture eats strategy/business for breakfast.