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Abstract

ou know your strengths and are not afraid to acknowledge your weak points.</p><p id="ad47">You are in control of your emotions and would never yell at colleagues or employees. It seems though that this has not penetrated all levels of management as one survey shows that about 60% of workplace bullies are bosses or managers themselves. I wonder how they would score on the EQ test!</p><p id="05ff">You can see my story here on bully bosses here which is a real eye-opener.</p><div id="3dad" class="link-block"> <a href="https://readmedium.com/welcome-to-the-crazy-world-of-the-bully-boss-how-to-get-out-of-the-jungle-alive-5e8e75674b37"> <div> <div> <h2>Welcome To The Crazy World Of The Bully Boss — How To Get Out of the Jungle Alive</h2> <div><h3>I was lucky. I never had a bully boss. I had some weirdos in my time but I was never bullied by my line manager.</h3></div> <div><p>medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/0*YogWjVGi0YZO-ZO2)"></div> </div> </div> </a> </div><p id="57bd">A high EQ means you can deal with challenges and cope with failure and still be able to motivate coworkers and team members.</p><p id="18ac">You are empathic so you can relate to other people’s problems and understand what they are going through. This is of vital importance for your own health, happiness and especially in relationships.</p><p id="bdc1"><b><i>You are a great listener:-</i></b></p><p id="cce8" type="7">“This is the problem with dealing with someone who is actually a good listener. They don’t jump in on your sentences, saving you from actually finishing them, or talk over you, allowing what you do manage to get out to be lost or altered in transit. Instead, they wait, so you have to keep going.” ― Sarah Dessen, Just Listen</p><p id="b2b3">Here are 10 questions you will be asked when you are interviewed. Also, some of these questions will be useful when doing a performance assessment.</p><h2 id="8a2a">1. Tell us about one successful initiative in which you were directly involved.</h2><p id="d936">Candidates with high EQ will acknowledge the contribution of other staff members.</p><h2 id="6866">2. How do you deal with a colleague who missed a deadline?</h2><p id="5f2d">Bosses want to know how you helped the

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staff member to address the real issues behind that failure. Was it a fault in communication or a lack of trust, or simply overwork?</p><h2 id="412d">3. How do you deal with failure?</h2><p id="372e">If you blame others principally, then this is an indication of low EQ. A willingness to admit your own weaknesses and how you are working on them makes a much better impression.</p><h2 id="38ca">4. Tell us about a conflict in your workplace and how you were able to resolve it.</h2><p id="c941">Managers here are looking for how you listened to both sides, kept calm and asked for suggestions to resolve the issue. Were you aware of how organizational factors could have been a cause?</p><h2 id="51e5">5. Have you ever had a difficult manager and how did you cope?</h2><p id="8d92">Did you have the interpersonal skills to even broach an issue that was holding you back? The fact that you were prepared to deal with it and not shy away from it is a good indicator.</p><h2 id="f79b">6. Give us an example of a poor working environment.</h2><p id="3a10">How could that have been improved and if so, did you play any role at all in that?</p><h2 id="3811">7. How do you rate your people skills? Give us some examples.</h2><p id="2841">It seems pretty banal but they are looking for cases where you handled an unmotivated and difficult employee.</p><h2 id="a296">8. Have you ever had a particularly unfair appraisal?</h2><p id="9bc9">They want to know how you moved forward and what you proposed to set right with your boss’s help. You were not afraid of asking for more frequent feedback.</p><h2 id="0243">9. What do your coworkers think of you?</h2><p id="f9b3">Here they are looking for examples of mutual collaboration and how you build a positive rapport with staff. Sharing knowledge to help with problem-solving is also a plus.</p><h2 id="6a44">10. What is a major challenge this company faces as regards staff morale?</h2><p id="cc2e">If you start complaining and offer no solution, this will be a minus. Employers want upbeat, confident and forward-looking staff and EQ is the ideal lubricant.</p><p id="dc2f"><b><i>Our knowledge and hard skills are crucial in the workplace. But it is when they meet emotions at a crossroads, we need to be sure which road to take.</i></b></p><p id="8672" type="7">“In a very real sense, we have two minds, one that thinks and one that feels” ― Daniel Goleman, Emotional Intelligence: Why It Can Matter More Than IQ</p></article></body>

Polish Up Your EQ Skills — 10 Questions You Will Have To Answer Sooner or Later

I’m amazing!

