Leadership Emotional Intelligence

Leadership:Emotional Intelligence


Leadership:Emotional Intelligence

Emotionalintelligence is the ability for someone to recognize his/her own andother people’s emotions. They use this information to differentiatedifferent emotions, labeling appropriately and using the informationto think and behave appropriately around different people. Emotionalintelligence consists of a number of skills and character traits,which drive performance and leadership. People with good emotionalintelligence have the ability to perform and be determined becausethey have self-perceived abilities, which they measure throughself-analysis and report. People who have high emotionalintelligence, show exemplary performance at work, have better mentalhealth and have better skills in leadership. 67% of the ability toperform and think soberly under different circumstances requires agood emotional intelligence (Goleman, 2006, n.p). Some researcherssuggest emotional intelligence is superior in leadership dispensationcompared to IQ and technical expertise.

Inthe healthcare environment, emotional intelligence can enhanceleadership. Medical practitioners, especially those in supervisoryand administrative roles need to have a good emotional intelligence.During an outbreak, the senior-most administrative officer in ahealth facility needs to have the ability to tackle problems whilehandling complaints. They should do this by also encouraging thejunior staff to put in as much determination in their work aspossible. After all, most junior workers look up to their bosses forinspiration. Medical practitioners need to have good emotionalintelligence in order to make a holistic diagnosis. Some patientscome to the health facility having physical conditions that havedeveloped due to emotional instability. Before healing the physicalailment, the doctor needs to understand the primary cause. This isbecause healing the secondary manifestation of the health problemdoes not heal the primary cause and thus the secondary manifestationrecurs.

TheEmotional Intelligence Test (MSCEIT)

Thismeasure bases its judgment on a series of emotion-basedproblem-solving items. It measures both the Salovey and the Mayer’smodels of measuring emotional intelligence. It measures ability-basedIQ tests. The final measure is generated from an individual’sabilities in four different branches of emotional intelligence. Itgives information for each branch and the total score. It is verydifferent from the standard IQ test because the items provided haveno objectively correct answers.


Thismodel suggests that emotional intelligence is a wide variety ofskills and competencies that help to drive leadership performance.

  • Self-awareness – This is the ability to know a person`s emotions, drives, goals, values, strengths and weaknesses and appreciate their effect on others while using your inner gut feeling to guide these decisions.

  • Self-regulation – This is the ability to control or redirect an individual’s bad emotions and to adapt quickly to changing the situation.

  • Empathy – It is the ability to consider another person’s feelings and use it to guide in making decisions.

  • Social skill – It’s the ability to manage a relationship in order to move an individual in the desired direction.

  • Motivation – It is the driving force in achievement.

  • Visionary – It is the ability to see future opportunities and allow oneself to think holistically in life and business.

Twomeasurement tools have been based on this model, which was developedby Goleman.

  1. ECI, which is also referred to as Emotional Competence Inventory, was developed in 1999. ESCI also known as Emotional and Social Competence Inventory was also created in 2007. These tools created by Boyatzis and Goleman have provided a behavioral measure that facilitates emotional and social competencies.

  2. The emotional intelligence appraisal was created in 2001. This measurement tool is taken as a self-report or holistic 360-degree assessment of an individual 9 (Mayer, 2009, n.p).


Thismodel was a proposal as a conceptual differentiation between thetrait that is based on the trait based model of emotionalintelligence and the ability based model. Located at the lower levelsof personality, Trait EI is the individual’s ability to perceivetheir emotional abilities. This measure is also referred to asself-report because it deals with dispositions in behavior andabilities that are perceived by an individual. Unlike the abilitybased model, it does not involve actual abilities. Researchers say itis a holistic model that subsumes the Goleman model, which wasdiscussed earlier (Mayer, 2009, n.p).

Manymeasures of self-report have been developed. These include the EQ-I,the Schutte El model and the Swinburne University EmotionalIntelligence Test (SUEIT). They do not analyze and assess people’sskills, abilities and intelligence. However, there are limitedmeasures that tell more about Trait EI.

TraitEmotional Intelligence Questionnaire (TEIQue) is a measure that isdesigned to measure the comprehension of the contract specifically.It is available in different languages. This measure allows foroperationalization of the models develop by Petrides and hiscolleagues which conceptualized EI basing on personality. This testconsisted of 15 sub-skills, which are organized under four factors.These factors are self-control, well-being, sociability andemotionality. TEIQue’s psychometric properties have beeninvestigated in a study involving French-speaking individuals(Rosenthal, 2012, n.p). The report was that the scores of this testwere normally distributed across the globe and were reliable. TEIQuescores are unrelated to non-verbal reasoning. This also referred toas the Raven Matrices. It is interpreted as a support for measuringEI basing on personality. The scores are related to a number of theBig Five personality traits which are agreeableness,conscientiousness and extraversion. The other two which areneuroticism and alexithymia are inversely related to TEIQue scores.All trait EI scores are significantly heritable genetically(Rosenthal, 2012, n.p).


Goleman,D. (2006). Emotional intelligence. Bantam.

Mayer,D., J. (2009). What emotional intelligence is and is not: Doesit exist? What is its significance?Psychology today.

Rosenthal,N. (2012). 10 ways to enhance your emotional intelligence.psychologytoday.