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Using Your EQ for Successful Networking

Using Your EQ for Successful Networking

Everyone has heard that networking and building relationships is a crucial part of business and it’s true. However, large majorities believe that networking is only done face-to-face, which is in fact incorrect. Yes, networking events are common in a lot of businesses, but if you would like to connect with another person or business there are alternative ways, such as: email, phone, or connecting on business social media platforms like LinkedIn. Limiting yourself to just one outlet to connect with someone limits your opportunity of actually making an impact. Using your EQ for successful networking and maintaining professional relationships, will set you apart from your competition!

The 3 Ways of Using Your EQ For Successful Networking:

1. You know your desired outcome

Being self-aware, and understanding what you want is a huge element of networking. Whether it is getting a new job, connecting with potential clients, or talking to fellow employees; your ambition to get the result you want will be higher if you know what you need and want. Before you go to an event, pick up the phone or send an email to a potential business connection to open communication up. Think to yourself why do you want to talk to them? And what is the ideal outcome from this connection?

2. You are more aware of others

There are two parties involved in networking: you and the other person(s) you are connecting with. Having emotional intelligence, allows you to not only understand your emotions but others around you as well. When having a conversation with another person, it is important to have the ability to pick up on their reactions, responses, and emotions throughout the conversation – It will help you with what and how you say things.

3. You are able to express yourself

It is important to be yourself when networking or meeting new people, and self-expression helps you do that. Once you work on your EI muscles, you will be given the strength to become assertive which, in networking, is crucial. Being able to walk into a room and exude confidence and a powerful personality will not only help you connect with others but make a lasting impression.

3 Important Things to Remember when Networking

1. Don’t only talk about work

It is important to make a true connection and build positive relationships, and if you only focus on and talk about work, chances are you will leave an unimpressionable mark on the other party. Small talk can be at times tricky, but find something both parties have in common and go from there!

2. Be creative

If you network via email or LinkedIn, make sure the message is memorable. If you are trying to get a job that you know requires a portfolio of some kind, be ahead of the game and submit a sample piece in your message.

3. Stay in contact

The biggest mistake people make is to wait for the other party to reach out first. Remember to ask for their business card, email address or phone number. After your first encounter, it is always a good idea to send a follow-up email or phone call to show your interest in them and it will leave a great impression.

To discover more about your level of EQ and how to improve on it, check out our free emotional intelligence tools! 

To learn more about emotional intelligence and how it benefits your company and team members, sign up for our biweekly newsletter here, where you will receive our latest updates, an inventory of resources, and much more!

If you’re looking to build your EQ for successful networking, book a call with us here; we’d love to listen and provide support in any way we can.

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Why Emotional Intelligence is Needed in Leadership

Why Emotional Intelligence is Needed in Leadership

From a very young age, we are taught how to read and write, we are taught about sciences, mathematics, languages, fine arts, and social studies. Unfortunately, though, we are not taught the fundamental skills of emotional intelligence (EI) – the ability to use the information provided by our emotions in an effective and meaningful way; to act appropriately in the face of daily challenges.

Emotional Intelligence

Emotionally intelligent individuals are self-aware, better able to regulate their actions, and have more empathy for others. An increased level of emotional intelligence can also help individuals manage stress better, build healthier relationships, be more effective at work, and be more fulfilled in general. Effective elements of leadership skills include these qualities and soft skills.

Increasing your emotional intelligence means increasing your emotional awareness of both yourself and others. People with high emotional intelligence are able to recognize and manage their own emotions while also being aware of and considering others’ feelings.  Being in tune with how you are projecting yourself and how others perceive your energy is a good indicator of your EI.

Human Resources professionals insist that while a high IQ might get someone hired, a high EQ will get them promoted!  Emotional intelligence skills are critical for career success – your attitude, your work ethic, your communication, conflict management, and stress management.

Consequently, why aren’t schools emphasizing these emotional intelligence skills in the classroom?

As a university professor, I see it almost every day. We, instructors, cause a lot of stress for our students, but we never think to teach them how to manage it.  We put students in teams; but rarely teach them exactly how to work within those teams – or give them any guidelines on how to collaborate with others who have different personalities, communication styles, or cultures.

The same holds true in the corporate world.  Corporations seem to expect people to know how to behave on the job. They assume employees innately know the importance of being on time, taking initiative, being friendly, thinking clearly under pressure, and producing high-quality work.

Why is emotional intelligence important in leadership? Not only is it an important skill to have if you want to be an effective and efficient leader because a “high EI is a [strong] predictor of success,” but EI has the ability to affect various aspects of your leadership role. “Being able to relate behaviors and challenges of emotional intelligence on workplace performance is an immense advantage in building an exceptional team.”

Leadership in today’s environment is all about inspiring, motivating, and igniting passion in others. This helps attract and retain top talent, in addition to increasing productivity. So, how do we coach people to inspire, motivate, and ignite passion? This is done through developing the skills of leading with emotional intelligence.

