The Importance of Emotional Intelligence in Preventing Traditional Management Mistakes

In companies that adhere to a traditional management approach, primarily operating in the service sector, we observe that the most crucial element in the decision-making process is based on rationality. Unfortunately, the effort to bring all decisions closer to the established truth by filtering them through the sieve of logic and reason, devoid of emotion, does not prevent companies from making “mistakes.” So, what are these mistakes?

Insufficient expertise and technical infrastructure of partners, upper and middle-level managers, indecisive management approach, frequent changes in decisions and a high number of incorrect decisions, failure to fulfill contractual obligations, high turnover rate of personnel, a power-centric approach to personnel, centralization of management, lifestyles of partners that are not in harmony with the company’s revenues, inability to establish a coordinated management system in line with the purpose of the company and the understanding of top-level executives, lack of vision alignment and consensus among partners regarding the future of the business, bringing conflicts of interest among partners into the business environment, increasing communication problems among partners, turning the desire of partners and family members to be involved in the decision-making process of the business into pressure, incorrect employment policies, lack of coordination in the timing of changes in top-level executives, uncertainty in authority, job descriptions, and areas of responsibility among managers, and arguably the most important, the presence of a perspective that is devoid of a holistic approach.

In the traditional management approach, the leader or manager commands to make employees feel that control lies with them. They convince employees to wonder if there is any other option. They want everyone to feel involved in management and create a space for discussion. In the end, the employee gives up feeling obligated or pushed aside.

At this very point, the leadership done with a coaching approach that will make a difference captures the holistic approach, thanks to the presence of spiritual intelligence (SQ) in addition to emotional intelligence (EQ). In other words, unity of meaning and purpose at the levels of existence… The beginning of this process involves individuals at every level within the organization realizing their potential, expressing their needs, clarifying the reason for their existence within the team or organization, recognizing the value they bring to the team or organization, becoming aware of their individual goals, and understanding what the variables of event-purpose-process-goal-outcome mean for themselves, the team, and the organization. Employees who become aware of themselves can, in turn, reach a common understanding and purpose for the team and organization (business).

When teams that speak the same language and share similar values perform, there is a rapid boost in motivation within the organization (business).

In all sectors, especially in the service sectors, businesses can benefit from individuals who can help leaders, managers, and leaders develop a coaching style. Internal or external coaches can contribute to the development of employees with high EQ and SQ through one-on-one or group/team coaching. Thus, with high awareness and a sense of responsibility in decision-making, they can create holistic organizations.

Burçak Atak
Managing Partner of Consultinghtc