Self-awareness

Self-awareness

You Might Have Too Much Psychological Intelligence for Your Job

Research study recommends that in particular jobs, having higher emotional intelligence is actually associated with lower task efficiency! They analyzed 476 such research studies, including 191 distinct jobs, and found that the determining aspect in whether emotional intelligence would be favorably or negatively associated to task performance was something called psychological labor.

Emotional labor is the degree to which we need to control and display specific emotions to accomplish our objectives. Nursing would be a task with high psychological labor (involving lots of empathy, interpersonal interactions, they require to reveal positive feelings, etc.) By contrast, low psychological labor tasks, like accountants, welders, and some developers, would have fewer social interactions and less requirement for joyful service and empathy. If you re uncertain whether your job demands high or low psychological labor, I’d advise you take the totally free test Does Your Job Require High or Low Emotional Intelligence?

In tasks with high emotional labor, having high levels of emotional intelligence resulted in better job efficiency. This is pretty user-friendly. Let s imagine you’re a management expert. Every day you’re anticipated to make customers feel great, comprehend and empathize with their emotional states, and probably even appear positive and friendly (whether you feel that method or not). In tasks like this, having high psychological intelligence, and particularly being able to regulate your emotions, is a truly vital capability.

Now let’s think of that you’re a statistician whose task is to crank out hundreds of data analyses. Resource allowance theory recommends that investing energy on managing your emotions might sidetrack you, and drain your interest, from the job in front of you. If your task is cranking out statistical reports, your finite attentional energy could quickly be consumed by showing the most proper feelings or feeling sorry for your colleagues or placing on a happy face.

Now, I’m not suggesting that emotional intelligence is a bad thing which we should all stop being empathic and regulating our feelings. However exactly what I am saying is that a lot of the claims that emotional intelligence is a magic cure-all are overblown.

Let’s take compassion as an element of psychological intelligence. At very first look, it would seem like a really good thing to understand and share the feelings of others (i.e. empathy). These are individuals that require to hold up against fifty madly disconnected calls and still make the fifty-first call undaunted.

If they empathize too much with each individual on their calling list, they might begin to question the very nature of their task. Am I really annoying when I call?

Or what about a turnaround executive who’s been ordered to restructure a failing company? This is another case where an abundance of compassion can in fact make the job substantially more difficult. Performing layoffs is currently challenging, however doing so while making a deep emotional connection with every single affected staff member is a recipe for sleepless nights (and possibly depression and alcohol addiction).
It’s been a while since psychologists Peter Salovey and John Mayer introduced the world to emotional intelligence in 1990. As companies hurried to carry out emotional intelligence training all over and anywhere, most forgot to ask whether this would have the hoped-for results.

I would strongly encourage you to analyze your very own job; does it demand high or low levels of emotional labor? Does your job need compassion, faking a smile, reducing anger, or making psychological connections? Depending on your answers, you may need to reassess whether you invest your energy establishing emotional intelligence or an extremely various set of abilities.

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