Here's how you can navigate the repercussions of leaders lacking emotional intelligence in the workplace.

I've seen this manifest itself in leadership through the immediate dismissal of solutions, the stealing of others' ideas, and even both at the same time! Depending on how much authority the person in leadership has, this can be a difficult situation to address effectively.

Despite the best of intentions, a leader's lack of emotional intelligence often manifests in what many perceive as bullying behaviors. As Kim Scott, author of "Radical Candor" recently outlined, the reasons are often the following: - Unawareness of the impact of their actions; - Misguided intentions that don't align with their team's dynamics; - Ingrained habits and long-standing patterns they have never examined or tried to change; - Misusing power and not realizing how their actions are perceived by those lower in the hierarchy; - Feeling stressed, overwhelmed, and pressured to perform may make leaders lash out without intending to. I have found this list as a framework to bring awareness to leaders extremely valuable.

Think of ways to make it leadership's idea. Consider using phrasing and questions like, "Here's a really neat thing I learned about emotional intelligence....I wonder how we could use something like that to give us a strategic advantage here?"

Under stress and pressure, it’s not easy for the brain to think critically and to be in tune with others. Instead, the person is only in survival, tunnel vision mode. Instead of giving them advice, ask for a story/example of a moment they struggled. Listen with curiosity and ask questions that help them explore their situation. Reflect back the emotions or potential perspectives of the participants of the story in short phrases. Then pause and continue to listen. This creates a safe space for more complex thinking. This means also understanding more perspectives and recognizing the many shades of color between black and white. They become more self-aware and other-aware. This will be a moment of change and growth.

Incentivar o diálogo no ambiente de trabalho é essencial para mitigar os efeitos da falta de inteligência emocional dos líderes. Criar um espaço onde os colaboradores se sintam seguros para expressar suas preocupações e ideias pode ajudar a identificar e resolver problemas antes que se agravem. Ferramentas como reuniões regulares de feedback, caixas de sugestões anônimas e sessões de escuta ativa são estratégias eficazes. A comunicação aberta fortalece a confiança e a colaboração, permitindo que a equipe trabalhe de forma mais coesa e resiliente diante de desafios emocionais.

Liderar pelo Exemplo, demonstrando inteligência emocional — como empatia, autocontrole e habilidades de comunicação eficazes — estabelece um padrão de comportamento que os colaboradores são mais propensos a seguir. Líderes que gerenciam suas próprias emoções de maneira eficaz e mostram compreensão e apoio aos seus funcionários promovem um ambiente de trabalho mais positivo, saudável e produtivo. Assim, é crucial que os líderes não apenas entendam o conceito, como se comprometam a aplicar esses princípios diariamente.

Employee Emotions Aren’t Noise. They’re Data For people lacking Emotional Intelligence, I like a lot the approach from 2 Wharton professors: ADAM GRANT: "When you see what other people are feeling, that’s information about what their motivations are. Without that information, you’re actually handicapped as a leader" "As someone who loves data and left-brained, this idea that emotions are data has made me a lot more comfortable bringing them to the table" SIGAL BARSADE: "Managers need to lead through their own behavior (...) Different emotions lead to different results" "Many managers still don't see emotions as potentially useful to them strategically. They're missing out on opportunities to improve their company's performance"

The ability to see things and identify feelings in others is usually limited for people with low EI. This is a kind of handicap. First, you should not be angry or disappointed by their behavior. As a leader, look for means to make them "see" things they are blind about. Second, try stepping into the other shoe exercise, even people with low EI can practice it and get data that may help them "see" and understand.