Welcome to the Leadership from the Heart podcast, where we explore effective leadership principles that connect with human emotions. We discuss examples of leaders with high emotional intelligence (EI), such as self-awareness, self-regulation, empathy, conflict resolution, and decision-making. Developing self-awareness can be done through online assessments. Self-regulation helps control emotions in challenging situations. Empathy connects leaders with team members on a deeper level. EI enhances communication skills and social awareness, which leads to positive team dynamics. Strategies for developing EI include workshops, mentorship, feedback, and cultural sensitivity training.
Welcome to Leadership from the Heart, the podcast that dives deep into the world of operational focus leadership. I'm your host, Romy Montero, and I'm thrilled to have you join us on the journey of discovery, growth, and transformation. In each episode, we'll explore the essential principles of effective leadership that not only drive results, but touch the very core of human connection. At Leadership from the Heart, we believe that leadership is not just a title. It's a goal.
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They recognize that they tend to become frustrated when projects fall behind. Instead of reacting with anger or blame, they acknowledge their frustration, take a moment to reflect on its cause, and decide to address the issue in a calm, constructive way with their team. Example number two, self-regulation. Consider an employee who receives critical feedback during a performance review. Instead of becoming defensive or upset, they practice self-regulation by listening attentively, asking for clarification, and taking the time to process the feedback before responding.
This helps them maintain professionalism and open communication. Example number three, empathy. Think of a manager who demonstrates empathy. When a team member is going through a challenging personal situation, such as a family illness, the manager does not just focus on work-related matters. Instead, they express genuine concern, offer support, and adjust workloads or deadlines to accommodate the employee's needs. Example number four, handling conflict. Consider a team member who excels at handling conflict. When disagreements arise with the team, they facilitate open discussions, ensure all viewpoints are heard, and guide the group toward a resolution that everyone can agree on.
This prevents conflicts from escalating and maintains a positive team environment. Example number five, decision-making. Imagine a manager making a difficult decision about downsizing the team due to budget constraints. They use their emotional intelligence to weigh the impact on the employees, consider alternatives, and communicate the decision with empathy and transparency, helping effective individuals cope with the challenges. Self-awareness is the basis of EI. Leaders who understand their own emotions can effectively navigate them and make more informed decisions.
We'll explore some techniques for developing self-awareness. There are some free assessment tools online, such as personality assessments and the DIS assessment, that can help leaders gain more self-awareness regarding their leadership abilities. That includes communication, time management, teamwork, and problem solving. We've gone ahead and included some of those links in our show notes for your convenience. Once you've taken those assessments, you can begin the next step, self-regulation. Self-regulation is the ability to control emotions, especially in challenging situations.
A great example of self-regulation occurred when my team and I took the DIS assessment. It revealed that my personality leaned closer to an I style, denoting that I was an influencer, different from the concept of a social media influencer. In the DIS framework, I represents individuals who tend to be outgoing, persuasive, and socially adept. They excel in relationship building, exuding enthusiasm and charisma. Increasingly, my two morning managers emerged as S's, signifying steadiness. Individuals with DIS styles are renowned for their reliability, their patience, and cooperative nature.
They prioritize harmonious relationships, and they are attentive listeners, and they're known for their supportive teamwork. They typically require time for planning and reviewing their work prior to execution. Recognizing this contrast, I understood why my morning managers were initially resistant to participating in impromptu meetings and events, despite their dedication to the work. It became evident to me that they needed time for planning and review. In response, I adjusted my approach, and we began to plan the meetings that they would lead.
The outcome was remarkable. Both leaders thrived and took complete ownership of their task. This experience underscores how self-regulation empowers leaders to respond thoughtfully rather than react impulsively, leading to more effective and harmonious team dynamics. Empathy allows leaders to connect with team members on a deeper level. Empathy is the capacity to understand and share the feelings, thoughts, and perspectives of another person. It involves the ability to step into someone else's shoes, recognizing their emotions, and demonstrate understanding and compassion for their experiences, even if they differ from your own.
Empathy is a fundamental aspect of human connection and is essential for building relationships, fostering understanding, and providing emotional support to others. Empathetic leaders can create trust, collaboration, and positive organizational cultures. Emotional intelligence plays an important role in enhancing communication skills for leaders, enabling them to effectively convey ideas, mediate conflicts, and inspire their teams. I remember an incident early in my leadership career. Prior to my introduction of the emotional intelligence principles by Daniel Goldman, there was a situation that required me to administer a corrective action, but the employee was clearly having a challenging day, likely due to a combination of work-related and personal issues.
In that moment, I experienced a profound shift in my perspective. First, I felt empathy towards the employee, recognizing that administering this corrective action on a day where they were already struggling would likely increase their distress. Additionally, I was concerned about their reaction and how it might impact our working relationship. It was during this critical moment that I requested guidance from my leader at the time, Jack, who imparted a valuable lesson. Before being leaders, we are human beings, he said, and our foremost responsibility is to the care and well-being of our team members.
I believe this is when I knew I would choose leadership for the remainder of my career, as this philosophy aligned with my being. This experience marked a turning point in my leadership journey, as I came to understand that while we have tasks and duties to fulfill as leaders, our primary concern should always be the welfare of our people. By recognizing your own emotions as a leader, or more critically, considering how your message may affect your team's emotional state is vitally important.
It should guide your choice of communication methods. Tailoring your communication to your audience demands mindfulness of tone, nonverbal cues, and timing. Always remain professional, demonstrate respect, and maintain focus on the topic at hand. This approach ensures that your communication encourages understanding, trust, and a positive team dynamic. Social awareness is the ability to understand and recognize the emotions, perspectives, and needs of others. It involves being attuned to the feelings and the experiences of others around you, as well as having empathy and a strong sense of social responsibility.
Socially aware leaders can navigate social situations with sensitivity, build positive relationships, and respond effectively to those emotions and needs of others. This skill is a key component of emotional intelligence, and it is essential for raising healthy interpersonal connections and cooperation. Leaders who excel in this area can build stronger, more cohesive teams. But EI doesn't just benefit the individual. It transforms entire cultures. Depending on which area you excel in the emotional intelligence and which area you call for opportunity, there are five practical strategies you can use for EI in leadership development.
One is attend workshops and training programs focused on emotional intelligence. Two, seek a mentor who excels in emotional intelligence and ask for guidance, support, and feedback. Three, continuously introduce feedback into your leadership style, making adjustments to your emotional intelligence as you make improvements. Number four, attend culturally sensitive trainings to enhance your understanding of diverse perspectives and emotions. And number five, form or join a peer support group with other leaders to discuss EI-related challenges and share strategies for improvement.
Leading with emotional intelligence aligns with one of our core values here at Leadership from the Heart. Remember that emotional intelligence is not just a skill. It's a mindset. It's about leading with your heart, empathy, and a genuine commitment to the well-being and growth of your team. So until next time, lead with empathy and lead from your heart. Thank you for joining us on another insightful episode of Leadership from the Heart. We hope that you've gained valuable tools and inspiration to transform your leadership approach and create lasting impact within your organization.
If you enjoyed today's episode, be sure to subscribe, rate, and review our podcast. Your feedback means the world to us and helps us reach more aspiring leaders like you. Remember, leadership is a journey and one that we're all on together. So until next time, lead with purpose, lead with empathy, and lead from your heart. This is Romy Montparnasse signing off, reminding you that your leadership has the power to shape a brighter future for all.
