Emotional Intelligence and Team Development

As a qualitative trait, it’s not on job applications. You won’t find hiring managers asking for it. It’s not on resumes. So why is emotional intelligence trending in the IT industry?

Emotional intelligence is the ability to understand and handle interpersonal relationships with genuine empathy, and is still an enigmatic phenomenon in the IT industry. For example, some IT candidates match a position perfectly “on paper,” yet don’t make the cut after interviews. Companies and startups are listing subtle things like “culture” as their top factors for success – not experience. The industry is changing, and understanding this phenomenon is the key to staying on top.

What does emotional intelligence mean in the IT industry?

Emotional intelligence is becoming a major factor in the creation of IT teams, and more and more companies are paying attention to it every year. This trend is critical to understand for anyone developing a team because EI has been identified as the most substantial success factor in many IT leaders, companies, and entrepreneurs. Statistically speaking, employees with a higher emotional quotient achieve tangibly higher productivity in their workforce, more effective self-management, and closer adherence to company culture. When developing a team,  it’s important to think far beyond the hard skill requirements and channel into the colorful visualization of your company’s future.

Emotional intelligence at your company

Before jumping in further, IT leaders must define the core capabilities needed from their employees in order to realize their vision, values, and strategies. Whether your company has a digital platform that scales an enterprise-level, or an AI tool that is the first to reach all faces of the market, this is probably something you have already given much thought. To do anything monumental, you need a team who is bought into your company’s culture, and whose emotional intelligence will bring new energy and passion to your team. You need to identify the more specific competencies of your ideal fit for your company.  

Who is making this change happen?

The qualitative change goes beyond a solitary software engineer or project manager. It’s important to understand the difference between people-centric and process-centric leaders and which skills come from each when identifying this ideal fit. Visualize the role this person will occupy, and what a day in their life will be like. Are they leading teams and using your company values to inspire others? Are they bringing ideas to the table and have a temperament that can resist professional rejection? The possibilities and combinations of skillsets and emotional aptitude are endless, but matching them with your culture in mind will ensure your vision will come to life.

There is so much more to filling a role than bulletpoints in a job description.

I recently did a presentation for the majority of the Business Relationship Managers for the State of Michigan. During the presentation, we touched on the importance of putting your vision on paper. Being mindful of your company vision is vital when determining how to even begin the hiring process. You’re not just hiring an employee with bullet point skills. You’re hiring a dynamic person who will shape the future of your company in their own unique way. “This is eye-opening,” a BRM commented. “I can’t tell you how frustrating it is to sit down and interview 15 candidates and none of them are what I am looking for.”

Fine-tuning the emotional indicators within the hiring process

From company values to bullet points on a job posting, GDI connects the dots and helps companies actualize their vision. 90% of a position’s depth isn’t being addressed when recruiters regard your job posting with the classic ‘keyword-scan.’ We take pride in our ability to position ourselves as your true talent partner, and to see your vision as clearly as you see it through your eyes. We owe all of our success to the deep and meaningful relationships we form with our clients. We meticulously field our candidates for EQ competencies,  as well as technical skills, team dynamics, culture compatibility, and so much more. Having a trusted partner like GDI will lead you to higher talent retention rates, zero false starts, and a greater return of investments. Most importantly, GDI will help you build the dynamic and unique future you have in mind for your company.

Like what you’ve read? Questions or comments? Let me know!

Dakota Bruner
Client Services Manager
GDI Infotech