What is Self-Awareness?

Self-awareness is the ability to recognise and understand your own thoughts, feelings, beliefs, motivations, and actions. It involves having a clear and conscious perception of yourself, including an awareness of your strengths, weaknesses, values, and overall identity. Self-awareness allows you to reflect on your experiences, make sense of your emotions, and understand how they relate to others and the world around you. In this blog, we will delve into self-awareness in emotional intelligence and how to leverage it to develop ourselves and others.

An Example of Self-Awareness

An example of self-awareness might be someone realising and acknowledging their emotional state in a particular situation. Let’s say a person is feeling increasingly stressed at work due to a heavy workload. They might take a moment to reflect on their emotions, recognising that they are feeling overwhelmed and anxious.

In this example, self-awareness involves not only identifying the emotions (stress and anxiety) but also understanding the factors contributing to those feelings (the heavy workload at work). This awareness can lead to a more thoughtful and intentional response. The person might then decide to take proactive steps to manage their stress, such as prioritising tasks, seeking support from colleagues, or practising stress-reduction techniques.

This ability to recognise and understand one’s emotions, especially in the context of specific situations, is a fundamental aspect of self-awareness. It allows individuals to make more informed choices and take actions that align with their well-being and overall goals.

The Difference Between Self Awareness and Consciousness

Self-awareness and consciousness are related concepts, but they refer to different aspects of cognition and awareness.

Consciousness:

Definition: Consciousness is the state of being aware of and able to think about your surroundings, thoughts, feelings, and sensations. It is a broad term that encompasses the overall awareness of an individual.

Levels of Consciousness: Consciousness can be understood at different levels, ranging from basic awareness of sensory experiences to higher-order cognitive processes. For example, being awake and responsive to stimuli reflects a basic level of consciousness, while self-awareness is considered a more advanced aspect of consciousness.

Self-Awareness:

Definition: Self-awareness is a specific type of consciousness that involves the ability to recognise and understand yourself, including your thoughts, emotions, identity, and actions.

Internal Reflection: Self-awareness includes an internal reflection on your own mental and emotional state. It goes beyond being conscious of external stimuli and involves an awareness of your own thoughts and feelings.

There are two primary aspects of self-awareness, internal self-awareness and external self-awareness:

Internal Self-Awareness

Internal self-awareness: This involves understanding your own emotions, recognising the reasons behind certain behaviours, and being in tune with your thoughts and feelings. It’s about having insight into your own personality and understanding how your actions align with your values and goals.

External Self-Awareness

External self-awareness: This refers to the ability to perceive how others view and experience you. It involves understanding how your actions and words impact others, recognising social dynamics, and being aware of the impressions you leave on others.

What Role Does Self-Awareness Play in Emotional Intelligence?

Self-Awareness and Emotional Intelligence

Self-awareness plays a crucial role within emotional intelligence, and it is considered one of the components of emotional intelligence, as proposed by psychologist Daniel Goleman and his book ‘Emotional Intelligence’. The four components are:

Self-awareness: Recognising and understanding one’s own emotions, strengths, weaknesses, values, and impact on others.

Self-management: Effectively managing one’s own emotions, impulses, and behaviours in various situations.

Social awareness: Sensing and understanding the emotions of others, as well as being aware of social dynamics and cues.
Relationship management: Using emotional intelligence to navigate and enhance relationships, communicate effectively, and resolve conflicts.

Benefits of Developing Your Self-Awareness

1. Able to Recognise Your Own Feelings, Thoughts and Emotions

Self-awareness empowers you to navigate your inner landscape – recognising and understanding your personal emotions and thoughts. This heightened sense of awareness allows for better decision-making, which contributes to a more intentional and fulfilling life.

2. Increased Self-Compassion

Developed through self-awareness, a deeper sense of empathy towards yourself is created. This emotional intelligence trait nurtures resilience, self-acceptance, and a more positive mindset, particularly when facing challenges or setbacks in your personal and professional lives.

3. Knowing Yourself and How you Impact Others

Self-awareness extends beyond self-reflection to understanding your impact on others. This knowledge promotes a conscious, considerate approach to interactions, enabling the development of positive, constructive, and mutually beneficial relationships.

