“Many adept and highly skilled managers are unaware of themselves and their influence on others and therefore risk derailing their careers despite technical or intellectual brilliance,” he writes. To gain this level of understanding, he recommends a coach.
“A coach can assist an executive to gain deeper self-awareness about how emotions may implicitly or explicitly influence his or her decisions and actions,” he writes.
Kirsten says a good coach will start a dialogue about how different personal preferences influence working styles and compare and contrast those perceptions with his or hers.
Kirsten says by discussing trigger emotions a coach can minimize stress and help a manager avoid blowing up.
“A manager might learn to recognize warning signs that he or she is becoming too emotional to think rationally and therefore take a brief break to regain composure,” he writes.
Kirsten says leaders who possess emotional intelligence:
– Are able to assess their emotional states, personal strengths and weaknesses, and the impact of their biases on employees and colleagues;
– Are able to control their emotions and impulses, refrain from externalizing stress, and are less likely to impose their negative moods on others;
– Harness emotional energy to help themselves and others to achieve goals;
– Are able to see the world through the eyes of others and to value their concern;
– Are able to negotiate relationships with superiors, peers, and employees to produce desired results;
– Clearly articulate mission and goals for themselves and others despite increasing workplace ambiguity.
For more on emotional intelligence, read Kirsten’s full post here.