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Reason or Emotion?
One of the biggest misconceptions is that success relies solely on rational factors. Just because a project is numerically successful does not guarantee that team members feel successful.
We often discuss how various techniques increase a project’s effectiveness. Alongside portfolio management [https://pmoklub.profexec.com/poscast/miert-nelkulozhetetlen-a-projektportfolio-menedzsment-a-sikeres-cegek-eleteben/] and transformational projects [https://pmoklub.profexec.com/poscast/a-sikeres-valtozas-titka-transzformacios-projektek-es-a-kulcsfontossagu-lepesek/], it is important to address an unfairly neglected topic: emotional intelligence. EQ is a crucial factor in the life of an organization.
What exactly is EQ (emotional intelligence)?
An emotionally stable person can maintain their mental balance even amidst the greatest problems and difficulties. They do not waver or collapse. The EQ model, a product of the positive psychology movement, provides a toolkit for this.
How is the EQ model structured?
First and foremost, we focus on self-awareness. Self-reflective existence is about reevaluating our own thinking patterns. (How do we experience situations? Do we trust ourselves? How much do we love ourselves?)
Self-love is not about selfishness but self-acceptance. It’s about being okay with who we are. This is the foundation of emotional intelligence and empathy. We cannot be empathetic until we are at peace with ourselves.
What does empathy really mean?
“If someone is sad, it is not empathy to tell them not to be sad!”
Empathy does not mean copying the other person’s feelings but being able to place oneself in their emotional state without losing one’s own balance. It’s about accepting and understanding their problem and then helping them rise above it.
The Role of Emotional Self-Control
There are situations where we act instinctively, like pressing a button and immediately exploding. These automatic reactions are linked to low EQ levels.
A hallmark of high emotional intelligence is having control over our actions. We act consciously and practice emotional self-control, curbing instinctive reactions without suppressing our emotions. Even in anger, it’s possible to express it appropriately.
In Every Moment, It’s Decided Whether I’m Part of the Solution or the Problem
Most people are extremely annoyed when they do not receive the respect they deserve, or when their performance is undervalued in a personal manner during work. At high EQ levels, we can remain professional even in such situations.
In response to an unfair, personal performance review, an emotionally intelligent person would react not by banishing their superior to a warmer climate but by saying:
“Sir, let’s maintain mutual respect. I respect your position. Please do the same. On this platform, we can discuss any objections you have regarding my work. If I made a mistake, I will correct it, but we cannot communicate in this manner.”
Models and Methods Supporting Emotional Intelligence
Analysis Instead of Brooding Over the Past
The most energy-consuming organ in the human body is our brain. Brooding over the past and worrying about the future are typical energy-draining and nerve-wracking activities.
There are two constructive ways to process past experiences and events:
ANALYSIS
Analyzing past events to learn from them and to understand what can be done to avoid negative events in the future.
FORECASTING
Examining how past trends, dynamics, and correlations project into the future. With a good forecast, we can prepare for future problems based on our previous experiences.
Personality Type Analysis
Even the ancient Greeks dealt with the topic of personality types. They distinguished four types, characterized as follows in a work environment:
A more modern approach is associated with Carl Gustav Jung, who examined how people function under high stress and emotionally unstable situations based on personality dimensions. His method does not pass judgment on any type but rather descriptively shows both the advantages and disadvantages of people.
Introvert-Extrovert Model
Most analyses are based on a two-dimensional model showing where an individual gains their energy from.
Accordingly, there are two types of people:
INTROVERT (inward-looking): Gains energy by introspecting, thinking through events, and meditating.
EXTROVERT (outward-looking): Gains energy through interactions and connections with people.
Often, a work role requires behavior opposite to our instinctive behavior. The good news is that this can be developed. A quieter, inward-looking person can become a good speaker, and a loud type can also be capable of deep work.
Mastering Project Management – Traits of a Successful Team
The more diverse a team is, the better its performance. An ideal team includes people of various ages and personality types. This way, there will be someone who knows the answer to any arising problem.
How Should We Relate to Each Other?
Extroverted people typically respond immediately to a question. In a highly extroverted team, the norm will be a shower of ideas, questions, and answers.
An introverted person, on the other hand, likes to delve into and think through their response to a question. Therefore, it is worth giving them time. In return, they will come up with a well-founded, complex solution.
Pareto Principle – Who Are the Key People?
Eighty percent of organizational value is created by 20% of the employees. These are the “key employees.” From an HR perspective, their retention should be prioritized. When such key people leave the organization, it is usually due to inappropriate style and managerial communication.
Loyalty is less influenced by salary than by how a manager communicates with subordinates. Don’t become the leader people leave the organization because of!
Success-Oriented vs. Failure-Avoiding Behavior
Healthy functioning is success-oriented. When I take on tasks to see the result and the value I have created, this process brings joy. Success-oriented people take on tasks with risks but which are not impossible to achieve. They know what depends on them and what makes a project successful. They draw conclusions from failures and can learn from them.
In contrast, failure-avoiding behavior is motivated by fear. Such a person looks for ways to avoid being seen as unsuccessful, often deferring decisions and commitments. Failure avoidance develops where mistakes are not allowed. In a good corporate culture, it is necessary – even obligatory – to make mistakes.
What Is an Emotionally Mature Project Leader Like?
A boss with high emotional intelligence leads the team in a way that team members are success-oriented, dare to ask questions, and share ideas. They support rather than undermine each other.
If all this is achieved, success and a good atmosphere are guaranteed. Moreover, there is no struggle with labor shortages because people are happy to stay long-term in such an environment.
An emotionally mature leader:
During a project, it is worth focusing on developing soft skills, as emotional intelligence has a greater influence on performance than one might initially think.