4. Able to Maintain Strong Relationships

Rooted in understanding personal emotions and their influence, self-awareness becomes the foundation for building and sustaining strong, resilient relationships. By navigating emotions consciously, you can contribute to the creation of meaningful and lasting relationships

5. Able to Build Trust with Others

Being self-aware means that you are aware of your values, emotions, and behaviours. This authenticity allows you to present your genuine self to others, fostering trust as people perceive you as sincere and true. Being aware of your communication style, strengths, and areas for improvement also enables you to communicate more effectively – clear and open communication is a key factor in establishing trust with others.

6. Improved Communication Skills

Self-awareness enhances communication by enabling authentic self-expression, empathetic understanding of others, and adaptive communication styles. This trait allows for effective interpersonal connections, collaboration and mutual understanding in diverse social settings.

7. Ability to Interact Effectively and Harmoniously With Others

Serving as the bedrock for interpersonal effectiveness, development of self-awareness enables you to navigate social dynamics, collaborate seamlessly, and positively contribute to group interactions. This harmonious engagement fosters a cooperative and supportive environment in various personal and professional settings.

How to Develop your Self-awareness and Emotional Intelligence

1. Keep a Daily Journal Of Your Thoughts, Emotions, Experiences

Regular journaling allows for self-reflection, providing an opportunity to explore your thoughts and emotions. This practice enhances self-awareness by recognising patterns, thoughts and personal growth over time.

2. Set an Emotional Awareness Alarm a Few Times a Day

Schedule alarms for daily emotional check-ins. Pausing to identify and understand current emotions fosters mindfulness, contributing to increased emotional intelligence and self-awareness.

3. Understand What Triggers Your Emotions and Reactions

Identify specific situations that trigger emotional responses within you. Understanding these triggers helps manage reactions, enabling greater emotional intelligence and creating a foundation for thoughtful responses.

4. Don’t Judge Your Emotions and Feelings

Embrace your emotions without judgement. Acceptance allows for a deeper understanding of oneself and promotes emotional intelligence by recognising the validity of diverse emotional experiences.

5. Pursue Your Passions and Learn New Skills

Engaging in activities you are passionate about creates a positive emotional state. Learning new skills broadens perspectives and contributes to personal development, enhancing overall self-awareness and emotional intelligence.

6. Seek Feedback From People Close to You

Request feedback from trusted individuals to gain external perspectives. Constructive input aids self-awareness, highlighting blind spots and facilitating personal growth in the context of relationships.

7. Practice Mindfulness

Mindfulness involves being fully present in the moment without judgement. Regular mindfulness practices, such as deep breathing or mindful observation, enhance self-awareness and contribute to emotional intelligence development.

8. Meditate

Meditation promotes self-reflection and emotional regulation. By dedicating time to quiet your mind and go inwards, individuals enhance their ability to observe thoughts and emotions objectively, fostering self-awareness and emotional intelligence.

9. Engage in Self-Awareness Development Tasks

Explore tools and exercises designed to deepen self-awareness. The Johari Window and Values in Action Strength Test are examples that offer insights into personal traits, behaviours, and values, contributing to emotional intelligence development.

10. Take an Emotional Intelligence Training Course

Enrol in courses specifically focused on emotional intelligence. Structured training provides knowledge, skills, and practical strategies to enhance self-awareness and overall emotional intelligence.

11. Work with a coach

Collaborate with a professional coach to receive personalised guidance. Coaching sessions offer tailored insights, strategies, and feedback, accelerating self-awareness and emotional intelligence development.

12. Access your Core Values Index (CVI)

Utilise tools like the Core Values Index (CVI) to assess and understand core values and motivational drivers. This awareness aids in aligning actions with values, contributing to enhanced self-awareness and emotional intelligence.

Summary

In this blog, we’ve explored the essential role of self-awareness in developing emotional intelligence. Self-awareness, one of the key components of emotional intelligence, is the foundation that can empower you to understand and navigate your emotions effectively.

