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Emotional intelligence (EI) has become a vital part of how today’s leaders meet the significant challenges they face and can also give developing leaders the competitive edge.
EI has twice the power of IQ to predict performance. If you are highly intelligent but unable to be a rounded individual who can communicate well, manage your emotions, have empathy and inspire your team, you will always struggle to reach your full potential.
Leaders set the tone of their organisation. Research shows that employees perceive their organisation’s climate is attributable to the actions and behaviours of their leader. A leader creates the environment that determines people’s moods in the workplace and their mood, in turn, affects their productivity and level of engagement.
EI is the ability to understand and manage your own emotions, and those of the people around you. People with a high degree of EI know what they are feeling, what their emotions mean and how these emotions can affect other people. One of the most important qualities of EI is self-awareness: because when you know yourself, you can do something about the parts of yourself you are not happy with. You have the power to change your own character, diminish your negative qualities, and change your experience in relationships.
According to Daniel Goleman, an American psychologist who helped to popularise EI, there are five main elements of EI and the more that you, as a leader, manage each of these areas, the higher your emotional intelligence. So, let’s look at each element in more detail and examine how you can grow as a leader.
Leaders who have good social skills are also good at managing change and resolving conflicts diplomatically. They are rarely satisfied with leaving things as they are, but they do not sit back and make everyone else do the work: They set an example with their own behaviour.
In conclusion, EI is a basic tool that, deployed with finesse, is integral to professional success.
Are you willing to accept that you are not perfect and that you could work on some areas to make yourself a better person? Have the courage to look at yourself honestly – it could change your life both professionally and personally.
Employee relations involve maintaining employer-employee relationships that contribute to satisfactory productivity, motivation and morale. Essentially, employee relations revolve around preventing and resolving problems involving individuals which arise out of, or affect, work situations.
Great employer-employee relationships are vital for the success of any company or business. Having a plan and building relationships with your employees is the key to ensuring that you have positive employee relations which result in a happier workforce and greater productivity and employee engagement.
While most chief executives focus on creating shareholder value and devote their attention primarily to customers, Richard Branson believes that the correct pecking order is employees first, customers next and then shareholders. His logic is simple and sound: if your employees are happy, they will do a better job. If they do a better job, the customers will be happy, and thus business will be good and the shareholders will be rewarded. Employee relations also deal with the times when you may need to address poor performance or misconduct. In such instances, discipline procedures may be considered. Identify problems and deal with them as soon as possible because failure to address behaviour and actions of people that are inconsistent with stated and published company expectations and policies has a negative impact on morale and those employees that try their best every day.
If you need to action a disciplinary or grievance, this has to be undertaken by supervisors or line managers that have had training and understand how to resolve employee grievances and appeals in accordance with applicable employment regulations and legislation.
Information should also be provided to employees to promote a better understanding of management’s goals and policies to assist them in correcting poor performance, on or off duty misconduct and/or to address personal issues that affect them in the workplace.
FAIL TO PREPARE…
Having a plan to achieve positive employee relations is as important as having a financial plan. Below are some tips on how to achieve that: