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7 Things Emotionally Intelligent People Don’t Do

7 Things Emotionally Intelligent People Don’t Do

The restaurant manager who speaks with poise and grace to the patron complaining loudly about the wait service. The levelheaded friend you call in your greatest times of need. The compassionate but composed rescue worker who aids victims after a natural catastrophe. The partner who angers rarely, forgives easily, and assumes accountability for their actions. The successful CEO who balances her profession, her family responsibilities, and her personal hobbies with equal measures of calm and confidence.

What do these people have in common?

In two words: Emotional Intelligence. A relatively new trend in the realm of pop culture and psychology today, Emotional Intelligence — or EQ — has existed since the beginning of time. According to Psychology Today, the preeminent site for mental health education and information, Emotional Intelligence is defined as an aptitude for identifying and managing emotions, and the emotions of others. It consists of three primary skills: the ability to analyze interior emotions and the feelings of those around them, the capacity to apply emotions to tasks, and the facility to take control of emotions — whether it’s managing their own before they veer out of control, or having the strength and capability to make another person smile, settle down, or handle a situation appropriately.

Those with high Emotional “IQs” have been proven to enjoy more prosperity in life. Whether they’re in a social or professional environment, they thrive. Studies demonstrate they have fewer mental health issues, including depression and anxiety. Their personal lives aren’t train wrecks, precisely because they’re lived from the point of thoughtful — and meaningful — decisions. They outperform others, excel at their jobs, are happy in their relationships, and consistently work towards attaining positive results in all aspects of life. So, the question is, what don’t they do?

Here are 7 things emotionally intelligent people, as a rule, avoid:

1. They don’t get caught up in other people’s drama.

One of the hallmarks of Emotional Intelligence is empathy, and those with high EQs extend it to everyone they cross. But there’s an enormous difference between displaying empathy towards a friend or loved one and allowing another person’s rage or misery to incense, dominate, or merely influence one’s well-being. Think of the histrionic behavior of your co-worker who is “distraught” not because she’s going through a break-up but because her friend is. Or that cousin of yours who, instead of focusing on her individual personal crises, purposefully seeks out people who are distressed so that her problems disappear via distraction — a habit so ingrained she can’t seem to address her the complications in her own life.

Emotionally intelligent people, on the other hand, listen carefully, provide gentle, loving, but authoritative advice, and offer assistance. But they don’t permit others’ lives and reactions to rule their own.

2. They don’t complain.

Whining and grumbling implies two things — one, that we are victims, and two, there are no solutions to our problems. Rarely does an emotionally intelligent person feel victimized, and even more infrequently does an emotionally intelligent person feel that a solution is beyond their grasp. Instead of looking for someone or something to blame, they immediately think of how to constructively address the dilemma. They also know that their complaints influence the emotional responses of those around them, and instead search for ways to bemoan the dissolution of a relationship or a disappointment with a friend in private, effective ways — whether it’s taking a yoga class, meditating alone at a park, or simply getting their feelings out on the page.

3. They don’t always say yes — to others and themselves.

Like empathy, self-control and conviction are sure signs of an emotionally solid person. Emotionally intelligent people are well-aware that a second glass of wine will lead to negative consequences the next morning, just as they know that an invitation to go on a spontaneous weekend rendezvous will detract them from fulfilling their preexisting commitments. They are definitive about their decisions, rather than saying “I don’t know, maybe?” or “Perhaps I’ll skip the gym today,” which invites doubt — and with that, heightened anxiety, even depression.

The more often emotionally intelligent people exercise their right to say no, and the more frequently they rely on their willpower, the freer they are to concentrate on their ambitions and overall well-being.

4. They don’t gossip.

Emotionally acute people sidestep gossip as determinedly as they skirt drama. To involve themselves in scandalous talk, they know, is to shame another for a supposed error — and an emotionally intelligent person understands that all humans are equally deserving, and that what others might perceive as a mistake is an opportunity for improvement.

5. They don’t count on others for happiness or confidence.

Emotionally intelligent people are self-sufficient in all manners of life, including their contentment and peace of mind. They have learned that to bank on someone else making them feel joyful or worthy is to put themselves at risk for disappointment and hopelessness. Rather, they take their emotions in their own hands and find hobbies that delight them, strive for achievements that will lead to a sense of self-worth, and search within for love and acceptance.

6. They don’t engage in negative self-talk.

While few of us are entirely immune to thinking (or saying) pessimistic statements that begin with “I” (“I’m unattractive,” “I should have done better,” “I’m pathetic”), emotionally intelligent have the ability to curb cynical thoughts before they fall down the proverbial rabbit hole. Instead, they rely on facts to come to conclusions. For some, it’s a mere glance at their experience and accomplishments outlined on their CVs; for others, it’s the appearance of a clean and organized house, or an internal analysis of what they’ve done right.

After all, emotionally intelligent people acknowledge that negative thoughts are just that — thoughts — just as they recognize that the derogatory interior voices they hear are theirs to turn down, tune out, or silence completely.

7. They don’t dwell on the past.

People who exist more in their past than in their present are susceptible to a barrage of mental and spiritual grievances, from regret and nostalgia to agitation and trepidation. Emotionally intelligent people honor their pasts — the people they have loved, the mistakes they have made, the opportunities they’ve eschewed — but are mindful of the importance of living squarely in the here and now.

By learning from the past (instead of dwelling on it), the emotionally intelligent have the power to inform their present — without diminishing their ability to advance or harness three of the most vital emotions of all: Self-satisfaction, gratitude, and hope.

Featured photo credit: Youmacon People/carianoff via flickr.com

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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