Daniel Goleman discussed emotional intelligence in the workplace at yesterday’s The Art of Leadership conference in Toronto. We followed attendee’s enthusiastic commentary about Dr. Goleman’s presentation on Twitter. Below are some highlights from #TheArtOf feed, with excerpts from a few of Daniel’s articles for supplemental reading.
Quote from @DanielGolemanEI: “When we leave an interaction with someone we have the opportunity to leave them in a better place” #TheArtOf
Key takeaway from Be Mindful of the Emotions You Leave Behind:
“While a boss’s artfully couched displeasure can be an effective goad, fuming is self-defeating as a leadership tactic. When leaders habitually use displays of bad moods to motivate, more work may seem to get done – but it will not necessarily be better work. And relentlessly foul moods corrode the emotional climate, sabotaging the brain’s ability to work at its best.”
@DanielGolemanEI #artofleadership IQ15% & EI 85% = star leadership performance
Key takeaway from What Predicts Your Success? It’s Not Your IQ:
“To further understand what attributes actually predict success, a more satisfying answer lies in another kind of data altogether: competence models. These are studies done by companies themselves to identify the abilities of their star performers. Competence models pinpoint a constellation of abilities that include grit and cognitive control, but go beyond. The abilities that set stars apart from average at work cover the emotional intelligence spectrum: self-awareness, self-management, empathy, and social effectiveness.”
Key takeaway from Focus on How You Connect:
“Spreading ourselves too thin across an ever-growing number of platforms of interaction can weaken our personal bonds. We shouldn’t confuse all of our social media connections with the rich personal world of real-time relationships.
But getting lost in a world of too many digital connections can be very unfulfilling and isolating. That’s why when it comes to close personal connections, try to prioritize your communication methods. When possible, make the interaction face to face – especially if you need to discuss something important.”
Key takeaway from IQ or EQ? You Need Both:
“Claudio Fernandez-Aroaz, former head of research at Egon Zehnder International, spent decades hiring C-level executives for global companies. When he studied why some of those executives ended up being fired, he found that while they had been hired for their intelligence and business expertise – they were fired for a lack of emotional intelligence. Though they were smart, they were bullies or otherwise inept at people management.”
Key takeaway from Let’s Not Underrate Emotional Intelligence:
“A century of IQ research shows intelligence predicts what job you can get. But once you’re in that position, everyone else you work with will have passed the same IQ requirement. Other abilities actually determine outstanding performance – especially emotional intelligence.”
Key takeaway from How to Overcome a Survival Mode Culture:
When you offer a secure base, you begin to manifest trust and safety. When a person feels safe in her environment, she can transition from basic survival mode thinking to a more complex outlook, looking for opportunities and chances to thrive.”
Leading with Emotional Intelligence
Learn to become a more emotionally intelligent leader. Register for American Management Association’s course Leading With Emotional Intelligence. Dr. Goleman shared his decades of practical research to develop this seminar with AMA that explores the EI competencies. Attendees will be shown how to use them to go from being a good to a great emotionally intelligent leader. You’ll get tools and techniques to help you deepen your ability to lead and become more effective in helping your organization deliver the results it needs.