Emotional Intelligence: A Key To High Performance

Daniel Goleman

Daniel Goleman

Host of First Person Plural: Emotional Intelligence and Beyond

I’m delighted to share with you matters close to my heart, ideas that I find stimulating, and some practical tips and leads that you might find useful. At the heart, of course, you’ll find emotional intelligence. But my interests also go far beyond; you’ll get a taste of that range here. PLUS news you can put to use in your life or work – or in both. Please join me each month.

Let’s dive in…

First, an announcement…

What does emotional intelligence look like in the post-pandemic era? I recently partnered with WOBI to offer a digital masterclass on #emotionalintelligence. The session will run in April but you can register now 👉 https://bit.ly/3pdRzCM

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What “behavioral muscles” would strengthen your performance?

  • Controlling emotions better under stress
  • Resisting distractions
  • Being a better listener
  • Not micromanaging

If you agree with any of these – or all of them – you’re not alone.

In survey after survey done over the last ten years, these problems are at top of the list.

So says Lee Newman, Dean of the IE Business School in Spain, a highly respected training ground for entrepreneurs.

Recently I did a Q&A session with Lee for a Spanish-speaking audience and he asked them about what they felt needed to be strengthened in their performance. These problems were the most frequent complaints out of about 40 common problems.

When I saw Lee’s list it was clear to me that the solutions to these common troubles all could be found in boosting one or another aspect of emotional intelligence.

Take managing your emotions under stress and resisting distractions. It turns out that pretty much the same brain circuitry handles both these jobs – and the EI competence of emotional balance tells you how.

Being a better listener, of course, is the basis of empathy, another EI competence.  And resisting the urge to micromanage counts as one step to helping those you manage do their very best.

The three steps:

  1. Give a clear goal
  2. Don’t micromanage: leave the person free to accomplish that goal in their own way
  3. Give immediate feedback on how they are doing toward that goal, so they can make any needed midcourse corrections.

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