Emotional Intelligence — How can the HR Department Build Emotion Intelligence in a work environment?

Scholars have defined Emotional intelligence, EQ, as; the ability, capacity, skill, or self-perceived ability to identify, assess, and manage the emotions of one’s self, of others, and of groups. People who possess a high degree of emotional intelligence know themselves very well and are also able to sense the emotions of others.

How can HR build strong bonds of emotional intelligence in their workplaces?

To answers this, allow us to back up a little and dig further into the definition of EQ. The definition highlights how EQ is a skill, ability, and capacity! This shades more light into the proficiency EQ brings in today’s dynamic workplaces that are diverse with talents, attributes, backgrounds, and knowledge. We can best answer this question using the five qualities that are expected of an emotionally intelligent person.

Self-Awareness being the conscious knowledge of one’s own character and feelings by definition highlights to us why people with high emotional intelligence are generally self-aware. They are in place to hold their emotions, and never let their feelings rule them. Many people believe that this self-awareness is the most important part of emotional intelligence.

Wikipedia defines Emotion Self-Regulation as the ability to respond to the ongoing demands of experience with the range of emotions in a manner that is socially tolerable and sufficiently flexible to permit spontaneous reactions as well as the ability to delay spontaneous reactions as needed. One who self-regulates characteristically doesn’t allow oneself to become too angry or jealous and doesn’t make impulsive, careless decisions.

People with a high degree of emotional intelligence are usually motivated. They’re willing to defer immediate results for long-term success. They’re highly productive, love a challenge, and are very effective in whatever they do.

Empathy is the capacity to understand or feel what another person is experiencing from within their frame of reference, that is, the capacity to place oneself in another’s position. Definitions of empathy encompass a broad range of emotional states. Empathy is by far the second most important constituent of emotional intelligence. Empathetic people are usually exceptional at managing relations, are great listeners and easily relating with others.

Social Skills make us team players, friendly and approachable persons, ‘brothers from other mothers’ or ‘sister-love’. The Johns that are easy to converse with, those people that never seem to have a low moment in their busy schedules. They easily get away with assigning a huge bunch of work because it is easy to talk to and like people with good social skills, another sign of high emotional intelligence.

The Blog is a work of research, I had compiled it for someone who didn't find it "engaging" 
First posted on my LinkedIn and Medium accounts
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2 thoughts on “Emotional Intelligence — How can the HR Department Build Emotion Intelligence in a work environment?

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  1. EQ is important. It can be easy to let your emotions blindside you. It’s always a good practice to step back, before you react, and decide HOW you should react.


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