Everyone understands that human relationships have personal consequences, but fewer people are aware of their underlying biology. “Social intelligence” is an umbrella term used to describe the neural biology of human relationship dynamics and its intentional application and automatic activation.
The term has gained wider recognition since the publication in 2006 of “Social Intelligence: The Revolutionary New Science of Human Relationships,” by Daniel Goleman.
“Advances in scientific research, aided by new technology, make it possible to observe the brain as we interact with others,” says Annette Kolski-Andreaco, LSW/MSW, MURP, an account executive for LifeSolutions, an employee assistance program (EAP) which is part of the UPMC Insurance Services Division. “The human brain is a social organ that changes and is changed by emotions generated in and by human relationships.”
Smart Business talked with Kolski-Andreaco about social intelligence and its importance to employers and employees.
What is social intelligence?
The term was coined in the 1920s, and it was defined as ‘acting wisely in relationships,’ as well as, ‘the ability to understand and manage men and women.’
A simple definition of social intelligence is the ability to connect with others in such a way that facilitates cooperation and collaboration. Social intelligence competencies fall into two main groups called social awareness and social facility. Social awareness describes those things that we sense about others — our gut reactions. This includes empathy. Social facility describes what we do with that social awareness. This can be how we try to influence a relationship, for example. It also includes concern or the feelings we display and that propel us to help another for the sake of the team.
Is social intelligence an important concept for employers?
It’s an important skill for everybody to know. But, that’s especially true for people in leadership positions for whom it is important to connect with the people they are leading on some basic level. In essence, social intelligence uses what we know about the biology of relationships to help leaders enhance the performance of the people they are leading.
Personal skills such as initiative, empathy, adaptability and persuasiveness are vital for a leader’s toolbox. Not being aware of the impact a leader is having on others can doom a leader, regardless of how competent in the subject matter he or she may be. A leader can sometimes disturb employees to such an extent that they are more anxious than they would otherwise be. By the same token, leaders can also moderate their behavior and mood to create an atmosphere of calm and creativity simply in how they relate to their employees. Who would you rather have leading a team in a crisis or when announcing layoffs, someone who is nervous or indifferent or the person who remains calm and also caring, seeking to spare others as much harm as possible? It’s true that if you don’t understand people, you can’t manage them.
