What do you do if your project team resists the application of Emotional Intelligence?

If the project team resists the EI, the first step is to identify the causes of resistance. The reason may be insufficient knowledge, and unknown the benefits of EI. We need to educate them the benefits of EI such as improving the communication, collaboration and decision making skills. This EI skill will help to understand the problems with their point of view. You need to communicate the stages of EI such as self awareness,self regulation, empathy, motivation and social skills to understand better. Provide the training, coaching, workshop to learn more about EI for better understanding the benefits and uses of EI.

Leadership plays a fundamental role in developing the emotional intelligence of those led. It is beneficial to periodically hold meetings, including feedback time, to highlight the importance of self-control, of always maintaining an appropriate tone of voice in possible conflicts, etc. The concept of emotional intelligence must be disseminated and applied, mainly through practical examples of leadership.

No podemos juzgar antes de diagnosticar, un equipo no tendrá resistencia si no hay una causa raíz, haría una diagnóstico de satisfacción laboral para que con base al resultado se determine la solución.

If your project team is resistant to applying Emotional Intelligence (EI), it's essential to address their concerns and provide them with insights into the benefits of EI in project management. You could offer training sessions or workshops to help them understand how EI can enhance teamwork, communication, and overall project success. Additionally, leading by example and incorporating EI principles into your own interactions can help demonstrate its effectiveness to your team.

Seguindo o modelo ADKAR da Gestão de Mudança como inspiração para este tema quando sua equipe de projeto resistir à aplicação da Inteligência Emocional é necessário que você crie o desejo na equipe de usar a Inteligência Emocional. Uma das formas de criar esse desejo é explicar os benefícios. É essencial que as pessoas entendam o que vão ganhar utilizando da inteligência emocional. Um dos exemplos que você poderá dar é que quando times trabalham gerenciando suas emoções o fluxo do projeto tende a ser mais rápido e facilita o processo de tomada de decisão e gera menos desgaste entre os membros do time. Consequentemente uma das coisas que eles podem ganhar é um clima de trabalho mais leve e conduzir um projeto com maior agilidade.

It might be helpful to give an example of a colleague, partner, or leader in the company who is demonstrating great emotional intelligence. This example would even be more powerful if the team members were appreciative of this person in general. By highlighting practical and relatable examples of known people, the team members might lower their barriers to the subject of emotional intelligence.

As a leader the idea is not to 'use emotional intelligence' . It is to embody it. Hence a Gentle attitude with others needs to be modeled. Not by teaching or preaching but perhaps by doing conversations that lead to a learning for the team. I may use stories, examples from a recent event, aan article to read and discuss and short training exposure to EI. People who feel well treated and attended to usually will be drawn to grow the skills themselves.

Everyone wants to be heard, understood and valued. It takes time to influence and educate human beings. We achieve collaboration when the other person feels well-understood and valued. Conflicting ideas are healthy arguments. Contrarians bring out a better perspective. Let us separate the person from his behaviour when the portrayed behaviour is not synced to what is intended or expected. We are all perfectly human with shortcomings.

🤷 🤷♀️ 🤷♂️ 🤷 🤷♀️ 🤷♂️ 🤷 🤷♀️ 🤷♂️ Why don't you Trust anyone? 🤷 🤷♀️ 🤷♂️ 🤷 🤷♀️ 🤷♂️ 🤷 🤷♀️ 🤷♂️ As the leader, if the team are failing to trust, I'd question how much you trust the team. I've collaborated with teams and leaders at all levels at all stages. This scenario generally arrives when 'El Grande Leader' is demanding of their team, without modelling the behaviour being ask. 'Trust me. I have my best interests at heart.' Be kind to yourself today. Take a breath. Say Hello. I love hearing from you.

I think in order to build trust you have to show trust. How you speak about yourself and how you speak about others when they aren't around is one of the easiest ways to build trust with a new team. Openly giving and receiving feedback creates an open-minded culture.

