How emotional intelligence and diversity model lead professional success and personal effectiveness?

Think about the situations you may face in the workplace. How you react?

1) You hear ethnic and racial jokes from individuals who defend their actions by saying, “We can’t have fun around here anymore now that we have to be so politically correct.”

2) Diversity is regardless to say during handle issues.

3) During meeting, your thoughts and opinions are ignored due to the age, education level, working experience and the gender.

4) Executives staffs only offer the verbal guarantee for diversity but did not put the promises into correspond actions and behaviors.

The diversity in workplace is the primary driving force for the negative emotion like anger, frustration. Emotional intelligence is seen as the way to reduce these negative emotions. In the previous blogs, I had investigated how to enhance emotional intelligence through small actions. However, how to identify the emotion and relate it with behaviors is still unsure.

I read the book called “Emotional intelligence for managing results in a diverse world: The hard truth about soft skills in the workplace”. Author proposed the Emotional Intelligence and Diversity (EID) four-part model, which gives the insight and understanding about emotions and subsequent behaviors as well as the emotions and behaviors of others. Then he comprehensively addressed each key components of this model: Affirmative Introspection, Self-Governance, Intercultural Literacy, Social Architecting. For Affirmative Introspection, it is the ability to take an honest look at yourself with curiosity in a nonjudgmental way. It means that people with this process should have muti perspectives for what they see and say. This from my view is the step to know more about yourself. For example, I always lose temper to other people. But what factors lead to this situation? Affirmative introspection is the way to identify the reasons why. The self-governance helps you manage your emotions in the face of ambiguity and change that are often part of the challenge involved in dealing with diversity. When faced the diversity in the workplace, it is hard to witness others as usual. Avoiding the weakened emotions and transferring the positive emotion into beneficial behaviors. Author emphasizes the essence of self-talk. I believe this is the useful technique to reflect. Intercultural Literacy it the ability to read others. Cultural differences exist, the emotionally intelligent people are able to have empathy toward others situation. Social architecting is the ability to respond the relationship and environment. In my view, this ability is to respond the surrounded environment for correct behaviors.

In my future life and study, I will apply these steps for my emotional intelligence enhancement.

Gardenswartz, Lee, Jorge Cherbosque, and Anita Rowe.Emotional intelligence for managing results in a diverse world: The hard truth about soft skills in the workplace. Hachette UK, 2010.