The term “information age” insufficiently captures our current business landscape. We face unprecedented data streams, vast knowledge networks and unknown problems. Success hinges on how well we can work together; it requires socially intelligent leaders.
4 Personality Dimensions
In my last post, here, I wrote about four personality dimensions that affect organization success:
- Social intelligence and teamwork
- Deference
- Dominance
- Grit/task mastery
These four key dimensions were identified by Ron Warren, PhD, in Personality at Work: The Drivers and Derailers of Leadership (McGraw-Hill Education, 2017). Socially intelligent leaders are known for their interpersonal skills, relational aptitude and positivity. These personality traits are most beneficial to leading people effectively. Employees are drawn to leaders who show them they’re valued. Alternatively, leaders who lack these traits are detrimental to their organizations’ well-being.
Signs of Social Intelligence
Sociability comes easily to socially intelligent, people-oriented leaders. Relationships are important to them, and interactions allow them to express care, kindness and support. They regard people as more than resources; they’re coworkers, even family.
Socially intelligent leaders treasure genuine personal connections. Communication skills are more critical to organizational effectiveness than IQ or past accomplishments, emphasizes Alex “Sandy” Pentland, PhD, director of MIT’s Human Dynamics Laboratory, in “The New Science of Building Teams” (Harvard Business Review, April 2012). Unfortunately, we don’t always prioritize communication skills in our recruiting or promotion processes.
Socially intelligent leaders are helpful, and they consider caring for people to be a duty. They’re highly sensitive and focus on others, putting staff interests before their own. They aim to meet people’s needs in the spirit of unity and consensus.
Leaders who are socially intelligent are open to feedback. They’re humble and flexible enough to value others’ views. This inclusive, interactive approach to leadership draws people to them with engagement. Employees who work for open-minded leaders feel valued, which boosts morale and productivity.
Socially Intelligent Leaders
The socially intelligent personality is clearly beneficial to organizations. Leaders who struggle with social intelligence have strained careers, but they can learn to shift their mindset toward the relational end of the scale. Outcomes are greatly enhanced when leaders take the time to engage people, show interest in them and develop mutual understanding. People respond favorably when they trust a leader’s motives and authenticity. Social intelligence cannot be faked; people easily see through such efforts. The consequences for faking it can be brutal.
What do you think? What other signs of social intelligence do you see in your organization? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here or on LinkedIn.
