Leadership is not just about making decisions and giving orders. It's about understanding and connecting with people.
Let me tell you the story about John.
John was a highly skilled engineer who was promoted to a leadership position in his company. He was an expert in his field, and his technical knowledge was beyond reproach.
However, he struggled to connect with his team members, and his leadership style was authoritarian. He would often bark orders and criticize his team members in public. His team members felt demotivated and disrespected.
One day, John was assigned a new project, and he was given a team of highly skilled engineers to work with. However, this time, he decided to change his approach. He realized that he needed to connect with his team members on an emotional level to get the best out of them.
He started listening to their concerns, acknowledging their contributions, and providing positive feedback. He also started recognizing their achievements publicly and encouraging them to take ownership of their work.
The result was astounding. The team was more engaged, motivated, and productive than ever before. They felt valued and respected, and they were willing to go the extra mile to achieve success.
John's emotional intelligence had transformed his leadership style, and the results were evident.
Here comes some Dos and Don'ts of Emotional Intelligence in Leadership
Dos:
1. Listen actively: Leaders who listen actively can understand their team members' concerns, needs, and aspirations. They can also provide feedback that is constructive and helpful.
2. Acknowledge contributions: Leaders who acknowledge their team members' efforts and achievements help to boost morale and create a sense of belonging.
3. Provide positive feedback: Leaders who provide positive feedback help to build self-confidence and encourage their team members to take ownership of their work.
Don'ts:
1. Criticize in public: Criticizing your team members in public can be demotivating and embarrassing. Leaders who criticize in public risk damaging their team members' self-esteem and trust.
2. Ignore concerns: Ignoring your team members' concerns can lead to frustration and disengagement. Leaders who ignore their team members' concerns risk losing their trust and respect.
3. Micromanage: Micromanaging your team members can be counterproductive. Leaders who micromanage risk stifling creativity and innovation, and they can also create a sense of distrust and resentment.
Conclusion
Looking at the story above you can draw following conclusions.
In the end, it was John’s emotional intelligence that helped him achieve success.
He had the technical skills and knowledge, but it was his ability to connect with others that really made the difference.
John knew that success wasn't just about getting the job done; it was about building strong relationships and creating a positive work environment.
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