Emotional Intelligence In Modern Management Training

Becoming a competent manager takes a diverse set of skills from understanding the intricacies of running a profitable business to having a rapport with clients and employees. There are a multitude of management training programmes available that offer a comprehensive overview of what it takes to climb the career ladder and become a good manager, but there are many new ideas in the pipeline that appear to run against traditional management training techniques. A new school of thought advocates the use of emotional intelligence in the workplace; we take a look at the differences between intellectual intelligence and emotional intelligence in management training.

Intellectual intelligence in managerial positions involves utilising analytical mind frames to problem solve. We have all heard the term 'thinking outside the box'; the phrase has been bandied about in management training circles since the Yuppie movement in the 1980s and has proved to be the basis for encouraging creative thinking. The process has been widely accepted as essential for efficient management, but has to some degree become the bane of the business world.

When management training centres too much on analysis and problem solving, there is a danger of the whole working environment to be perceived as a machine with neatly fitting cogs, negating any organic and natural variations that occur within a working environment. Although running a tight ship as it were increases productivity among workers, if the reigns are pulled too tight and there is no empathy for the workers, there will be a rise in apathy and the productivity will fall. It is simple psychology that to have a committed work force you need to have some sort of connection with them. In places where employees feel separated from management, or feel that the management is not approachable there will be a sense of segregation.

This is where emotional intelligence in management training comes to the fore. By training mangers to use emotion as part of their skill set, there will be a shift in dynamic. Some people that are advocates of the old methods can often find this way of leading employees difficult to understand, thinking that it will create a lackadaisical attitude resulting in lower productivity. To prove the point of emotional intelligence as part of a management training programme, all one has to do is point out the success of the search engine giant Google.

It is common knowledge that Google have a working ethos that uses emotional intelligence. By providing the employees with a chance to pursue their own projects, work flexible hours and express themselves through their tasks, the company have gone from strength to strength. They have successfully utilised emotional intelligence within a management strategy to create a cohesive working environment which is beneficial to both the company and the employees.

Emotional intelligence covers a range of skills such as encouraging motivation, building a rapport and demonstrating empathy. These skills rely on an ability to communicate well and to listen in return. By engaging with colleagues in this way, a sense of solidarity will be achieved and working towards a common goal will be easier. Learning and embracing the motives behind this type of management training will bring vitality and dynamism to a company.

Outmoded managerial practices lead to an atmosphere than can feel restricted. With most of us spending more hours at work than ever, it is necessary to bring personality into everybody's positions, and allow a true expression of these personalities. Simple little things like a relaxed dress code, allowing music to be played and opportunities for interaction between co-workers are all part of being a successful manager in these ever changing times.

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