I’ve spent years working with senior leaders and executive teams, and if there’s one thing I’ve seen time and again, it is that traditional intelligence isn’t the whole story. The truth is, while we all hear about Intelligence Quotient (IQ), the parameter that truly defines professional success is Emotional Quotient (EQ) – a measure of Emotional Intelligence.

So, what really helps you when the pressure is on? Say, you’re stuck in an elevator with your boss? Does IQ help you here? Not really – your boss is perhaps keen to see how you handle a tense situation more than how intelligent you are. The data backs this up: research proves that IQ accounts for only around 25% of success in one’s career, while EQ accounts for a surprising 75%. This is why developing your Emotional Intelligence is the most critical work you can do for your career.

So how are high IQ and high EQ people different?

• High IQ: People with high IQ are typically able to learn subjects quickly and make connections between ideas that others might miss. They are seen as intellectually brilliant.
• High EQ: A person with high EQ is self-confident, self-aware, and crucially, able to handle difficult emotional experiences. It’s the hidden part beneath the surface that truly defines behavior.

Understanding Emotional Intelligence

Emotional Intelligence is defined as the capacity of recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. Daniel Goleman, a key researcher in this field, did extensive work, studying thousands of professionals to define the core competencies.

The Five Pillars of Emotional Intelligence (EQ)

Goleman’s model outlines five key aspects that make up true Emotional Intelligence:

1. Self-Awareness

This is the ability to recognize and understand your own moods, emotions, and drives, as well as the effect they have on others. Highly emotionally intelligent people strive to listen, understand, and spend time reflecting on their own behaviors.

The Fear of Feedback: I often advise people to simply ask someone they trust – a close friend, a partner, or a colleague, to observe them and share their honest observations about their behaviour, whether at work or home. It’s the easiest step to becoming self-aware. The tragedy is, out of hundred people I may have told to do this, only four actually followed through. Why? Because people are scared to find out their real self; the fear of judgment is a powerful barrier.

2. Self-Regulation (Self-Control)

This is about controlling or redirecting disruptive impulses and moods. It is the propensity to suspend judgment and think before acting. The key here is remaining even-tempered, controlling your temper, and staying calm. It also means rising above disappointments and sadness and not letting them overcome you.

3. Motivation

This competency is defined by a passion to work for reasons that go beyond money or status, and a propensity to pursue goals with energy and persistence. If you find staying motivated difficult, discipline and consistency are invaluable tools to help you overcome this. You must focus on understanding where your motivations are truly coming from and what your deepest interests are.

4. Empathy

Empathy is understanding the emotional makeup of other people. It involves placing yourself in the position of the person who is receiving criticism or going through a tough time. The goal is to respond in a way that is beneficial and less destructive.

How does empathy work in practice? Imagine you walk into a room in the midst of a situation with a lot of pending work on your mind, and see a team member with troubled thoughts, looking very worried. What is the most empathetic, effective reaction? Would you start talking about the work pending with the team member? Not really – that’s what a purely task-focused leader would do. You should get them aside and ask them what happened. You empathize first. It’s about always thinking, what’s really happening with the other person.

5. Social Skills

This aspect is about proficiency in managing relationships and building networks, including the ability to find common ground and build rapport.

A Tip for Better Social Interactions 

Before having a difficult discussion or meeting, I recommend practicing visualization. Think about what could happen in that meeting that might cause conflicts. What is the other stakeholder’s interest? By preparing in this way, you can better navigate interactions and build common ground.

An interesting read: The Growing Value of Soft Skills in Today’s Workplace

Investing in Your Leadership Journey

No one is taking away the fact that IQ is important, especially in the early stages of your life. But as you grow, EQ takes you far ahead from where IQ brought you. It complements your intelligence and propels your career journey further.

For those looking to intentionally build this critical competence, read up more on Emotional Intelligence. You can also try taking a questionnaire like the Emotional & Social Competence Inventory (Korn Ferry) .

If you are looking to become a better leader, a better manager, or simply grow your professional maturity, then the Online MBA from Manipal Academy of Higher Education can help you build these skills.