As an HR Leader, do you have emotional intelligence?
Do you hire for emotional intelligence?
Most HR professionals and recruiters traditionally hire for cognitive intelligence, relevant experience and education. One aspect overlooked especially in hiring for leadership and managerial positions is to hire for emotionally intelligent leaders who can empower and motivate their teams to reach their highest potential. Emotional intelligent managers can enable their teams to overcome barriers. An emotionally intelligent HR leader is aware of the impact of hiring managers who are strong intellectually and emotionally.
Leaders are not always aware of their impact on others or if they are remotely aware, they usually underestimate how powerful their impact truly is. Knowledge of Emotional Intelligence can help you find candidates who can rise to the top of their game, manage complex, difficult and unpredictable situations, and encourage their peers and co-workers to do their best.
If you are responsible for hiring, what questions could you ask to determine someone’s emotional intelligence? In a workshop I co-facilitated with Dr. Relly Nadler for HR Professionals in San Francisco, we identified some questions that could help you determine a candidate’s emotional intelligence. Dr. Relly Nadler in his book, Leading with Emotional Intelligence recommends behavioral dimensions correlated with the 20 emotional intelligence competencies or EQ. Here are some of the competencies and examples of questions that you could ask job candidates:
- Initiative – Give me an example of when you had to go the extra mile for your customer. What did you do and what was the result?
- Self Control – When was the last time you were frustrated with your co-worker or customer? What did you do and say?
- Empathy – How do you demonstrate that you are open to ideas and solutions other than you own?
- Building Bonds – Tell me an example of an opportunity you developed and successfully received from networking.
- Self Confidence – How do you get ready for a big presentation or meeting?
- Adaptability – Give me an example when you had to work with a difficult co-worker?
Depending on the role or position that you are hiring, you can evaluate a candidate’s knowledge of themselves, also known as self-awareness, their own self-management, understanding others and managing others – the four main components of emotional intelligence.
Emotional Intelligence is contagious. I once had a boss who loved people. The entire building literally brightens up when he walks into the office. He not only knows people by their first name, he knows their children’s names and even their dog’s names. People would do anything for him, the discretionary effort of his team was beyond limits. He is so loved and remembered fondly, that is because he truly and sincerely cared for others. Working with him was one of the most enjoyable times in my career.
Ever wondered what impact you have on others? It is not too late to develop your emotional intelligence. Emotionally Intelligent people get hired, promoted and have a sustaining presence. The good news is EQ can be learned, developed and improved with the help of a trusted coach. What does it take to be an emotionally intelligent HR leader? As HR professionals, we set the tone for an emotionally intelligent culture. Are you aware of the impact your presence has on others?
Liza Sichon is the founder of Executive HR Coach. She coaches executives and their teams on how they can meet their financial goals, advance their careers and live fulfilling lives. For more information, visit her website http://executivehrcoach.com/emotional-intelligence-need/ and http://www.linkedin.com/in/lizasichon/.