Yes, that is the result I got (140/200) on the EQ (Emotional intelligence /Quotient) test I have just done online.

This means that I must have been doing some things right when I was a manager!

And what about you? Whether you are a recruit or an experienced manager, you just have to take notice of all this EQ stuff. You might well ask, Why should I bother with all this psychological malarkey?

Here are a few facts you must consider before you click away:-

1. EQ is now an essential requisite for hiring managers — 71% of hiring managers favor it over IQ

2. How you control your emotions is important. We have to deal with about 400 a day!

3. Almost a quarter (23%) of hiring fails are because of a lack of emotional intelligence skills.

4. Forbes has several articles on EQ. But one fact stands out. The top job performers are also scoring highly on EQ.

5. These top performers with polished EQ can earn up to $29,000 a year more than your average worker.

If you have a high level of EQ, you are on the fast track to greater success and faster promotion.

Why?

High EQ means you know how to deal with problematic coworkers, you can mediate and resolve differences. You are also adept at adjusting to change and you can effectively lead a team or staff.

You can do that because you are aware of your emotions and know how to manage them. You know your strengths and are not afraid to acknowledge your weak points.

You are in control of your emotions and would never yell at colleagues or employees. It seems though that this has not penetrated all levels of management as one survey shows that about 60% of workplace bullies are bosses or managers themselves. I wonder how they would score on the EQ test!

You can see my story here on bully bosses here which is a real eye-opener.

Welcome To The Crazy World Of The Bully Boss — How To Get Out of the Jungle Alive

I was lucky. I never had a bully boss. I had some weirdos in my time but I was never bullied by my line manager.

medium.com

A high EQ means you can deal with challenges and cope with failure and still be able to motivate coworkers and team members.

You are empathic so you can relate to other people’s problems and understand what they are going through. This is of vital importance for your own health, happiness and especially in relationships.

You are a great listener:-

“This is the problem with dealing with someone who is actually a good listener. They don’t jump in on your sentences, saving you from actually finishing them, or talk over you, allowing what you do manage to get out to be lost or altered in transit. Instead, they wait, so you have to keep going.” ― Sarah Dessen, Just Listen

Here are 10 questions you will be asked when you are interviewed. Also, some of these questions will be useful when doing a performance assessment.

1. Tell us about one successful initiative in which you were directly involved.

Candidates with high EQ will acknowledge the contribution of other staff members.

2. How do you deal with a colleague who missed a deadline?

Bosses want to know how you helped the staff member to address the real issues behind that failure. Was it a fault in communication or a lack of trust, or simply overwork?

3. How do you deal with failure?

If you blame others principally, then this is an indication of low EQ. A willingness to admit your own weaknesses and how you are working on them makes a much better impression.

4. Tell us about a conflict in your workplace and how you were able to resolve it.

Managers here are looking for how you listened to both sides, kept calm and asked for suggestions to resolve the issue. Were you aware of how organizational factors could have been a cause?

5. Have you ever had a difficult manager and how did you cope?

Did you have the interpersonal skills to even broach an issue that was holding you back? The fact that you were prepared to deal with it and not shy away from it is a good indicator.

6. Give us an example of a poor working environment.

How could that have been improved and if so, did you play any role at all in that?

7. How do you rate your people skills? Give us some examples.

It seems pretty banal but they are looking for cases where you handled an unmotivated and difficult employee.

8. Have you ever had a particularly unfair appraisal?

They want to know how you moved forward and what you proposed to set right with your boss’s help. You were not afraid of asking for more frequent feedback.

9. What do your coworkers think of you?

Here they are looking for examples of mutual collaboration and how you build a positive rapport with staff. Sharing knowledge to help with problem-solving is also a plus.

10. What is a major challenge this company faces as regards staff morale?

If you start complaining and offer no solution, this will be a minus. Employers want upbeat, confident and forward-looking staff and EQ is the ideal lubricant.

Our knowledge and hard skills are crucial in the workplace. But it is when they meet emotions at a crossroads, we need to be sure which road to take.

“In a very real sense, we have two minds, one that thinks and one that feels” ― Daniel Goleman, Emotional Intelligence: Why It Can Matter More Than IQ