Emotional Intelligence (EQ) is a sought-after quality in both leaders and team members. After all, you would probably prefer to work for or with someone who is self-aware, exhibits self-control, understands the needs of others, and can adapt their approach to meet those needs. I know I would.
The term “emotional intelligence” was already being used in academic circles in the late 1980s when, as a young manager, I was first introduced to DiSC. It would be another 10 years before Daniel Goleman popularized the term with his book: Emotional Intelligence: Why It Can Matter More Than IQ. And it was much later that I realized that one of the benefits I had gained from my exposure to the DiSC model early in my career was greater emotional intelligence.
DiSC gave me awareness into the strengths and weaknesses of my style. Plus, it highlighted blind spots that were tripping up my relationships with colleagues and hurting my credibility as a leader. It also introduced me to the fact that not everyone else sees the world as I do. It taught me that being a good teammate and an effective leader requires the ability to see the world from the perspective of others, as well as the ability to adapt to meet others’ needs.
As it turns out, DISC® introduced me to the four pillars of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. DiSC was a tool for improving emotional intelligence before we even knew what emotional intelligence was!
Until recently it required that, as instructional designers and facilitators, we develop the training materials and activities to bring those insights to life for our participants. The full potential of DiSC as a tool for increasing emotional intelligence was not being realized.
That all changed last year with the introduction of Everything DiSC® Agile EQ. This tool combines assessment and development to help participants understand their patterns of behavior so they can learn how to adapt or “stretch” their responses to become more effective in leadership and interpersonal relationships. Where Agile EQ differs from other assessments is rather than specifically measuring EQ it is a tool for actively developing it.
This year Agile EQ was added to the new Everything DiSC learning platform – Catalyst. Catalyst brings learning to life by giving participants access to a range of new multi-media resources for understanding themselves and their teammates. It provides insights into the areas where their natural strengths work – and where they don’t, as well as specific ideas and practices for building greater emotional intelligence. Catalyst gives learners a place to return to regularly to continue their DiSC and EQ learning journey.
There is a growing recognition of the value of emotional intelligence in the workplace. In a survey conducted by Wiley:
- Ninety-five percent of respondents said EQ is at least as important at work as IQ—if not more so.
- Eighty-six percent of managers, directors, and executives said EQ is a bigger factor in organizational success than it was five years ago.
- Seventy-nine percent of those surveyed have worked on a team where low EQ hurt productivity.
- Eighty percent said they’ve seen low EQ create a toxic culture.
- More than 40 percent have actually quit a job after working with people with a low EQ.
Clearly emotional intelligence – or the lack of it – has a significant impact on both individual and organizational success.
Contact us to learn more about how Everything DiSC Agile EQ can be a catalyst for creating a culture of agility and resiliency that leads to a better employee experience and improved organizational results.
TAGGED : emotional intelligence, Everything DiSC®, leadership