Some Suggestions for Expanding Your EQ… And Your Team’s or Employees’ Too

By | 2017-01-13T13:42:19+00:00 August 2nd, 2010|Categories: Respectful Workplace|Tags: |Comments Off on Some Suggestions for Expanding Your EQ… And Your Team’s or Employees’ Too
  1. Look for a mentor with high EQ, then watch ‘em like a hawk! Invite them to mentor you formally or informally.
  2. Pretend that you have a personal coach inside your head. Practice going inside to consult this person about your skills as well as how to reach your full potential.
  3. Use silent reflection methods: walking, daydreaming, doodling and “noodling around” with ideas and situations to be resolved.
  4. Use the reflect-write-share process in meetings so people are more centered.
  5. About an idea up for discussion: Try a 2-part process that includes “What I think about this” AND “What I feel about this.”
  6. Experiment with keeping a mood chart to track feelings for a day or week. Connect external events with your high, low and medium feeling levels. Watch for patterns.
  7. Practice the art of watching yourself as you become involved in different tasks. Ask yourself what an outside observer might think, especially when you’re in a challenging situation.
  8. “Know Thyself” practices, including meditation, journaling, guided imagery.
  9. Get materials on anger management from the library and use them.
  10. Affirm self and others frequently for work well done or risks taken in problem-solving. Discuss what goes well on teams and what needs to be improved. Celebrate!
  11. Practice intuiting others’ feelings… then ask if you’re right!
  12. Take a workshop or use another medium (videos, tapes, books) to gain skills in dealing with difficult people.
  13. Read about, and practice observing facial expressions and non-verbal communication.
    Become a disciplined “people watcher” and see how attuned you can become.
  14. Read about empathy, and use empathy skills when appropriate.
  15. Practice sensing other people’s motives.
  16. Observe political undercurrents— who speaks first? Who seems direct? Indirect? Who sits near who at meetings? Who withholds information? Steals credit?
  17. Silence the “mind chatter” that continually evaluates what others say— while they’re still saying it!
  18. Carefully observe well-respected and well-liked team leaders.
  19. Rely less on voice mail and e-mail. Cultivate good “personal” communication.
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About the Author:

Kim Langley
Kim Langley is the president of LifeBalance Enterprises, Inc. and a Partner of Legacy Business Cultures / She has conducted over 250 seminars on emotional intelligence, meeting facilitation skills, stress, dealing with difficult people, managing difficult conversations, change, wellness topics, conflict, communication skills and creativity.