IQ and EQ are two key factors that can be used to measure personal qualities. IQ reflects people's intelligence level, while EQ reflects people's self-control and coordination ability in emotion and emotion. In modern software enterprises, EQ is even more important than IQ. After reading an article, the author investigated 188 companies. He used psychological methods to test the IQ and EQ of every employee in these companies, and combined the test results with the performance of employees at work for analysis. Through research, the author of this paper found that in terms of personal work performance, the influence of EQ is twice that of IQ. In addition, he also analyzed the senior managers in the company. He found that among senior managers, EQ has nine times as much influence on career success as IQ. This shows that people with lower IQ than others can succeed if their EQ index is high. On the contrary, it is difficult for people with high IQ but insufficient EQ to achieve anything in their careers.
1.5 What is EQ?
In modern society, if you only know IQ but not EQ, you are at least behind the times in consciousness. Most psychologists have clearly pointed out that it is not enough to accurately predict a person's possible achievements in his career just by using IQ standards to examine his intellectual performance. Psychologists put forward the concept of Emotional Quotient (EQ) in order to comprehensively examine individual abilities, especially adaptability and creativity in social life.
Emotional intelligence mainly refers to those personal abilities related to self-awareness, emotional control, self-motivation and interpersonal relationships. Among the various ability factors described by EQ, consciousness, empathy, self-discipline and influence are four key factors that play a decisive role in the success or failure of modern people's career.
1.6 consciousness
People in China often say that people have self-knowledge. This actually means that everyone in social life should have a clear understanding of their basic abilities such as quality, potential, specialty, defect and experience, and have a clear positioning of their possible roles in social work and life. Psychologically, this kind of self-knowledge ability is called "consciousness", which usually includes perceiving the influence of one's emotions on words and deeds, understanding and correctly evaluating one's qualifications, abilities and limitations, and believing in one's values and abilities.
One of my subordinates obviously lacks "self-awareness": he thinks highly of himself, is always dissatisfied with his current position, bragging at any time and place, and is always dissatisfied with the status quo. Some time ago, he decided to leave my group, hoping to find another job in other groups in Microsoft. But he finally found that not only could he not find a better job, but his colleagues in the company also complained about him, thinking that he lacked self-knowledge and his expectations were too far from reality. Recently, he left the company in frustration. The person who succeeded him is a person with strong ability and a "conscious heart". Although this man was not very successful in his last job, he is willing to go down one level to do this job, and he is confident-he is really doing well now.
Simply put, one can neither overestimate one's ability nor underestimate one's potential easily. People who overestimate themselves are often impetuous, competitive, not good at cooperating with others, and have a big psychological gap when their careers are frustrated, so it is difficult to treat objective facts calmly; People who underestimate their abilities will be timid and hesitant in their work, have no courage to take responsibility, shoulder heavy burdens and take the initiative to volunteer. In either case, one's potential can't be brought into full play and one's career can't achieve the greatest success.
People with self-knowledge can not only show their advantages in front of others, but also not deliberately cover up their shortcomings. Sometimes, telling others frankly about your own shortcomings in some aspects can show your confidence in your personal ability and win others' goodwill. For example, when the leader says to employees, "You are a technical expert, I am not as good as you, so I should learn more from you", employees will definitely feel that the leader is very modest and will definitely trust him more.
People with self-knowledge will ask others for help when they need it, and will not care if they are worse than others. At Microsoft, everyone helps and learns from each other in technology and encourages each other in work. No one puts on an arrogant shelf every day, and no one thinks he is a dwarf. This will naturally create a frank and open working atmosphere.
People who are self-aware will not easily fail when they encounter setbacks in their work, and they will not be complacent about their achievements in their work. The ability to know oneself and accurately locate self-worth can not only help individuals find their own space and development direction, but also help enterprises to establish excellent teams with their own responsibilities and Qi Xin's cooperation. A person with self-knowledge makes people feel that he is a confident, modest and sincere person.
1.7 Empathy
Empathy is an abstract psychological concept, but it is very simple to explain: Empathy refers to people's usual practice of putting themselves in others' shoes. That is to say, in case of conflict or misunderstanding, if the parties can put themselves in the other party's shoes, it may be easier to understand the other party's original intention and eliminate the misunderstanding. In our life, we often say that "people have heart in mind", which is the reason.
