controlling emotions in the workplaceâ€” the impact on your bottom

1

©2011 Target Training International, Ltd. 022111 Controlling Emotions in the Workplace – The Impact on Your Bottom Line | 1

Controlling Emotions in the Workplace— The Impact on Your Bottom Line

February 2011

TTI: The Assessment Company—with SOLUTIONS!


TTI Performance Systems, Ltd. 2

Table of Contents

Introduction....................................................2

TheOrganizationalCostof LowEQWorkplaces........................................3

Don’tLetPerformanceSuffer!........................4 EmployeeEngagementGoesDown................7

GrowthPotentialTakesaHit..........................7

HowtoBuildaHighEQOrganization...........9

WhyDoesEmotionAffectUs?.......................11

BuiltforEmotion.......................................... 12

TheScienceofEmotion................................ 12

WhatAreEmotionalIntelligenceSkills?...... 13

TheDimensionsof EmotionalIntelligence.................................. 14

BuildingEmotionalIntelligence inIndividuals................................................ 15

Conclusion.....................................................16

Endnotes....................................................... 17

AboutTTI......................................................18

IntroductionEmotional intelligence is the foundation of sound decision making, which is at the core of consistently high performance. Studies on the impact of emotional intelligence in the workplace emphasize that organizations with higher levels of emotional intelligence reap benefits in productivity and success; therefore forward thinkers continue to mine it for business tools that lead to superior performance. Business leaders who use Emotional Quotient expertise to build an emotionally intelligent culture do gain a competitive edge for their organization in the marketplace.



TheOrganizationalCostofLowEQWorkplacesTheemotionalclimateofaworkplaceeithersupportsordeterioratesperformance.Ignoring this layer of workforce reality is perilous because when emotional intelligence is low, it can result in very negative consequences to the organization’s bottom line.

Manyofthewaysthatlowemotionalintelligenceaffectabusinessareobvious,suchashavingmanagers’timeandenergydivertedtodealingwithemotion-drivenconflictamongteammembers.

What is Emotional Intelligence?Emotional Intelligence is the ability to recognize, understand and use the power of emotions to facilitate high levels of collaboration and productivity. In essence, it is the ability to effectively manage emotions.

What is EQ?EQ, or emotional quotient, refers to a measurement of emotional intelligence. Talking about EQ is a way to discuss the level of emotional intelligence operating in an individual or group. The good news is that unlike IQ, which tends to be constant, EQ can be intentionally raised.



Don’tLetPerformanceSuffer!The emotions with the most potential to cause negative repercussions in the workplace are anger and fear. Whenfeelingsareintense,it’salmostasifthebrainisbeingheldhostagebytheemotion.Strongfeelingslikefear,angerandanxietytemporarilyimpairtheabilitytothinkrationally.Thebrainiswiredtobeonalertstatusfromathreatofanykind,whetherrealorimagined.Angerandfearactivatethebrain’s“fight,flightorfreeze”response,anditcommonlytakesasmuchasfourhoursfortheperson’sbodytoreturntonormal.Inthemeantime,thederailedpersonisnotabletofocusfullyonwork,dependingontheintensityoftheemotion.

When people are upset, they suffer from diminished cognitive abilities. Anyone who has ever struggled to stay focused after an emotional interlude at work can attest to this statement. Theareaofthebrainthatgeneratesemotionfloodsthebrainareainchargeofexecutivefunctions,andasaresultattention,problemsolvingandaccesstomemoryareallimpaired.Aperson’splanningandorganizationalabilitiesarediminishedwhileinthisstate.Theirabilitytoconcentrateisallbutgoneastheydealwiththedistractionoftryingtoprocesstheirreactionsandplanaresponse.Sincelogicandcriticalthinkingareexecutivefunctionsofthebrain,theperson’sabilitytocalmdownisreducedastheemotionalfloodingcontinues.Thelonger

Negative Emotions & PerformanceThe below results were published based on a poll of thousands of managers and employees asked about the effects of incivility in the workplace.

