“Leaders who demonstrate high levels of EI in the workplace drive higher levels of employee engagement as evidenced by the individual engagement levels of their direct reports.”
To those familiar with EI this comes as no surprise. But for those who may have perceived EI to this point as a “nice to have” or “soft skills” this should represent a real developmental opportunity for all levels of leadership. In this study individuals were measured in terms of their own levels of engagement in three specific facets:
- Praise the organization to others
- Perform above and beyond what is expected of them
- Persist in the face of adversity
These three dimensions have been shown to correlate directly with performance metrics such as productivity, retention, profitability and employee satisfaction to name a few. For a view of the preliminary results from this study, e-mail us.
At a time when organizations are striving to be innovative and competitive, the human asset is becoming even more critical. Couple this with the fact that people who have entered the workforce in the last 20 years are drawn to leaders who are aware, authentic, empathetic, expansive, resilient, empowering and centered/responsive. These are all the essential qualities of the emotionally intelligent leader.
If you are still in doubt, how engaged do you think you would be if your boss was disconnected, guarded, insensitive, limited, temperamental, indifferent and reactive?