Here's how you can assess and give feedback on emotional intelligence as a manager.

You can't give feedback on emotional intelligence if you don't have any. Be aware how others view you. Try to give feedback only in areas where you are a respected leader.

You can assess someone's self-awareness by how accurately they feel they're performing on given tasks and projects. You can determine how well they know their strengths, areas for improvement and how well they understand the big picture. But you're also assessing someone's self-awareness through the process of reciprocal feedback. I always encourage leaders and managers to both provide and receive feedback. It's a curious learning process that makes everyone better.

The best managers I've seen all shared a key trait: they all possesed a high self-awareness. And as a result, they listened intently, asked reflective questions, and tailored feedback to help each individual with the goal to support their growth. 💡Lead by example: Explore resources or training opportunities focused on emotional intelligence to further support your development in this area.

Utilize as ferramentas disponíveis no mercado a seu favor. Eu gosto de avaliar a equipe com o mapeamento de perfil comportamental, pois ele oferece ao líder um parecer dos pontos fortes e aspectos que precisam ser desenvolvidos. Assim, o líder consegue atuar como um mentor para o profissional, auxiliando-o nos itens necessários para o fortalecimento de competências, inclusive no desenvolvimento da inteligência emocional.

The idea is to practice situational awareness with the intention of course-correction for a coaching opportunity. I suggest incorporating DISC communication styles as this is a faster way to get to behavioral preferences, but more importantly style indicates a tendency toward self-awareness. I prefer to call this self-reflection. This is observable in nature.

Fomentar la autorregulación no solo ayuda a crear un ambiente de trabajo más armónico, sino que también empodera a los individuos para que se enfrenten a las adversidades de manera más resiliente y adaptativa, lo cual es fundamental en un mundo que cambia rápidamente.

En Adeslas, como agente de seguros, la autorregulación es una habilidad esencial. Observo cómo mi equipo maneja el estrés y la crítica: ¿Conservan la serenidad o reaccionan de manera impulsiva? Es crucial mantener el control emocional, por lo que aconsejo técnicas como la respiración profunda y hacer una pausa para reflexionar antes de responder. Estas prácticas no solo mejoran la gestión del estrés, sino que también contribuyen a un entorno de trabajo más armónico y eficiente.

Recognize the profound impact of EI on motivation. By imagining a future where EI is integral to governance, healthcare, and sustainability, it's clear that fostering EI can drive deeper, more authentic engagement. Provide specific feedback like, "I noticed your empathetic approach during team discussions. To enhance this, try integrating EI strategies in conflict resolution for more collaborative solutions." Encourage setting EI-related goals, such as "Focus on active listening in meetings to better understand team needs, fostering a more motivated and cohesive environment." This targeted feedback not only enhances individual performance but aligns with a broader vision of a highly emotionally intelligent society.

Cuando las personas sienten que su trabajo es valorado y que sus esfuerzos personales tienen un impacto significativo en el colectivo, la motivación florece, llevando al equipo hacia el éxito compartido y a cada individuo hacia la realización personal.

Empathy is a crucial component of emotional intelligence. As a manager, pay close attention to how employees interact, collect anonymous feedback on each other's empathetic behaviors, these can give you a view of how individuals are perceived in terms of their empathy. Also, organizing role-playing exercises where employees are placed in scenarios requiring empathy, such as handling a distressed colleague or resolving a conflict, you can as a manager then assess their responses and provide constructive feedback on how they could improve their empathetic approach.

Como agente de seguros, entiendo la importancia de la empatía no solo como un valor humano, sino también como una herramienta esencial en el servicio al cliente. La empatía nos permite comprender y conectar con las necesidades y situaciones de nuestros asegurados, ofreciendo soluciones que realmente resuenan con sus circunstancias personales.

Como agente de seguros, la habilidad de construir y mantener relaciones es tan vital como entender las pólizas que ofrecemos. Las habilidades sociales son el núcleo de nuestra profesión, ya que nos permiten comunicarnos eficazmente y construir redes de confianza con nuestros clientes.

A key thing to consider here is setting expectations first.... work with your team to agree on what you will role model & how you will build relationships with your peers & stakeholders. Then give your feedback on how well your team role model what is expected & what you would like to see more of / what they can develop in. Everyone has a different perspective on how to communicate for example so the more you get clarity with your team on what you expect from each other, the more of an impact your feedback will have.

Providing feedback on emotional intelligence should be specific, constructive, and focused on actionable steps that individuals can take to improve their EI skills. A few tips are: 1. be specific 2. give concrete examples of the observed behaviour 3. offer practical role models 4. work with the employee to create development plans 5. encourage self-reflection 6. provide ongoing support and acknowledge improvements

Prepare for the Feedback Session Collect Data: Gather observations, assessment results, and specific examples to provide concrete feedback. Create a Positive Environment: Ensure the feedback session is private, comfortable, and focused on development. Example: Prepare notes highlighting specific instances where the employee demonstrated strong EI and areas for improvement.

Be the effort colleague. Make the environment around you better. Seek the storyteller and collaborator who is known for positivity. Emotional intelligence takes effort in their approach to building relationships with others that lead with purpose to solve challenges and consistently improve on connecting with others and building relationships.

Use behavioural interview techniques to assess emotional intelligence by asking candidates to describe specific situations where they demonstrated key emotional competencies. Questions might include scenarios where they had to manage their emotions under pressure, resolve conflicts, or motivate a team. Analyzing their responses provides insights into their self-awareness, empathy, and ability to handle interpersonal dynamics. This technique helps you gauge past behaviour and the candidate’s potential to apply these skills in future challenges within your organization.

Assessing and providing feedback on emotional intelligence as a manager requires a structured and empathetic approach. By using observations, self-assessments, 360-degree feedback, and structured conversations, you can accurately assess EI. Providing feedback with specific examples and actionable plans helps employees develop their emotional intelligence, leading to a more cohesive, motivated, and high-performing team.

Scenario Questionnaires like Creativity What has a candidate(s) created that was helpfull to the business or to the fellow employees