What is emotional intelligence at work?
Emotional intelligence elements can assist workers with managing their own emotions. This assists with keeping away from imprudent reactions and unseemly responses to distressing or testing circumstances at work, as well as elevating the capacity to recognize and figure out emotions and help with additional fair and judicious choices.
Emotional intelligence is fundamental in the working environment, as it adds to better and more useful connections, elevates sympathy and assists with laying out an amicable workplace. The expertise includes communicating thoughts and emotions plainly and confidently, and incorporates compelling communication between the group.
The ability to manage conflicts makes the employee (or, in this case, even the leader) more likely to find solutions to possible setbacks that arise in the work environment. These dynamics help with self-development and promote a deeper understanding of oneself, which promotes personal growth and the improvement of professional skills over time.
What is emotional intelligence at work?
At the point when we discuss emotional intelligence at work, we mean the utilization of emotional capacities and abilities to work on individual and gathering execution, as well as relational connections inside the work environment. It is a basic characteristic in high-pressure circumstances.
Emotional intelligence permits you to manage pressure, remain cool-headed in testing circumstances and could impact administration, assisting with persuading and move the group, give productive criticism and energize the individual and expert improvement of workers.
It is worth noting that firms are increasingly focusing on emotional intelligence since it leads to increased employee engagement and productivity. It is a mature and efficient approach to dealing with job constraints while still keeping positive connections with coworkers and clients. In practice, everybody gains.
How to implement emotional intelligence dynamics
To execute these elements, the help and commitment of the organisation’s chiefs and supervisors is fundamental. Whenever this is finished, the initial step is to distinguish the group’s necessities, which should be possible through overviews or discussions with representatives.
The next step is to select dynamics that are relevant and appropriate to the company’s context and ensure that the chosen activities meet emotional development objectives. One tip is that, before starting the dynamics, there are awareness sessions about the importance of emotional intelligence at work.
It is also essential to establish an environment of trust for employees. You can provide training on emotional intelligence and provide resources, such as books, articles and videos, so that employees can deepen their knowledge.
Dynamics of emotional intelligence at work
That said, dynamics represent just one of several ways to stimulate emotional intelligence at work. Here are some examples that can help you put this important skill into practice:
1 – Gratitude Box
The dynamics of the gratitude box are simple and objective. All you need is a box (it can be small) and some papers. After placing the box within everyone’s reach and distributing the papers among the collaborators, they should write messages of thanks to each other, as a way of expressing responses to their contributions and support. The idea is to promote gratitude among the team and show that everyone is important.
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2 – Personal goals
Another idea is to bring employees together so that each one can share their personal goals and what is being done to achieve them. It is an opportunity for colleagues to offer support and encouragement, showing a genuine interest in helping others.
3 – Emotional control
One of the aspects of emotional intelligence is self-control. To identify this skill and help employees improve, bring everyone together to present hypothetical stressful situations at work. Then ask participants to share how they usually react and how they could improve their emotional control in these situations.
4 – Mirror of empathy
This dynamic starts when the participants are separated into pairs. Then, each person will get a few minutes to discuss an emotionally significant event in their lives, while the other person listens closely and gives understanding and support. The aim is for the two to trade positions. It’s an activity to demonstrate the significance of understanding other people’s emotions.
5 – Wheel of emotions
In this dynamic, employees must distribute themselves in a circle. Put different emotions written on cards and ask participants to express a situation they have experienced or imagine in which they felt the drawn emotion. In this case, the idea is that, after each report, the group can discuss how to deal with the emotion in question.
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