Is it my job to handle other people’s emotions?

Hey there, it’s Q&A Monday again and today’s question is about handling other people’s emotions. Are you as a leader responsible for handling your team’s anger, frustration and disappointment?
As you may know, emotional intelligence found to be one of the most critical factors in whether you’re doing a good job as a leader get ahead or not. And one element of emotional intelligence is to be able to manage relationships through managing other people’s emotions.

Handling other people’s emotions improves innovation in teams.

And if this isn’t a good enough reason, check this out: A recent study has found that the better a leader is able to improve the emotional state of his / her team, the more innovative the team is. If leaders’ actions (which always have an effect on the emotions of others) lead to a worse emotional state of the team, innovation dropped. 
So, if you want better teamwork, greater team effectiveness and more innovation in teams, learn to handle other people’s emotions.

But beware of your intention!

So should you try to continuously improve your employee’s emotions to get them to work better? Turns out, your motives are important, too! So when you try to influence other’s emotions, beware of your intentions. If you do it for egoistic reasons, the positive effects of your efforts on the quality of your relationship and your employee’s performance is significantly reduced. 
Instead, tap into prosocial motives, i.e. the intent to help others, and you’re all set.
Have a great week!
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