Emotional Intelligence: case study
In the past year, people shared in training sessions many situations they experienced with their colleagues. Many of these situations I could link to one of the five components of EQ. In this article, I share some of these situations. I am curious to find out if you would have linked each situation to the same component of EQ as I did. At the end of the article, I mention to which component I have linked the situation.
Hereby, briefly the five components of EQ:
· Social awareness
· Relationship management
What people shared about Peter:
It would be good for him to better understand his own behaviour affects others’ work and emotional stress. He comes across as defensive or aggressive, so for him to be aware of his tone and language would be helpful.
What people shared about Ivan:
He is aware of the effect of his own actions, moods, and emotions on other people. He is capable of monitoring his own emotions. After meetings, he sometimes comes back to you and says that he had reflected on the discussion and shares that he could have reacted differently. He is capable of recognizing his own strengths and limitations, and is open to new information and experiences, and learns from their interactions with others.
What people shared about Katherine:
If certain things upset her, she needs to learn to keep them to herself. When she is unhappy, it sets the tone for the team. She tends to radiate stress in certain situations, and as a leader, it impacts her team negatively by creating stress and negativity rather than diffusing them.
What people shared about Craig:
He is the epitome of patience and understanding during heated, emotionally- charged meetings. Others around him become fully embroiled in the discussions, and Craig actively listens and responds with knowledge and wisdom.
What people shared about Erica:
She doesn’t have a clear understanding of what she wants to achieve in the long term. She is not really productive and committed. She avoids challenges and doesn’t really have a need for achievements. She doesn’t really know what she is working for. She is mere motivated by external rewards like fame, money, recognition, and acclaim. She is not really action-oriented and avoids taking the initiative when a task is put forth before her.
What people shared about Yvonne:
She has an uncanny ability to spot and address the elephant in the room. She does a good job acknowledging others’ people feelings when communicating difficult news. She reflects how others are feeling, and adapts her communication style to help reach a resolution. She gets to know people on a personal level so she can better understand their perspectives and work well with them.
What people shared about Brenda:
She has an innate ability to read people and their emotions., and she uses what she learns to create a safe and inviting forum for discussion. When I need her, she manages to maintain a pleasant and professional manner even when her workload is demanding. People know they can count on her and what they say to her in confidence will be respected.
What people shared about Patrick:
He often minimizes the team members point of views and experience. He needs to stop finding faults in every situation. It is tiring and demotivating. He needs to start recognising people’s achievements and help them to see what could have done different. By constantly giving negative feedback, he demotivates people. He comes across as blunt and not empathetic. He may achieve results but at the expense of others.
I hope these situations gave you insight in what behaviours are needed to manage your EQ in your daily life.
Here my reflection on each of the above situation, I hope you agree:
Situation 1: Peter can improve his Self-Awareness
Situation 2: Ivan is good in Self-Awareness
Situation 3: Katherine can improve her Self-Management
Situation 4: Craig is good in Self-Management
Situation 5: Erica can improve her Self-Motivation
Situation 6: Yvonne is good in Social-Awareness
Situation 7: Brenda is good in Relationship Management
Situation 8: Patrick can improve his Relationship Management
BY FRANK KUIJSTERS
Director – Digne Consult Asia Pacific