Are you working in an organization where leaders are good at dealing with difficult people and powerful emotions? Are the leaders in your organization emotionally intelligent?
One of the most powerful questions one can ask oneself is “Do I effectively deal with difficult people?” Emotionally intelligent leaders deal openly and honestly with difficult interpersonal situations.
Are you adept at managing conflict with others? Do you have a coaching style of leadership that facilitates good interpersonal communication? Are you comfortable dealing with difficult people and strong emotions?
The High Costs of Conflict
Regardless of the form difficult behavior takes, it exacts a serious toll, including high turnover, absenteeism, theft, loss of clients, and low productivity and morale. When managers are distracted and frustrated by difficult behaviors, they have less time and energy to devote to their core responsibility: getting things done through others.
Resorting to firing and replacing people is risky and time-consuming; thus, many executives fail to confront problem behaviors at all. They find workarounds: avoidance, vague feedback, compensation for underperformance by taking on more work themselves. Even worse, they may promote a problem person out of their unit.
With practice, you can improve your ability to deal with difficult behaviors – a move that will free up enormous energy reserves. When conflicts are handled immediately, you and your team will function better, meet deadlines earlier, create more innovative processes and products, and make fewer errors.
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become a leader who effectively manages interpersonal conflict. You can become a leader who models emotional intelligence, and who inspires people to become happily engaged with the strategy and vision of the company.
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