Emotional Load and EQ
In a Volatile, Uncertain, Complex and Ambiguous environment (VUCA), the challenge is to turn VUCA into value.
When you’re considering hiring the right-fit candidate, knowing how they are currently showing up in key areas of performance is the difference between success and failure in the hire. Impossible, you say? It’s not only possible, but it’s probable when you use the right processes and tools to predict success. While no one has a perfect hiring track record, you can change the success rate significantly by using tools that work together to gain key insights. More on assessments in a future article.
For now, consider the impact of the past several months during the COVID-19 pandemic. The emotional impact is huge! It’s very much like a grieving process. Technology is driving the emotional load to higher levels. People are consistently handling triggered waves of emotion. Health, finances, employment, uncertainty, family, isolation, loss of freedom are all, in many ways, how we’re sharing a type of grieving process. Tragically, some of it is traditional grieving for the loss of loved ones. For others, it’s the loss of a business or a job. These are serious concerns that greatly impact people.
I am not saying to avoid hiring candidates who have increased emotional load. If that were the case, there would be no candidates to hire, because we’re all in the same boat! What I am saying is to get good data and understand how the candidate is navigating and managing the emotional load. Energy is spent internally first to resolve unresolved issues, then whatever is left can go toward the work effort. Those who are more self-aware, self-managing, and self-directing are more productive and effective. These are the three major areas of emotional intelligence.