After being the victim of on-the-job rudeness and hostility:

• 2/3ofemployeessaidtheir performancedeclined. •Fouroutoffivelostworktime worryingabouttheunpleasant incident. •63%wastedtimeavoidingthe offender. •Morethan3/4ofrespondentssaid thattheircommitmenttotheir employerhadwaned. • 12%resignedbecauseofthe badtreatment.“TheCostofBadBehavior:HowIncivilityIsDamagingYourBusinessandWhattoDoAboutIt”,byChristinePearsonandChristinePorath



theemotionalfloodgatesareopen,themoredifficultitgetstogetbackontrack.

An organization suffers the most lost productivity when a managers’ low EQ behavior impacts others exponentially within the organization. Leadersandmanagershaveamorepowerfulinfluenceonothers,andtheyinfluenceawiderrangeofpeoplethanrank-and-fileteammembershavethepotentialtodo.Amanagers’abilitytoself-regulateandtoempathizewithothershasthegreatestpotentialtoimpacttheorganizationforbetterorworse.Iftheyareunabletomanagetheirownemotions,theirnegativebehaviorsapstheenergyofstaff.When employees are the targets of anger and frustration, their abilities and motivation erode, lowering performance.

Emotional Behavior at Work • 34.5%haveexperiencedbeingbullied. • 15.5%havewitnessedsomeoneelsebeingbullied. • 49.6%havenotbeenbulliedorwitnessedit. • 72%ofbulliesarebosses.

StatisicstakenfromaZogbyInternationalonlinesurveyof2,092adultsonworkplacebullyinginAugustof2010,www.workplacebullying.org



Anytimeapersonisonthereceivingendofsomeoneelse’semotionalbehavior,itcancausethemtobecomeemotionallyupsettoo,andthatemotionalcontagioncancausearippleeffect.Emotionalcontagion—thetendencytobeinfluencedbytheemotionsofothers—isarealityonthejobjustasitisanywherepeoplecometogether.Every person with low EQ who acts negatively at work is potentially the bad apple who can bring down the experience and the performance of those around them.

The consequences of low EQ in the workplace go far deeper and are much more nuanced then just the effect on people directly involved. Researchindicatesthatevenpeoplenearbywhoonlyobservetheemotionalbehaviorareaffected,whichmeanstheirperformanceisalsoaffected.Observersofrudeoruncivilbehaviortowardotherssufferreducedcreativity,scoring33%worseonverbaltasks.1Thisisbecausepeopleareprofoundlyattunedtoandimpactedbytheemotionsofthosearoundthem.Low EQ not only diminishes an individual’s own performance, but it can also erode the productivity of those around them.

“Workplace Bullying: Do We Need A Law?” 92% of respondents said YES.SundaynewspapermagazineParadeaskedthisquestioninaJuly18,2010articleandinanonlinepoll.



EmployeeEngagementGoesDownWorkplacescharacterizedbylowEQsufferturnover,asemployeeswithreducedjobsatisfactionlookforgreenerpastures.Orworse,unhappyemployeesremainwiththecompanybutwithdiminishedperformance,possiblycausingaworseoutcomeforacompanythanthecostofrecruitingandtrainingtheirreplacementwouldhavebeen.Prolongedemotionalstressonthejobcanleadtoalossofcommitmenttotheorganization.Astheirenergy,commitmentandmotivationwane,unhappyemployeesmayintentionallywithholdknowledgeandresourcesfromthecurrentemployerinordertoeventuallyconveythemtoanewemployer.2

GrowthPotentialTakesaHit

A company’s potential for innovation and growth are at stake when a low EQ dynamic is in place.Thecouragetospeakupandshareideasevaporateswhenindividualsfeelfearful.Collaborationandcreativityaresappedwhenemployeesexperiencechronicanxiety.Shorttermmemorysuffers,reducingtheirabilitytoholdinformationinworkingmemoryandhandicappingpeople’sabilitytolearn.Overtime,themotivationtolearnnewideasdiminishes.In an age when nearly all jobs require continuous learning to keep current, the implications of this to a business are not good. Itcanbedevastatingtoanorganization,especiallyonethatdependsoninnovationtopullaheadinthemarketplace.

“Because high anxiety shrinks the space available to our attention, it undermines our very capacity to take in new information, let alone generate fresh ideas.

