Last Updated on June 3, 2024 by Dave Schoenbeck
In 1998, psychologist Daniel Goldman wrote an article stressing the value of emotional intelligence in leadership. Many managers and CEOs need to pay more attention to this vital quality. Still, according to TalentSmart, 58% of success in every type of job can be explained by emotional intelligence, making it the strongest predictor of performance in employees and leaders alike.
Why Is Emotional Intelligence Important in Leadership?
Goldman writes, “The most effective leaders are all alike in one crucial way: They all have a high degree of what has come to be known as emotional intelligence… Without it, a person can have the best training in the world, an intelligent, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader.”
Emotional intelligence in leadership requires a deep understanding of our own emotions and the ability to recognize and influence emotions in our team. According to the World Economic Forum, emotional intelligence in leadership is a compound quality of four traits: self-awareness, self-management, social awareness, and relationship management.
Emotional intelligence is essential in leadership because it is vital to creating a harmonious workplace. When you can read and relate to the people around you and keep your emotions in check, you can easily prevent outbursts, understand your team’s needs, and resolve interpersonal conflict.
Improving Meetings with Emotional Intelligence in Leadership
Emotional intelligence in leadership isn’t just great for improving your relationships with your employees. Believe it or not, it can also improve your meetings. A study by the UIA discovered that 55% of participants reported higher levels of job satisfaction when they felt productive at work. They found that constructive meetings were one way to achieve this feeling.
Conversely, unproductive, unnecessary meetings can foster resentment and prevent your employees from completing their other tasks. Conducting meetings well can significantly impact your team’s morale. If you demonstrate emotional intelligence in leadership, you can transform your team meetings into a haven for collaboration and connection.
Truthfully, meetings are only as successful as their facilitators. You can change the game by expressing thoughtfulness, empathy, respect, and understanding. Try these sensitive leadership tips in your next meeting to impress your direct reports.
Ask yourself if the meeting is essential. Be aware that taking time away from your employees’ other tasks to meet with them can be stressful—make sure it will be worth their while. Only invite the participants who genuinely need to attend.
- Respect your employees by respecting their time. Before the meeting, send an agenda with a clearly stated purpose and expectation for the outcome. A common mistake is to send out the topic of the meeting, but that doesn’t give your employees enough time to prepare. No one likes being blindsided in front of their colleagues.
- In addition, send out any relevant reading material beforehand. If you ever find yourself “catching everyone up” at the start of the meeting, you have wasted your participants’ time.
- Leaders need to be punctual. Too many executives arrive late, making everyone wait. That means you, too! Meeting organizers should always arrive on time. A lack of punctuality shows a lack of regard for your employees’ schedules.
- Insist on participant rules. Cell phones should be on vibrate, laptops should be off unless needed, and if it’s a virtual meeting, everyone should mute themselves when not speaking. Establishing rules is not an imposition; ensuring everyone gets the most out of their time together is essential.
- Manage the pace. The first topic on the agenda is always the biggest time-eater. Everyone wants to be heard on the first topic. Stay in control and manage the timing.
- Read the room. If tensions are running high, diffuse them. If morale is flagging, give it a boost. Be generous with your praise for a job well done. Do your best to vent pressure and adapt your meeting style to the group’s needs.
- Help others participate. Some employees don’t feel as comfortable speaking up in front of others, especially if the other participants have no trouble interrupting or talking over them. Call on people when they seem to have something to say.
- Control your responses. If you disparage an employee’s idea, they will likely not be eager to speak up again. Be respectful even when it’s clear that an idea is not what you’re looking for.
- Be clear. Avoid any ambiguity about the resolution and the action items from the meeting. Meetings are about execution. For a meeting to be worthwhile, you’ll need to ensure you’ll be on the next steps, personal accountability, and action.
Are you frustrated that your team doesn’t respond effectively to meetings? Developing your emotional intelligence in leadership can help you maintain meeting harmony and significantly impact your direct reports. Click here to fill out my contact form, and let’s schedule a video call to work on the effectiveness of your communication.
Coach Dave
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