Emotional Intelligence Paper

1024 Words3 Pages

Emotional intelligence is popularly referred to as EQ or EI. It is used in referring to a set of social and emotional skills that are part of influencing the way contributors that are individual express and perceive themselves, maintain and develop relationships that are social, how they cope with challenges and also use information that is emotional in a meaningful and effective way. It is the ability to manage and understand a person owns emotions and those of the people that are around him (Goleman, Boyatzis, and McKee, 2013). Persons with a higher emotional intelligence have a direct access of what they are feeling, what is the meaning of those feelings and how those feelings can affect other people. For any contemporary leader to be successful …show more content…

The main argument about emotional intelligence is that it is more of an amorphous concept that relates to how well people play with others (Kirkland, 2011). It has to be made up of specific measurable and observable social and emotional skills that have a direct impact on the way people express and perceive themselves, maintain and develop social relationships, how they cope with challenges and how they use the emotional information in a meaningful and effective way. The process through which EI has an impact on the leadership within an organisation is to how issues relating to the organisation are handled to create a high performing culture within it. The paper intends to discuss the role of emotional intelligence in the deployment of both transactional and transformational leadership styles in the contemporary organisations, how the two types of leadership styles use emotional intelligence when executing their core functions within the organisations and will also provide recommendations on some of the best practices that the leadership styles can deploy whilst using emotional intelligence in the execution of their duties (Bond, …show more content…

A self-motivated leader will work tirelessly and consistently towards the achievement of their goals and have high standards that are extreme for their work quality. The leaders should continuously be reexamining why they are doing their job, which can help in improving motivation for them. The transformational leaders should be able to motivate people so that they can buy into and hence deliver the vision (Bradberry and Greaves, 2009). They should start with the mission statement of the organisation where the leader should appeal to the values of the people hence inspire them to go in the direction in which the leader wants to take them and give valid reasons. In contemporary organisations transformational leaders using emotional intelligence should always be aware that nothing of importance can happen unless they are able to encourage people employing different types of motivational tools to bring out the best in the people that they are

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