What do you do if your healthcare leadership lacks emotional intelligence?

Emotional intelligence (EI) is the ability to understand and manage your own and others' emotions, especially in stressful and challenging situations. EI is crucial for healthcare leaders, who need to communicate effectively, motivate their teams, handle conflicts, and cope with burnout. However, not all healthcare leaders have high EI, and some may even display toxic behaviors that harm their staff and patients. What can you do if your healthcare leadership lacks emotional intelligence?

1 Assess the situation

The first step is to assess the situation and identify the specific issues that are affecting you and your colleagues. For example, is your leader unapproachable, insensitive, micromanaging, or abusive? How does their behavior impact your work performance, morale, and well-being? How often and how severe are the incidents? You may want to keep a record of the examples and evidence of your leader's low EI, as well as the consequences and feedback you have given or received.

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2 Seek support and feedback

The next step is to seek support and feedback from others who are in a similar position or who can help you cope. For example, you may want to talk to your peers, mentors, coaches, or counselors about your situation and how you feel. You may also want to consult with your human resources (HR) department, union, or professional association about your rights and options. Additionally, you may want to seek feedback from your leader or other stakeholders on how you can improve your relationship and work outcomes.

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Naiara Naves

Psicóloga | Consultora em Desenvolvimento Humano e Saúde Mental no Trabalho CRP 04/70926
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Se o líder é inacessível, o setor de RH, setor de saúde e até integrantes da CIPAA podem ser um meio de acolhimento para escuta e orientação dessa demanda. As empresas precisam identificar o que não está funcionando e corrigir. Os números relacionados a sofrimento mental estão crescendo absurdamente como apresentados pela OIT e Ministério do trabalho.

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3 Set boundaries and expectations

The third step is to set boundaries and expectations for yourself and your leader. For example, you may want to limit your exposure to your leader's negative emotions and behaviors, and focus on your own tasks and goals. You may also want to communicate clearly and respectfully with your leader about your needs, preferences, and concerns, and ask for their support and guidance. Furthermore, you may want to establish realistic and measurable expectations for your leader's improvement and accountability, and monitor their progress and feedback.

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4 Develop your own EI

The fourth step is to develop your own EI and use it to cope with your leader's low EI. For example, you may want to practice self-awareness, self-regulation, empathy, and social skills to manage your own emotions and reactions, and to understand and respond to your leader's emotions and motives. You may also want to use positive coping strategies, such as mindfulness, relaxation, exercise, or hobbies, to reduce your stress and enhance your well-being. Additionally, you may want to seek opportunities to learn and grow from your experience, and to leverage your strengths and values.

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Naiara Naves

Psicóloga | Consultora em Desenvolvimento Humano e Saúde Mental no Trabalho CRP 04/70926
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A psicoterapia é importante para o acolhimento desse sofrimento, a resiliência e o autoconhecimento para lidar com essas situações e criar estratégias para a recuperação e gestão das emoções.

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5 Consider alternatives

The fifth step is to consider alternatives if the situation does not improve or worsens. For example, you may want to explore other options within your organization, such as transferring to a different department, team, or role, or seeking a mentorship or sponsorship from a higher-level leader. You may also want to look for external opportunities, such as applying for a new job, pursuing further education, or starting your own business. However, before you make any drastic changes, you should weigh the pros and cons, and consult with your trusted advisors.

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6 Take action

The final step is to take action and implement your chosen solution. For example, if you decide to stay and work with your leader, you should follow through with your communication, feedback, and expectations, and evaluate the results and outcomes. If you decide to leave and pursue a different path, you should prepare your transition plan, update your resume and network, and secure your references and recommendations. Whatever you do, you should act with professionalism, integrity, and respect, and protect your reputation and relationships.

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Naiara Naves

Psicóloga | Consultora em Desenvolvimento Humano e Saúde Mental no Trabalho CRP 04/70926
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Não existe escolha certa. Existe a escolha que trará uma consequência mais satisfatória e menos sofrida. A decisão precisa ser realizada com a razão e não com a emoção. Usar a técnica de escreve os prós e contras auxiliam nesse momento. Decida ter um bem-estar!

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your healthcare leadership lacks emotional intelligence?

1

2

3

4

5

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7

1 Assess the situation

2 Seek support and feedback

3 Set boundaries and expectations

4 Develop your own EI

5 Consider alternatives

6 Take action

7 Here’s what else to consider

Healthcare

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What do you do if your healthcare leadership lacks emotional intelligence?

1

2

3

4

5

6

7

1 Assess the situation

2 Seek support and feedback

3 Set boundaries and expectations

4 Develop your own EI

5 Consider alternatives

6 Take action

7 Here’s what else to consider

Healthcare

Rate this article

Thanks for your feedback

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