Throughout this article, you should see a common theme: Communication. We’ll dive into that a little further down the way. But one aspect of communication that deserves its own section is focusing on relationships.
The manager-leader has so many different relationships; his work is constant interaction. The manager-leader must have all forms of communication skills, but he also has to have Emotional Intelligence (EI) interwoven into his communications or else he could be misinterpreted, seen as cold and harsh or viewed as unsympathetic.
What is EI? It’s the ability to understand and manage your own emotions, and those of the people around you. People with high emotional IQ can pinpoint their own feelings, what those feelings mean, and how the emotions affect others. It is also being aware of the emotions of those around you. The five main elements of EI are: self-awareness, self-regulation, motivation, empathy, and social skills. Daniel Goleman, contributor to the development of EI, explains more here:
Now that your subordinates and the executives know your value as a manager-leader, how do you see yourself? A 2010 McKinsey Global Survey studied capabilities that predict a leader’s satisfaction with their leadership performance and their life overall. While it is important to have good feedback from your team, your peers and your boss, how you see yourself in the mirror is probably the most important of all. Following are capabilities and what they mean:*
• Meaning: using strengths towards objectives that inspire you
• Positive Framing: adapting a better way to view your world and take difficult situations and turn them into learning experiences
• Connecting: tying yourself closer to your various communities and feeling like you truly belong
• Engaging: pursuing opportunities disguised by risk
• Energizing: practicing ways to sustain your energy on the leadership journey
For a more in-depth look at these traits, go to www.McKinsey.com and enter The Value of Centered Leadership.
By Lisa Landis Follow @LisaLadola13