Time and time again we hear about leaders who have built companies from scratch to million dollar valuations and even unicorn status, having to step down or publish contrite messages and apologies following accusations of bullying, harassment and/or other complaints.
Time and time again, we witness how some of the so-called brightest brains in the land showcase examples of very low Emotional Intelligence (EI); the result of poor self-awareness, inability to read the room, lack of empathy etc.
These leaders seem genuinely surprised that their behaviour is often called out or that it is hurtful to their victims because they often live and work in echo chambers which means they’re often out of sync with what is or isn’t deemed acceptable - especially in today's ever changing world. This is what happens when you are surrounded by, or build teams mostly of people who look or think like you or teams of "Yes" men & women.
Put them in front of hardware or a SaaS and they're geniuses but ask them to engage in social intercourse and they genuinely seem out of their depth.
This is why many will often try to dismiss misogynistic, homophobic, tribalistic or racist behaviour as “office banter” unaware that even as they utter those words, those around them who know better, are being put in uncomfortable situations knowing they now have to go out and defend this ridiculous statement from a boss who clearly has no idea that the hole they're digging is now at caterpillar level (forget shovel).
For some of these low EI leaders, it may still take them a few days for reality to hit home either when staff members leave, sponsors threaten to pull out, or they face social media backlash. Some of these leaders may continue to have the support of their investors who themselves may come from a similar world and who label anyone taking offence (including victims), as being “politically correct”. What they are in effect saying is, unless you’re a privileged man, then expect to be at the receiving end of offensive jokes and behaviour and just learn to live with it because we all think it's funny.
And then these same low EI leaders wonder why they have high labour turnover despite the high salaries they offer? At the moment, many of them genuinely cannot understand why colleagues are not rushing back to the office and are instead, requesting WFH or hybrid working options.
It never occurs to them that they too could be contributing to this continuing hybrid working trend despite restrictions in many countries slowly being lifted - this is why the 360 degree leadership feedback (a self-audit), is often a good starting point for leaders on the journey of self-evaluation and discovery.
Many of these low EI leaders are still stuck in 2019 but the reality is, the world is not changing; it HAS changed. And with this comes a requirement for a new style of leadership.
On the other end of the scale, leaders who avoid confrontation or “uncomfortable” conversations about race, gender, tribe, religion, disability, are only delaying the inevitable. Ignoring uncomfortable conversations is not leadership. All it does is buy you some time (short term), but in the end, with or without your knowledge or consent, conversations will begin so why not take ownership and control the narrative rather than have it sprung up on you on the eve of an IPO, important exit or an M&A announcement?
EI & LEADERSHIP - The best leaders are often those who have the technical skills coupled with a high degree of Emotional Intelligence (EI). And yes, they do exist. I have personally had the pleasure of coaching or working with many. Granted, they're not always easy to identify because they're not always on social media platforms bragging but when they have bootstrapped their way and are now bringing in ARRs of US$ 75m+ ...
Organisations have a choice; they can continue to recruit & promote highly strung, low EI people into leadership positions where a toxic culture becomes the norm or, recruit leaders who have empathy and ones who are able to navigate stressful situations while remaining calm under pressure.
The idea that successful businesses or situations can only be run by short tempered, highly strung, offensive angry managers is an insult to those leaders who are quietly building their organisations under the radar or those who calmly navigate careers which often see them make life and death decisions on a regular basis.
So if you want to earn the respect and loyalty of your team or organisation, show them you care by hiring and promoting the right leaders. It’s not about being politically correct. Building an environment where all can flourish, see leaders who look like them, share ideas and contribute to innovation makes financial sense. Constantly recruiting to replace does not.
To learn more about the 360-degree self development feedback, Emotional Intelligence (EI) & my other coaching services please click HERE
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