Key Takeaways:

Daily Reflection: Keeping a journal and setting emotional awareness alarms fosters regular self-reflection, aiding in recognising patterns and emotional growth.

Understanding Triggers: Identifying what triggers emotions allows for proactive management, contributing to thoughtful responses and emotional intelligence.

Non-Judgmental Acceptance: Embracing emotions without judgement facilitates a deeper understanding of oneself, fostering emotional intelligence.

External Perspectives: Seeking feedback and engaging in self-awareness development tasks provide external perspectives, aiding personal growth and relationship building.

Mindfulness and Meditation: Practising mindfulness and meditation enhances self-awareness, contributing to emotional regulation and intelligence.

Now, it’s time to apply these principles in your personal and professional lives to cultivate your self-awareness and emotional intelligence.

Visit our website for additional resources and tools to guide you on this transformative path. Elevate your self-awareness, supercharge your emotional intelligence, and witness positive changes in all aspects of your life.

Remember, understanding yourself lays the foundation for understanding others. Take the first step towards a more emotionally intelligent and fulfilling life.

Drive the power of self-awareness. Begin your journey now.

The post What is Self Awareness in Emotional Intelligence? And How to Improve it. appeared first on ThinkEQ.

Studies show that teams with high EQ outperform others by 20% and can create a more positive work environment, enhance collaboration, and improve decision-making. Unlocking EQ potential in the workplace helps to transform workplace culture, promotes empathy for team mates and higher resilience in employees.

Emotional Intelligence (EQ) in the workplace can also enhance the ability to navigate social skills within teams, foster positive relationships, and enable employees to respond effectively to the emotions of others, thereby creating a positive workplace culture.

The Significance of EQ in the Workplace

Emotional intelligence at work is pivotal for creating a harmonious and productive environment. EQ training for leaders and managers also helps them to motivate and inspire their team members by understanding their emotions and nurtures understanding and adaptability, allowing for a positive work culture and contributing to overall success and the well-being of employees.

Distinguishing EQ from IQ

While Intelligence Quotient (IQ) measures cognitive abilities, EQ focuses on emotional awareness and interpersonal skills. IQ determines analytical and problem-solving capacities, whereas EQ emphasises empathy, self-regulation, and social adeptness.

The Impact of Using Emotional Intelligence at Work

1. Improved Employee Engagement

Investing in emotional intelligence at work enhances employee engagement by fostering a workplace where individuals feel understood and valued. Workplaces that provide real-time feedback, active listening, and recognising achievements contribute to a positive emotional environment, increasing overall job satisfaction and commitment of employees.

Emotional intelligence is also key when it comes to building trust, communicating effectively and considering employees needs and concerns – by using all of these interpersonal skills that come with having a high EQ, a supportive workplace culture can be created, which ultimately = increased employee engagement.

2. Increased Productivity Levels

Utilising emotional intelligence at work can also significantly boost productivity levels amongst employees. Employees are able to effectively manage stress, communicate more efficiently, and collaborate with team mates more seamlessly. This results in streamlined workflows, optimised collaboration, reduced downtime, and an overall increase in task efficiency.

3. Reduced Workplace Conflicts

Emotional intelligence training in the workplace reduces conflicts amongst workers by improving communication and conflict resolution skills. Employees will learn to navigate their differences with empathy and understanding, which creates a collaborative atmosphere. Reduced conflicts lead to a more harmonious work environment, enhancing overall team cohesion.

4. Enhanced Collaboration

The application of emotional intelligence at work also promotes effective collaboration. Individuals with strong emotional intelligence can navigate diverse perspectives, communicate openly, and build trusting relationships. This collaborative culture also allows for increased innovation and creativity, driving collective success.

5. Creation of a More Inclusive and Diverse Workforce

Emotional intelligence also contributes to creating a more inclusive and diverse work environment. Through EQ training in the workplace, greater empathy and understanding of others can be fostered, which enables employees to become more receptive to diverse perspectives and backgrounds. This inclusive culture not only boosts morale but also enhances creativity, problem-solving capabilities and enhances team working skills.

