“Knowing yourself helps you understand others” Is it time for HR Directors to work on their Emotional Intelligence?

“Knowing yourself helps you understand others” Is it time for HR Directors to work on their Emotional Intelligence?

Posted Jul 20th, 2015 by Expedite | 0 comments


Traditionally, intelligence has been defined in terms of capacity for learning, reasoning, understanding and similar forms of mental activity. However, over the last few decades, the concept of Emotional intelligence has gained momentum and now plays a noteworthy role in determining success in various spheres of life.

Many experts believe that a person’s Emotional Intelligence Quotient (EQ) may be more important than their Intelligent Quotient (IQ) and is certainly a better predictor of success, quality of relationships, and overall happiness.

The ability to be aware of, manage and evaluate one’s emotions are the defining features of Emotional Intelligence (EI). Also, EI is the ability to understand the emotions of others.

Today, everyone from neuroscientists to HR professionals are interested in unearthing how emotions drive human behaviour. One important question that arises is “Is it time for HR Directors to evaluate their own Emotional Intelligence?”

According to Dr. Martyn Newman, a Psychologist and expert in Emotional Intelligence, the answer lies in a leadership style that embraces Emotional Intelligence and builds emotional capital.

He states “What’s often missing is that leaders know what they want, but they are missing the ability to tell the right story in order to create clear and compelling visions.”

According to research, we first need to acknowledge our own emotional state, before we can successfully manage other people’s reactions; another part of this process involves recognising the impact our emotions have on our behavioural pattern.

One of the main reasons why Emotional Intelligence plays such a key role in leadership and management, is that success in business depends on an efficient and positive engagement, between various levels of the workforce. This can be best accomplished when Human Resource Directors develop and apply Emotional Intelligence in the workplace.

In his books, Emotional Intelligence: Why It Can Matter More than IQ and Working With Emotional Intelligence, Daniel Goleman presents five categories of Emotional Intelligence. Self-awareness, self-regulation, motivation, empathy, and people skills. Based on these categories it’s safe to assume that Emotional Intelligence plays a determining role in your success as a Human Resource Director.

What is the importance of Emotional Intelligence to you as an HR Director?

  • Self-Knowledge and Self-confidence: Successful HR directors need to know themselves and display confidence and conviction, in order to inspire others to share the organisation’s vision.
  • Motivation: Emotionally intelligent people are driven by motivation to overcome challenging situations and also, governed by inner ambition. As an HR Director this helps you remain focused even in difficult scenarios.
  • People Skills: A distinguishing feature of effective HR Directors is the ability to interact and engage with the workforce in a positive and constructive way. Emotional Intelligence equips you with this ability and ensures that employee engagement leads to productive performance.
  • Empathy: The ability to understand another individual’s motivations and identify with their emotional state, is perhaps the most important aspect of Emotional Intelligence. HR Directors have a massive responsibility towards their employees’ concerns; it is very helpful for them to be able to connect with the workforce on a human level.

 The ability to relate to others in a positive way, build strong bonds and understand what drives others in the workplace, inevitably makes you a better leader. An emotionally intelligent leader is also able to shape stronger teams, by strategically employing the emotional diversity of their team members, to benefit the organisation as a whole.

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