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02 February 2015

The Culture of Emotional Intelligence in the Company

This post is also available in: Spanish

Emotional Intelligence (EI) is the ability to monitor one’s own and other people’s emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behavior.


If used well, emotional intelligence can lead to exemplary job performance, encompassing far more than the employee’s technical aptitude. As emotional intelligence makes it possible to perceive, understand, control and modify our own and other people’s emotions, its correct use will make the working environment much more pleasant.

Emotional intelligence practical skills can be classified into two parts, and both are very useful for your company and the harmony between employees:

1. Intrapersonal Intelligence (the capacity to understand oneself)

  • Self-awareness: Is simply the capacity to appreciate our feelings.
  • Emotional Control: The ability to use the information to regulate the way we show our emotions and to modify our state of mind.
  • Motivation: The capacity to self-motivate and know how to motivate others.emociones-inteligencia emocional

2. Interpersonal Intelligence (relations with others)

  • Empathy: Understanding how other people are feeling, i.e. putting yourself in their shoes and seeing things from their perspective.
  • Social skills: General skills like leadership, popularity or personal efficacy that can be used to persuade, lead , negotiate and above all resolve conflicts, promote cooperation and team work.empatía-inteligenciaemocional

Amongst the most frequent emotions experienced in the workplace, we witness very diverse feelings such as: satisfaction, enthusiasm, trust, joy, pride, disappointment, anxiety and worry. On their own these feelings are neither positive nor negative, it all depends on what has provoked them and how they are handled.

The ability to control these emotions is very important, as failure to do so can result in miscommunication between employees, which in turn will lead to conflicts and deteriorate interpersonal relations, hereby affecting company performance and productivity.

Therefore an effective group leader is one who knows how to control all the aspects of this type of intelligence. The leader should promote a good working environment to build trust and improve employee wellbeing, efficiently managing the tasks to be performed by the team and therefore achieving increased productivity for the company. Experts agree that company promotions largely depend on a high degree of emotional intelligence and those who possess it are more successful and tend to feel more fulfilled achieving greater respect from managers and colleagues.

Over the last few years we have witnessed a large influx of social or psychology related techniques in the work place which have become models for internal evaluation and management. CEO’s are placing more and more importance on social skills and all the benefits of emotional intelligence when used in the company, including its importance in achieving objectives.

This is a new business culture, which speaks of projects and not employment, collaborators or partners, not employees or leaders. And whose “leaders” or rather, culture managers are responsible for guiding the values of the organization to identify talent and then to channel individual strengths into assets, constituting a way of collaboration between equals and not merely a hierarchical organization.