Near-panic is the enemy of learning and creativity.” 3



Why Use EQ Training in the Workplace?EQtrainingintheworkplacegivespeoplethetoolstheyneedtolowertheageatwhichtheymasteremotionalintelligenceskills.Peoplecancultivate“thewisdombornofexperience”atanyagebyusingEQknowledge,self-awarenessandexperientiallearningaboutmanagingtheiremotions.It is possible for a person to raise their EQ!

Learningmoreaboutemotionalintelligencecanhelpindividualsandteamsdevelopintoafleetoftopperformerswhoproducehigherlevelsofprofitabilitywhilecreatinganenergized,healthierworkplace.

The Competitive Advantage of High EQ, Competencies & Superior PerformanceThis example illustrates how emotional intelligence and competency skills come together to propel a performance advantage on the employer’s behalf:

•ShortlyafterjoiningTandemComputersasaJuniorStaffAnalyst,MichaelIembecame awareofthemarkettrendawayfrommainframecomputerstonetworksthatlinked workstationsandpersonalcomputers(ServiceOrientation).

•HerealizedthatunlessTandemrespondedtothetrend,itsproductswouldbecome obsolete(InitiativeandInnovation).

• IemhadtoconvinceTandem’smanagersthattheiroldemphasisonmainframes wasnolongerappropriate(Influence)andthendevelopasystemusingnewtechnology (Leadership,ChangeCatalyst). •Hespentfouryearsshowingoffhisnewsystemtocustomersandcompanysales personnelbeforethenewnetworkapplicationswerefullyaccepted(Self-confidence, Self-Regulation,Motivation)

“HowtoGetAheadinAmerica,”Richman,L.S.,Fortune,May16,1994,p.46-54.



HowtoBuildaHighEQOrganization1. Have Leaders Model Emotionally Intelligent Behavior Becauseoftheirreachandpowertoinfluenceothers,leaders whousethelanguageandpracticesofEQintheworkplace cantransformthewayteamscollaborate.Whentheycreate anenvironmentthatsupportslearningandself-correction, otherswillfollow,andthecompanyculturewillsupport betterperformance.

2. Get Buy-in to Make the Change Buildingemotionalintelligenceisalotlikebuildingathletic ability.Noamountofreadingaboutswimmingwillensurethata personcanswim—skillsaremasteredwithpractice.Employees willonlydiveinwhentheyseethatimprovingtheirEQhas apotentialpayoffthattheycareabout.TheTTIProfessional DevelopmentSeries,EQVersiontraininggivesthemthetoolsto practice,andhelpsthemrecognizethatraisingEQenablesthem toachievetheprofessionalandpersonalgoalstheywant.The EQskillsthatlendmomentumtotheircareerarestrengthsthat reducestressathome,too.

3. Respect Privacy ProvideEQreportsinasafe,affirmingway.Thekeytosuccess istodeliveremotionalintelligencefeedbacktoemployeesin anatmospherethatrespectstheirprivacy.TheTTIEQ ProfessionalDevelopmentSeriesrequiresparticipantsto activelyusebothpersonalandreflectivelearning,aswell asteamlearningexperiencestobesuccessful.Thisallows participantstoshareaslittleormuchoftheirreportresults astheyarecomfortablewith.



4. Offer Training TeamtraininginEQgivesworkgroupsacommonlanguage andsharedunderstandingofwhatittakestocreateand maintainanemotionallyhealthyenvironment.Whenstressgoes down,creativitygoesup.Employeesappreciatetheemployer whoiscommittedtocreatinganenvironmentwhereeveryone canthrive.

ImportantcomponentsofhighEQincludepersonalmotivation andempathyforothers.Provide team training that supports employees in building them:

• Values training helpspeopleunderstandthevaluesthey holddear,theonesthatmakelifeandworkmeaningful forthem.Thiscontributestoself-awarenessabouttheirinner motivationsfortheirjob. • Behavioral traininghelpstheteamunderstandhowthey andthepeoplearoundthemprefertoreceiveinformation, makedecisions,communicatewithothersandgetthingsdone. Itbuildsself-awarenessandhelpsthemunderstandothers. • EQ training givesemployeesthedeepunderstandingand practicetheyneedtomasterself-regulation,motivate themselvesandbuildtheempathyandsocialskillsthatlead tostrongteams. • Competency skillssuchasdiplomacyandtact,conflict managementandteamworkarefirmlyrootedinandsupport emotionalintelligence.Consideron-demand,individual learningopportunitieslikeTTI’sRxs.Employeesfocus specificallyonthecompetencyskillstheyneedtoacquire, usingconvenientinternet-basedlearningmoduleswhen andwheretheyhavetimetoworkonthem.



