We used to believe that success depended solely on IQ (the measure of an individual’s intellectual, analytical, rational and logical abilities). If you were intellectually superior, the expectation was that you would succeed. This notion has long since changed since the discovery that points at one’s emotional intelligence (EQ) as the critical factor that sets star performers apart from the rest of the pack.
Studies show that there is a direct relationship between the emotional intelligence of a company’s staff and the company’s success:
• Leaders who have a high level of emotional intelligence are able to take their leadership from good to great.
• Employees with a high emotional intelligence have self-awareness that helps them understand co-workers and meet deadlines.
• When people have high emotional intelligence, they are not bothered by client criticism; they remain focused on outcomes, rather than feeling offended.
• If two job candidates have similar IQs, the one with a higher EQ will likely be a better fit for the company.

Emotional intelligence is the non-cognitive skills and competencies we need to successfully communicate and interact with people in our daily lives. Such insight allows us to read, understand and manage our own and others’ emotional states and to guide our thinking and actions. Emotional intelligence impacts most everything you do and say each day.

It is the foundation for a host of critical skills such as:
• Decision making
• Time management
• Change tolerance
• Stress tolerance
• Empathy
• Team work
• Communication
• Presentation skills
• Social skills
• Anger management
• Customer service
• Assertiveness
• Accountability
• Trust
• Flexibilit

People with higher EQ tolerate stress better and they have higher levels of impulse control. They also tend to be more flexible and realistic and to solve a range of problems as they arise. High EQ allows us to maintain a positive attitude, particularly in the face of adversity and feel satisfied with life. Organisations that employ staff with higher levels of EQ have a distinct advantage because there is less conflict and more co-operation among them. 

On the other hand, low EQ is one of the biggest causes of conflict in the workplace and in people’s personal lives. It is any manager’s worst nightmare because unhealthy levels of EQ in the workplace usually produce poor listeners and right-fighters (people who cannot possibly be wrong). They will bully anyone who opposes their ‘no-grey-area’ thinking. People with low EQ are self-centred and petty. They take everything personally and have low tolerance for frustration, which leads to short-fuse behaviour, and if they happen to be in management they will use every opportunity to ‘power-trip’. Power-tripping is an attempt to elevate one’s own low self-esteem and feelings of powerlessness by putting others down. Bullies and gossipers suffer from extreme low self-esteem. The result is always the same – refusal to accept responsibility for unproductive behaviour and/or mistakes.

The good news is that emotional intelligence can be learned and improved with practice, and transferred to others, especially by leaders such as HR managers with high emotional intelligence who lead by example. Our Emotional Intelligence workshops deal with the following five domains of emotional intelligence in detail:

1. Intrapersonal (the ability to understand and manage yourself)
2. Interpersonal (the ability to interact and get along with others)
3. Stress management (the ability to tolerate stress and control impulses)
4. Adaptability (the ability to be flexible and realistic and to solve a range of problems as they arise)
5. Attitude and mood (the ability to maintain a positive attitude, particularly in the face of adversity and the ability to feel satisfied with life)