To foster trust in the workplace we need to create a space of psychological safety. Modeling behavior, empathy, and open communication goes a long way.

Promover confiança é fundamental para incentivar a aplicação da inteligência emocional na equipe de projeto. Isso requer liderança transparente e autêntica, comunicação aberta e uma cultura que valorize a colaboração e o respeito mútuo. Ao construir relacionamentos sólidos e demonstrar consistentemente apoio aos membros da equipe, os líderes podem criar um ambiente onde a vulnerabilidade é vista como uma força e a expressão emocional é incentivada, permitindo assim que a inteligência emocional floresça naturalmente.

A confiança gera segurança psicológica, requisito fundamental para criação de times de alta performance. E o resultado disso é um time muito mais engajado e alinhamento as estratégias das empresas.

Demonstrate emotional intelligence in your own interactions and decision is the key to motivate team members. Model behaviors such as active listening, empathy, adaptability, and constructive feedback. Your actions can serve as a powerful example for the rest of the team to follow.

L E A D E R S H I P. 101! You must model the behaviour you want to be. For where you lead others will follow. Check your internal compass. Isn’t it good to remember that to assist another, One must first assist oneself.

Leading by example in promoting emotional intelligence involves several key actions: 1. Regularly reflect on your own emotions, triggers, and behaviors. Acknowledge your strengths and areas for growth. Share your insights and self-reflections with your team to demonstrate the importance of self-awareness. 2. Practice managing your emotions effectively, especially in challenging situations. Show restraint and composure when faced with stress or conflict. Encourage team members to take a step back and assess their emotions before reacting impulsively. 3. Empathy. 4. Motivation. 5. Social skills. By consistently demonstrating these behaviors in your interactions and decision-making processes.

O líder precisará gerir suas próprias emoções e abrir mão de julgamentos e vieses. Precisa estar em um nível de consciência para que permita facilitar um ambiente de abertura e diálogo verdadeiro. O líder se tornará a referência e inspiração do time e por isso precisa ser consistência e mostrar credibilidade acreditando e praticando a inteligência emocional.

Be h o n e s t with yourself. Are you on the right page, in your own minds eye? Critically, work through any resources you want to share in the first person. If you are really modelling the change, you want to see — you'll see it in the team. #guarentee Catch team members doing the right thing and thank them. This has got to be a Go To process.

As equipes são espelho de sua liderança. Quando a liderança lidera unindo o QI (Quociente de Inteligência) com o QE (Quociente Emocional), sua equipe o seguirá. Então, a recíproca é verdadeira. Por outro lado, quando o Setor de Seleção é bem atuante, isto é bem atualizando para conhecer e reconhecer traços da personalidade, ali também já poderá ser detectado o QE do candidato. Mas, vamos partir do princípio que a Liderança tenha um QE elevado, mas que os testes do Setor de Seleção não foram suficientes para demonstrar o baixo QE do candidato. Nesse caso, se for de pleno interesse da Liderança e da empresa em sua permanência, então os suportes tradicionais de coaching e mentoria serão necessários e por tempo indeterminado.

Estes recursos são muito importantes, até para dar condições iguais para o desenvolvimento de todos. Este acesso a todos facilita o envolvimento e desenvolvimento, inclusive Workshops são super importantes não só pelo aprendizado e também pelas interações com todo o time, trazendo a oportunidade de não só autoconhecimento como conhecer também o outro.

Quando o líder tem empatia e compreende a posição do outro e disponibiliza recursos para ajudar ….. os laços de confiança aumentam. A liderança é um lugar de poder e esse poder serve para mudar a vida dos outros para melhor, pois quem faz o líder é a sua equipa. Um por todos, todos por um!

