Name: Emotional intelligence: 5 elements in 5 minutes
Uploaded: 2024-02-29T10:47:24.260Z
Duration: 319.05

MIMS Emotional Intelligence V3.mp4

MIMS Emotional Intelligence V3.vtt

English

{{00:00:00}}
I'm Iftikhar Nadeem.

{{00:00:01}}
I will be talking about what is emotional
intelligence and how does it relate to HR?

{{00:00:27}}
So emotional intelligence is all about
knowing ourself and knowing other people

{{00:00:33}}
around us and how this interaction works.

{{00:00:36}}
It has four or some people
call five components.

{{00:00:39}}
It start with the self awareness, self
consciousness, and then self regulation.

{{00:00:44}}
The other two are more related to other
people, so empathy and social awareness.

{{00:00:50}}
The whole thing starts
with self awareness.

{{00:00:53}}
It's about understanding what are your
values, what are your drives, what

{{00:00:58}}
are your strengths and weaknesses,
where do you, you know, do your best.

{{00:01:02}}
If you are good in that, you are
able to self regulate in situations

{{00:01:06}}
like performance conversations when
you are talking to people and you

{{00:01:11}}
have to give a negative message.

{{00:01:13}}
These are high emotional situations.

{{00:01:16}}
How you deliver it, and how your
own emotions come in a way to

{{00:01:20}}
deliver that message effectively,
detach them from, I would say, the

{{00:01:26}}
term we use, detached involvement.

{{00:01:28}}
So you have empathy, but at the same
time, you're detached, so you're not

{{00:01:33}}
overwhelmed with your own emotions.

{{00:01:35}}
Empathy, which is different
from sympathy or compassion.

{{00:01:39}}
So empathy is more about letting
other people feel understood.

{{00:01:44}}
Now some researchers are saying empathy is
more important than even being feel loved.

{{00:01:50}}
So it's that good, you know.

{{00:01:52}}
So how many people really understand you?

{{00:01:55}}
So feeling understood is
real empathy, I believe.

{{00:01:59}}
And then social component of
emotional intelligence is also

{{00:02:04}}
very important because that helps
us to understand other people.

{{00:02:07}}
Because leadership is a space where
we try to influence other people.

{{00:02:17}}
Emotional intelligence is very important.

{{00:02:20}}
It's important for all people at the
workplace or even at home when you do

{{00:02:26}}
crucial conversations with other people.

{{00:02:28}}
Or when you do those
conversations with yourself.

{{00:02:31}}
It's important that you
recognise your emotions.

{{00:02:35}}
When we say, for example, 'I am angry',
it evokes a different feeling than you

{{00:02:42}}
say, 'I'm feeling anger at the moment'.

{{00:02:46}}
That's different.

{{00:02:47}}
So this way you are able to detach
yourself from the emotion and you are able

{{00:02:52}}
to analyse it, you know, regulate it, you
know, and use it appropriately as needed.

{{00:02:59}}
So that's why it's very important
in holding conversations and making.

{{00:03:03}}
important decisions.

{{00:03:09}}
If you are not  fully aware of your
emotions, if you don't know how to

{{00:03:15}}
regulate them, if you don't have
empathy, you don't know what other

{{00:03:18}}
people in the room are feeling, so
definitely you can go in a wrong

{{00:03:23}}
direction  because there's always,
I believe, two conversations taking

{{00:03:28}}
place when we are meeting other people.

{{00:03:30}}
One conversation is about
objective conversation - you're

{{00:03:34}}
talking about something.

{{00:03:35}}
But there's an emotional conversation
taking place, which is hidden, invisible.

{{00:03:40}}
So emotional intelligence helps us to
understand or navigate the emotions, so

{{00:03:46}}
we have more objective conversations.

{{00:03:54}}
HR professionals should think about
emotional, because they have a dual role.

{{00:03:59}}
You know, one is they're dealing
with a lot of emotions every day.

{{00:04:07}}
At the same time they are responsible
to develop others, you know, the

{{00:04:12}}
talent management professional or
manager, they have to develop or

{{00:04:16}}
gauge the overall organisation culture
with how the emotional intelligence

{{00:04:22}}
is being played out by other people.

{{00:04:24}}
So they have dual role for themselves and
for the rest of the workforce or people

{{00:04:29}}
in the organisation to maybe do some
kind of assessments and understand where

{{00:04:34}}
those people are and how can they improve
their emotional intelligence or EQ.

