SUMMARY: Use the activities provided to improve emotional intelligence related to leading, managing or supporting employees.

Why is emotional intelligence so important for leaders?

Many of us are put into leadership roles without having any training on how to actually lead. There can be an emotional cost to leadership that can impact our mental health as well as the mental health of those we lead, manage and support. Higher levels of emotional intelligence can help reduce our own stress while positively impacting the effectiveness of our teams.

Emotional intelligence is described as the ability to manage one’s own emotions, as well as the ability to recognize and appropriately respond the emotional distress of others.

Leaders with strong emotional intelligence:

  • Understand emotional triggers
  • Are aware of making automatic assumptions related to other people’s behaviour
  • Listen first, without interrupting, and acknowledge and validate what they hear
  • Ask questions that recognize another person’s positive strengths
  • Employ reflective listening skills
  • Provide negative feedback in a respectful, helpful and effective manner
  • Regularly touch base with each person who works under their supervision.

Communicating more effectively

Spreading Positive Talk

Speaking with employees individually and expressing your respect and appreciation for their work can be a powerful way to help build morale.

Providing Negative Feedback, Constructively

Providing negative feedback in a respectful, helpful and effective manner.

Building Reflective Listening Skills

An effective communication method that involves listening, demonstrating, understanding, reflecting and paraphrasing.

Monitoring Your Communication Style

Understanding the different communication styles to help you minimize your use of less effective patterns.

Engaging employees

Using Appreciative Inquiry

Asking questions that recognize employee’s positive strengths by affirming their past and present achievements, abilities and potentials.

Distinguishing Acknowledgment from Agreement

Acknowledging that someone’s feelings are valid can allow them to feel heard and therefore better able to listen.

Eliciting Feedback

Offering and accepting feedback can help create strong relationships in the workplace.

Eliciting Opinions

Preparing in advance for your response to employees during stressful situations by regularly asking them for their advice on what you can do to be helpful.

Inviting Solutions

Conveying a strong sense of trust and respect, which can make employees feel included and compelled to work harder.

Reducing Barriers to Providing Negative Feedback

Becoming adept at tolerating conflict, and having the ability to respond appropriately when necessary.

Improving self-awareness

Envision Your Ideal Self

Thinking about how you wish to be viewed by people you work with.

Envision Others’ Evaluations

Using specific words and descriptors to consider how you are viewed by the people you manage.

Using Different Means to the Same End (approaching situations)

Approaching the same situation in multiple ways, all working toward the same goal.