Discussing Leadership and Emotional Intelligence
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On your lunch break, you surf internet sites and try to find different ways to motivating your team from a group perspective, but you are still having trouble connecting with your team as individuals. During your surfing, you come across the term of emotional intelligence. Prompt a discussion on emotional intelligence by answering to the following questions that you will e-mail to your manager.
- Conduct research using the internet related to emotional intelligence.
- List and define five components of emotional intelligence.
- Evaluate your current or former manager on each of the five components of emotional intelligence.
- Describe how you can apply the principles of emotional intelligence to your current situation?
- Describe what organizations do to help develop the emotional intelligence of their managers as well as other employees?
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Solution Summary
By answering the questions, this solution discusses aspects of emotional intelligence, such as the relevant components of emotional intelligence, how these components can be applied to a current situation and what organizations can do to help develop the emotional intelligence of their managers as well as other employees. This is all addressed in 1160 words and has references cited throughout the response.
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1. Conduct research using the internet related to emotional intelligence. List and define five components of emotional intelligence.
Where are you with your research? Let's look at some of the information I located, which you can consider.
The core competency underlying these effective leadership skills is emotional intelligence. According to Goleman (1995) emotional intelligence consists of five components: Knowing our emotions (self-awareness), managing them, motivating ourselves, recognizing emotions in others (empathy), and handling relationships.
In other words, three are self-management skills and include:
1. Self-awareness: Knowing one's emotions and their effects. People with this competence know which emotions they are feeling and why, realize the links between their feelings and what they think, do, and say, recognize how their feelings affect their performance, have a guiding awareness of their values and goals. It is the ability to recognize and understand your moods, emotions and drives and in particular the impact these have on those around you and the work environment. (http://www.hollywoodreporter.com/hr/search/article_display.jsp?vnu_content_id=1000684006).
2. Self-regulation: This refers to the ability to manage one's potentially disruptive emotions and impulses effectively, to remain composed during challenging moments and to be able to think clearly and remain focused when under pressure. It is trustworthiness and integrity; comfort with ambiguity; openness to change; the propensity to without judgment think before acting.
3. Motivation: Is a passion for work other than for money; a propensity to pursue goals with energy and persistence;
organizational commitment; optimism, even in the fave of failure' strong desire to achieve.
The remaining two components involve the ability to manage relationships with others and are:
4. Empathy: Sensing others' feelings and perspectives and taking an active interest in their concerns. People with this competence are attentive to emotional cues and listen well, show sensitivity and understand others' ...
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