04:52
Faizan
For so many decades we've been taught that Intellectual Intelligence (IQ) is what gets us places in the corporate world, yet nowadays we are seeing that it is more Emotional Intelligence (EQ) that gets us places. IQ is what gets us our position, EQ is what enables us to keep our position and become a great leader.
However we are not taught EQ skills at school, nor at Varsity and certainly not in the workplace. At least not until recently when mentoring and coaching started becoming a profession. And even then, it has only really been aimed at the Senior managers and Executives of an organisation.
Its a known fact that the higher up the corporate ladder you climb, it is more about EQ and less about IQ as your day to day duties largely revolve around managing people, teams and divisions to ensure deliverables and business objectives are met.
So what is being done to help the newly appointed junior managers to develop their EQ skills and become better managers and leaders?
If they are the future of a business and are being groomed to take the lead at some point, then surely it should be key for them to as eligible for the development of EQ skills?
There is a huge need to help up and coming managers develop their EQ skills to become better managers. Often they struggle with the transition from being on the same level as their peers to at times having to manage those very same peers.
By becoming self aware of our own emotions and what drives our actions and behaviour, we can better self manage as well as others who come into our space by being conscious and aware of the relational space between two people. This is termed as Self Mastery.
If we can practice self mastery in our personal and peer relationships, not only do we become a better, more authentic person, but we also have better quality relationships. Self Mastery teaches us important skills such as: effective communication, hearing vs. listening, conflict and diversity management, empathy, compassion and understanding. It also helps create trust and safety in relationships.
However we are not taught EQ skills at school, nor at Varsity and certainly not in the workplace. At least not until recently when mentoring and coaching started becoming a profession. And even then, it has only really been aimed at the Senior managers and Executives of an organisation.
Its a known fact that the higher up the corporate ladder you climb, it is more about EQ and less about IQ as your day to day duties largely revolve around managing people, teams and divisions to ensure deliverables and business objectives are met.
So what is being done to help the newly appointed junior managers to develop their EQ skills and become better managers and leaders?
If they are the future of a business and are being groomed to take the lead at some point, then surely it should be key for them to as eligible for the development of EQ skills?
There is a huge need to help up and coming managers develop their EQ skills to become better managers. Often they struggle with the transition from being on the same level as their peers to at times having to manage those very same peers.
By becoming self aware of our own emotions and what drives our actions and behaviour, we can better self manage as well as others who come into our space by being conscious and aware of the relational space between two people. This is termed as Self Mastery.
If we can practice self mastery in our personal and peer relationships, not only do we become a better, more authentic person, but we also have better quality relationships. Self Mastery teaches us important skills such as: effective communication, hearing vs. listening, conflict and diversity management, empathy, compassion and understanding. It also helps create trust and safety in relationships.
Posted in: business
