Leadershipand Emotional Intelligence
Leadershipand Emotional Intelligence
“Fullyexplain emotional intelligence, and give two (2) examples of theconcept.”
Emotionalintelligence refers to individual capacity to monitor and recognizeown emotions and emotions of the people around. Emotionalintelligence encompasses the ability to discriminate between variousemotions, appropriate labeling of emotions, and ability to apply theemotions to better their cognitive activities and behavior (Bandura,2010). The following are twoexamples of emotional intelligence: The first example is socialintelligence, which refers to the capacity to perceive self and thesignificant others intrinsic state, behavior, motives, and theability to act optimally towards them in regard of the information.The second example is the interpersonal intelligence, whichencompasses the capacity to recognize other people temperament,moods, and applying the knowledge to predict individual futurebehavior.
“Next,examine the concept of emotional quotient compared to traditionalintelligence quotient.”
Emotionalquotient refers to the measure of an individual level of emotionalintelligence. Emotional quotient encompasses individual capability toperceive, evaluate, control, and express emotions in healthy manner.Onthe other hand, traditionalintelligence was only limited to individual’s ability to reason,plan, and apply deductive thinking to address problems. Traditionalintelligence involved the capacity to engage abstract thinking tolearn and respond to environmental stimuli (Goleman,2010). In the essence, the traditional intelligence quotient waslimited to leadership practice in the sense that it failed toacknowledge the emotional needs of the employees. Compared to theemotional intelligence, which is often ascribed as being humanistic,the traditional intelligence quotient was the intelligence approachhas been more mechanistic (Goleman, 2010).“Suggesttwo to three (2-3) reasons why leadersâ€™ need emotionalintelligence to manage todayâ€™s workforce. Speculate on atleast two (2) possible consequences should a leader not possessemotional intelligence.”
Emotionalintelligence is crucial for a number of reasons. The most notablecrucial role of emotional intelligence in the context of leadershipincludes its role in diversity management and motivation.
Thesignificance of emotional intelligence to diversity managementfollows from the fact that the process of diverse workforcemanagement is challenging and often goes beyond an acknowledgement ofthe people’s differences. Thus, managing a diverse workforceinvolves the promotion of inclusivity, elimination of discrimination,and recognition of the value of differences. Some of the losses thatare experienced in organizations are associated with workproductivity and personnel. Organizational diversity is also hamperedby negative behaviors and attitudes, as they are perceived to damagework productivity and morale, besides posing adverse effects on theworking relationships. Emotional intelligence is well placed toaddress the underlying problems because enables leaders to detect andresolve the diversity differences.
Thecriticality of emotional intelligence to motivation of team membersfollows from motivationtheory. The theory acknowledges that motivation at the workplacerefers to a set of energetic forces that are both intrinsic andextrinsic. Such forces initiate behavior that is related to the workperformed, determining the intensity, form, duration, and directionof the work. Motivation is defined as a resultant process ofinteraction between an individual and the surrounding. In theorganizational setting, part of the motivation is derived fromemotional intelligence exhibited by leadership by striving to addressthe emotional needs of the users.
Ifleaders fail to exercise emotional intelligence, organizations areexpected to fail in many ways. For instance, members will losemotivations following mistreatment from leaders. Conflicts associatedwith lack of misunderstanding are also expected. All these willtranslate to poor organizational performance.“Explorethe elements of emotional intelligence that leaders must be aware ofto increase leadership effectiveness.”
Theelements of emotional intelligence are bounded by all efforts made ataddressing the emotional needs of the employees, which makes themappreciated and motivated to undertake roles actively. In theessence, emotional intelligence spans a number of elements, includingthe ability to understand the employee needs, the aspirations,demands, attitude, and cultural differences and striving to be inline with them.“Recommenda strategy that the organization could undertake in order to improvethe social skills of leaders within the organization and therebypositively influence their emotional intelligence. Support yourrecommendation with specific examples that illustrate why thestrategy would be effective.”
Varioussteps should be undertaken by organizations to improve the skills ofleaders to enable them effectively deploy emotional intelligence toenable organizations to realize success. One of the steps isleadership training. Desirable social skills can be achieved throughtraining programs, which should be oriented towards development ofemotional intelligence such as serving to motivate the employees tocommit their efforts to making the organizational objectives theirpriorities.
Desirablesocial skills oriented towards emotional intelligence can also bepromoted through establishment of a favorable organization culture.Every organization should have its culture, which serves as adefinition of what it stands for in business. The organizationalculture defines the values, beliefs, and tradition that theorganization leadership needs to conform.
Forinstance, according to Goleman(2010),organization can build a culture that embraces employee engagement.Employeeengagement is a practice through which members of an organization areharnessed towards their respective roles at the workplace. Themembers ‘employ themselves’, leading to emotional, cognitive, andphysical expression ─ while performing the designated roles. Ifsuch a culture acknowledges the need of emotional intelligence aspart of leadership success, it will serve as a framework forexercising and upholding supportive social skills.
Goleman,D. (2010).WhatMakes a Leader? HarvardBusiness Review
Bandura,A. (2010). Foundationof thought and action.New Jersey: Prentice-hall.