You have probably heard of emotional intelligence (EI). The theme is increasingly relevant in a society full of challenges. Having emotional tools to deal with various scenarios in personal life is widely discussed, and equally important is to use your resources in the corporate environment
A survey conducted at HR First Class – one of the largest Human Resources events in Brazil, reveals that 76% of HR leaders want to implement corporate happiness programs in their institutions. However, putting this into practice ends up becoming a great challenge; whether due to the lack of adherence from leaders or even due to the scarcity of a genuinely human-centered organizational culture within corporations. Many times there is the discourse; a coherent narrative, but in practice, there is no concern for the emotional training of people and this is a harsh reality in many companies
Here I take the opportunity to highlight a very important factor, we all have IE, it is not necessary to acquire this skill, but rather to recognize it and develop it. It is an inexhaustible source; an energy that we can always renew and use to our advantage, but for that there are paths that help us on this journey. This is where companies can enter as facilitators and as an inherent part of human development, and consequently the professional development of your employees, supporting them and providing guidance, support, conditions for the development of a healthy work
It is important to emphasize that Emotional Intelligence is above all the ability to manage emotions, but when we look at the corporate world and identify the deficit of this intelligence we come across numerous problems in the work environment. The leader in this context is essential, because it inspires and impacts your team. When this professional has better-structured emotional skills, you can be admired and followed by others through a connection and this definitely gives meaning to this relationship that becomes prosperous and carries within it the common purpose among the people of that group
Leaders with EI humanize relationships; understanding themselves as a fundamental part in problem-solving and company growth, but it is through their team that they become protagonists. These collaborators are free to propose ideas, suggest, admit mistakes and ask for help, for they know they will not be judged, but supported for their development in an environment where they feel safe and capable. Look, it does not mean that a leader should not have results or goals nor that they cannot give negative feedback and even decide on a dismissal, but it means doing all of this in a way that respects the potential and individuality of the other
I reinforce that besides everything we have reflected on so far, leaders should be the great encouragers with their teams, to start this process of self-knowledge, after all, it is an individual journey that precedes Emotional Intelligence. Self-knowledge allows us to know ourselves; just as we are; with everything we have good and bad inside us. In this process, one of the most prominent intelligences is EI; we learn to recognize what is behind our positive and negative emotions, where we come from and how we behave, we feel and act through them – and without us realizing –, that is to say, how we behave in the world with ourselves and with others. It is necessary for leaders and followers to continue the search for these paths to curb as soon as possible the absurd number of people with emotional and mental health problems arising from work. We are all responsible for building an environment both outside and inside work where insanity is not greater than our ability to block it
