Life in a workplace is not only about doing a set of tasks, but also involves effectively interacting and influencing your stakeholders and being able to cope with change and daily demands. Hence, Emotional Intelligence, i.e. qualities of self awareness and managing oneself) as well as Social Intelligence (social awareness and managing relationships with others) to engage and motivate employees effectively) is important to succeed in the corporate world. It becomes even more important as you move up the ladder as brilliant executives who do everything well except getting along with people. Managers, who are technically brilliant, but cannot handle stress can lower team morale and fail in challenging situations.
While technical competency and intelligence are threshold competencies desired in an employee , the ability to clearly communicate, have smooth interactions with a wide variety of people, think clearly and solve problems under pressure will set an employee apart and employers will give more preference to such employees for promotion. Hence Emotional Intelligence has become very important from survival perspective.
Human Resource professionals can play an important role in integrating emotional intelligence skills in workplace practices like hiring, training, performance development reviews etc. They can incorporate Emotional Quotient competencies in hiring strategies to ensure that employees who come to work already possess a high degree of emotional intelligence. HR can assist the organization by developing competency models and succession plans that incorporate emotional intelligence competencies. This will ensure that the organization of the future will be built based on competencies that have the greatest potential to deliver business goals. Performance and development reviews that reflect Emotional Intelligence competencies will ensure that employees are aware of developmental needs in the emotional intelligence area.
At HDFC Life, we have development programs for our senior leaders and for mid-management employees to infuse or polish the emotional intelligence skills. Many a times, employees are less aware of their thinking patterns and underlying attitudes that get them into trouble. These kinds of development programs include a combination of tools that enable employees to assess personal strengths and limits and develop desired competencies through a year-long program that includes a combination of class room, action projects and experiential learning. We also use assessment centers that utilize simulations, behavioral event interviews, and other measurement techniques to give a valid method of assessing employees against the Emotional Intelligence competencies.
Motivation is especially important in social and emotional learning. Such learning can be challenging for adults who already have established a way of relating to themselves and others. Though organizations can provide a framework and supportive environment for employees to develop their Emotional Quotient, employees need to be strongly committed to the change process for an extended period of time.
HR and line management should become partners in improving emotional intelligence. It is very important that HR helps line management understand the business case for emotional intelligence and provide concrete reasons why and how Emotional Intelligence have a positive impact on the company’s bottom line.
Mr. Ghag joined HDFC Life in September 2009 and has been spearheading the Human Resource function since then. Before HDFC Life, he was associated with DHL Express as Head of HR for India and Senior Advisor - Quality and Processes (First Choice Programme) for South Asia. He was one of the important members of the board and has travelled extensively across the globe as a trainer as well as a participant of various management conferences.View Complete Profile
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