A recent Fast Company article discussed how to gauge the emotional intelligence of your company. The article highlights the work of Paul Warner at InMoment, a leader in customer experience (CX) intelligence, and a few key questions organizations can ask themselves as a measure of their effectiveness in this space.
1. IF YOUR COMPANY WERE A PERSON, WOULD YOU WANT TO BE FRIENDS? The article highlights metrics such as: does the organization make you happy, feel like having coffee with a friend, listen and value your opinion, feel open and honest, do you feel heard, and do you feel included in the decision-making. It goes on to say, “these messages are best delivered not by email or bulletins, but in person by leaders in dialogue with employees.”
While some may argue that’s alot of expectations to put on an organization, I think it speaks to the direction of “corporate language” today as we look to our places of employment to increasingly offer more than just employment, but rather community and fulfillment and purpose. This elevates the responsibility of leadership to up their EQ and dial in intimately to the pulse of their organizations.
2. DOES YOUR COMPANY VIEW YOU IN A WAY THAT IS CONSISTENT WITH HOW YOU SEE YOURSELF? “If the fit is right between your company and you, there should be an alignment between the way you see yourself and how your company sees you.”
In my view, this can be quite risky. How I see myself is a good benchmark if I have strong self awareness and reasonable expectations. However, minus that, it can be difficult to understand what exactly you’re asking the organization to align with.
“Organizations should also value the talents you bring to your role. Ask “Does this company value my creativity and leadership qualities?” One way of answering that is by assessing how much positive feedback you get regarding these strengths.“
Here again, there is a potential for risk. I would offer “constructive” feedback surpasses the measure of “positive” feedback. How much greater opportunity can be created if the organization has a healthy way of recognizing your strengths while also fostering what’s needed to afford you the skills to grow further in them?
3. IS YOUR COMPANY DOING WHAT IT CAN TO HELP YOU BECOME A BETTER PERSON? “A good company, one that displays high levels of emotional intelligence, will develop your skills, and help make you a better and more productive person.“ The article suggests mentoring and talent development as a means of achieving this. As a precursor to that, I would ask organizations to look at what steps they’re taking to build the leadership and EQ skills of those responsible for mentoring and talent development. Developing others requires strong listening skills, collaboration, empathy, understanding of diversity, patience, communication, and significant understanding of self. Are your leaders qualified to mentor others?
Great to see emotional intelligence continue to permeate more aspects of our lives!
ENGAGE: Do you need to strengthen the language of EQ in your organization? Click here to contact me and let’s take a look.
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EMOTION DRIVES ACTION!
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