The textbook definition of EQ (or Emotional Intelligence Quotient) is the ability, capacity, skill or a self-perceived ability to identify, assess, and manage the emotions of one’s self, of others, and of groups.

Sounds boring. But, when you understand what it is, it becomes an exciting and dynamic dimension of Organizational Behavior and communication. EQ, at its basest form, is empathy. Being able to feel what others are feeling, relate to it, and help them work through it to become more productive, and to form important work relationships. Many people want to work on their EQ in order to improve their personal relationships, and their well-being. However, here we employ it in a way that can help all of the above.

When there’s a lack of communication in the workplace, we begin to assume that everyone’s actions are founded in bad intentions. That, since everyone is out for themselves and their year-end bonuses, the workplace must be every man for himself. We must sacrifice everyone else to get ahead. If you have an organization of 100 people, and each is going out for their best interest, the direction of the company is split in 100 different ways, and mistrust is bred again and again.

In order to enact W. Edwards Deming’s 14 points of management, we must realign our minds to be more positive. We must redirect them to “assume positive intent” throughout all of our workplace communications. At Bama, we train all employees in an extensive 3 day course of EQ. Dusty Staub, CEO of Staub Leadership, and author of “The 7 Acts of Courage” and “The Heart of Leadership,” has structured our EQ training to include ways to identify with with and be understanding towards your teammates, instead of acting passive-aggressively towards them.

Some of the most important areas in EQ training are: Seek to Understand; Instead of assuming that a co-worker’s actions are intended to cast you in a bad light, seek to understand why they may be acting this way. Maybe something negative is going on in their life, or maybe they feel stressed. Try to look below the surface, even when it’s not your first instinct.

Courageous Conversations; when someone isn’t performing well, people prefer to be non-confrontational. This will cause the issue to get bottled up, and can lead to passive-aggressive behaviors. In our EQ training we teach employees to confront the problem head on in a respectful, docile way–they should be seeking to understand.

Trust; It is necessary listen to and value our team members. Everyone wants to be trusted to do what’s best for their organization, and have their coworkers believe they are doing a good job. Listening and trusting are the most important aspects of EQ.

Many large companies are employing some of these EQ tools, such as McDonald’s “Three Legged Stool” Philosophy, or Google’s new mission to bring meditation and mindfulness to its employees.

In order to change the way business is done, and truly find the soul of business we must employ EQ. Using EQ is the most thorough way to train employees to respect each other, and to have the same goal in mind: making your organization profitable.

Learn more about Finding the Soul of Big Business. Stop by Paula Marshall’s site where you can find out all about Soulful Management and what it can do for you.

Tags: Personal Development