Five Questions That High Emotional intelligence (EI) Leaders Ask Themselves Every Day

Emotional intelligence (EI) is becoming more and more recognized, and the importance of EI in leadership is drawing a lot of attention.

It is already recognized that  Emotional intelligence EI is important at all levels of the organization, but it is becoming more important in leadership.

Difference Between Leaders With High EI And Leaders With Low EI

Many studies have demonstrated that bad leaders directly negatively impact employee morale, retention, and productivity.

Conversely, leaders with high Emotional intelligence EI are good motivators, coaches, and mentors because they are self-aware and understand the needs of the people they serve.

As a result, employees are motivated and well-being, which gives them greater control over the workplace and increases workplace satisfaction.

Workplaces with high EI in upper management are known as workplaces where the retention rate of employees is high, and it is easy to work.

Leaders with high Emotional intelligence EI are always learners and are always asking themselves for continuous improvement.

Here are five questions that leaders with high EI ask themselves every day.

Did I give my team sufficient authority?

Leaders understand that they give the team ample freedom and take the initiative when needed.

It gives the team maximum freedom because it maximizes team creativity, takes calculated risks, and recognizes the importance of learning from failure and growing.

Such leaders are always asking themselves where they stand, between giving their subordinates freedom and stepping in when they see things going in the wrong direction.

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Do I listen and understand the team’s story?

Leaders with high EI have excellent communication skills. Not only can I convey my message and ideas, but I also recognize the importance of being a good listener.

Not only is it good at delivering a clear message, but it’s also good at recognizing what’s happening to your subordinates.

This helps you understand your team and get an early understanding of your team’s concerns and challenges. And you can be aware and deal with the problem before it becomes exaggerated or in crisis.

Did I acknowledge and thank someone who did more than I expected?

Leaders with high EI are good at finding opportunities to evaluate the good points of team members.

We know that not expressing gratitude is negligent as a leader and discourages subordinates who are doing more than expected.

From this recognition, we will spare no time and effort to know the role of staff in order to identify excellent staff.

Am I helping my subordinates achieve their goals?

Leaders with high Emotional intelligence EI know the roles of those who work close to them and their aspirations and goals for their individual careers.

And I want to know if I am satisfied with my current role or if I am learning and growing towards my overall goals.

Such leaders also tell their subordinates that they want to support their overall career and life goals.

Is your vision for the organization clear and consistent?

One of the leaders’ key roles is to share a clear and consistent organizational vision with staff.

The goal is that everyone is aware of their goals and missions and that they know how their individual roles contribute to their outcomes.

Leaders with high EI are open, transparent, timely to share changes within the organization and keep up-to-date on how well their teams are reaching their vision.

Employees will gain credibility and loyalty if they think they are always informed about the organization.

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