Emotional intelligence or EQ can affect every person’s career. A person with low emotional intelligence have difficulty in achieving high performance because of poor working relationships with superiors, peers and subordinates.
Here are some typical characteristics or behavior of a sales manager who encountered difficulties and ruined sales career because of low EQ.
- Ignores consulting the sales force who are the ones implementing the plans and programs for the sales team.
- Have the mindset that the sales force work only because of high commissions.
- Have a closed mind about the views and opinions of others as well as, to new ideas and suggestion from peers and subordinates.
- Expects the sales force to just simply comply with the given instructions.
- Insensitive to the needs and feeling of others and usually undermines the subordinates when errors are committed.
- Do not trust the sales force. Always keeping an eye to see if they are following the marketing plans and programs.
Emotional intelligence is the ability to recognize and manage ones feelings and those of others so it can build positive and strong relationship. It is also the ability to make the emotions work for every one by using them in ways that produce the desired results.
The important organizational competencies such as outstanding leadership, customer service and teamwork are based on EQ.
The components of emotional competencies are self-awareness, self-management, social awareness and social skills. These four components are interrelated and compliment each other.
Any manager or leader should be aware of the importance of empathy or having sympathetic understanding specially when working closely with subordinates.
In the workplace, a good manager or leader must exert effort in identifying the concerns encountered by every subordinate, which usually happens during day-to-day operations, according to their personal point of view.
Mark Twain, United States best known humorist and one of most accomplished writes wrote: “The only way to get the other fellow’s point of view is to stand behind him and see the world through his eyes”.
Empathy with a subordinate can be possibly executed by a manager or leader by making sure that:
- The assigned task given to a subordinate is attainable to be achieved or accomplished successfully on time;
- The important guidelines that are supposed to be available are not neglected and discussed thoroughly with the subordinate when a certain task is assigned.
- The assigned goals to subordinate are accompanied with the necessary information needed and that the subordinate have agreed to perform the task.
- The feedback mechanism regarding performance status of subordinate in working towards goals must not falter.
- The attention of the subordinate regarding any development that may be the cause of failure to accomplish and achieve the assigned tasks is done immediately.
- The provision for necessary motivation in order for a subordinate to successful y achieve the assigned task should not waver. The motivation maybe in the form of financial reward or through written recognition.
It is important for a manager to make an objective self-evaluation on a regular basis in order to determine effectiveness on the job.
Aside from the acquired technical competence, underwent necessary training, have garnered considerable exposure and experience, as the preliminary requirements for promotion, a manager is usually observed and evaluated by people on his/her effectiveness in executing the daily workload of the job assignments.
The following pointers can help improve or develop a manager’s personal effectiveness in dealing with people and in achieving personal and corporate objectives:
- Manage to keep a smile most of the time despite the day-to-day problems and annoyances being encountered on the job.
- Exhibit self-confidence when making decision when confronted with problems.
- Be ready and show genuine interest in helping and giving guidance to subordinates when needed..
- Set periodic personal goals related to corporate objectives. Monitor performance daily and make necessary adjustment to ensure that goals are achieved on time.
- Analyze personal strength and weaknesses and take the necessary steps to intensify strength and develop weaknesses.
- Always give a neat and clean impression. Be careful in selecting appropriate wardrobe
- Have an attempt to imitate one or more of admired people with great influence that can be of help in personal and career development.
- Request fellow managers for feedback or comments regarding managerial strengths and weaknesses and be ready to work on improving weaknesses.
- Exercise regularly, maintain and take good care of health.
- Make more friends than enemies.
A successful local bank adapted a suggestion system which they concluded to be effective. The employees were encouraged to submit their ideas like on how to develop or improve its banking services or on how to save cost expenditures and other recommendations related to banking.
The suggestions came from different departments but more came from employees directly in contact with bank customers. Aside from the monthly suggestion system winner, there is also the annual winner who was chosen to be the best among the best winners. All winners are given rewards and recognitions and are featured on the bank’s bulletin or circular
Keeping employees’ involvement at the suggestion level should be part of management policy. Input and final implementation are the employees’ jobs; decision-making and analysis of any new proposals rests with the executive committee,
To get the suggestion system more effective, the following must be applied:
- Encourage employees to formalize their suggestions. These are the ideas that came from their years of experience in a particular job.
- Maintain a strict policy on the qualities of the suggestions. Emphasize that recommendations should be specific and the problem involved is clearly defined.
- All qualified suggestions will be thoroughly screened and evaluated by a committee before the best suggestion is presented and approved by higher management for implementation.
- The employee with the best suggestion should be publicly recognized or rewarded to inspire others to follow suit.
It is important to note that participation caries its own rewards for employees. Being asked to make suggestions, getting a little attention and receiving even a simple “thank you” from management are all motivators that usually result in improved productivity.
There are people who are fortunate to finish their college degree and blessed with intelligence to succeed but never did, unfortunately. They are usually the kind of people who get trapped in their self-defeating attitudes and behavior. These traps are:
Illusionistic thought. People constantly lying to themselves become candidates of being unsuccessful. For instance, people who choose teaching as a career won’t make them rich though it’s a noble profession. It can only give them fulfillment but not financial security.
Not productive. A person can only earn an income by being productive and earn more through hard work. Unsuccessful people spend their whole life evading the truth about self-development and hard works are the important elements to succeed in life. One must acquire a useful skill and be able to do something productive in order to earn a living.
Have rude manners. Unsuccessful people do not regard the value of time, gratefulness and humility. Example are not showing on time for an appointment, failure to express gratitude for receiving gifts whether it be material or immaterial, or asking apology for any misdeed.
Dress-up inappropriately. Unsuccessful people habitually dress-up inappropriately whereas successful people usually dress-up with fashion and appropriately according to occasion.
Possess unpleasant attitude. Unsuccessful people have discouraging outlook in life. They lack self-confidence and have the tendency to infect people around of their depression and hopelessness without realizing they are advertising themselves as losers.
They are argumentative. Unsuccessful people like to argue just for the sake of arguments. They think that friends and colleagues will be impressed with how smart, or clever they are when they initiate the debate.
Do not set priority. Unsuccessful people cannot set priorities. They do not realize that it’s not a sacrifice to give up things of lesser importance for those things of greater importance.
Successful people do the opposite.
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