Que faites-vous si vos collègues ne sont pas réceptifs à l’intelligence émotionnelle ?

Ironically, the act of assessing whether your colleagues are unreceptive to EQ is a sign of EQ. Not every bad attitude or poor behavior rises to the level of a work challenge. Sometimes, people have bad days or are dealing with situations at home. A good leader must determine whether an unpleasant work scenario is just a passing phase, or represents a deeper problem. In either case, there are solutions.

Emotional Intelligence is an extremely important life skill in my opinion. It is not only helpful in work settings but in your personal life as well. Therefore it is important that organizations have EI champions who work towards explaining its importance to all and specially focusing on the ones who do not understand its importance. Self Awareness and Self Regulation can have the most profound impact on someone personal effectiveness in any setting.

In case your colleagues aren't open to emotional intelligence, it's crucial to set a positive example. Keep demonstrating empathy, active listening and constructive communication, regardless of their reaction. Furthermore, think about offering resources or arranging workshops to encourage emotional intelligence among the team. Initial open discussions about the advantages of emotional intelligence at work can also gradually cultivate a more accepting atmosphere.

While assessing the situation I think identifying the element of emotional intelligence where responsiveness is missing is important for any action taking. If we agree that elements are self-awareness, self-regulation, motivation, empathy, and social skills we may assess the situation against them and create focus. This would lead to deeper insights increasing the effectiveness of our approach. Overall, discussing a situation where an EI element was missing and was experienced by an EI not-receptive person, might be an effective way to reflect on the benefits of EI and support behavioural/mental change towards EI.

Role modelling is key here: Demonstrating positive interactions, use inclusive language and communicate. Showcase empathy to all, despite how this might be received. Show genuine interest in your colleagues. Try to understand why your colleague isn’t open to emotional intelligence. Listen and feedback and offer suitable training if available Try and cultivate a team atmosphere where emotional intelligence is valued.

El modelado de la excelencia, lo cual incluye a la inteligencia emocional, es muy efectivo cuando una persona usa estas habilidades de cara a si mismo y a su equipo. De esta manera se puede ver como adquiriendo estos comportamientos se ayuda a la resolución de conflictos, a una buena comunicación o a la cohesión en los equipos.

This step is effective after person demonstrates awareness of the impact of their actions and is willing to work towards achieving better outcomes. Sometimes people know what they need to achieve. They may not know how to do it. When we model the behaviour we are able to demonstrate what is expected. Activities like role playing are extremely effective and useful especially when it is used to model tone of voice, vocabulary, body language and facial expressions.

This is skill that definitely develops through experience. Helping colleagues gain exposure to a variety of situations will help. Different situations require different responses.

Feedback is effective when the two preceding actions are taken care of first - assess the situation - model the behaviour Feedback is like a rudder. It helps to guide and nudge a person towards what we expect of them. If there is mismatch or misunderstanding with expectations then feedback alone may not give you the desired results. However if the expectations are well communicated, understood and agreed upon then you can choose between two kinds of feedback. Motivational feedback if the person is doing well or developmental feedback if some course correction is required. To get the best from people appreciate them when they do something right(motivational). Remember, what is rewarded is often repeated.

There is skill associated with providing effective feedback regarding Emotional Intelligence. In my experience, I have referenced specific behaviour and have asked my colleague how they may have handled the situation differently to get a different outcome. This approach has allowed me to be a guide through this process.

Al proporcionar retroalimentación para mejorar la inteligencia emocional, se deben comentar los aspectos positivos que tiene y el hecho de que su uso mejora la relación con uno mismo y con los demás. Esto debe hacerse con respeto, porque no todos tenemos la misma apertura a acoger estas habilidades. También haciendo preguntas abiertas acerca de su opinión sobre el impacto que pueda tener en su vida la inteligencia emocional y poniendo ejemplos positivos sobre los resultados de su aplicación en otras personas, tanto a nivel personal como profesional.

Forget about working on your push factors on EI when the readiness isn’t there, work on your EI pull factors. Let them experience consistently the effectiveness of EI toward decision making and better quality performance. That forms the basis of your EI pull factors. Celebrate EI wins, big or small loudly to reinforce the pull factors.

Another approach to dealing with colleagues who need to be more receptive to EQ is to lead by example. Showcasing your emotional intelligence in your interactions can inspire your colleagues to follow suit. EQ involves actively listening to their concerns, offering support and encouragement, and resolving conflicts constructively. You can motivate your colleagues to adopt similar behaviors by demonstrating the positive outcomes of practicing EQ.

Leverage data to support the business value of good emotional intelligence and the competitive advantage this brings. Consider the motivators and language your audience speaks and mirror that with a strong argument supported by data.

Emotional intelligence (EI) plays a crucial role in workplace dynamics. Here are some strategies to navigate this situation: Self-Awareness: Be aware of your own emotions and reactions. Don’t let their lack of EI affect your own behavior negatively. Self-Regulation: Practice self-regulation by managing your responses. Avoid engaging in negativity or drama. Clear Communication: Communicate your needs and preferences assertively. Let them know how their behavior impacts you. Limit Exposure: If possible, limit your exposure or interaction with colleagues who lack EI. Seek Support: Reach out to other colleagues or managers for support if needed.

Not all colleagues may be receptive to the concept of emotional intelligence (EQ), which can hinder teamwork and productivity. In such situations, it is important to approach the issue with empathy and understanding. One strategy is to educate your colleagues on the benefits of emotional intelligence and how it can positively impact their work relationships and overall performance. By providing concrete examples and case studies, you can help them see the value of developing their EQ skills.

Well, Emotional Intelligence is made up of quite a few areas. Are my colleagues unaware and lack in all those areas. Or is it one or two areas which are weak. I will prefer to understand that first. And then as a human who can be excellent in every parameter. If I consider myself good with every parameter then it would be my responsibility to understand those weak areas of my colleagues and shift my communication accordingly so that I will reach them effectively.. RS