The soft skills dictionary

The definition of key words related to coaching, personality tests, psychometrics or skills development.

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Emotional intelligence

What is the definition of emotional intelligence?

Emotional intelligence (EI) is an individual’s ability to navigate with ease in situations where emotions play a central role. It is based on key competencies such as recognising, understanding and managing emotions in oneself and others. Unlike simple kindness or intrusive curiosity, EI involves precise strategies for responding appropriately to emotions in a personal or professional context.

In a working environment, emotional intelligence manifests itself in better relationship management, effective communication and an increased ability to resolve conflicts.

Why is emotional intelligence essential in business?

Emotional intelligence is a crucial element of modern professional performance, profoundly influencing the quality of interactions and organisational effectiveness.

In terms of leadership, it enables managers to better understand and manage their own emotions while accurately perceiving those of their teams. This ability facilitates informed decision-making, particularly in complex or stressful situations. Emotionally intelligent leaders create healthier working environments where communication is fluid and constructive.

In the context of professional relationships, emotional intelligence significantly improves collaboration. Employees who are able to recognise and manage their emotions develop stronger working relationships, resolve conflicts more effectively and contribute to a climate of trust. This competency is particularly valuable in multicultural teams, where sensitivity to cultural differences is essential.

Change management also benefits from emotional intelligence. Organisations regularly go through periods of transformation that can generate uncertainty and anxiety. Professionals with a high level of emotional intelligence are more effective in supporting these transitions by understanding and addressing the concerns of their colleagues.

Sales performance is directly impacted by emotional intelligence. Sales teams that have mastered this competency develop more lasting customer relationships, better understand unexpressed needs and negotiate more effectively. This ability to establish authentic connections becomes a significant competitive advantage.

Emotional intelligence also contributes to organisational resilience. In an increasingly complex and uncertain professional environment, the ability to manage stress, maintain motivation and bounce back from difficulties is becoming essential. Emotionally intelligent professionals demonstrate greater adaptability and resistance to professional pressures.

This competency is therefore fundamental to creating more effective and more humane organisations, where professional effectiveness is harmoniously combined with employee well-being.

what are the components of emotional intelligence?

Emotional intelligence is made up of five fundamental dimensions that interact and reinforce each other.

Self-awareness is the foundation of emotional intelligence. It enables us to identify and understand our own emotions, their triggers and their impact on our behaviour. It also includes recognising our strengths, limitations and personal values. A professional with strong self-awareness can anticipate emotional reactions and adjust his or her behaviour accordingly.

Self-control is the ability to manage and regulate emotions constructively. It involves being able to remain calm under pressure, manage stress effectively and remain flexible in the face of change. This component is particularly crucial in complex professional situations where the emotional stakes are high.

Intrinsic motivation characterises the ability to mobilise oneself and persevere towards one’s goals, over and above simple external rewards. It includes optimism, resilience and the will to continually improve. Highly motivated professionals maintain their commitment even in the face of obstacles and inspire their colleagues with their determination.

Empathy enables us to perceive and understand the emotions and perspectives of others. This component facilitates the creation of authentic and productive professional relationships. It includes the ability to decode non-verbal cues, understand group dynamics and recognise the emotional needs of others.

Social competencies encompass the ability to interact effectively with others and to manage professional relationships. They include effective communication, conflict management, inspirational leadership and the ability to create constructive links. These competencies make it possible to mobilise and positively influence teams while maintaining harmonious relationships.

These five components form an interconnected whole that enables professionals to navigate effectively in the complex emotional environment of modern organisations.

What are the benefits and challenges of emotional intelligence?

Benefits :

  • Increased resilience: Employees with strong EI are better able to adapt to stressful or unexpected situations.
  • Improved performance: The ability to manage emotions improves concentration and effectiveness at work.
  • Reinforced commitment: Appropriate emotional management fosters a positive and motivating work climate.

Challenges :

  • Managing negative emotions**: Learning to transform emotions such as anger or frustration into learning opportunities.
  • Emotional balance**: Paying too much attention to the emotions of others can sometimes lead to exhaustion or mental overload.
  • Biased perception**: Emotions can unintentionally influence judgements or decisions, hence the importance of self-control.

How can emotional intelligence be developed in the workplace?

Developing emotional intelligence in the workplace requires a structured approach and a long-term commitment.

Professional training plays a central role in this development. Organisations can set up specific programmes that address the different components of emotional intelligence. These courses should include real-life situations, practical exercises and feedback to enable participants to anchor what they learn in their day-to-day professional reality.

Mentoring and coaching are powerful levers for developing emotional intelligence. Personalised support enables employees to work on their specific development points, obtain constructive feedback and make targeted progress. Regular coaching sessions provide a safe space to explore emotional behaviour and experiment with new approaches.

The corporate culture must actively support the development of emotional intelligence. This means valuing behaviours that demonstrate emotional maturity, such as active listening, empathy and constructive conflict management. Managers have a crucial role to play in modelling these behaviours and creating an environment where the expression of emotions is accepted and managed professionally.

Regular assessment and feedback enable progress to be measured and development actions to be adjusted. Periodic interviews, 360° evaluations and social climate surveys can include specific indicators linked to emotional intelligence. These measures provide objective data to guide individual and collective development efforts.

Day-to-day practice remains fundamental. Employees must be encouraged to apply what they learn in their day-to-day professional interactions. Regular reflection on emotional experiences, analysis of complex situations and experimentation with new approaches all help to gradually strengthen emotional intelligence.

These different approaches, implemented in a coherent and sustained manner, help to develop emotional intelligence in an organisation over the long term.

Further reading on emotional intelligence

  • Emotional Intelligence: Why It Can Matter More Than IQ* by Daniel Goleman: The reference book on emotional intelligence and its impact on all aspects of life.
  • The EQ Edge: Emotional Intelligence and Your Success* by Steven J. Stein and Howard E. Book: An in-depth analysis of how EI can transform careers.
  • Dare to Lead by Brené Brown: An exploration of emotions in leadership and their role in making courageous decisions.
  • Primal Leadership: Unleashing the Power of Emotional Intelligence by Daniel Goleman, Richard Boyatzis and Annie McKee: An approach to developing EI in leaders and improving their professional results.

How does Praditus help to develop emotional intelligence in companies?

Praditus offers tools and personalised solutions to encourage the development of emotional intelligence in the workplace:

  1. Psychometric tests: Identify emotional strengths and areas for improvement using scientific assessments.
  2. Individual coaching: Support employees to strengthen key competencies such as self-control and empathy.
  3. Group workshops: Offer collaborative sessions to improve team dynamics and conflict management.
  4. Soft skills training: Integrating practical modules to transform emotional competencies into professional assets.

At Praditus, we support the transformation and accelerate the development of your talents through personalised coaching and training solutions. Thanks to a better understanding of key concepts such as emotional intelligence, we help everyone to develop their behavioural competencies (or soft skills) to reveal their potential and progress in their career path.