High emotional intelligence is not only a benefit to you as an individual; there are many perks for your workplace as well. EQ is tied with motivation, thus high EQ teams are more motivated, effective and confident in their decisions. Unlike IQ, emotional intelligence is not set in youth, and unlike emotions, EQ is a learned set of skills.
Research indicates that people in their 40s and 50s have higher EQ scores than young adults — in a way, another term for emotional intelligence could be maturity. By working with, refining and developing your emotional habits over time, you will raise your EQ.
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Getting in touch with your own emotions and understanding yourself better is the first step in developing your EQ. Turn your external lens inward; try asking yourself questions, writing, or meditating. Learning more about yourself and the way you react to others can foster higher levels of empathy and emotion management, two core attributes of high EQ.
While not necessarily part of emotional intelligence, optimism promotes good EQ habits and is a fantastic tool for raising your emotional quotient. Pessimism inherently sees problems as being pervasive and permanent, while optimism fuels motivation, effective stress coping, self-esteem and facilitates emotional stability. Your positive outlook also will reflect back to your co-workers, helping increase their confidence in turn. Similar to optimism, confidence is a very empowering part of our success and performance and the things we keep inside directly affect our confidence.
We internalize the things that we focus on, so dwelling on failure becomes a self-fulfilling prophecy. When this becomes a natural part of your thinking, you will find that you are more confident, able to readily meet challenges and succeed — confident is as confidence does. Once you understand and can control the degree of emotions you feel, use your understanding to motivate yourself. Initiative is another reflection of high EQ and critical for workplace success as well. This doesn't produce the greatest ratio, and you'd like to increase the likelihood of identifying high performers.
The following tips should help put the odds more squarely in your favor:. Why: High performers are like human sponges, absorbing as much information as they can to improve their professional or personal life. Ask about: Their most recent experience in either managing or participating in a group project. Why: This topic ought to expose a treasure trove of information, especially if you ask the right follow-up questions. You should be able to glean some valuable insights about their attitude, work ethic, tenacity and sense of teamwork.
Why: High performers are hard-wired with a sense of urgency.
They don't let things pile up, and they certainly don't disregard matters that require attention. It would contradict their mindset, which is focused on accomplishment.
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In an interview, they are likely to look at you as if you were daft. If resources were shared, peers benefitted from working with a star and thus socially supported the high performer. Hot shots who deliver high levels of performance on a regular basis are valuable.
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They are often difficult to find, hard to attract and then retain, and costly to replace. So those who lead or manage them should stay vigilant, watching for signs of isolation, dissatisfaction, and disengagement, and intervene early to assure their investment pays off.
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By helping employees recognize that the benefits of collaborating with high performers can outweigh the threats, managers can assure that star performers are embraced rather than sabotaged. Are you a scientist who specializes in neuroscience, cognitive science, or psychology? And have you read a recent peer-reviewed paper that you would like to write about? Please send suggestions to Mind Matters editor Gareth Cook.
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Gareth, a Pulitzer prize-winning journalist, is the series editor of Best American Infographics and can be reached at garethideas AT gmail. You have free article s left. Already a subscriber?
Characteristics of a High Performance Employee
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