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In my opinion they both are equally important. IQ is required to manage a project/ program and EQ is required to manage people/ your team.
If a person has low IQ then managing difficult situations in the project would become difficult and if a person lacks EQ then his/ her empathy towards people/ team would be affect. People will not feel connected and may see the PM ad someone rude or arrogant.
I've worked with several people who felt themselves very smart. Perhaps they were, but it didn't matter because they were reviled by their associates, were ridiculed for their behavior and ignored, constantly argued, and were eventually terminated. These people lacked EQ and fell short though they might have had soaring IQs.
All the brainpower that exists will get you nowhere without the ability to successfully manage people. This is particularly critical in a large project.
Some resources I recommend:
Dale Carnegie, How to Win Friends and Influence People
Dan Pink, Drive: The Surprising Truth About What Motivates Us
Auzenne & Horstman, Manager Tools
PM roles come in lots of shapes and sizes these days. Which *Q is more important really depends on the specific role that PM plays, but in general, it has been my experience that EQ is more important than IQ
If you search the Discussions with the term EQ, you will find an assortment of discussions that have already explored this subject. Here is some of the threads you may wish to consult.
EQ, in my opinion, is more important - it is our ability to interact effectively with others and manage our emotions (in a nutshell.) Here is an article I wrote on EQ: http://www.ginaabudi.com/introduction-valu...l-intelligence/
Before analyzing EQ and IQ, let us familiarize ourselves with what exactly these terms mean. Emotional Quotient (EQ) refers to an employee’s ability and understanding of his or her emotions along with his or her colleagues’ emotions at the workplace to create better work coordination and environment. In contrast, Intelligence Quotient (IQ) defines the level of intelligence an employee possesses to understand, interpret and implement one’s knowledge in varied situations leading to his or her growth as well as the Company’s. IQ is mainly used to measure one’s cognitive capabilities, such as the capacity to learn or understand new situations; reasoning through a given predicament or setting and the ability to apply one’s knowledge in current circumstances. Emotional Intelligence (EI) skills do not limit themselves to sympathy, intuition, imagination, flexibility, stress management, management, truthfulness, genuineness, intrapersonal skills and interpersonal skills but extend far beyond these. When working in an organization, an employee with higher EI than others can convince his or her colleague(s) about a certain argument by appealing to their emotions rather than presenting facts and figures. While judging an individual’s EI, keep in mind these few points:
? An employee’s ability to comprehend and apply his or her personal emotions
? An employee’s ability to express his or her feelings, beliefs and thoughts
? An employee’s ability to recognize and appreciate his or her own potential
? An employee’s ability to manage his or her personal and professional life under stress and pressure
? An employee’s ability to adapt to different work environments and handle varied challenges that come his or her way
? An employee’s ability to possess self-confidence
? An employee’s ability to not only work towards the growth of the Company but also towards the growth of his or her co-workers
For best results, employees must develop communication and organizational skills for good decision- making as well as good inter-personal relations with co-workers. An individual’s success rate at work depends on his or her EQ as well as IQ in the ratio of 80:20. Why 80:20? Well, because, EQ help individuals build and maintain relations with peers and superiors, increases productivity and open up doors for clarity in communication (good listening habit is integral to EQ). While hiring, corporates look at an individual’s EQ rather than IQ. Having a high IQ will help build interpersonal and intrapersonal skills to a certain extent, unlike EQ, which talks about one’s character based on the way he or she writes or replies to mail, collaborates and networks with peers and subordinates and works towards attaining Company goals.
According to me, both EQ and IQ are equally important.
Thank you all
EQ is the most important attribute in Project Management...
Looking at some of the PM profiles in corporate projects: A fair level of IQ is a must and can be considered a prerequisite to be in the job. Only in highly technical projects is a high IQ advantageous. Note that I say advantageous and not say "must" because you can still get experts in the field to support you.
On the other hand a good EQ is a must for PMs as the whole topic is about managing people
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