6. Higher Job Satisfcation

Investing in emotional intelligence training also positively impacts job satisfaction. Employees with well-developed emotional intelligence experience greater fulfilment, as they navigate challenges with resilience and maintain positive relationships. Job satisfaction, in turn, correlates with increased retention rates and a healthier organisational culture.

7. Better Customer Service

Emotional intelligence at work directly influences customer service excellence. Employees with strong emotional intelligence skills connect with customers on a deeper level, understanding their needs and concerns. This leads to improved customer satisfaction, loyalty, and positive word-of-mouth, which all greatly benefit the organisation’s reputation.

How EQ Benefits Team Leaders and Organisational Effectiveness

In a study by The Industrial Psychiatry Journal , it was found that leadership plays an essential role in influencing organisational factors related to Emotional Intelligence (EI). 

The study shows a diagram (Figure below) illustrating the influence of emotional intelligence on the organisational effectiveness of a team. It emphasises that the effectiveness of Human Resources (HR) functions, including recruitment, selection, training, and development, is directly influenced by leadership.
The study argues that high levels of emotional intelligence in leaders positively contribute to the success of HR functions, which, in turn, positively impact the emotional intelligence of individuals and groups in the workplace.

Emotional Intelligence Examples at Work

How leaders can promote EQ within their team and organisation

1. Lead by Example: Demonstrate emotional intelligence in communication, decision-making and positive interactions with all team members.

Real-life Example: In a team meeting, a leader receives constructive feedback on a project. Instead of reacting defensively, the leader acknowledges the feedback, expresses gratitude for the input, and discusses plans for improvement. This demonstrates emotional intelligence in receiving criticism positively and fostering a culture of openness.

2. Provide Training: Offer workshops on emotional intelligence to enhance team members’ skills.

Real-life Example: The company arranges a series of workshops on emotional intelligence for all employees. These workshops cover topics such as self-awareness, empathy, and effective communication. Team members engage in activities and discussions that enhance their emotional intelligence skills, contributing to better collaboration and understanding within the team.

3. Encourage Open Communication: Foster an environment where emotions are acknowledged and discussed openly.

Real-life Example: During team meetings and individual meetings, the leader encourages team members to openly express their thoughts and emotions about ongoing projects and the work environment. By creating a safe space for open communication, team members feel comfortable sharing concerns or ideas, leading to improved problem-solving and a more inclusive work culture.

4. Recognise and Reward: Acknowledge and reward hard work amongst individuals and groups.

Real-life Example: The company implements a recognition program where outstanding contributions and achievements are regularly acknowledged. For instance, a team that successfully meets a challenging deadline is publicly recognised, and team members receive rewards such as certificates or additional time off. This practice boosts morale and motivates employees to excel.

5. Conflict Resolution Training: Equip leaders with skills to handle conflicts empathetically and constructively.

Real-life Example: Leaders participate in conflict resolution training to develop skills in handling disputes. In a scenario where two team members have a disagreement, the leader intervenes with empathy, actively listens to both parties, and facilitates a constructive conversation to find a resolution. This not only resolves the immediate conflict but also models effective conflict management for the team.

Real life examples of companies that have successfully implemented EQ training

1. Sky

The Challenge: Sky faced challenges in attracting and retaining employee talent due to intensifying competition. To thrive in this environment, the company wanted to instil an innovative and growth mindset among its employees.

The Goal: The objective was twofold – to enhance leaders’ abilities in influencing and decision-making and to cultivate a culture where dedication and drive for exceptional performance were sustainable, generating genuine value for all stakeholders.

The Solution: As part of the program’s initial phase, tailored training and Emotional Intelligence (EQ) certification were implemented for over 200 leaders within a 12-18 month timeframe. The program was thoughtfully customised to align with diverse business areas and participants’ specific needs.

The Results:

• A significant 25% increase in empathy amongst employees
• 21% improvement in relationship skills
• An overall 15% rise in emotional capital

2. Boeing

The Challenge: Boeing faced a pressing issue of executive burnout and substantial turnover rates, with consequential impacts on organisational capabilities and culture. High turnover costs were exacerbated by exit interviews revealing poor relationships with managers as the primary reason for staff departures. In the competitive landscape for skilled professionals, maintaining the status quo was untenable.

