Week 4 - Discussion 2

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School

South Louisiana Community College *

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1000

Subject

Communications

Date

Jan 9, 2024

Type

docx

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Uploaded by DeanNeutron16805

The five components of emotional intelligence are: 1. Effective communication 2. Motivation 3. Empathy 4. Self-Regulation 5. Self-Awareness The five components of emotional intelligence relationship to transformational leadership First, I will discuss when it comes to effective communication. It's the way the leader builds trust, and also, it's the support they need. They will get their point across with the communication known to be an excellent communicator. Motivation comes into play when a leader makes a vision and their followers see the goals and are inspired by the leader being the passion they need to move forward. When it comes to empathy, the leader knows who their followers are and how to provide all their needs, which is another way to indicate that they care for their success. Self- regulation is when the leader truly trusts themselves because they know what they are capable of while learning what is best for the team, knowing what the team requires, and knowing their best interest. Finally, self-awareness is a factor in being an influential leader, which helps a leader grow. Self-awareness plays a factor in motivation, and leaders must be mindful that their followers are observing them daily. When it comes to using transformational leadership combined with emotional intelligence to improve a situation involving teams at work, it would be to have motivation, whether it's self-motivation or being inspired by someone to get the job done. The difference between transactional, situational, and transformational leadership is transactional leadership is when a leader acknowledges the work that their followers have presented while completing their goals. Situational leadership observes what's happening within their team and makes adjustments where they need improvements. Transformational leadership helps team members find their strengths and gives them a better insight when it comes to achieving their goals; it makes the team better. The usefulness impact for team performance when it comes to transactional leadership is to be rewarding and show your team that all the work that is getting done is seen, whether it is giving extra PTO time or even a little extra time on lunch. All these things will help the performance. Transformational leadership involves observing and pointing out the strength, which means you may see something the follower doesn't see pushing them to the goal, which can be a high performance for the whole organization. Situational leadership would help with performance simply because it ensures everything is staying on track and making necessary changes. The leadership styles impacting the ethics where I work are in place already because your supervisor lets us know, as a worker, the fantastic work we are doing within the organization, we all push to our hardest capability. My boss also focuses on the work that's getting completed, letting us know what needs to be fixed and the steps to get there. There was this one situation where one of our guys applied where he worked previously, but after our master guy checked out, he suggested where he felt his strengths were, and once he gave it a try, he immediately fell in love with it, which helped out their impact.

Reference: Oedekoven, O. O., Lavrenz, J., & Robbins, D. (2018). Leadership essentials: Practical and proven approaches in leadership and supervision

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