{{00:04:44}}
Start with self awareness, you know,
because more you know yourself,

{{00:04:48}}
more you will be able to regulate
and then you obviously start

{{00:04:54}}
understanding other people around you.

{{00:04:55}}
So there are a lot of
assessments available, the

{{00:04:58}}
EQ assessments are available.

{{00:05:00}}
And then they determine
some agenda for discussion.

{{00:05:03}}
And that's where the
coaches come in, you know.

{{00:05:05}}
So then coaches can help.

{{00:05:07}}
I would say assessments, self awareness,
these are the right places to begin.

I will be talking about what is emotional
intelligence and how does it relate to HR?

So emotional intelligence is all about
knowing ourself and knowing other people

around us and how this interaction works.

It has four or some people
call five components.

It start with the self awareness, self
consciousness, and then self regulation.

The other two are more related to other
people, so empathy and social awareness.

The whole thing starts
with self awareness.

It's about understanding what are your
values, what are your drives, what

are your strengths and weaknesses,
where do you, you know, do your best.

If you are good in that, you are
able to self regulate in situations

like performance conversations when
you are talking to people and you

How you deliver it, and how your
own emotions come in a way to

deliver that message effectively,
detach them from, I would say, the

So you have empathy, but at the same
time, you're detached, so you're not

Empathy, which is different
from sympathy or compassion.

So empathy is more about letting
other people feel understood.

Now some researchers are saying empathy is
more important than even being feel loved.

So how many people really understand you?

So feeling understood is
real empathy, I believe.

And then social component of
emotional intelligence is also

very important because that helps
us to understand other people.

Because leadership is a space where
we try to influence other people.

Emotional intelligence is very important.

It's important for all people at the
workplace or even at home when you do

Or when you do those
conversations with yourself.

It's important that you
recognise your emotions.

When we say, for example, 'I am angry',
it evokes a different feeling than you

So this way you are able to detach
yourself from the emotion and you are able

to analyse it, you know, regulate it, you
know, and use it appropriately as needed.

So that's why it's very important
in holding conversations and making.

If you are not  fully aware of your
emotions, if you don't know how to

regulate them, if you don't have
empathy, you don't know what other

people in the room are feeling, so
definitely you can go in a wrong

direction  because there's always,
I believe, two conversations taking

One conversation is about
objective conversation - you're

But there's an emotional conversation
taking place, which is hidden, invisible.

So emotional intelligence helps us to
understand or navigate the emotions, so

HR professionals should think about
emotional, because they have a dual role.

You know, one is they're dealing
with a lot of emotions every day.

At the same time they are responsible
to develop others, you know, the

talent management professional or
manager, they have to develop or

gauge the overall organisation culture
with how the emotional intelligence

So they have dual role for themselves and
for the rest of the workforce or people

in the organisation to maybe do some
kind of assessments and understand where

those people are and how can they improve
their emotional intelligence or EQ.

Start with self awareness, you know,
because more you know yourself,

more you will be able to regulate
and then you obviously start

So there are a lot of
assessments available, the

And then they determine
some agenda for discussion.

And that's where the
coaches come in, you know.

I would say assessments, self awareness,
these are the right places to begin.

Make it Make Sense

Explainer

Emotional intelligence plays a role in everything an HR professional does as they have to manage and respond to emotions regularly. It is a powerful strength to have in the workplace, but one that is hard to train. 
In this video, Dr. Iftikhar Nadeem, Chair at ICF Global Board, delves into the four aspects of emotional intelligence (EQ). By first making sense of EQ, HR professionals can then start to put it into practice as a positive force for change in the workplace.

Employee experience, culture

Employee experience 

employee development

DEI /  Employee Experiences

Emotional intelligence

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thumbnail_Iftikhar Nadeem.jpeg

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Iftikhar Nadeem.jpeg

Iftikhar Nadeem

Chairman

Nadeem outlines the main tenets of emotional intelligence and their links to HR.


Unpacking emotional intelligence

In the workplace and beyond, hear why emotional intelligence is crucial according to Nadeem.


The importance of emotional intelligence

Nadeem warns of what can happen when you don't use emotional intelligence in conversations.


 The risks of not using emotional intelligence

HR teams should be considering emotional intelligence more strongly.


Why HR professionals should champion emotional intelligence

Nadeem directs us to a few different starting points for looking into emotional intelligence.