Building emotional literacy

To create a secure base, leaders should recognise the importance of managing their own emotions and responding effectively to those of others. Emotionally literate (or emotionally intelligent) leadership is one of the golden threads that underpin organisational resilience.

Everyone would like to think of themselves as an emotionally literate leader, but we can all succumb to focusing on process and targets at the expense of relationships and humane response to people’s work pressures and personal difficulties.

Emotional literacy is a capacity that can be developed, however. Self-awareness is a key step in developing and consolidating emotional literacy: a helpful quick quiz that tells you how emotionally literate you are as a leader can be found here.

Use the reflective checklist below to help you assess your emotionally intelligent leadership skills and highlight any areas for development.

How emotionally intelligent am I?

• Is my style participatory? Do I make sure I get ‘buy-in’ from practitioners for new ideas and change? Do I engage with people in a truly participatory manner to inform decision-making processes?

• Do I put people at ease? Do people find me easy to engage with? Am I culturally competent in understanding that I may need to adjust my communication style?

• Am I self-aware? Am I aware of my strengths and limitations, and do I share this information with others, showing that it is OK not to be good at everything and to have ‘off days’? Do I ensure there are people around me who are better at things I am not so good at? If not, do I know where to seek help?

• Do I model good work-life balance? Do I make sure people notice that I take time out for myself? This shows I appreciate the importance of self-care and that I can manage my work in a healthy and sustainable way.

• Am I able to remain composed? If I make a mistake, do I remain calm, recover, stay optimistic and learn from the experience?

• Can I build and mend relationships? Am I able to negotiate work-related difficulties without alienating people? Can I agree to differ, or do I hold a grudge?

• Do I show tenacity? When faced with obstacles, do I take responsibility for leading a plan, while also taking on the views of others?

• Am I decisive? When needed, can I make a decision and stick to it? Am I able to review the effectiveness of my decisions and adapt them if required?

• Do I confront difficulties with practitioners? Am I able to act with authority if required, without being authoritarian? Do I treat people fairly, even when they disagree with a course of action I endorse?

• Can I manage change and uncertainty effectively? Can I implement change initiatives, reduce anxiety and overcome resistance?