Researches conducted by human resources specialists around the world have shown that people who have high emotional intelligence coefficient (EQ) are more successful in their career. So, your professional rise whether it’s engineering, banking, medicine, sales etc.., Is determined not only by your cognitive intelligence ( measured by IQ coefficient), but also by the level of emotional intelligence (EQ).
EQ vs. IQ in the recruitment process
Emotional intelligence is a social or interpersonal intelligence that allows people to recognize their own emotions, and those of others. Moreover, emotional intelligence makes us distinguish between the myriad of emotions that we all fell or perceive in others and helps us make the right decisions in certain situations. Unlike cognitive intelligence, emotional intelligence can be learned and improved throughout our lives.
Between two candidates for a job with an identical IQ, who has a higher coefficient of emotional intelligence has a competitive advantage. Recruiters are increasingly using more and more tests to identify the level of emotional intelligence that candidates to interview have, because a higher level can only mean that they will do better at work. People with high EQ have the ability to suppress negative emotions like anger, lack of self-confidence, stress, anxiety, etc.. and replace them with positive emotions: confidence, empathy, collegiality, etc..
IQ evaluates cognitive aspects of the individual. These aspects exists in a person, but can remain dormant / latent forever. IQ does not say anything about the actions of a man, but only about his level of knowledge. Instead, EQ measures the effective capacity of the individual response to different situations, the intelligence to use emotions of their own and others while being in a discussion, relationship etc. Those who adapt their actions in the workplace suitable to what emotions they recognize are more likely to succeed in their career and cope with stressful or extreme situations.
Emotional Intelligence at work
Emotional intelligence is taken into account when it talks about organizational factors such as organizational change, leadership, management performance, occupational stress, employees satisfaction level etc.. Companies that have developed their own emotional culture will take into account candidates EQ, very important in the recruitment process.
Studies conducted on 500 companies worldwide by Daniel Goleman, father of the concept of emotional intelligence, revealed that employees with a high EQ harness their cognitive and emotional potential available and get into leadership positions. As an employee advances in a company, so the emotional intelligence becomes more important. Team managers must be able to adapt thei emotions to the emotions of subordinates and also to set a certain emotional atmosphere within the team to streamline work. To make the best decisions, heads of departments or project teams must have a high level of emotional intelligence.
Adopting a behavior that is based on the cliche “let your personal issues / emotions at the door of the office” has proved to be incorrect in companies. Total lack of emotions in the workplace leads to rigid relationships between employees, based on either indifference or fear and authority. On the other hand, excessive expression of emotions is as contraindicated. Applying the principles of emotional intelligence in the workplace consists in finding a balance between the two situations mentioned above. Weighted repression of your own emotions and reactions to others’ emotions can make the difference between a successful manager and one that fails in this position.
So, for a successful career regardless of the field, complement your academic knowledge with your emotional intelligence / skills . Give more importance to your own emotions and reactions, and adapt them to your colleagues emotions so that you get a positive effect on your professional activity.