5. Apply Experiential Learning Mentoringandindividualcoachingarewaystotakewhatis learnedintheTTIProfessionalDevelopmentSeries,EQ,Values andBehaviorstrainingsandpracticeusingit,dayinandday out.Formalmentoringandcoachingrelationshipsencourage employeestorememberandapplywhatthey’velearned.

6. Celebrate Success Post-training,giveemployeestheopportunitytotakeafollow- upEQassessmenttoreinforcetheprogressthey’vemade.The feedbacktheygetandtherecognitionthatthey’vemade progressencouragesthemtokeepgoing,andeverybodywins.

WhyDoesEmotionAffectUs?Inthebusinessworld,weprefertobehaveinlogical,intelligentways,sowhydowestillbringouremotionstowork?The truth is that whether we choose to be or not, all humans are indeed creatures of emotion. Wehaveneurologically-based,split-second,unavoidableemotionalreactionstothingsarounduseverymomentoftheday,fromthewayourheartracesatthesoundofsomeonesuddenlyyellingnearbytotheflashofpanicwefeelwhenacarnearlyhitsusintraffic.We can’t opt out of feelings anymore than we can opt out of breathing.



BuiltForEmotionThe human brain is hard-wired to respond to stimulus with emotion and to connect emotionally to others. Atasubtlelevel,wearealwaysobservingminutedetailsintheworldaroundus.Infantsinthecradlebeginlearningthefineartofreadingfacialexpressionstodecipherwhattheymeanabouttheemotionsofthosearoundthem.Andthenthroughtrialanderror,babieslearntoelicitdesiredresponsesfromothers.

Considering where we come from as a species, this makes perfect sense.Longbeforehumanscultivatedplantsandanimals,organizedwaystostorefoodandwater,orbuiltfortifieddwellings,wespenteverymomentofthedayknowingthatwecouldbeeatenbyanimals.Survivalinthefoodchaindependedonourabilitytobehyper-vigilanttodangerandtorespondquickly.Whenweavoidedbecomingsomeothercreature’sdinner,itwasbecauseourbrainswerewiredtoreactatlightningspeed,andoftenitwasbecausewecoordinatedoureffortswithotherpeople.Even today, we navigateto safety in a sometimes dangerous world using emotions as our early warning signals and by relying on help from others.

TheScienceofEmotionThankstothewideravailabilityoftoolssuchasMagneticResonanceImaging(MRI),scientistshaveadvancedourunderstandingofhowthehumanbrainworks,illuminatingsomeofthebiologythatunderpinsourbehavior.Byconductingexperimentsthatintentionallyinducetestsubjectstohaveemotionalexperiences,researchersobserveMRIdepictionsoftheirbrainsinrealtime.Asbrainscansdisplayvariouspartsofthebrain“lightingup”,scientistsmapwhichpartsofthebrainareactivatedtooriginateemotions,toaccomplishdecision-makingandtogenerateaction.Theresultinginformationhasdramaticallypushedforwardourunderstandingofhowandwhywedowhatwedo.

Neurological research has revealed two facts that are fundamental to understanding how emotion impacts workplaces:

First,humansarebuilttoconnectwitheachother.Wearealwayssubtlyintunewithandaffectedbytheemotionsandactionsofthosearoundus,biologicallypredeterminedtobuildconnectionswithotherpeople.Weworkinteamsbecauseweweremeantto.

Second,ouremotionsarefundamentaltodecisionmaking.Brainscansrevealthattheareasofourbrainthatproduceemotion,makedecisionsandtakeactionaredenselyconnectedtoeachother.



Everyoneiscapableofnear-instantaneousresponsetotheworldaroundthem,whichexplainshoweasyitistohaveaknee-jerkreactionbasedonemotion.Butwearealsocapableofchoosingtopause,recognizewhatwe’refeelingandthinkbeforeresponding.Which we choose to do on the job can make the difference between ruinous decisions and the ones that produce outstanding results.

