The ability to understand and manage our own emotions and the people around us is intricate to the description of emotional intelligence. Individuals with a high level of emotional intelligence know what feeling is, what emotions mean and how it can affect mass. Sometimes our emotions can get in the way of our sense of judgement but the ability to control and separate emotions from work is very crucial in the field of leadership. Invariably, the traditional concept of intelligence would be a person’s ability to solve problems, logically and critically. Most times, these traits of intelligence are labeled raw intelligence. In other words, how each and every one of us comprehend, examine and, respond to outside provocations, be it solving math …show more content…
Most of us are generally unaware of how others see us and this is especially true for managers. Sadly, it is remarkable how many smart, highly motivated, and apparently responsible people rarely pause to contemplate on their behaviors. Some of us find it gradually more difficult to connect in the modern world, both with ourselves and others. An important factor in our ability to successfully connect is emotional intelligence. And when it comes to happiness and success in our relationships, career and personal goals, emotional intelligence matters just as much as the more well known, intellectual ability we possess. We need emotional intelligence to turn intention into action, in order to make informed decisions about the things that matter most to us, and to connect to others in a productive and encouraging way. There is much value in focusing on an individual working to increase their emotional intelligence. Based on my EQ self-test, I have high emotional intelligence. It went ahead to state that “Emotional Intelligence counts for twice as much as intellectual intelligence and technical skills combined in …show more content…
Emotional intelligence is a skill which is considered critical for leaders and it set exceptional individuals apart. Leaders who display emotional intelligence are more likely to have better results within the organization. Emotional intelligence is a soft skill that enables a leader to motivate a team. Emotional intelligence and motivation are also interrelated concept supported by their definitions. The term motivation is a driving force which is used by individuals to reach some goals or to meet some expectations and requirements. A goal cannot be reach if the ability to understand and manage our emotions, and those of the people around us is not properly managed. Thus, it takes a leader who evaluates and controls their emotions to have the drive and motivation to lead a team or complete a
Emotional intelligence (EI) plays an important role in every worker in organization or corporation, especially someone with the authority or power inside the organization. A leader has to become a source of inspiration and catalyst for the employee to improve their working condition. One true leader has the ability to read what people want even though it never being told (Meghan, 2014). This will allow the employee to build a good connection and relationship between the leaders, thus improve how the organization being conducted. Some people may denied that emotional intelligence did affect ones’ performance, but big corporation such as Google and Microsoft have implemented emotional intelligence in their working condition as a way to improve the organization performance. Chadha (2013) emphasize that there are 4 key element in emotional intelligence; self-awareness, self-management, social-awareness and relationship management. Within these four elements, one element that truly related between a leader and employee is relationship management.
The theory of emotional intelligence is relatively new, however the psychological theory has become prevalent and many entities have adapted the principles of this theory in order to enhance relations within the professional environment as well as increase performance which ultimately lead to a positive place of work. (Allan Chapman 2014)
Throughout the years of slavery, slaves were subjected to various forms of physical and emotional tortures being forced upon them by their slave masters. For a slave woman, one of these hardships included that of being separated from her children, never to see them again, through the selling of slaves. If a slave master were to decide that they wanted to buy or sell only one slave from a family no questions were asked. Harriet Beacher Stowe, a white, and the daughter of a priest with a strong religious background, found herself able to relate to a slave woman in terms of the feeling brought from losing a child. In 1849, Stowe lost her infant son Charlie to cholera. This experience left her devastated. 1848 brought about the beginning of the
Emotions are frequent companions in our lives. They come and go, and constantly change like the weather. They generate powerful chemicals that create positive and negative feelings, which have a powerful effect on leadership. Some emotions can either facilitate leadership, while others can detract from successful leadership. This course, Emotionally Intelligent Leadership, has truly opened my eyes to the affects that emotions have on being an effective leader. Peter Salovey and John Mayer defined emotional intelligence as “the ability to monitor one’s own and other’s feelings and emotions to use the information to guide one’s thinking and actions” (p. 5). This definition in itself states that emotions, whether it be ones own emotions or those of others, is the underlying factor that directs the actions of a leader. Therefore, throughout the progression (advancement) of this course, I have learned the importance of the development of emotional intelligence for being an effective leader, and because of this I plan on developing the capacities that contribute to being an emotionally intelligent leader for my own success, now and in the future.
