Aggressive, intolerant of criticism and difficult to work with is the charge levelled at a senior drinks industry analyst with Schroder Securities.
Former colleagues said she was said to “have an attitude problem” and wage ‘territorial battles’ rather than co-operate on projects. According to a report in the Daily Telegraph this week.
Had Schroder Securities measured the analysts’ Emotional Intelligence they would have known that there were problems with building cooperative relationships, flexibility and communication skills. Measuring Emotional Intelligence during the recruitment cycle is more and more becoming an imperative. Companies can either design and develop their own EI competence based model or use one of the more effective and validated instruments on the market.
EI measurements can also be used in the performance appraisal process.
The analyst has denied being uncooperative but felt she had the right to make her own opinions known to others. With Emotional Intelligence the analyst would have been able to make her opinions known in a timely, acceptable and ultimately favourable manner. She would have known how and when to communicate with many and different individuals with influence.
Emotionally Intelligent individuals are motivated, enthusiastic and work cooperatively with others. Schroders’ say these were the qualities they expected but did not receive.
Female colleagues were critical of the analysts’ manner at work saying she was “uniquely insensitive to the requirements of the sales force, unnecessarily combative, lacking in interpersonal skills, other colleagues said she had a communication problem and was incapable of compromising or accepting anothers’ point of view could be valid.”
Emotional Intelligence training would have allowed this individual to develop sensitivity, learn how to manage conflict in herself and with others, build interpersonal skills and learn how to communicate influentially and effectively.
Whether or not these perceptions are upheld in the case. In the workplace it is enought that they were perceived by colleagues.
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Maria Bennett
