With the constant focus on AI, you might think that technical skills are the pathway to success. But remember, the relational and emotional aspects of work remain purely human. And that makes self-awareness and emotional intelligence (EQ) crucial, writes Michelle Gibbings.
Know the impact
In 2016, the World Economic Forum released its list of the top 10 skills people would need by 2020 to thrive in the Fourth Industrial Revolution. None of the skills listed were technical skills. And four of the top ten skills were people management, coordinating with others, emotional intelligence and service orientation. That study, and many others since then, shows how today’s digital and automated world is shifting the emphasis on skills and capabilities. The focus is on curiosity, creativity, problem-solving, initiative, adaptability – and EQ.
EQ is your competitive advantage
Success requires clearly articulating how you can help your organisation achieve its objectives. Having EQ is central to this value offering. A joint study by Kellogg Northwestern and MIT Sloan School of Management examined how new technology impacts workers and their earnings. They found the effect varied depending on whether the technology could perform a task ‘in place of a worker’ or ‘complementing workers performing a task’. The latter created more variability, such that “the most experienced and highly paid workers suffer, while new hires appear to benefit.” They concluded AI could level the playing field within an occupation and that the people most impacted would be those currently better at their jobs. However, their research found that roles that relied on interpersonal skills were hardly affected by technological change. Consequently, self-awareness, emotional regulation, connecting and relating to others – and having the skills to collaborate and influence – are central to your value offering.
Elevate emotional agility
The working world is challenging and often stressful. Being able to navigate your way through that pressure is crucial. Research bears this out. Psychologist and researcher Susan David found that emotionally agile people are not immune to stresses and setbacks. What’s different is that they know how to gain insight into those situations and interactions by noticing their feelings, using this knowledge to adapt or align their actions, and then making changes. It’s helpful to consider your level of emotional agility. Then, consider what emotional agility looks like and the practices you can instil to become more emotionally agile.
Leverage emotions
Leaders with high emotional intelligence can better understand and manage their own emotions while being more adept at recognising and responding to their team members’ feelings. When your EQ is high, you’ll better notice what is happening across your team. You’ll see when someone’s behaviour shifts. For example, they may withdraw or become more augmentative. These may be signs of stress, frustration, being overwhelmed, or something else. Once you’ve noticed the shift, get curious and create the opportunity to check in with your team members. They’ll share when they are ready and are more likely to do so when they know you are genuinely interested in their fears and feelings.
Go human-centric
Focus on cultivating a human-centric work culture by prioritising the emotional aspects of work, including well-being, mental health and balance. Invest in emotional intelligence training, which equips your team members with the skills to understand themselves and better connect with others. Stronger and more emotionally agile teams are more productive and creative and produce more quality outcomes.
