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1st April 2014

Attributes of Emotionally Intelligent Leaders

Before looking for faults in leaders, remember Daniel Goleman’s idea that we are all work-in-progress. What tends to set emotionally intelligent leaders apart is a level of disciplined self-awareness that helps them develop as leaders faster than the average CEO, as well as knowing how to attract a complementary team around them. Click here to read more about emotional intelligence and wellbeing at work.

Here are some attributes of emotionally intelligent leaders:

Non defensive and open
Insecure leaders that demonstrate low emotional intelligence (EI) become defensive and take it personally whenever they encounter anything that appears to them as criticism and a challenge to their authority. A secure leader with a healthy dose of EI strives to listen, understand and find out what is behind behaviours and actions of those they are responsible for managing. They listen before they respond and ask open ended questions to gather more information if anything is unclear. As opposed to leaders with low EI, they look for ways to make the situation better for everyone involved rather than just themselves.

Aware of their own emotions
Leaders who are oblivious to how they are impacted by their own emotions are unlikely to be aware of how their words and actions affect others. This can have a very devastating effect on staff morale and productivity. Highly emotionally intelligent leaders are aware of strong emotions and avoid speaking out of anger and frustration. If they feel the urge to give in to strong emotions in their interactions with others, they give themselves a time out to think about the situation and wait until their emotions have levelled off.

Adept at picking up on the emotional state of others
A skilled and empathetic leader that is aware of other’s emotions will be able to use that awareness to develop stronger relationships with those they manage. Even if delivering bad news, they are able to cushion the impact by simply letting the receiver know that they are aware of how they might be feeling. Leaders with high EI are able to put themselves in place of the person receiving criticism or negative feedback, allowing them to give it in a way that might be more beneficial and less destructive.

Available for those reporting to them
Good leaders make themselves available to those reporting to them both physically and emotionally. They are responsive to the fact that those reporting to them may have difficulties outside of work that will impact them. Death of family members, friends, relationship breakdowns and all sorts of life crises will affect virtually everyone at one time or another. Emotionally open and secure leaders understand and are there for support during these times.

Able to keep their ego in check and allow others to shine
While possessing self-confidence, high EI leaders do not have a need to demonstrate their own importance or value. They chose their words carefully and speak and act out of concern for their staff, and the health of the organisation. They don’t need their ego massaged and are not looking for ways to take credit for the work of others. Understanding that people work better when they feel appreciated, they are always looking for ways to give positive feedback and rewards for a job well done. Secure in their own abilities, they are not threatened by those under them and actively seek to help them work to the best of their capabilities and rise up in the organisation.