Scott and Margaret show two very different people. He was always in the office for the first time, and the last time she left, she was usually very late. The rest of the team admired her, but because Margaret was kind, respectful and easy to work with. Although genius is a good genius, unfortunately Scott does not like it so much. Try it as much as possible. He is unable to get a monthly employee score.
This is where Margaret is good at it.
Despite this, although they are smart people, her strategy and empathy have in some way surpassed the amazing external thinking. Despite his optimistic outlook, Scott was unable to show the same results the company sought. When Margaret eventually became a customer service manager, Scott began to address the issue of anger management.
In the eternal battle between soft and hard skills, Margaret’s emotional intelligence has already won another battle with Scott’s IQ.
When well-managed emotions appear in the room, the reasons why genius has few opportunities and why companies must learn to use the power of emotional intelligence are as follows.
What is emotional intelligence?
Unlike IQ, EQ works internally. Emotionally sensitive people can accurately interpret the feelings of others because they can recognize, understand and manage their emotions and know exactly how to react in the most appropriate way.
Do you know how important diversity is in today’s business environment? This includes our cultural background and personal direction as well as our various ways of dealing with emotions. Like Scott and Margaret, we are both corporate employees and humans.
Emotional intelligence in work-related scenarios allows us to explore the emotions of ourselves and others. Collaboration helps you avoid conflicts and manage stress. People with peer EQ are excellent team members because they can receive signals from their peers and understand what they mean.
Key components of emotional intelligence
According to American psychologist Daniel Goleman, emotional intelligence is more important than IQ. In a 1995 book, he discussed his position through a similar title, which developed Goleman’s first framework for identifying and understanding the various components of emotional intelligence.
In short, this is what we call moving emotions. Self-awareness is the ability to recognize emotions and understand how emotions affect our behavior. A confident emotional sense determines whether you are ready to take over as your mood emerges.
The preparation for dealing with our feelings and feelings belongs to the second EQ category. Although self-awareness triggers our emotions, self-control can still confirm emotions. It controls our emotional impulses and purifies them with socially acceptable behavior.
Self-regulation also includes reliability, accountability, adaptability and innovation. This ability makes Emotional Intelligence employees a highly trusted employee because they are intuitive, honest, responsible, and flexible in their handling of changes.
Achievement drive is one of the reasons why people with high emotional intelligence are usually better than those with higher IQ. This is exactly the same as the incentive factor. Target-oriented, productive and emotionally savvy people are committed to achieving personal and corporate goals.
Those who sympathize with your office and life can easily recognize it. Therefore, their excellent reading of people’s emotions in the region is the ideal candidate for customer-oriented business. They understand and are friendly, but they are also eager to help.
5) Social skills
Even empaths creativity and collaboration are successful, and excellent interpersonal skills depend on several factors. All communication, negotiation and conflict management in social capabilities, including the essential characteristics of leadership and teamwork spirit, are required.
Why is EQ hot today in the human resources department?
Today, it’s about mentality, health and mental health, so HR professionals are fortunate enough to meet current trends. Undoubtedly, with the professional performance of employee satisfaction, work and life balance constantly reviewed, a hot topic finally regained the recovery of emotional intelligence.
Although 21% of employees believe that EQ is a more important asset than IQ at work, a third international study of 515 executives shows that emotional intelligence is more predictive of success than previous experience or high IQ. . On the other hand, about 65% of employees think it is equally important.
However, whether emotional intelligence exceeds profitability is not that important. What’s important is that a bad emotional intelligence leads to the inevitable exhaustion of a genius like Scott, which is frustrating and reduces his self-esteem. Highly intelligent employees will be caught in the first challenge if imperfections are unacceptable, but on the contrary, those with high emotional intelligence will grow and succeed.
With social and personal abilities, we can respond more flexibly in uncertain situations and make decisions quickly while making decisions and intuitions. EQ helps us build a more positive mindset. This is sometimes the only difference between failure and success. It provides our energy, enhances our productivity, and harnesses our creativity.
That’s why emotional and intelligent employees like Margaret respond with stress and encourage others to work with the same enthusiasm. You can use Emotional Intelligence to control emotions and adjust them to positive, goal-based collaborative thinking, rather than controlling emotions to control emotions.
The importance of EQ to the successful team of customers
But Margaret was able to pick out the shouts of her teammates and remember why they liked their work and did not fully publicize her professionalism. There is more about how she handles her clients, most of whom are very angry and frustrated.
Of course, you can see the importance of emotional intelligence in a customer-oriented department, especially success and support. Empathy is often referred to as one of the important social skills that cannot be successful without emotional self-regulation.
Imagine a customer complaining that you can’t understand how to use your company’s products. No, customers are not always right, but you can apologize anyway. It all happened on a very gloomy day.
First, you must be aware of the difference between your feelings and your career. Then you have to resist the urge to scream because the customer is rude and remind yourself why you need to use your achievement drive. After all, we are all human beings.
Finally, you must emotionally get rid of your feelings and try to understand where the customer’s troubles come from. By doing this, you can react appropriately, feel frustrated, and stick to the ultimate success.
How to hire someone with high emotional intelligence
While we are well aware of the importance of EQ in internal operations and customer relationship management, our HR professionals have difficulty assessing EQ in the recruitment process. Detecting an empathy requires a good empathy, but HR requires more reliable techniques.
Employment investigators have been using behavioral interview methods, but personality tests are not always effective. Emphasize the details and practical examples of candidates who rely on specific issues and follow-up, but deal with others in emotional situations.
This can minimize the risk of idealized behavior or provide a socially acceptable answer. Emotional and emotional stories are often difficult to become wings in stress situations, so interviewers seeking high emotional intelligence should always ask for details.
Another exercise recommended by the behavioral event interviewer is to ask the candidate’s feelings at the time. Of course, the idea is to find as much as possible the ability to control one’s feelings in order to perceive and manage the feelings of others.
If you hire two employees with the same technical skills, such as Scott and Margaret, the winner will always be a better EQ employee. These people do not influence their emotions to cope with change, stress, failure, conflict or criticism. These are an important part of today’s business, making EQ a key part of any particular success.
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