There is more to being a successful leader than just having a high Intelligence Quotient (IQ), even if there is no doubt that moving up the job ladder requires a large amount of intelligence. In actuality, having a high Emotional Quotient (EQ) and the capacity to perceive others’ feelings and empathise with them is one of the most important traits of an effective leader. Could EQ be more significant than IQ because being a manager requires you to be a good communicator and build strong professional relationships?
The difference between EQ & IQ
EQ is frequently discounted as being less significant, yet both factors are actually of utmost importance. While IQ is a good predictor of your abilities and potential, EQ has a significant impact on performance in many domains.
It has been demonstrated that high EQ levels are correlated with high levels of career success, happiness, and relationship success. Nevertheless, IQ is still a significant factor and has been connected to similar outcomes. When it comes to getting a job or promotion, having a high EQ can make all the difference, especially if your rivals have equal IQs.
In a research comparing exceptional managers to average managers, it was discovered that EQ was responsible for 90% of the difference.
- Even when IQ and personality are taken into consideration, emotional intelligence remains the most reliable predictor of whether a person will assume leadership in their team.
- Managers who have a high level of emotional intelligence are more likely than those who have a low level of emotional intelligence to exceed sales targets.
- Employers look for emotional intelligence skills in 67% of their candidate pool.
- Employees with high emotional quotient managers are four times less likely to depart than those with low emotional quotient managers.
Balancing the mind and heart
Employees with high EQs can succeed in engaging and inspiring less socially adept peers, but they may not be as naturally creative or imaginative as others on the team. Workers with high IQs, on the other hand, may deliver excellent insights and solutions but struggle to integrate and collaborate with coworkers unless properly understood and supported.
It is commonly assumed that a colleague with a higher IQ absorbs the brief faster and can come up with an instant solution/ideas expected but struggles to integrate and collaborate with colleagues unless they are properly understood and supported; however, a colleague with a high EQ can be great at engaging and motivating their less socially adept colleagues but may not be as naturally creative or innovative.
An understanding of IQ and EQ can assist managers in identifying and capitalising on the talents of their employees. Keeping EQ and IQ in mind allows you to consider and communicate the complexities of your team’s dynamics, helping you to lead more effectively and accomplish the desired results. Managers frequently miss one of these measurements when assessing and motivating their teams, but understanding the distinctions between the two forms of intelligence and applying this knowledge to communicate with and manage individuals and teams offers everyone the best opportunity of succeeding.
The Polyglot rule, and why it matters
Have you ever wondered why an authoritarian style of leadership works in one work environment, but fails miserably in others?
Or conversely, why a more empathetic, democratic style of leadership is better suited to some situations, but not others?
But truly, why can’t you draw from both these schools of leadership to effectively communicate and achieve your objectives?
Some do exactly that, and use what is called as the Polyglot Rule. One of the core principles of emotional intelligence, it is named so on account of polyglot’s, who are able to speak several languages.
Now imagine using that same principle, and being able to understand and manage emotions in diverse work settings. That is a huge advantage, personally and professionally, which can help the more emotionally intelligent among us get ahead. In a nutshell, research shows that the right communication style can help you to achieve your goals. This is why it’s essential to understand how others communicate and learn to adapt your own style, so you can communicate in a way they better understand.
Imagine your usual style of communication is to be eloquent, empathetic, and expressive. But would that work when you’re speaking to someone who’s direct, and to the point? Almost certainly not, which is why you should shorten your messages in that scenario, and just get to the point while dispensing pleasantries.
Conversely, if you are seen as direct and all business, develop a more collaborative, caring side. Check if your team understands what you need, or if a superior is aware of the request you are making of them.
Emotional intelligence is all about understanding and managing emotions to reach your goals. A polyglot converses in a manner that engages everyone and anyone, and it’s a principle anyone can use to build connections, and strengthen your relationships.
In conclusion
Emotional intelligence is certainly a vital component of excelling in the workplace; it will allow you to connect with others and open up new prospects. Not to mention the enhanced levels of happiness and pleasure that come with being able to communicate more effectively and empathetically, in a way that ensures everyone is truly heard and included in creating winning teams and organisations.
