How to be an emotionally intelligent leader

At the heart of every business is a dynamic built around mutual respect, honesty and understanding. Without these central building blocks, a business will struggle with internal communication. In recent years, employees have demanded more empathy in the workplace. According to a MetLife survey of nearly 3,000 workers, 42 percent of employees don’t feel cared for at work. This affects well-being, happiness and overall satisfaction as individuals feel neglected. The same report found that these employees are also less likely to feel engaged (45 percent), productive (58 percent) and loyal (54 percent). All businesses should put the welfare of their workers at the forefront of their considerations. For many, this means moving away from the one-size-fits-all mindset and creating a personalized approach.

At the same time, the stigma surrounding mental health in the UK has changed and individuals are more open to expressing what they feel, according to AXA’s annual Mind Health survey. According to the study, those who are supported at work are 1.6 times more likely to be happy and almost twice as likely to be “thriving”.

Understanding personal strengths and weaknesses

Leaders must understand their own tendencies and behaviors. This may include examining their motivations, learning and communication styles, but also reflecting on how they react to the world around them. Being self-aware and understanding their strengths and weaknesses will enable them to be an effective and inspiring leader. At the same time, the ability to recognize peaks and troughs in their own and others’ skill sets will help them propel their employees to success.

Helping employees grow

Leaders should seek to uplift their employees and provide an engaging environment for them to learn, grow and develop both at work and as individuals. Simple acts of compassion and empathy can make a lasting impression on those around you. It’s also important to listen to what employees aren’t saying by paying attention to their body language, facial expressions, and tone of voice. Being in tune with your employees will allow you to hear people differently and read between the lines. If a leader can pick up on these little telltale signs, they may be able to reduce burnout and improve emotional well-being.

According to a study by OCTanner, 41% of employees believe that their leaders’ empathy is only superficial, being described as “empty and meaningless”. “Traditional models of empathy are not meeting the needs of employees in an actionable or sustainable way,” the report said. “Both leaders and employees are often left frustrated by empathy initiatives that are perceived, at best, as ‘warm and fuzzy’ programs with little utility.”

Leaders must take the time to understand the day-to-day experience of employees. By doing so, they can contribute to policy formation. This goes hand-in-hand with embracing other perspectives and listening to viewpoints within the organization.

Changing the narrative

Too often, the mindset of leaders is “What’s in it for me?”, but it’s most effective when it’s “How can I serve?” The narrative you create for yourself shapes how others perceive you. Changing your perspective to suit the interests of the company as a whole will improve employee satisfaction.

Along with increased consideration for others, an emotionally intelligent leader truly wants the best for other individuals and to see them flourish. Giving the other person full autonomy by asking questions that offer self-reflection, empowering them to make decisions. This creates a space for trial and error, with guidance at hand as they begin to apply their learning. It’s important to encourage employees’ strengths, nurture their flaws, and have an invested interest in what makes them tick.

Role modeling

Leading by example is essential if you want employees to reflect the company’s standards. It can also help create a culture of open communication and collaboration.

We learn by observing others, so when leaders won’t speak up, it contradicts their integrity and becomes apparent, leaving people confused and frustrated, disengaged and conflicted. Demonstrating continuity shows employees that their leader upholds their values ​​and level of commitment to their well-being and those around them.

An effective role model will prove that leadership is more than just making big decisions and the actions you take, with many integral qualities, characteristics and choices practiced daily. Strong leaders can also draw on their experience to provide real-life examples when speaking to employees.

Effective communication

Effective non-judgmental communication will promote a positive company culture both internally and with customers. Fostering a listening and welcoming atmosphere will ensure that employees are comfortable and able to develop. Giving answers as suggestions, not orders, will give the leader credibility and the employee a sense of independence.

Slight changes in the language used, such as switching from right or wrong to “a better way to do it might be” can help employees grow and learn without becoming discouraged.

An emotionally intelligent leader will be both in tune with himself and able to read between the lines when speaking and interacting with those around him.

Vanessa Moore is an emotional health coach and public speaker and founder of Vanessa Loves Life