The Solutions: Boeing implemented face-to-face coaching sessions led by accredited coaches. These sessions aimed to integrate insights from seminars and modules while addressing each individual’s developmental needs. Group seminars on key competencies within Emotional Intelligence were carefully chosen to cater to the collective needs of the group.

The Results:

• Marked increases in openness, adaptability, and empathy amongst employees.
• Enhanced flexibility fostering greater creativity and empowerment.
• Substantial reduction in stress levels.
• Decrease in turnover rates of staff.

How To Develop Your Own Emotional Intelligence at Work

Self-Awareness

Reflect Daily: Set aside time for self-reflection on your emotions and reactions.

Journaling: Document your emotional responses to various situations to identify patterns.

Seek Feedback: Encourage team leaders and managers to provide insights on your emotional strengths and areas for improvement.

Communication

Clarity: Articulate thoughts and emotions clearly to avoid misunderstandings.

Non-verbal Cues: Pay attention to body language and gestures during communication.

Empathy: Put yourself in others’ shoes to better understand their perspectives.

Active Listening

Focus: Give your full attention to the speaker without interrupting.

Paraphrasing: Repeat and clarify what you’ve heard to confirm understanding.Ask

Questions: Seek clarification and additional information to deepen comprehension.

Be Open-Minded

Embrace Diversity: Value different perspectives and be open to new ideas.

Adaptability: Adjust your approach based on the needs and emotions of the situation.

Learn from Others: Acknowledge that everyone has unique experiences to share.

Stay Calm Under Pressure

Mindfulness: Practise mindfulness techniques to stay present in stressful situations.

Deep Breathing: Take deliberate, slow breaths to manage stress and maintain composure.Pause Before Responding: Give yourself a moment to collect your thoughts before reacting.

Listen to Feedback

Seek Feedback Regularly: Actively request feedback on your emotional intelligence.

Learn from Criticism: Embrace constructive criticism as a positive opportunity for growth, do not see it as a negative.

Implement Changes: Use feedback to make positive adjustments to your emotional responses and interactions.
Tip: You can use the Taylor Protocols Value Index to understand your personal EQ on a deeper level. This assessment is designed to measure the four inherent human energies that influence your performance at work. This can help you to understand your working personality – which can help to improve your emotional intelligence at work.

Overcoming Challenges When Implementing EQ in Work

Lack of Communication Skills

Training Programs: Implement communication skills training to enhance team members’ abilities.

Regular Feedback: Provide constructive feedback on communication styles, encouraging improvement.

Peer Support: Foster a culture where colleagues can mentor each other on effective communication.

Difficulty in Identifying Emotions

Emotional Intelligence Training: Conduct workshops specifically addressing the identification of emotions.

Self-Assessment Tools: Use assessments to help individuals recognise and understand their emotions better.

Emotional Intelligence Coaching: Provide one-on-one coaching for personalised support in emotional awareness.

Balance of Analytical and Emotional Decision-Making

Decision-Making Frameworks: Develop decision-making models that integrate both analytical and emotional considerations.

Team Collaboration: Encourage collaborative decision-making to benefit from diverse perspectives.

Case Studies: Share success stories where a balance of analytical and emotional factors led to positive outcomes.

Resistance to Change

Leadership Alignment: Ensure leaders model and support the change towards emotional intelligence.

Communication Strategy: Clearly communicate the benefits of emotional intelligence to alleviate concerns.

Incentives: Offer incentives or recognition to those embracing and contributing to the emotional intelligence culture.

Conclusion

In conclusion, embracing Emotional Intelligence (EQ) at work is essential for creating positive change. It is evident that teams with higher EQ outperform, collaborate more effectively and have improved decision-making.

The impact extends to enhanced productivity, reduced conflicts, and a more inclusive work environment. EQ also benefits team leaders, positively influencing organisational effectiveness.

Developing personal EQ involves self-awareness, effective communication, active listening, open-mindedness, and staying calm under pressure. Overcoming challenges, such as communication skills and analytical-emotional balance, requires training and leadership alignment.

