What do you do if your leader lacks emotional intelligence in times of change and uncertainty?

If your leader doesn't speak emotion, then you need to find out what language they do speak. They might be more fluent in the languages of numbers or ideas. If they're fluent in numbers, then translate your emotional points into something that can be quantified. This is a common miscommunication between HR and operations/finance leaders. Calculating the actual costs of high turnover, for example, takes a bit more work, but the end result is compelling. Emotional intelligence is a critical skill, but don't expect to get far by forcing your boss or team to adjust to your work style. You'll be far more successful if you become a dynamic communicator and translate your points for your audience.

It is crucial to approach the situation with empathy and a solution-oriented mindset. Firstly, lead by example by demonstrating emotional intelligence in your own actions and interactions. Then, consider providing mentorship or coaching to help your leader develop their emotional intelligence skills. Additionally, foster open communication channels where team members can express their concerns and ideas freely, creating a supportive environment where emotional intelligence can flourish. Ultimately, by actively supporting and guiding your leader through this process, you can contribute to building a more emotionally intelligent and resilient team.

When your leader lacks emotional intelligence during times of change and uncertainty, it's crucial to maintain your own composure and focus on your own emotional resilience. Try to lead by example, demonstrating empathy, patience, and adaptability. Additionally, consider providing constructive feedback to your leader in a respectful and non-confrontational manner, highlighting the importance of emotional intelligence in navigating turbulent times. If possible, suggest resources or training opportunities to help develop their emotional intelligence skills. Remember, sometimes leading from behind can be just as impactful as leading from the front.

Tell them! A lack of emotional intelligence during a time of change is frequently related to fear. Either leaders do not recognize or manage their own fear. Or they underestimate the fear and stress of others and add to it, instead of offering support. It can also be a problem of self-motivation where the leaders' demotivation shows... In either case, your feedback should be a wake-up call. And if you fear the leader's reaction to your remark, then that's the first thing to address, trust issues.

Imo be smart on how you approach this since it has real impact to you relationship and career. The personality of your leader and how they will respond matters a lot in how you address this. Are they unaware of the fact they lack emotional maturity? How would they respond if they found out from you? Would they be open to feedback? For all the talk about positive criticism leaders don't like receiving it as much as giving it and the ones with an ego will direct their displeasure at you. What we choose to do also depends on our personality and other factors. Some solutions include a) don't tell them and find a way to find a new leader b) don't tell them and suffer in silence c) tell them and pray d) tell them and go to war until they change!

If your leader lacks emotional intelligence, you can still demonstrate emotional intelligence in your own actions and interactions. Show empathy, listen actively, and communicate effectively with your colleagues and team members. Your behavior can influence others and create a positive work environment by using proper examples.

Everyone has a way of understanding things. If your leader lacks emotional intelligence, try to figure out how he understands the best. Is it through direct and unemotional communication? Is it through fact-based logical communication? Whatever his way of communication, you will need to adapt your communication style to suit his needs. Moreover, clarify a lot when communicating with him. This will prevent misunderstanding. Frequently take his feedback. Also, try to keep emotions out of communication.

Provide constructive feedback to your leader. In giving feedback, be specific about the situation, behaviour and resulting impact. Pick a time when it's conducive for providing the feedback but don't wait too long to provide the feedback so that your leader can start addressing it.

In my experience, effective communication is paramount when dealing with a leader lacking emotional intelligence amidst change and uncertainty. Express concerns respectfully, highlighting the importance of emotional awareness in fostering team cohesion and resilience. Offer constructive feedback and provide examples to illustrate how improved communication can benefit everyone involved. By fostering open dialogue, you can encourage your leader to develop their emotional intelligence and navigate challenges more effectively.

I recently read the book Radical Candor and while it’s had its fair share of controversy with a-holes using it in the workplace, what I learned is that you can be direct and clear without being mean. It takes a level of intention and personal vulnerability and responsibility in order to establish effective communication with your peers, leaders and subordinates. Show the kind of openness to feedback and comfort with not “being” right all the time that you want your leader to exemplify. It takes at least 2 to tango for effective communication, especially in tough times. My motto is: Clear is Kind.

I found physical activity helps me think and strategize in these situations. I hit the gym or play drums, snowboard in the winter and go for a long bike ride in the summer, etc. Do whatever kicks in those endorphins and lets you clear your head. Once your mood is improved and your head is clearer, you'll be more effective in addressing the issues.

