A number of years ago anyone in the business world who suggested that how you managed your own and others emotions had a direct impact upon the results you and the business were getting would have been laughed at.
It was all about action, action, action! None of this emotional rubbish – far too touchy, feely for us hardened business people!
Boy, but how that has changed!
Since Daniel Goleman started to gain prominence with his work on Emotional Intelligence in the 90s, we have come to realize and recognize the direct correlation of emotional maturity and sustainable business results.
My own experience of working with clients on developing emotional intelligence in their businesses has been fascinating.
I have seen at first hand how effective development of emotional intelligence has really helped CEOs to become more effective leaders, and management teams become more effective at delivering results.
When managers really begin to understand how emotional intelligence works and how it contributes to outstanding individual performance, it just takes off in an organization.
But don’t just take my experience for this phenomenon!
Research undertaken by Martin Seligman, considered by many as one of the leading modern psychologists, proved that insurance agents who had learned to manage their own emotions, outsold those who had not, by 8% in the first year and 31% in their second year.
That’s fine, say you, that is key to a salesperson – but would it make any difference to a non sales/customer facing role?
The answer is a resounding – YES. Increasing emotional intelligence improves performance even in the most high tech of situations.
In fact, Goleman did a study in the technology sector and his findings were that the top 6 competencies that separate the star performers from the average are – and they are in this order, and the order is important:
- Strong achievement drive and high achievement standards
- Ability to influence
- Conceptual thinking
- Analytical ability
- Initiative on in taking on challenges
When you look at that list only conceptual thinking and analytical ability can be described as intellectual competencies.
The rest, and including the top 2, have everything to do with emotional competency.
So, for those who need hard-nosed research and data, well, it supports my statement that your managers, and you, can really shift a gear in terms of performance and sustained delivery of goals, if attention is paid to the development of emotional intelligence.
Would you welcome a step change in your results? Well, contact us here, and we will start that conversation that will lead to a change in behavior, thereby delivering improved results – year after year!
Also, if you want to get more tips and strategies, then drop your name and email in the box below and we will stay in touch!