In today's fast-paced world, where knowledge, education, and experience alone are no longer sufficient for success, soft skills have taken center stage. Studies have shown that the most effective managers are those who possess a combination of academic intellect (IQ), emotional intelligence (EQ), and professional experience. Research conducted by Claudio Fernández-Aráoz for Egon Zehnder in 2016 revealed that the most successful managers exhibit a blend of experience and emotional intelligence, resulting in a success rate of 36% with a failure rate of 0%. In contrast, those who rely solely on IQ and experience have a success rate of only 24%, coupled with a staggering failure rate of 57%. These findings underscore the critical importance of emotional intelligence in leadership, as experience and knowledge alone often lead to failure in more than half of cases.
So, how can we identify a potential employee's emotional intelligence, and what exactly is emotional intelligence? Emotional intelligence (EI) refers to the ability to recognize, understand, and manage both one's own emotions and the emotions of others effectively. It involves being aware of and in control of one's emotions, as well as being empathetic and adept at navigating social interactions. EI serves as the foundation for a range of soft skills essential for effective management, including adaptability, collaboration, leadership, growth potential, and prioritization.
Among these soft skills, leadership stands out as particularly crucial in today's competitive landscape. True leadership goes beyond titles; it's about leading by example, shaping the company's culture, empowering employees to grow personally and professionally, and building trust through collaboration in the face of challenges. But how can we assess someone's leadership abilities? Here are some sample questions to consider:
- Tell me about the last time something significant didn’t go according to plan at work. What was your role? What was the outcome?Listen for thoughtful reflection and a strong sense of ownership. True leaders take responsibility and consider what they could have done differently.
- Describe a situation where you needed to persuade someone to see things your way. What steps did you take? What were the results?Look for credibility and compelling evidence to reinforce their viewpoint, rather than an attempt to assert authority.
- Tell me about a time when you led by example. What did you do, and how did others react?Listen for an understanding of how their behavior impacts those around them. Strong leaders set a high standard and inspire their team.
- Tell me about the toughest decision you had to make in the last six months.Listen for careful consideration of outcomes. Great leaders seek advice when needed but are not afraid to make the final decision.
- Have you ever had to “sell” an idea to your coworkers or group? How did you do it? What were the results?Look for assertiveness without being pushy. Effective leaders are open to discussion and feedback from their team.
By assessing candidates' responses to these questions, organizations can identify individuals with strong leadership potential, ensuring they have the skills needed to drive success and stay ahead in today's competitive business environment