Emotional Intelligence and the Workplace
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You're on your way to motivating your team from a group perspective, but you're still having trouble connecting with your team as individuals. Your mentor reminds you of the concept of emotional intelligence and how it can enhance your leadership capabilities.
The five components of emotional intelligence, as described by Daniel Goleman are explained in the following:
-Self-Awareness: The ability to recognize and understand personal moods and emotions. It includes self-confidence, realistic self-assessment, and a self-deprecating sense of humor.
-Self-Regulation: The ability to control or redirect disruptive impulses and moods and the propensity to suspend judgment and to think before acting. It includes trustworthiness and integrity, comfort with ambiguity, self control, and openness to change.
-Motivation: A passion to work for reasons that go beyond money and status. A tendency to pursue goals with energy and persistence. It includes a strong drive to achieve, optimism even in the face of failure, and organizational commitment.
-Empathy: The ability to understand the EMOTIONAL makeup of other people. It includes expertise in building and retaining talent, cross-cultural sensitivity, and service to clients and customers.
-Social Skills: Proficiency in managing relationships and building networks and an ability to find common ground and build rapport. It includes effectiveness in leading change, persuasiveness, and expertise in building and leading teams.
Write an e-mail to your mentor covering the following:
1. Evaluate your current or former manager on each of the five components of emotional intelligence. (could be anyone)
2. How can you apply the principles of emotional intelligence to your current situation?
3.What can organizations do to help develop the emotional intelligence of their managers as well as other employees?
Note: can Deb Anderson, MEd, OTA ID#: 102789 complete this. This OTA work is wonderful. Thank You.
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Solution Summary
This solution explains the steps in analyzing and developing emotional intelligence in managers and employees.
Solution Preview
Please see response attached, which is also presented below. Good luck with your studies and take care.
RESPONSE:
Scenario:
You're on your way to motivating your team from a group perspective, but you're still having trouble connecting with your team as individuals. Your mentor reminds you of the concept of emotional intelligence and how it can enhance your leadership capabilities.
One thing worth mentioning is about the first question - I have some concern about how it is to be addressed. I am wondering if it is asking for a more formal evaluation (i.e., on a scale of 1 to 5, with five being highest) or (i.e., 1-not evidenced, 2-seldom, 3-sometimes, 4-often, 5-most of the time). However, I chose to do it in a less structured way because it is to be part of an e-mail, but be sure to provide feedback if otherwise intended and I will get back to you ASAP.
1.Evaluate your current or former manager on each of the five components of emotional intelligence. (Could be anyone)
Overall, I would rate my previous manager fairly high on EI. She was acutely aware of her feelings (i.e., self-confidence) and seemed to have the capacity for recognizing the feelings of others (i.e., open communication and trust-building with all stakeholders). As well, she effectively managed her emotions well in herself and in her relationships (i.e., fairness, honesty, integrity, open to change, and self control, etc.) She seemed self-confident and open to change (i.e., innovative, risk taking and learning together). She was almost always highly motivated (i.e., a passion for competition and continual improvement; organizational commitment to a basic strategy). She displayed an exceptional amount of energy and usually optimistic (i.e., positive outlook and used encouraging statements to others). She was highly empathic (i.e., demonstrated to others that she understood their perspective, had expertise in building and retaining talent, and cross-cultural sensitivity) and managed through collaboration, support and sharing resources. Overall, her social skills were highly developed (i.e., proficient in building relationships inside and outside that offer competitive advantage, showed initiative to stimulate improvements in performance, and a balance between the human and financial side of the company's agenda).
2. How can you apply the principles of emotional intelligence to your current situation?
"You're on your way to motivating your team from a group perspective, but you're still having trouble connecting with your team as individuals. Your mentor reminds you of the concept of emotional intelligence and how it can enhance your leadership capabilities."
There are probably many ways that I can effectively apply the principles of emotional intelligence (EI) to my current situation. Since I have been having some trouble connecting with my team as individuals, I can apply the EI principles to help develop my own EI in the hope of a ripple effect on team members. EI principles tells me that as I develop the capacity for recognizing both my own feelings and those of others, ...
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