During the process of coaching to business executives, ostensibly, are shown as confident leaders themselves, sometimes appear fascinating questions regarding their social intelligence.
I recently happened, in a process of one of my coaching clients, a senior executive of a major multinational Spanish. Elaborating on his leadership, in one of the sessions I was surprised to hear that he had great difficulty getting along with other executives in relaxed moments that inevitably arise in the context of labor relations. Me explicaba, not without a blush, how during breaks in meetings with other managers, usually had to resort to talking on your mobile phone to avoid having to interact informally with his peers.
This steering, a very valid and very professionally trained to the highest management position man occupies, suffers called “shyness syndrome”. Syndrome, which has its origin in a low self esteem or feelings of inferiority in some aspect of life (not necessarily the professional) needs work cross not only from the increased self confidence, but also through combination with the development of certain social skills. This was the proposal of Karl Albrecht, Year 2007, after studying the model of emotional intelligence proposed by Daniel Goleman.
If Daniel Goleman identified five competencies in emotional intelligence: self-consciousness, autoregulation, motivation, empathy and social relationships, Karl Albrecht years after split with emotional intelligence, because of its importance, the last two and integrated into what he called social intelligence, so necessary today for the twenty-first century leaders who need to go a step further. So, we might consider emotional intelligence as a personal intelligence and social intelligence and interpersonal intelligence; both of two complementary and necessary intelligence to achieve personal and professional success.
In the case of my client, through the coaching process he discovered that he could develop and coordinate both intelligences in order to let emerge that “magnetic personality” in him and feel comfortable in those informal situations, as the type of conversations at the time the coffee break, where he could still continue to appear as a great leader through his personal charisma, and you could finally get expressed from himself and not from the role of manager, multiplying by ten interpersonal skills and your chances of success in the business undertaken.
Social intelligence is, nowadays, one of the most important tools of professional and managerial world. Karl Albrecht defines it as the ability to get along with others and get them to cooperate with us. This form of intelligence is a combination of five interaction skills, the author refers to the acronym SPACE.
S, situational awareness: determines your response in social situations. Assumes avail yourself of your intuition and intelligence to decide, for example, if you talk or just shut up. To develop situational awareness, you must pay attention to verbal and nonverbal cues of those around you and know the context in which you are and what they mean your words and behaviors in these contexts. In Spain, go to a funeral dressed in white can be interpreted as a lack of respect for the deceased's family. However, India occur in exactly the opposite; because white is the color associated with pain.
P, presence: way that others perceive you by your appearance, your body language, how to get or to occupy space in a room. Having a presence includes, primarily, be extremely respectful of the people around us and express a real interest in them. No use pretending a fake interest during a working meeting if during the time of rest or bounce back unconsciously give this person.
A, authenticity: capacidad permitirte to be real fake y in artificial. For that you need to have a high degree of confidence in yourself, imperative to take your authority.
To adequately develop the competence of authenticity, Your concern for others will not be based on seeking the approval of others, betraying your personal values, manipularás nor others and you allow them to do to you. If you are sincere, saying at all times what you think, and honest, every time saying what you feel, you will become the kind of person who can be trusted, someone “you can expect”. And there is nothing more important for success to be for the other person trusted.
C, clarity: ability to express your opinions, ideas and intentions accurately. I recently participated in a coaching process equipment for which we were hired. The aim of the process was that two teams have to work together to understand each arrived; since the problems of communication and relationship between them was coming to hamper the progress of the company. Both department heads were bright; but had serious problems in their jurisdiction of clarity. Not knowing how to use the appropriate language nearly cost one of them their jobs.
And, empathy: ability to get a person or a group share a sense of connection with you, that will lead to move “with and towards” you instead of “against and away” de ti.
If we are to maintain quality relationships, we must, on the one hand, avoid toxic behavior towards others; and, other, increase the use of nutritional behaviors. It is unrealistic to think we can behave in a toxic-abusing people, make them feel insignificant or praise them only when we need something from them without paying attention when we do not need- then pretend to feel connected with us.
Using a constant-nutritious behaviors affable, assessment and continuing gratitude to the other and show a genuine interest in the person in front- we can get a connection with those with whom we have to engage the workforce. Empathy requires a long-term investment.
Social intelligence is more than a tool. Assumes a transformative way of relating to others, healthy and efficient. If a company wants to move unencumbered means that its leaders lack social intelligence, must commit to proactively implement a program to develop leaders with social intelligence, able to convey a more positive view, improve their ability to understand the patterns of relationships within your team and help people with whom it to recognize in themselves the best they have inside, and to invite them to grow as individuals and professionals, instead of your fears and insecurities for their own benefit.
If you are interested in learning these techniques, please contact us for more information.
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Managing Partner Execoach