Applying these EQ principles undoubtedly transforms workplace culture, contributing to individual well-being and organisational success. Start integrating EQ training today for a more positive and inclusive workplace.

The post Using Emotional Intelligence at Work to Create Positive Change appeared first on ThinkEQ.

The Post Office scandal and the decades-long quest by sub-postmasters to have their wrongful convictions overturned and be compensated for the thousands of pounds they lost because of Horizon IT system miscalculations, have hit headlines this week following the release of the ITV drama, Mr Bates V The Post Office.  If you haven’t seen it and don’t know anything about The Post Office scandal, you can read more about it here.  In this blog, we’ll be exploring the topic of trust and we’ll give you our 5 steps to building a culture of trust using EQ.

Between 1999 and 2015, The Post Office wrongly convicted over 900 sub postmasters. Reputations were damaged overnight.

Many lost their homes and livelihoods; some were sent to prison and at least 4 people are known to have taken their own lives. Many were made to pay back thousands of pounds to The Post Office in what has become one of the biggest miscarriages of justices in British history.  

Although a public inquiry launched in 2021 is still ongoing, recent public outrage as a result of the drama, has forced Parliament to start looking at ways it can quickly provide redress and quash convictions. Paula Vennells, CEO of The Post Office between 2012 and 2015 has handed back her CBE, apologising for what happened during her tenure.  

Issues were first raised in the late nineties about the Fujitsu software, but sub-postmasters were told “you’re the only one having these problems”.

Alan Bates, a sub postmaster affected by the scandal early on and who has led the campaign tirelessly and for many years, has expressed his shock at the lack of empathy or understanding when he first raised the issues with The Post Office as well as their unwillingness to investigate.  

At the very heart of this story appears to be misguided belief in a system that fundamentally doesn’t work. Added to that is a failure to admit mistakes, to listen and act, and widespread mistrust of staff (or in this case franchise sub postmasters).

These feelings of powerlessness, a zapped optimism, questioning their own competence Zapped optimism, would have inevitably led to a culture of low trust. Trust, empathy, and communication are some of the factors that is crucial to ensuring that workplace cultures are effective.

When a colleague or client comes to us to express an issue, what can we as leaders, learn from this situation? 

This is our guide to creating workplace cultures that are built on trust and understanding: 

1. Effective Leaders for Effective Organisations

It starts at the top. Leaders set the tone for the organisation and should lead by example. Leaders should be approachable and have the self-awareness to demonstrate their trust in those they lead, as well as an understanding of the impact of their own actions and decisions.  

2. Create Open Lines of Communication

Colleagues should be able to communicate all levels of the organisations in an open and honest way. This means having mechanisms in place for them to provide feedback, be it positive or constructive.  Understanding the problems faced should give self-aware leaders an opportunity to collaborate with staff to correct anything issues that arise.  

3. Empower People

Involve your people in decision-making processes when possible. This will create a sense of ownership and trust in the organisation’s direction. Confident colleagues service clients more effectively when they are trusted and empowered.  

4. Invest in Development

Whilst it seems as though The Post Office spent a lot of money investing in an IT system that ultimately failed, they do not appear to have invested much in the development of staff handling the helpline. Many times, sub postmasters were told “you’re the only one”. Worse still, it appears that many were told to round-off or change amounts on their screens which led to significant shortfalls that they then had to clear themselves. The point we are making here is that if people are empowered, trusted, able to communicate, it may have led to helpline staff escalating the problems and the issues being identified and rectified.   

5. Listen!

Honestly, it’s a basic but it is so often glossed over. Taking the time to listen to the problems will give you great intel as to what is working and what is not working. Change is only ever effectively brought about when leaders listen and take onboard the collective input.  

There are many other key facets into creative emotionally effective organisations, these are just a few that spring to mind considering recent events at The Post Office. Our view is that 20 years of pain and misery could have been avoided if mechanisms had been in place for colleagues to raise issues and leaders to act in an organisation that should have placed trust in its sub postmasters.

In the meantime, we will await the output of the inquiry which is due to complete this year.  

The post Stamping Out Mistrust: 5 Steps to Building a Culture of Trust using EQ appeared first on ThinkEQ.