Emotional Intelligence And Managerial Effectiveness
A research carried out by Carnegie institute of Technology shows us that 85% of our financial success is because of Human Engineering, back then at a point IQ (intelligence quotient) was viewed as a primary precursor to achieve success but only to realise later that high intelligence is not a definite guarantee of success. Our education system has been designed in such a manner that it largely focuses upon the growth and development of intellectual faculties whereas success is strongly influenced by the personal qualities developed and implemented such as perseverance, self-control and people’s skill. Emotional intelligence is the key to success at workplace, people with high IQ’s usually tend to get an advanced kickstart in their respective careers but cooping up requires people’s skill which is an essential skill usually mastered by people with high levels of emotional quotient.
Emotional intelligence for professional managers in an organisation is necessary for succeeding in their professional roles.In the last decade there has been huge interest in researching and knowing the pivotal role played by emotions and emotional intelligence on managerial behaviour. Baron defined emotional intelligence as “an array of non-cognitive capabilities, competencies, and skills that influence one’s ability to succeed in coping with environmental demands and pressures”. The ability to restrain negative feelings or emotions like anger, frustration, fear at workplace and focus positive emotions such as optimism, esteem building are the key determinants of an individual’s career growth. Managerial jobs being dynamic require a balance of emotions and intelligence and in this context emotional intelligence holds a higher preference over analytical and intellectual abilities. All the great leaders were actually emotionally intelligent and that helped them garner the support of the masses.
Emotional intelligence may assist managers in the following manner:
- Flexibility in the formulation of plans : Planning and implementation are two different sides of a coin, it is easy to formulate plans but very difficult to stick to it and to adapt to the changes. An emotionally intelligent manager would have a control upon his emotions and wouldn’t ignore the uncomfortable facts and would stick to the plans despite alterations in the course of implementation of the plan.
- Motivating: Emotionally intelligent people are empathetic, they view a situation by stepping into another person’s shoes which makes them motivate themselves and their staff.
- Efficient decision making: Emotions don’t cloud the judgments and the perceptions of emotionally intelligent managers, this helps them balance their thoughts and their feelings.