The emotional intelligence is a way to interact with the world considering feelings, emotions and skills such as self – awareness, empathy, mental alertness or control our impulses. Those who have greater emotional intelligence tend to be more likely to feel more satisfied and be more effective in life.
In the work context, the importance of developing this type of intelligence is increasingly pressing. The ability to adapt to changes or to work in a team, for example, are skills that companies take into account. Therefore, studies are emerging recently aimed precisely at acquiring these skills and knowing how to apply them efficiently in the workplace.
This is the case of the Psychobiological Institute , one of the training centers that has been specializing in the field of emotional management in our country for 15 years, and that for the fourth consecutive year has launched its Master of ‘Emotional Intelligence: scientific study from Psychology, Neuroscience, Health, and Soft Skills’. A study oriented to the area of intrapersonal and interpersonal relationships that allows the development of intervention strategies or resources to increase the capacity to contemplate reality in terms of everything that compose it, such as the capture of different points of view, development of empathy appropriate, emotion management, conflict resolution, negotiation strategies.
Mercedes García, Dr. Cum Laude from the Complutense University of Madrid in the Psychobiology program of the Faculty of Psychology and director of the Psychobiological Institute is part of the UCM research team of Social, Evolutionary and Comparative Psychobiology. His main line of work focuses on the study of the relationship between personality, well-being, and health. Taking advantage of the presentation of this new edition of the master’s degree in emotional intelligence, we had the opportunity to interview it and answer some of our doubts about how it can influence people’s professional career.
Within the framework of emotional intelligence, what are the skills and attitudes most valued for a worker?
The departments of Human Resources of organizations and companies who want to shape their workforces more optimized way, now highly value the skills social and emotional candidate, especially in skills such as responsibility, teamwork-cooperation, sociability, resistance stress or empathy.
These skills are key not only to optimize the intellectual, physical and psychic performance of the professional but also to improve the attitude, overcome episodes of lack of self-esteem, frustration or stress.
Within the scope of corporations and companies, so that there is an optimization of personal interactions that promote intelligent productivity that is beneficial to all (more prosocial), it is necessary to have individuals who have adequate skills in the framework of emotional intelligence and social.
Is the Master in Emotional Intelligence oriented to develop a specific profile within the corporate sphere?
One of the important purposes of our training in emotional intelligence training for the corporate environment is to promote more satisfactory relationships in order to avoid certain conflicts that arise in the field of human relationships, since these, and as it is easy to verify, are generators of high levels of dissatisfaction, stress and an important determinant of labor productivity and business dynamics.
What social or economic factors have led to the fact that today, emotional intelligence is increasingly valued by companies?
The conflict is inherent to human nature, manifesting itself in the different areas of life (family, friends, work). Within the scope of the companies, it is normal that their organizational dynamics, the different personalities of the subjects that integrate them, personal interests involved, etc., are generators of disagreements and conflicts.
And it is here that emotional intelligence becomes highly relevant, since depending on how these conflicts are elaborated and modulated, the organizational dynamics will be favorably or conflictive affected, and this will result in productivity.
Problems such as generalized dissatisfaction with the workplace, stress, depression or burnout syndrome are very common in today’s society. What are other consequences of this widespread dissatisfaction, and how can they be alleviated?
When it comes to addressing “generalized” dissatisfaction at the work level, or other levels, it is very important to discover if the problem is really in the environment itself, work dynamics, or in the subject itself.
When you delve into the true causes of certain personal dissatisfactions, you can see that such dissatisfaction is not always caused by what the person can believe and relate such as the work environment, an unsatisfactory effective relationship, or other apparent cause.
Certain intrapersonal conflicts (conflicts that the individual has with himself) that in turn are generators of great dissatisfaction, may be determined by problems of self-esteem, low tolerance for frustration, unfulfilled desires, very accentuated emotions such as envy, greed, pride, etc. All these factors are not always aware and are projected in the work environment, believing that the problem is in that environment and many other cases, of course, that dissatisfaction would be in labor dynamics, economic remuneration, labor recognition, etc.
For this reason, it is very important to train in emotional intelligence to be able to have a more precise knowledge of the different causes of conflicts, dissatisfactions or stress that occur in the intrapersonal, interpersonal or intragroup field, and this training in the management of emotions In emotional intelligence, in emotional education and values, it would be the best way to alleviate possible added consequences, which could lead to unhappiness and dissatisfaction with life.
Is emotional intelligence a conditioning factor in that entrepreneurial character so sought after today? Can the improvement of emotional intelligence increase the chances of success in the workplace?
Different factors determine the entrepreneurial nature and may vary from one subject to another.
Some of these factors may be, for example, some personality traits, favorable environments, reinforcements received by the individual and that have been able to structure adequate self-esteem, etc. And, of course, good management of emotional intelligence.
And it is, about the latter, where the chances of job success and interpersonal and intragroup relationships play a very important factor.