Emotional intelligence is important in being a successful leader because it helps defeat communication deficiencies that are detrimental to any group and team. When leadership roles are filled with individuals who are not yet emotionally intelligent, communication difficulties arise – team members are not heard, leaders are not able to adapt to individual needs, and messages are lost in the midst of the chaos.

Effective leaders are able to lead their fellow people by understanding their needs and reacting to those needs, not from raw emotions, rather, from self-awareness – “How are my verbal and nonverbal communication styles affecting my team?”

The following are the four key emotional intelligence skills you need to build and enhance to be an effective leader.

How Emotional Intelligence Affects Your Leadership Skills


Self-awareness is your ability to recognize, understand, and regulate your own emotions, strengths, and weaknesses. Being self-aware allows you to fully understand your personal values, beliefs, motivations, strengths, fears, and limitations. When you know what is important to you, and the external factors which challenge you, you will be able to react in a controlled manner, rather than blowing up without first assessing the situation. This, of course, is an integral characteristic of being a strong leader. There is nothing worse than being in a leadership position and projecting your insecurities to those who you are trying to lead; when you don’t truly know who you are and what you need to work on, the people who are following you will feel just as lost as you appear.



As one of your major duties in a leadership role, you need to be able to foster a positive work environment. Being able to practice self-management means staying focused and composed when times are difficult and trying. This is another important characteristic that leaders need to have.

If you lose your calm and controlled demeanor when situations turn challenging and chaotic, your team members may feel and internalize your energy, and they can project the same disordered dynamic. Inevitably, a lack of self-management will affect your work environment in a significant way – remember, when people look at you as the leader of the pack, they turn to you for cues on how to react and how to respond.



Being socially aware is having the ability to practice compassion. Though closely related, compassion and empathy show differences in their nature. Compassion is the ability to show concern with one’s suffering or needs, whereas, empathy is the capability to understand those feelings and appreciate them as if they were yours – putting yourself in others’ shoes.

Practicing compassion and empathy is imperative in any leadership role. It nurtures a sense of trust between you, the leader, and the individuals you are trying to lead; trust in a group strengthens your personal and collaborative relationships, positioning you in a role of strength.



Emotionally intelligent leaders have well-maintained relationships. They are able to develop and maintain relationships both outside and inside their positions. Conflicts are inevitable. But how are you managing them? Are you a person who blows up and makes the situation worse? Or are you a person who acknowledges the situation and tries to mend the problem, turning it into something productive? If you are the latter of the two, then you are on the right track for exhibiting emotional intelligence. Leaders who are adept at this skill know that conflicts will arise undoubtedly. However, these leaders are able to push through the superficial issues and turn them around into a productive experience from which the entire team can benefit.

There it is, the four personal skills you will need to develop if you want to grow into the kind of powerful, yet personable leader you want to become.

Remember, as an organizational leader, you are leading people, and people have feelings. Ultimately, this means that you are also managing people’s feelings so they are able to produce quality work. By improving your emotional intelligence through the use of self-awareness, self-management, social awareness, and maintaining relationships, you are en route to honing your leadership skills. If you want more tips on how to Learn More. Be Better, check out our services!

To learn more about emotional intelligence and how it benefits your organization, sign up for our biweekly newsletter here, where you will receive our latest updates, an inventory of resources, and much more!

If you need help leading your organization to success, book a call with us here; we’d love to listen and provide support in any way we can.

Don’t forget to follow us on Twitter, Facebook, Linkedin, and Instagram to keep up with our latest blogs!

Five Tips on How to Coach Employees

Five Tips on How to Coach Employees

So, you have been coaching employees within your business for quite some time now. Your employees’ lives have drastically improved and they have achieved more than what they thought possible before. Nonetheless, you feel like you have reached your peak as a coach; you have given them your best work and all the techniques you know, and have taken them as far as you can take them. However, now you’ve run out of tricks up your sleeve, or tools in your toolbox, and you need a kick in the pants to take your coaching career and your coachees’ lives to a whole new level. Luckily, we’re revealing five tips on how to get a grip on coaching for greater effectiveness so that your employees or coachees will be challenged to be their absolute best.

We have all been there…we have all reached a point where we are stagnant in our careers, and we want to push further. When we get complacent in our coaching, we become too comfortable with the coaching techniques and tools we use and share with our clients. Yet, we know deep down inside we need to introduce some new ones for your own skill development. Fundamentally you know you need to be continuously monitoring your work to stay current and ahead of the marketplace in order to enhance your personal coaching brand and increase the value of your coaching sessions.

Let’s be honest. The Internet has assured us that there are no secrets. Anyone can get anything, anytime, anywhere, and for free. Essentially, everyone knows what you know. Therefore, great coaches understand this ideology and constantly strive to accelerate their learning. As a coach, you must be committed to life-long learning, honest personal and professional evaluation, and continuous self-improvement.