In my experience, supporting yourself and others is essential when facing a leader lacking emotional intelligence during uncertain times. Take care of your well-being by practicing self-care techniques and seeking support from colleagues or mentors. Additionally, offer support to your team members by providing a listening ear, offering guidance, and fostering a supportive environment. Together, you can navigate the challenges with resilience and unity, despite the shortcomings of your leader.

Using your understanding of feelings to make things better and inspire others is a good idea too. You can help your leader understand how important it is to pay attention to emotions, and you can lead by showing how to handle them well. This way, everyone can work together better and feel more supported.

As a leader needing to work with a senior leader who lacks EI, it's critical that you protect the team at all costs. You need to act as the filter and shield for them - and convey messages down in a more emotionally fluent way. This can be mentally draining to absorb, so working on self-care is also key, but take pride in your role as a leader who provides the umbrella of security for your team so that they can get on doing the work they enjoy.

Change and uncertainty can be emotionally draining. Prioritize your own well-being. Engage in self-care practices like exercise, meditation, or spending time with loved ones. This equips you to be a source of strength and support for your colleagues.

Love this: "if your leader lacks EI, this can be a chance to enhance your own EI skills". I know many that have become better leaders because of past experiences with bad leadership. Simon Sinek and Captain Sandy Yawn are two examples that are quite vocal about this.

Change is inevitable. Embrace a growth mindset and encourage your team to do the same. Seek out learning opportunities related to the upcoming changes. This could involve attending workshops, enrolling in online courses, or simply having knowledge-sharing sessions within your team. By proactively acquiring new skills and knowledge, you empower yourselves to navigate the unknown with greater confidence.

The only thing you can control is how you respond. So model the way. If you see an opportunity where someone could react in a better way, demonstrate the way.

In my journey, I've seen brilliant tech minds struggle with emotional intelligence (EI). Once, I worked with a leader who was a genius in AI but lacked EI. It was challenging, especially during a major project pivot. I started by respectfully sharing my observations, suggesting EI resources, and demonstrating empathy in my interactions. Over time, this leader began to open up, reflecting on their emotional impact on the team. We ended up not only succeeding in our project but also creating a more cohesive and supportive team culture. It's a testament to the power of leading by example and its transformative effect on leadership and team dynamics.

Always remember: While we manage down, we also manage up. There are many areas you can help your leaders, especially if you have a high emotional intelligence. If shared correctly, insights and suggestions can immediately improve your relationship with them. If you can help improve your leader's EI, you'll be in a better place; so it's worth the effort.

It will be hard but you can try to find opportunities to provide your leader with feedback - and deliver it in a polite, considered way. Maybe ask how they are? Is there something causing them stress? This could be influencing their behaviour... so you can then point out and say things like 'I can tell something is bothering you as you seemed abrupt in that meeting'. Providing them with an opportunity to reflect on how they are coming across, without it being seen as a threat or a direct challenge.

Lead by example. Demonstrate the emotional intelligence skills your leader might lack. Practice active listening, show empathy towards your colleagues, and acknowledge their anxieties. When faced with challenges, focus on solutions and foster a collaborative spirit within the team. Your actions can inspire others and encourage them to step up and contribute their unique strengths.

It is important to understand we all do things for our own reasons, sometimes we just need to “seek to understand” - ask for clarity from your leader. Try to have a better conversation rather than talk about them to others or get frustrated, engage in dialogue. It’s not always easy but it helps.

When leaders lack emotional intelligence in change, foster open communication channels and provide support. In engineering management, offer empathy training and facilitate constructive feedback loops. In subsea engineering, prioritize transparent decision-making to alleviate uncertainties. In renewable energy, encourage leaders to acknowledge team concerns and address them collaboratively. Offer coaching to develop EQ skills and promote a culture of trust and resilience.

When faced with a leader lacking emotional intelligence amidst change and uncertainty, it's important to uphold your own emotional intelligence and resilience. Leading by example, providing support, and communicating effectively can help navigate the situation. Seeking advice from HR or supportive colleagues can also be valuable. #ahmedalaali11

In times of change and uncertainty, if your leader lacks emotional intelligence, it's crucial to stay composed and empathetic. Offer support and understanding, while gently guiding them towards considering others' feelings. Lead by example, demonstrate emotional intelligence, and encourage open communication. For instance, share personal experiences of overcoming challenges with emotional intelligence to inspire positive change in your leader's approach.

Be a gracious leader. Everyone processes change and uncertainty differently. Ways to be supportive: -Ask if there can be a scheduled time to discuss your concerns and thoughts. -Suggest ways you can be of support during this time. -Seek counsel from other leaders to support the changes and uncertainty.