What do you do if your airport management team lacks emotional intelligence?

1 Assess your team's EI

The first step is to evaluate the current level of EI in your team, and identify the strengths and weaknesses of each member. You can use various tools and methods to measure EI, such as self-assessments, 360-degree feedback, behavioral observations, or psychometric tests. The goal is to get a clear picture of how your team members perceive and express emotions, how they relate to others, how they cope with stress, and how they adapt to change.

2 Provide training and coaching

The next step is to provide your team with opportunities to learn and practice EI skills, such as self-awareness, self-regulation, empathy, social skills, and motivation. You can organize training sessions, workshops, or online courses that cover the basics of EI and how to apply it in airport management scenarios. You can also offer individual or group coaching sessions, where you or an external coach can give feedback, guidance, and support to your team members on their EI development.

3 Model EI behaviors

The third step is to lead by example and demonstrate EI behaviors in your own actions and interactions. As an airport manager, you have a significant influence on your team's culture and climate, so you need to show them how to handle emotions effectively and appropriately. For example, you can express your feelings honestly and respectfully, listen actively and empathetically to others, resolve conflicts constructively, praise and reward good performance, and seek feedback and improvement.

4 Create a supportive environment

The fourth step is to create a work environment that fosters and reinforces EI among your team members. You can do this by setting clear and realistic goals, expectations, and standards for your team, and providing them with the resources and autonomy they need to achieve them. You can also encourage collaboration, teamwork, and mutual respect among your team members, and celebrate their achievements and successes. Moreover, you can promote a positive and healthy work-life balance, and offer your team with stress management and wellness programs.

5 Monitor and evaluate progress

The final step is to monitor and evaluate the progress and impact of your EI improvement efforts. You can use the same tools and methods that you used to assess your team's EI at the beginning, and compare the results over time. You can also track other indicators of EI, such as employee engagement, satisfaction, retention, productivity, quality, safety, and customer feedback. The aim is to measure the return on investment of your EI initiatives, and identify areas for further improvement or adjustment.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?