With that in mind, here are five tips on how to coach employees and the techniques to use during your coaching sessions to step up your game.

1) Focus on the word “Instead”

Have you ever had a coachee that is faced with a problem, but seems lost as to where they actually want to go? If this is the case, there is a simple technique you can use with them when they lose sight of their goal. It can help them get to where they want to go if they aren’t quite sure where that is.

The coaching technique I have found that works well is to use the word “instead”. For instance when your coachee is faced with a big problem…ask them to focus on the following:

  • What do you want to be doing, INSTEAD of what you are doing now?
  • What do you want to be thinking, INSTEAD of what you are thinking now?
  • What do you want to be feeling, INSTEAD of what you are feeling now?
  • What do you want to be saying, INSTEAD of what you are saying now?

Once they determine what they want to do, think, feel and say, you will be surprised at how quickly your coachee can come up with alternative solutions to do INSTEAD of what they are currently doing.

2) 10,000 Hours to Master Your Craft

In the book Outliers: The Story of Success, author Malcolm Gladwell, says that it takes roughly ten thousand hours of practice to achieve mastery in a field.  To motivate your coachee to step up their game, ask them to think about their goal, and work out how many hours they have put into achieving it. Then have them think about how they can increase these hours, and what they can do to reach their goal.

Asking your coachee to break their goal up into the number of hours they have dedicated to will help them figure out a tactical plan on what they need to do to achieve it, and when. Ask them how will they achieve their goal? Do they need support from anyone else? What resources do they need? If any problems come up then what can they do to overcome this?

Focusing on the fact that everyone needs to put in 10,000 hours to master their craft will help your coachee to push themself beyond what they think they can do. This will help them when they need the extra mental energy to push.

Challenge your coachee to push themselves to take one step further to reach their goals, even when they feel they can’t do anymore.

3) Help Them Learn From Their Mistakes

A technique on coaching and developing employees I find to be helpful for my clients is to encourage them to learn from their mistakes. Albert Einstein once said, “Anyone who has never made a mistake has never tried anything new.”

Unfortunately in our society, making mistakes is often frowned upon. However, the purpose of coaching employees is to develop their careers and build meaningful relationships. Mistakes are bound to happen, therefore, the key is for your coachee to learn from their mistakes.

As their coach it is your job to encourage them to try new things…and help them realize that making mistakes should not be so feared or considered taboo. Whatever the past mistakes your coachee feels they have made, as their coach, you need to help them reframe it and look at them as learning opportunities. They need to look back and realize that they made a choice based on the knowledge and experience they had at that particular time, and that’s okay.

If they were faced with making that choice again today, they would make a more informed decision. As a journaling exercise, have your coachee share their learning lessons, and knowing now what they do, have them share how they would make different decisions currently. With their knowledge, ask them what they would do differently today based on what they learned from their mistakes.

4) Set Manageable Goals

To be a better coach, set manageable goals for your employees. Ask your coachee to set a goal that is short and to the point. In the book, Your Brain at Work, author David Rock states, “A goal that is three to seven words is fantastic. If you can’t remember something, it doesn’t live in your world. It’s got to be embedded in your brain.”

Ask your coachee to come up with goals that are expressed positively rather than pessimistically. For instance, “Relax More” versus “Be Less Anxious.” Then ask your coachee to draw out a chart and write down all of the items they want to achieve in one column. In the next seven columns beside each goal ask them to document what they did each day that week to focus on their goal.

By the end of the week, your coachee will have a record of how their week went. Did their actions line up with what they valued or wanted? If not, then why not? Where did their week break down? What areas need their attention?

This is a clear tool and technique for your coachee to see how their actions are lining up with their goals.

5) What Would My Hero Do?

We have all had someone we look up to. It could be a great artist, philanthropist, a fictional hero from the movies or a comic book, or even a mentor or family member.

They embody who you want to be and have something you want. Now ask your coachee what your hero would do to get what they want.

Ultimately your hero is an ideal version of you…a better version of yourself. They will tap into what this third person would do and realize their true potential.  Your coachee will then use the strength, imagination, and qualities that they admire from their hero to get them closer to their own goals.

So there you have it – five coaching points on how to coach employees to help you stay on top of your game. Whether you are a manager or a coach, you need to be constantly finding new techniques that will help you get the best out of your coachee.

To learn more about emotional intelligence and how it benefits your organization, sign up for our biweekly newsletter here, where you will receive our latest updates, an inventory of resources, and much more!

If these five coaching tips above are not enough to help you and your coachee maximize your full potential, connect with us for more tips and programs on how to reach your coaching goals.

Don’t forget to follow us on Twitter, Facebook, Linkedin, and Instagram to keep up with our latest blogs!