High Impact Leadership: Recruiting Emotionally Intelligent Executives

In today's fast-paced business world, the importance of emotional intelligence (EI) for executives cannot be overstated.  From the leadership of renowned corporations to high-level political figures, it seems that EI, rather than IQ, is in short supply. 

Emotional intelligence, the understanding and management of your own emotions and those of others, is not just a personal trait.  It's a crucial tool for recognizing problems and addressing them in a composed manner.  More importantly, it's a key to creating a positive organizational culture, enhancing team performance, and navigating the complex challenges of leadership roles.  Here are the basics:

Five EI Requirements For Executives

1.  Enhanced Self-Awareness: Executives with high emotional intelligence are not just aware of their strengths, weaknesses, and values.  They demonstrate a commitment to personal growth and continuous improvement by regularly evaluating their ethics, emotions, and behavior.  This dedication to self-improvement is a crucial aspect of high EI.

2.  Effective Self-Regulation: Emotional intelligence is characterized by managing emotions, particularly in high-pressure situations.  When something goes wrong, leaders' first reaction is not to criticize those around them to vent frustration.  Executives who maintain composure, think clearly, and act decisively under stress are better equipped to steer their organizations through crises and challenges.

3.  Intrinsic Motivation: Have you ever worked alongside someone so focused that they succeeded despite significant setbacks?  Such inspiring leaders (examples abound in revolutionary industries like AI and space today) are driven by intrinsic motivation.  They encourage everyone with their passion and dedication.  Essential behaviors include curiosity, passion, autonomy, mastery, and purpose.  These leaders' sense of commitment fosters resilient work environments that face challenges with determination and enthusiasm.

4.  Empathy and Social Awareness: Understanding and empathizing with others is critical for emotional intelligence.  Executives who show empathy build stronger relationships, create inclusive environments, and manage diverse teams effectively.  For example, practicing active listening and being aware of non-verbal cues are essential EI skills.  This social awareness aids in conflict resolution and understanding the needs and concerns of all stakeholders.

5.  Superior Social Skills: Social skills are often among the most challenging aspects of emotional intelligence (EI).  Not everyone is naturally gifted in this area, as they usually align with personality traits.  However, executives with solid social skills excel in written and public communication, collaboration, and conflict management.  They are adept at building networks, fostering teamwork, and advocating for the organization with external stakeholders.  These skills are essential for creating a cohesive organizational culture and achieving strategic objectives.  But the good news is that they can be learned!

Evaluating emotional intelligence in executive candidates requires a multifaceted approach, combining various methods for a holistic understanding.  Here are the best methods to measure and assess EI for hiring internal or external candidates:

Internal Candidates

1. 360-Degree Feedback Surveys: Collect feedback from peers, subordinates, and superiors to comprehensively view the candidate's emotional intelligence and perception within the organization.

2.  Behavioral Interviews: Use structured questions focusing on past experiences to assess emotional intelligence—probe instances where the candidate demonstrated self-awareness, self-regulation, empathy, motivation, and social skills.  For example, ask how they handled critical feedback or managed a stressful work situation.

3.  Performance Reviews and Historical Data: Review the candidate's past performance evaluations, looking for evidence of emotional intelligence in their leadership and management style.  Analyze their track record in handling conflicts, managing teams, and driving organizational change.

External Candidates

1.  Tools like EQ-i 2.0 (Emotional Quotient Inventory 2.0): This validated assessment tool uses a self-report questionnaire to measure various aspects of emotional intelligence.  It evaluates emotional and social functioning across five composite scales: self-perception, self-expression, interpersonal, decision-making, and stress management.

2.  Situational Judgment Tests (SJTs): Candidates are presented with hypothetical, job-related situations and asked to respond to hypothetical, job-related scenarios.  SJTs assess how candidates would handle various emotional and interpersonal challenges, providing insight into their practical application of emotional intelligence.

3.  Role-Playing and Simulations: Conduct role-playing exercises or simulations to observe candidates' real-time behaviors.  Focus on scenarios that require emotional intelligence, such as conflict resolution, team management, and crisis handling.  This method allows you to see how candidates react under pressure and their ability to apply their skills and knowledge in real-world contexts.

Implementing a Comprehensive Evaluation Process

To thoroughly assess emotional intelligence in C-level candidates, use multiple methods to provide a complete view of their abilities.  Consistency is crucial; ensure interviewers and assessors are trained to evaluate EI consistently using standardized scoring rubrics.  Also, follow-up assessments and continuous evaluations after hiring should be considered to ensure ongoing development and alignment with the role's emotional intelligence needs.

In conclusion, emotional intelligence is crucial for executive leadership.  By using robust methods to assess EI, organizations can choose leaders who foster a positive, inclusive, and high-performing culture.  While Ivy League graduates may be valuable, candidates with both high IQ and EI will lead us into the future.