2 minutes reading time (389 words)

How's Your EQ?

The term "Emotional Intelligence" (EQ) first appeared in the 1960's though didn't really gain a lot of traction until Daniel Goleman's book of the same name was published in 1995. In simple terms, EQ can be defined as "the ability to read the emotional and interpersonal needs of a situation and respond appropriately".

While the concept of EQ has been around for some time, the recognition of its value in the workplace continues to increase, as demonstrated by the results of a recent survey in which:

  • 95% of respondents said EQ is at least as important at work as IQ—if not more so
  • 86% of managers, directors, and executives said EQ is a bigger factor in organizational success than it was five years ago
  • 46% of managers indicated they spend significantly more time on interpersonal issues, where higher EQ would be helpful, than on either the quality or quantity of work their employees do
  • 80% of those surveyed have worked on a team where low EQ hurt productivity and/or create a toxic culture
  • 41% said they had actually quit a job after working with people with a low EQ
  • While almost 95% of survey respondents said that they themselves are skilled at reading the emotional needs of a situation and adapting their approach, only 71% said their coworkers know how to do that
  • While 98% of supervisors, managers, directors, and executives said it would be worthwhile for their teams to develop their EQ, only 72% said they know how to go about it.

These research results emerged out of the John Wiley & Sons, Inc 2020 Agile Organization Survey. If you'd like to learn more about EQ, the research and how you can begin to further develop this capability in yourself and others, check out the free Agility Unlocked e-book here.

And contact us if you'd like to learn more about our latest group/team development and individual coaching program – Agile EQ: Develop your Emotional Intelligence, Be Agile and Thrive! The focus of this program is on enhancing participant's understanding of the strengths and limitations of the mindsets that come most naturally to them, and recognising, valuing and learning to apply alternate mindsets as and when a given situation requires it. Note that both group and individual programs can be delivered online.

Fair Work Act JobKeeper Provisions
Cultivating Vulnerability-Based Trust

Related Posts