(2013) separated emotional intelligence into four domains, self-awareness, self-management, social awareness, and relationship management (pp. 30, 38). These domains are then broken into two competencies. Self-awareness, the understanding of one 's emotions and being clear about one 's purpose, and self-management, the focused drive and emotional self-control, make up the personal competence (pp. 39, 45-46). While social awareness, or empathy and service, and relationship management, the handling of other people 's emotions, make up the social competence (pp. 39, 48, 51). These emotional intelligence competencies are not innate talents, but learned abilities, each of which contribute to making leaders more resonant and effective (p. 38). This is good news for me because I still have much to develop in regards to emotional
Emotional Intelligence plays a huge role in individual and an organization’s performance. In order to perform at our best we must not only recognize, understand, and keep our emotions in check but also help others to control and keep their emotions in check. This is apparent in the way emotional intelligence allows individuals and organizations to use their intelligence, empathy, and emotions to improve and heighten your gifts. Furthermore, emotional intelligence is a skill that can be learned and when repeated often can become a habit that can last for many
Emotional intelligence is the ability to understand how to manage and express your emotions, develop and maintain good social relationships, and think clearly and solve problems under pressure. Emotional intelligence is a foundational skill, and when you work on it it tends to affect many other behaviors that you might have otherwise worked at on your own. Emotions are the primary driver of our behavior – emotional events is what motivates us to act. There are three emotional competencies that are important in emotional intelligence: self-reflection, self-regulation, and empathy. These form the foundation for all competencies and skills. Some of the top behaviors and qualities of employees with a high emotional intelligence include admitting
Khalili, A. (2012). The role of emotional intelligence in the workplace: a literature review. International Journal of Management, 29(3), 355-370.
Mamta, M., & Gupta, A. (2010). Relationship of Emotional Intelligence with Work Values & Internal Locus of Control: A Study of Managers in a Public Sector Organization. Vilakshan: The XIMB Journal Of Management, 7(20), 1-20.
For instance, emotional intelligence is a complex concept that underpins a number of issues, key among them; deciphering the reasons why employees want to work for their bosses. The term, emotional intelligence infers to an individual’s ability to perceive, identify, understand and manage their inner emotions. If a company truly understands how to harness this concept, it can greatly impact the way managers, staff, stakeholders, suppliers, customers and competitors relate with each other to their advantage. Implementing sound emotional intelligent training can also aid the creation of a highly productive and loyal people along with improving the company’s bottom line. Employers can easily enhance interaction through brainstorming meetings and motivating a staff to make company
Fernandez-Araoz C.(2001) The challenge of hiring senior executives, The emotionally intelligent workplace: how to select for, measure, and improve emallenge emotional intelligence in individuals, groups, and organizations, Jossey-Bass Ch.6
Having encouraged your workforce to develop their own emotional intelligence, which of the workplace outcomes have been achieved or are being improved and which still require improvement? (5 marks) The proposal in the workplace was to objectively present the relationship of emotional intelligence skills to professional performance, identifying how much it is necessary to acquire, develop and apply them. The results achieved were: Control: Ability to maintain the domain firmly, making it possible to deal with environment and people through self-discipline; Communication: Link with others to understand and to be understood; and Balance: Ability to handle all situations and all types of personnel.
Emotional intelligence is the ability to identify, manage, and evaluate emotions in yourself and others around you. The key principles of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills. Self-awareness is the ability to recognize personal emotions, emotional triggers, and limitations. Self-regulation is the ability to manage emotions so they do not have a negative effect. Motivation is the inner drive that comes from the personal joy experienced after an accomplishment.
Therefore, emotional intelligence allows leaders to effectively use emotions in the decision process and manage the emotions that interfere with that
An individual’s ability to control and express their emotions is just as important as his/her ability to respond, understand, and interpret the emotions of others. The ability to do both of these things is emotional intelligence, which, it has been argued, is just as important if not more important than IQ (Cassady & Eissa, 2011). Emotional intelligence refers to one’s ability to perceive emotions, control them, and evaluate them. While some psychologists argue that it is innate, others claim that it is possible to learn and strengthen it. Academically, it has been referred to as social intelligence sub-set. This involves an individual’s ability to monitor their emotions and feelings, as well as those of others, and to differentiate them in a manner that allows the individuals to integrate them in their actions and thoughts (Cassady & Eissa, 2011).