There is no fixed formula to follow in the relationship between people. From the perspective of caring and understanding others, we should leave room and space for others to do things, think for others when misunderstandings occur, take the initiative to reflect on our own mistakes, and be brave in taking responsibility. As long as we have empathy, we can avoid many complaints, censures, ridicule and sarcasm in our work and life, and everyone can work and live happily in an environment full of encouragement, understanding, support and respect.
For managers of software enterprises, to show empathy, the most important thing is to understand and attach importance to employees' ideas, so that employees feel that you are a leader who cares about them very much. For myself, I won't praise my subordinates blindly at work, and I won't give employees some general comments such as "very good", "not bad" and "great" at any time, but I will point out his contribution to the company in time and in detail when employees do make achievements, and make his achievements public. For example, I will send an email to all employees in the department saying that an employee had excellent work performance last week, and explain his work performance in detail, list the important value of his work to the company, and give specific commendation opinions. This way of motivating employees can really win the trust and support of employees and has a great influence on the cohesion of enterprises.
Empathy is also an effective way to understand and know others. When I transferred to a new department as a leader, there were more than 400 employees in the department, and I didn't even know them. So, I first selected 10 employees and had lunch with them. At lunch, I got a detailed understanding of everyone's names, resumes, work situation and suggestions for departmental work. This information is very important for department leaders. After the luncheon, I immediately arranged related work according to the suggestions made by the 10 employees to the department, and gave feedback to the 10 employees one by one, telling them my handling methods. My plan is to know and understand every employee in the department in a short time and arrange the work reasonably on the basis of fully listening to the opinions of employees.
1.8 Self-discipline
Self-regulation refers to the ability of self-control and self-regulation. This includes: self-control of unstable emotions or impulses, keeping a clear head in the face of pressure; Win the trust with sincerity, and always know that your actions will affect others.
Self-discipline is more important for leaders. As a leader of a software enterprise, to manage others and convince subordinates, we must first start from ourselves. This is because the practice of leadership is usually the goal and example for everyone to do things. Every gesture of a leader will leave a deep impression on his subordinates, which may have a negative impact if it is not handled well. Especially when the company or team is at a critical moment and needs leaders to lead them to overcome difficulties and get out of the tight encirclement, if the leaders are more impatient than the employees, they will lose confidence in the leaders and the company or team will fail.
Once, I saw that two groups in the company were going to merge. The manager of the first group lacked self-discipline and told his team that the merger was not his decision and he didn't know what to do next. The manager has no confidence in the future and speculates that his team may be laid off. The manager of the second group told his team why the merger was reasonable before the merger. He also said frankly that he didn't have all the information, but he promised to remind his superiors to make a decision as soon as possible. And the second manager also told everyone that he would do his best to help every employee arrange the most reasonable and fair way out. As a result, the people in the first group quickly dispersed, and their manager left the company, while the manager in the second group took over the merged organization.
Of course, it is difficult to achieve real self-discipline, which requires us to be honest first. In order to show the so-called "self-discipline", it is very undesirable to whitewash and cover up your own shortcomings in front of others and deliberately perform. Only on the basis of winning the trust of others, being strict with yourself and being lenient with others can we truly gain the respect and praise of others.
1.9 interpersonal relationship
Interpersonal relationship includes influence in social communication, ability to listen and communicate, ability to deal with conflicts, ability to establish relationships, ability to cooperate and coordinate, ability to persuade and influence, and so on.
Some people are born with the influence of interpersonal communication. When they attend a reception or celebration, they can make friends with everyone in a short time. However, some people don't have such talent. They tend to be introverted in social activities, preferring to hide in the corner alone rather than take the initiative to talk to others.
Personally, I obviously lack the talent for interpersonal communication. I didn't feel anything wrong before, until I met an employee with great personal influence. Soon after the employee arrived at the company, he got to know almost all the capable people in the company and became very good friends with many of them. I don't know how he did it, but I soon found his ability very useful to the company. For example, when I need to select some employees from the company to work in my department, I can get a lot of detailed information about the employees from him; His interpersonal network can also play a very important role in coordinating with other departments of the company. Since then, I have found that the ability to deal with interpersonal relationships is very important for a person, especially a leader. I began to pay special attention to cultivating my influence in interpersonal relationships.
In technology research and development, the ability of communication and persuasion is also crucial. For example, we developed an advanced technology and turned it into a company product. This must first convince the decision-making level of the company. We must carefully prepare our product proposal, make leaders believe that the technology we developed is of great benefit to the company through wonderful speeches and live demonstrations, and make decision makers believe that the products to be developed can be successful in the market. These jobs require us to have the ability to deal with interpersonal relationships, show ourselves and influence others.