The most important point is which resource works with you. For me and my experience is very important to find the resource that gives you the result you want, that makes you better and makes you more efficient. Not all the resources work with all of the people of your team. It’s like at school, there are as many “correct” explanations as children in class 😬😉 Discover the one that best works with you, that best works with the people of your team. Improve it, work with it…

Let’s talk about more on real-world application. Encouraging your team to actively apply emotional intelligence in their day-to-day interactions is crucial. Provide examples of how EI can be beneficial in various project scenarios and encourage team members to reflect on their own experiences. Encourage open discussions where team members can share how they've applied EI in challenging situations and the positive outcomes it has yielded. By creating a supportive environment that values and promotes the practice of emotional intelligence, you empower your team to develop and strengthen these essential skills organically, leading to improved team dynamics and project success.

Una manera que me ha servido mucho es trabajar con el ejemplo. Mostrar al equipo situaciones reales donde directamente se presenten situaciones complejas, clientes que no son de fácil trato, que necesitan ser llevados con guía, que no sueltan la información tan fácil y dónde aplicar inteligencia emocional es fundamental, algo muy alienado con el mentoring.

Cuando hablamos de inteligencia emocional (IE), nos referimos a la habilidad de entender, usar y administrar nuestras propias emociones en formas que reduzcan el estrés, ayuden a comunicar efectivamente, empatizar con otras personas, superar desafíos y aminorar conflictos. Un nivel alto de inteligencia emocional nos permite forjar relaciones sanas y equilibradas dentro del núcleo familiar, en la escuela y en el trabajo. También es la herramienta básica para la autocrítica positiva, un recurso muy útil para aproximarnos sin juicio a nuestras propias cualidades y áreas de oportunidad con un propósito de mejora.

Some individuals may push back on Emotional Intelligence (EI) because they see it as intangible or unrelated to their job. Frame emotional intelligence as a set of practical skills that can be developed and refined, just like technical skills. Emphasise how EI can enhance their professional effectiveness, improve communication, and contribute to career advancement.

Some individuals may push back on Emotional Intelligence (EI) because they see it as intangible or unrelated to their job. Frame emotional intelligence as a set of practical skills that can be developed and refined, just like technical skills. Emphasise how EI can enhance their professional effectiveness, improve communication, and contribute to career advancement.

Monitor Progress: Keep track of the team's progress in applying emotional intelligence principles and regularly assess the impact on project performance and team dynamics. Adjust your approach as needed based on feedback and observations.

Tenho trabalhado muito com a equipe através das suas histórias, fazemos todo mês, durante minha reunião geral com a equipe, um quadro que se chama: Tempo de casa, e no mês que o funcionário completa mais um ano de casa ele conta a sua história, para todos, relatando os anos de trabalho e como chegou até o momento atual, com este processo conseguimos atingir dois pontos importantes; - A valorização do colega de trabalho pela equipe, conhecendo a sua história. - Quando você conta a sua história, relembrar fatos, momentos bons e difíceis, superações, isso valoriza toda caminhada que te trouxe até aqui.

A mi ha sido útil primero informarme, tomar talleres y lo más importante, tratar de poner en práctica ya que creo a través de la congruencia y el ejemplo podemos motivar a otros a aprender del tema.

My 2 cents are: be patient and persistent! Changing attitudes and behaviors takes time, especially when it comes to something as nuanced as Emotional Intelligence. Stay committed to fostering a culture that prioritizes EI, even in the face of resistance or setbacks. Celebrate progress, however small, and remain adaptable in your approach, tailoring strategies to suit the unique dynamics of your project team.

EI It was a very uncommon topic of discussion a decade ago. Nobody considered it even as an appropriate question to ask at the time of recruitment. This is the main reason for resistance because people resist things they do not understand. We have to make them understand the power and scope of empathy. Because EI which requires Emotional Quotient EQ is as important as IQ. A person with Intelligence and without Emotion is nothing more than a ruthless machine. A machine which can make people do their work without showing any empathy towards them. This will ultimately make them leave the organisation because we all need some empathy and care no matter how professional we show we are. We have to consider empathy as a function to promote EI