For the longest time, there has been the idea that people who make a big deal of emotional intelligence are simply low or mediocre IQ people. In the minds of a lot of people, those who make a big deal of their emotional skills and sociability are essentially compensating for the fact that they have a low or mediocre IQ. If only things were that simple.
The truth is, when you look at any organization, chances are high that the head honcho or the prime movers and shakers of that establishment are not at the top of the IQ chart for that organization. In fact, in many cases, the most progressive and successful organizations have CEOs who have IQs way below the smartest people in their organizations.
The smart individuals, it turns out, are specialists. Whether they work in the IT department, the planning department, or other areas, when it comes to the actual operation of raw executive control of the organization, these individuals tend to have lower IQs.
What’s going on? You have to look at emotional intelligence. Success doesn’t just involve figuring out what to do. It doesn’t just turn on whether you know how to do things or not. Instead, a large part of success turns on whether you can manage people who are often opposed to each other towards a common goal.
You must be able to do this day after day, week after week, month after month. You must be able to scale this in the future, and you must be able to communicate this clearly, not only to your team members but also to people outside your team.
Interestingly enough, this skill set cannot be explained by IQ. This is where emotional intelligence comes in. Not only do you have self-aware to the point that you know what you’re feelings are, but you can communicate your feelings to others in such a way that you’ve become more persuasive and you can remind them about common goals. This is how you can tell whether a leader can motivate and inspire people around them to produce better and better results.
People with low emotional intelligence who are thrust into leadership positions often use fear, intimidation, or grotesque and cheap rewards to get what they need. Eventually, that gets old. That organization would stagnate if it doesn’t fall apart.
Emotional intelligence is crucial to any organization that is aiming for the fences. Make no mistake, if you’re trying to hit that home run, you need to be led by somebody who not only knows how to say the right things to the right people at the right time to produce the right results, but also who can do this in many different contexts. That person must also be able to plan out the consequences of such emotional signals.
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It’s not as hard as you think. It is not complicated, it is not Greek, and it is not written in computer code. You just have to know what you’re doing and what you’re dealing with.
Unfortunately, so many people think in habitual terms. They think that once they perceive certain things that they can respond emotionally a certain way. This is why they continue to struggle and don’t get the results that they otherwise have coming to them.
If you want to maximize your emotional intelligence, you need the right guidance. This book will set you on the right path. Forget about blog posts that you’ve read and the webinars on YouTube that you’ve seen, start with a blank slate. Start with what you know. Start with who you are. Click here.
