Applying Emotional Intelligence in the Safety Leadership Space

Emotional Intelligence is not new, but it is new to some. I was introduced to Emotional Intelligence approximately 20 years ago and it has had a profound influence on me ever since. What I most appreciate about Emotional Intelligence is the understanding, connection, and opportunity to influence others in a positive way. This is especially applicable in the Safety Leadership Space where process’ procedures, and policies mean less and less on the establishment and development of a culture, as my work family members become more aware of their emotions, as well as others’ emotions.

The Basic Elements of Emotional Intelligence include: (1. Self-Awareness, 2. Motivating Others, 3. Empathy & Sympathy, 4. Social Skills, and 5. Self-Regulation).

Basic Elements of Emotional Intelligence:

Self-Awareness – Knowing what personally turns you On and Off is important to beware of before serving others in the Safety Leadership Space.

Motivating Others – Safety Leaders must have the ability to excitingly promote their work family members to “Take Action” in the safety space.

Empathy & Sympathy – 1. Empathy is appropriate during all situations because it is related to supporting a work family member’s emotional situation (e.g., mistake, accident, sickness, financial loss, and others). Empathy is the act of actively listening with care to another person who may have experienced something sad that you have not, but you can relate to it. 2. Sympathy is the act of connecting with a person through a shared sad experience.

Social Skills – Possessing the capability to authentically engage work family members is a necessary skill of a Safety Leader. Starting and facilitating a conversation with work family members is important to extract ideas, communicate information, and to be connected in the safety space.

Self-Regulation — Controlling one’s behavior is important in all areas of life and leadership which includes Safety Leadership. Safety leaders must not go too far in their emotions sharing space (e.g., happy, sad, angry, and other) because it can send wrong messages to the work family and others. It is appropriate to show emotions, but they should not be to the extreme.

Learning about Emotional Intelligence (EI), Utilizing What I Learned, Applying My Own Style of Emotional Intelligence, and Sharing My Experience and Philosophies in the EI Space has helped me connect and influence value added decisions at work and at home.

What I most appreciate about Emotional Intelligence is the understanding, connection, and opportunity to influence others in a positive way

Safety Leaders cannot be as effective in leading and serving others in safety performance if they do not possess Emotional Intelligence. I have experienced several situations which leaders did not possess Emotional Intelligence:

A Leader Who Did Not Motivate Others – I worked with a leader approximately 15 years ago who did not have the capability nor interest in motivating his work family. He would take walking routes in the work area to avoid engaging his work family. The leader’s lack of interest in the work family collectively and individually made us feel devalued.

A Leader Who Did Motivate Others – I worked with a leader approximately 20 years ago who authentically cared about his work family and he showed it every chance he had the opportunity. This leader would arrive at work early to engage work family members about what was going on at home, and at work, before his day started and their night-time shift ended. The work family members would share about their happenings as much as they would ask the leader about their happenings (e.g., children’s activities, work experiences, vacation planning, hobbies, and others).

A Leader Who Did Not Apply Empathy – I worked with a leader approximately 32 years ago who lacked empathy for others. He would not seek to understand work or personal situations before giving his input and making uninformed decisions.

A Leader Who Did Apply Empathy – I worked with a leader approximately 17 years ago that shared that he was not accustomed to my leadership style of collaboration and work family love, but he appreciated it. He was a great listener and sought to understand before being understood.

A Leader Who Did Not Exercise Self-Regulation – I am a leader who has not always utilized self-regulation at work and at home. I have allowed my thoughts to flow out of my mouth without considering the impact on others.

A Leader Who Did Exercise Self-Regulation – I am a mature leader now which includes my exercising of self-regulation on a routine basis. Leaders must be extra sensitive to how our comments can be interpreted and impactful unto others. I take time to process how my comments may or will impact others. I choose to be positive or constructive instead of allowing knee jerk reactions to turn my work family members off.

Emotional Intelligence is the understanding, connection, and opportunity to influence others in a positive way. Good to Great Safety Leaders use Emotional Intelligence to create and sustain good safety relationships and cultures.