BETA
This is a BETA experience. You may opt-out by clicking here

More From Forbes

Edit Story

5 Ways to Lead with Emotional Intelligence -- and Boost Productivity

Following
This article is more than 10 years old.

Employees today are much more aware of whether or not they are a good fit in their workplace culture and they want their leaders to be more mindful of their needs.   In general, employees have become more sensitive about how to best co-exist in a workplace environment that allows them to be who they naturally are.   Employees are tired of playing games and just want to be themselves.  As such, they are managing their careers and looking to advance by searching for jobs that truly fuel their passion, fulfill their desires, and ignite their real talent.   For most, today’s economic landscape has made the career management journey extra challenging.  And beyond career advancement opportunities, people want their supervisors and leaders to be more in touch with who they are as people (not just as their colleagues) to assure that their career track is in proper alignment with and  supports their personal and professional goals.

Leaders are so focused on remaining relevant for their own personal gain that they have forgotten to be more sensitive about how to best serve their employees (the people who help give them relevancy).   In the end, leaders become more valuable when they can prove to increase productivity, employee engagement and results by creating a teamwork environment that gets the best performance from everyone.   This requires leaders to be strong mentors as well as sponsors who can help their colleagues better navigate workplace opportunities and catapult their careers.

Beyond the traditional leadership roles and responsibilities, today’s workplace uncertainty requires leaders to be much more sensitive about what matters most to their employees.  Too many leaders assume that their colleagues have the same drive to succeed and willingness to sacrifice in order to advance as they do.   Everyone is different and leaders must be more mindful to embrace those differences and strategically leverage them to create and sustain unique opportunities within their departments and for the business.

The bottom line is that leaders must be more emotionally intelligent to be more effective and efficient at maximizing outcomes and desired results.     Here are 5 ways to get started.

1.       Care About People

Caring is a simple thing to do, but not always expressed or genuine in its delivery or tone.  Leaders need to balance the head and the heart.  This means that leaders can’t always be so intense about what is required from their employees.  Intensity requires proper timing and focus to build and keep momentum. As leaders, we need to show maturity along with our passion, and be more compassionate in order to balance what the job requires with the human spirit.  Employees don’t want to feel like a herd of cattle – but as people who are being appreciated for their hard work and effort.    For the most part, employees don’t need a boss that holds their hand; they just need to be reminded of what is expected of them.  If this is done with proper tact and good heartedness, people will perform.

Make the extra effort to say thank you and be consistent about it.   Take the time to mentor and / or sponsor employees who have earned the opportunity.   Show that you care about people.  This gesture is more powerful than you might think in enabling you to achieve your leadership goals and objectives.

The recognized man appeals to the head where things are easily forgotten.  The respected man captivates the heart and the heart doesn’t forget.

2.       Embrace Differences to Make a Big Difference

We live in a world were differences in people are more apparent than ever before.   People want to be authentic and appreciate those who embrace their differences.   Today’s leaders must be more sensitive about how to manage and leverage differences in people to assemble great teams and assign unique talents and abilities to certain situations.  Be smart and look for common ground within the differences between people.

Don’t view differences as a melting pot, but rather as a mosaic of opportunities.

Our differences fuel our unique perspectives and cultivate innovation and opportunity.   Some might call this “diversity” – but that word has become associated with advocacy.  I am not suggesting that you must advocate for one’s differences – but rather, learn how to embrace and leverage those differences when people bring their unique ideas and ideals to the table.    The more inclusive you are,   the wider the breadth and depth of opportunities around you.

3.       Help Employees Experience Significance

Leaders should not get caught up in converting their employees to be more like them – but rather in motivating employees with how the job can benefit their life, not just the bottom line.  Allow your employees to appreciate and experience the human side of what success can bring to their families and life outside of work.

Today people want to feel as if they are creating an impact, that they can make a mark for themselves and those around them.    Lead your employees in ways that allow them to be both successful and significant at work.

Significance is the force that changes people lives and perspectives on what matters most.

4.       Be Accountable Like Everyone Else

Just because you are in-charge doesn’t mean that you can’t be an equal.   This means that as a leader you must hold yourself equally accountable and enforce the same rules of engagement that you expect from your employees.    The best leaders always do – but in today’s workplace this behavior must be more deliberate.  Employees appreciate leaders who share their perks and privileges..  They want their leaders to be a more integrated part of the team; more available and less mysterious.

Admit when you are wrong and be transparent in how you lead others.   Employees want to know that you can be trusted; revealing the areas where you can improve makes you more real and genuine.   Leaders have historically played the game of authority and allowed their titles to influence the conversation and their attitudes.  Be accountable, be an equal, and be trustworthy.     Employees follow and support leaders who are approachable and relatable; those who will roll-up their sleeves and fight the battles with them.

Accountability defines one’s real intentions.  The more accountable you are, the more you can be trusted.

5.       Be Mindful of Their Needs

If your employees are not working at or close to their capacity, then you are not doing your job as a leader.   Your sensitivity radar must always be on.  This means that you are equally mindful of your employees reaching their full potential as you are about yourself.   Everyone has the ability to improve and increase their performance and productivity.   However, improvements are a consequence of continuous feedback, recommendations and suggestions.

Be a better leader and get the most production from your employees by being more mindful of their needs.    Just because the department’s performance has exceeded the plan doesn’t mean that each employee can’t continue to grow and mature in their work.

A team is more powerful than the sum of its parts – but each part must be continually refurbished and renewed in order for the team to sustain its power.

Be more sensitive about your employees and their needs – open your eyes wider and begin to see opportunities previously unseen.