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emotionally intelligent leader

4 Signs You Are An Emotionally Intelligent Leader

emotionally intelligent leader

What sets people apart from their peers is not only their cognitive intelligence or a specific skill set. Instead, it’s their emotional intelligence: their ability to identify and monitor emotions – their own and others’ – and to develop and manage a productive relationship which in turn, rewards good results.

 

For leaders, having emotional intelligence is essential for success. After all who is most likely to succeed – a leader who shouts at their team when under stress, or a leader who stays in control and calmly assesses the situation?

 

While emotional intelligence becomes more important as a person climbs the ranks in an organisation due to their widening influence on the daily work of more people, this skill is still linked to success at all levels.

 

Here are four traits of an emotionally intelligent leader:

 

Self-Awareness

  • You have a solid understanding of your own feelings and emotions, your strengths and weaknesses, and what drives them. You understand your values and goals and where you are going in life.
  • You understand your own capabilities and limitations.
  • You operate from competence and know when to rely on someone else on the team. You’re also willing to talk about yourself in a straight, non-defensive manner.

 

Self-Management – Self Control

  • You feel bad moods and impulses just like everyone else, but you don’t act on them; in fact, you control them.
  • You can wait until your emotions pass so you can respond from a place of reason. You’re interested in moving yourself forward toward some vision, goal, or strategy.
  • You’re self-motivated, and you keep moving toward distant goals even when you experience setbacks. You have a positive outlook for the future.

 

Social Awareness

  • You’re willing to share your own worries and concerns and openly acknowledge others’ emotions.
  • You’re a good listener and you pay full attention to others and take the time to understand what they are saying and what they mean without interrupting or speaking over them.
  • Because you understand other perspectives, you can explain ideas in a way that your colleagues will comprehend and you welcome their questions.

 

Relationship Management

  • You provide a vision that motivates others. You use your emotional intelligence to create and nurture resonant relationships with others through awareness and compassion.
  • You’re a compelling communicator and you articulate your points in persuasive, clear ways so that people are motivated about expectations.
  • You use your emotional intelligence to improve relationships, negotiate, and lead. You can settle disputes, differences of opinion, and misunderstandings.
  • You’re not resistant to change; on the contrary, you recognise the need for change, and you support the process.
  • You provide feedback and are good at helping others build their skills and knowledge, thus, people feel relaxed working with you.

 

 

If you feel you are an emotionally intelligent leader, then keep up the good work and continue to develop and set the standard.

 

If emotional intelligence is something you wish to improve on and develop, a good starting point is to focus on reducing your negative approach to a situation, to engage in group or one on one coaching and to work on your ability to manage your own stress response. Whilst making these changes may not be easy, remember that emotional intelligence is absolutely essential in the formation, development, maintenance, and enhancement of close personal relationships and it can help keep you on track to become the best version of leader you can be!

Posted by Sarah McGrath, Recruitment & Development Manager Sigmar Recruitment on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”