Knowing yourself is the base of the emotional intelligence build as we have been learning. Thus, by this moment you already have the toll and strategies to improve your emotional intelligence competencies and skills that allow you to know you and what triggers you as well as how to know and manage the other emotions. However, in this chapter, we are not covering these topics again.

Yet, we will cover information about emotional intelligence from the most complex and difficult personality types from the Myers-Briggs types, that are most common to find as managers, leaders, and difficult employees, also known as high achievers. Unfortunately, we have found too often that managers lack basic emotional intelligence skills such as social awareness and social skills and think that the best approach to manage people is to be dictatorial, to set the rules, and then enforce them. Why do managers/bosses behave in this dictatorial way? For the bad bosses/managers out there, it is an act of self-preservation. They think that this old-fashioned mindset makes them look good. They enact grand dictums and punish employees when they don't perform because they think that is how they will survive in the workplace. A bad boss/manager doesn't bother to show empathy. The main goal is to keep the budget in check, for the employees to finish projects on time, and for the main leader to look good in front of everyone else and maybe get a rise. That is the end game for managers, project managers, and team leaders who lack emotional intelligence. However, emotionally intelligent managers know that there are better ways to have a great workplace environment and increase productivity. The secret is to build trust and use empathy—see the world from the eyes of your team. Ask them how they perceive the project. What do they need? The act of showing trust and empathy leads to a better team, which is better for the company.

Empathy and trust leads to a healthy team dynamic. An emotionally intelligent manager/boss will empower their employees by advocating that it is okay to fail during the process of creating new things that are worthwhile! It is okay to get out of the comfort zone and take risks in trying new processes, new methodologies, new things! It is okay to be who you are and complete tasks in a way that works for you to shine brightly.