Whensciencedemonstratedabiologicalbasisconnectingouremotionstodecision-makingandrelationships,itestablishedtheemotionalintelligencefactorasavitalbusinessreality.Howintelligentlyemployeesprocessemotionshaseverythingtodowithwhathappensinsideacompany.

WhatAreEmotionalIntelligenceSkills?Researchshowsthatsuccessfulleadersandsuperiorperformersalikehavewelldevelopedemotionalintelligenceskills,revealingawholenewlayerofwhatmakesagreatleadergreat.MasteryofEQskillsmakesitpossibleforapersontoworkeffectivelywithawidevarietyofpeople.Becauseoftheimpactofemotionalintelligenceskillsondecisionmaking,peoplewithhigherlevelsofemotionalintelligenceareabletorespondmoreeffectivelytowhatareoftenrapidlychangingconditionsinthebusinessworld.In fact, a person’s EQ may be a better predictor of successful performance than IQ (intelligence quotient).

UnlikeIQ,whichtendstoremainstablethroughoutaperson’slife,EQdoeschangeasapersonages,improvingasthewisdombornofexperienceaccumulates.This means that with guided experiential learning and practice, people can intentionally improve emotional intelligence. EQskillsarebuiltsequentially,becauseinordertomasteroneEQskillapersonmustfirsthavesomefacilitywiththeonesthatprecedeit.

“Emotional intelligence is what our grandparents called wisdom, and like wisdom, research indicates that emotional intelligence tends to improve with age.”

–BillJ.Bonnstetter,TTIPerformanceSystems,Inc.



EQskillsareimportantinawaythatisdistinctlydifferentfromtechnicalor“hard”skills.Many technical skills will gradually diminish with lack of use over time, but that’s not the case with EQ skills. It’scommontohearsomeoneremarkthatafterswitchingtodifferentsoftware,they’vemostlyforgottenasoftwareprogramthattheyoncehadadvancedskillinbecausetheynolongerneedoruseit.Butineverypersonalorprofessionallife,therearedailychallengesthatcallforemotionalintelligenceskills.Ineveryaspectoflife,wemustregulateourselvesandrelatetootherpeopleinordertogetthingsdone.Research bears out that once developed, EQ skills are retained for life.

The Dimensions ofEmotional Intelligence Intrapersonal Emotional Intelligence (refers to what happens inside a person)

• Self-Awareness: Theabilitytorecognizeandunderstand yourownmoods,emotionsanddrives,aswellastheireffect onothers. • Self Regulation: Theabilitytosuspendjudgmenttothink beforeacting,choosingtocontrolorredirectdisruptive impulsesandmoods. • Motivation: Apropensitytopursuegoalswithenergyand persistence,sometimeswithapassiontoworkforreasons thatgobeyondadesireformoneyorstatus.

Interpersonal Emotional Intelligence (refers to what happens between self and others)

• Empathy istheabilitytounderstandtheemotionalmakeup ofotherpeople. • Social Skills isaproficiencyinmanagingrelationshipsand buildingnetworks.

ProfessionalDevelopmentSeriesEQVersion,TTIPerformanceSystems,Inc.



BuildingEmotionalIntelligenceinIndividualsRaisingtheemotionalclimateofanorganizationstartsbyraisingtheindividualEQsofthestaff,anditgoesdeeperthanjustaskingpeopletomodifytheirinappropriatebehavior.Emotionally-drivenbehaviorishighlyvisible,butit’sonlytheobservableoutcomeofhowweprocessfeelingsandthequalityofourdecision-making.Lastingchangestartsinternally.Professional EQ training gives individuals a clear picture of the impact emotions have on everyone’s career and relationships. Withsomereflection,mostpeoplealreadyknowthattherehavebeentimeswhentheirownemotionsgotoutofhandandsabotagedthem.Training encourages participants to consider the question, “Was a better result possible?”

Oftenapersonknowstheyhaveahighpotentialforsuperiorperformancebuthavebeenfallingshortofit.Theyknowtheyhaveotherfactorsinplacetoexcel,suchasexcellenttechnicalskills,therightexperience,personalcompetencyskillsandthemotivationtosucceed.Learning about emotional intelligence can be the light bulb moment when they recognize that what’s been holding them back is the way they handle their emotions, particularly in relationship to those around them.

