Workers Gone Wild!: Errors in Judgment Vs. Emotional Intelligence (Part 2 of 2)

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

 

We looked at two examples of situations where a misuse of "emotional intelligence analysis" caused us to be blamed for the workers judgment error. In this part, we will look at the same situations, but now with a more clear-headed analysis.

Incorrect Judgments are Inadequate Performance and Should be Handled as Such
When someone makes an incorrect judgment in your project leading to a scheduling, quality, or budget problem what happens? Perhaps the worker takes whatever punishment is coming to them, in a meeting with you, their supervisor, or others. Perhaps the worker gets dinged on their performance evaluation. Whatever happens, the worker is responsible for his or her own misjudgment--inadequate performance--and is disciplined accordingly. That is exactly the response that should be taken to inappropriate emotional reactions. They are judgment errors and should be handled in the individual performance management process.

Same Situations, Better Response
With that in mind, let's look at the two situations again. Remember, emotional sensitivity is very important to successful interactions with others. You should …

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