Everypersonneedshonest,unbiasedfeedbackontheirEQ,deliveredinanenvironmentthatisnon-threateningsotheycantakeitin.OrganizationsthatusecomputerizedEQassessmentsfindthattheygetmorepositivebuy-infromrespondentswhohaveanopportunitytoreflectontheresultingEQreportontheirown.People more readily accept the feedback the computer gives them than they would if they were to hear the same feedback from their manager or another individual.

Learningtobeself-awarebeforemakingadecisionabouthowtoproceediscrucial.Thisisthepointwhereapersoncanrecognizethefactorsthatinfluencetheirknee-jerkreactions,andtherearemany.Momentaryreactionsdrawonourunderlyingvalues



andmotivations,ourneeds,likes,dislikes,desires,interpretationsofpastexperiencesandtheattitudeswehavecultivated.Allofthesecometogetherinthemomentofdecisionmaking,whichthenbecomesvisibleasbehaviororaction.Withpractice,peoplestopreactingbasedontheemotionsofthemomentandstartchoosingtomakebetterdecisionsthatdrivebetterresults.

Emotionalintelligencetraininghelpsindividualslearntoactivatetheirinnermotivation,whichisamuchmorepowerfulsourceofmotivationthanexternalfactorsalone.Anymanagerwhohasusedliberalamountsofboththecarrotandthestick—offeringmagnificentrewardsandpainfulconsequences—knowsthatthereismoretomotivatingpeoplethanthat.A comprehensive EQ training program goes beyond the generalized, one-size-fits all approach, giving participants hands-on practice at using tools to self-regulate and to tap into their own uniquely powerful inner motivations.

AcomprehensiveEQprofessionaldevelopmentprogramwillalsohelpthembecomeawareofthelessobviouswaysthattheiremotionshavebeenaffectingtheirperformanceandthesometimessubtlebutpowerfulimpacttheyhaveonthosearoundthem.Usingexperientiallearning,teamspracticeEQskillsbyenactingreallifescenarios.

ConclusionEmotionsareinvolvedineveryhumaninteractionandareapowerfulfactorintheequationwhenindividuals,teams,managersandorganizationsasawholeworktogether.Employees’ EQ has everything to do with the quality of decisions they make and on the results a business achieves. Withknowledge,trainingandexperientiallearning,peoplecanlearntomanagetheiremotionsinsteadofbeingrunbythem.

Whenitcomestomakingthemostofallthetalentavailableinsideanorganization,professionaldevelopmenttraininginEQhasthepotentialtomoveabusinessaheadofthepack.Thedifferenceitmakescandevelopahighpotentialmanagerintoaleaderwhogetsthebestcollaboration,creativityandenergyfromtheirorganization.



Endnotes1“The Cost of Bad Behavior—How Incivility is Damaging Your Business and What to Do About It”, byChristine PearsonandChristinePorath,p.57.

2“The Cost of Bad Behavior—How Incivility is Damaging Your Business and What to Do About It”, byChristine PearsonandChristinePorath,p.60.

3“Social Intelligence, The New Science of Human Relationships”,byDanielGoleman,p.435.



AboutTTITTIPerformanceSystems,Ltd.istheworldwideleaderinpersonalandprofessionalassessmenttools.Withyearsofresearchandvalidation,TTIassessmentsaretime-testedandproventoprovidetimelysolutionsfortoday’sbusinesschallenges.Throughanetworkofover7000ValueAddedAssociates,TTItoolsareutilizedinover50countriesand26languagestohelpbusinessesandorganizationseffectivelymanagetheirmostvaluableasset—people.

Fromrecruitmenttoretention,TTIPerformanceSystemsisaconstantresourcefornewideasandbusinessapplications.Asaleaderinthemarketplace,weensurethestatusofTTIassessmentsinthefuturebycarefullymanagingourintellectualpropertyandprotectingtheresearchandadvancementsTTIhasmadeinthefield.Withseveralpatents,copyrightsandtrademarks,TTIproductsareguaranteedtostandthetestoftime.Ourstaffisanexpertresourceintheassessmentindustryandcontinuestostayabreastofindustrychangestoenhanceandexpandtheproductlinetoprovideuniquesolutionsforthechallengesbusinessesfaceeveryday.

controlling emotions in the workplaceâ€” the impact on your bottom

Documents