Challenging situations abound in leadership roles, and these situations can create emotionally demanding or stressful responses that have an effect on leaders and members alike (Siebert-Adzic, Soares, & Jacobs, 2012). Leaders that can leverage their strengths, attributes, or other characteristics may increase their chances of exceling when these events do occur (Arnold, Connelly, Walsh, Martin Ginis, & Ginis, 2015). One area of interest for coping with tense emotional situations is emotional intelligence, specifically the area concerning emotional regulation. When challenging or uncertain conditions are experienced by leaders, the ability to regulate and adjust emotional responses may allow them to be perceived as more effective in their …show more content…
Therefore, understanding if regulating emotions can help leaders in stressful situations may provide additional tools for leaders in ever increasing stress related situations.
I. Introduction (2-3 pages)
a. Problem Statement. Challenging situations for leaders may call for a better understanding of the part emotions play in managing stressful situations. This can assist in understanding the effect that emotional regulation can have on perceived leadership ability when in stressful situations.
b. Research Objectives. The purpose of this study is to understand the effect of emotional regulation on perceived leadership ability in group related stressful situations.
c. Hypothesis. The research hypothesis is that training in emotional regulation strategies will have an effect on the perceived effectiveness of leaders by group members in stressful situations.
d. Summary, including a restatement of the problem
II. Literature Review (7-9 pages)
a. Importance of the question being asked. Leaders invariably find themselves in stressful or challenging situations due to the nature of their role. Finding ways to mitigate or eliminate extreme emotional responses in these situations could aid leaders in their ability to lead effectively.
b. Current status of topic. Based on a cursory look into the literature, there is a fair amount of information on the subject of emotions and leadership. Most articles seem to be fairly recent, with the majority
As part of this critical assignment, it is a requirement that I reflect on my own experience as a Leader where I have demonstrated a high level of emotional intelligence, as well use theories to demonstrate my learning’s.
My manager often tells me that she admires my ability to handle stressful situations and not show any sign of being overwhelmed. As a competent leader, one need to possess the skills to remain calm during stressful times. Resilience is defined as being adaptable, grounded, and having the skills to bounce back from a stressful situation (Tyczkowski, Vandenhouten, Reilly, Bansal, Kubsch, & Jakkola, 2015). Resiliency is considered to be an attribute of transformational leaders, as they are positive, persistence, and flexible individuals.
Batool, B. F. (2013) Emotional Intelligence and Effective Leadership. Journal of Business Studies Quarterly, 4(3), 84-94. (Note: Available in the Strayer Library)
The book “Primal Leadership: Unleashing the Power of Emotional Intelligence” explores the role of emotional intelligence in leadership. Also, opens links between organizational success or failure and "primal leadership," the authors argue that a leader 's emotions are spreadable. If a leader spread energy and enthusiasm, the organization will thrives. If a leader spreads negativity and conflict, the organization will struggles. The authors of this book are Daniel Goleman, Richard Boyatzis, and Annie McKee’s. The following paragraph will provide short background about each author.
Emotional stability is very important in a leader. The head of an organization should be stable enough to handle every situation that he encounters. If a superior is too emotional, it may take away from his power and control. A good leader is one who is level-headed and assured in
Emotional intelligence is a term I had never heard of before I took my first leadership class. Now that I know what emotional intelligence is and I understand how to use it I hope to apply it to benefit myself and my organizations. I recognize what a huge disadvantage those that do not understand emotional intelligence are faced with. Emotional Intelligence has become a vital part of how today's leaders meet the many various challenges they face on a day to day basis. Emotional Intelligence can help leaders lead their group or organization through the good and the bad times, something that fewer and fewer people seem capable of accomplishing. Lack of emotional intelligence is
"Emotional Intelligence is a way of recognizing, understanding, and choosing how we think, feel, and act. It shapes our interactions with others and our understanding of ourselves. It defines how and what we learn; it allows us to set priorities; it determines the majority of our daily actions. Research suggests it is responsible for as much as 80% of the "success" in our lives." The Effective leader requires a high degree of Emotional Intelligence. In this study, the various skills of Emotional Intelligence can be related with real situations. The various skills of Emotional Intelligence are Self awareness, self regulation, motivation, Empathy, social skill. People with high self-awareness are also able
“Emotional intelligence is the ability to understand and manage our emotions and those around us, therefore, this quality gives individuals a variety of skills, such as the ability to manage relationships, navigate social networks, influence and inspire others. Every individual possesses different level, but in order for individuals to become effective leaders, they will need a high level of emotional intelligence. In today’s workplace, it has become a highly important
Emotional intelligence is an important characteristic in becoming a good leader. “Emotional intelligence is the ability to manage oneself and one's relationships in mature and constructive ways” (Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders need to be able to connect to their employees emotionally and empathetically. Organizations today not only look for leaders with the skills, but leaders that can emotionally connect to employees to obtain the organization’s goal. “Leaders have always played a primordial emotional role. No doubt humankind’s original leaders-whether tribal chieftains or shamanesses-earned their place in large part because their leadership was
A leader is more than just running a group; it is some one who impacts at least one other person’s life in a positive way. A leader is someone who can guide others into accomplishing some success and goals. Furthermore, empower others is essential in the ability to maintain positive leadership. A leader is caring, must be willing to adapt and share the values of others, while still preserving their own personal values and beliefs. One aspect of being a good leader is having strong self-awareness- described as knowing your own strengths and weaknesses. Emotional intelligence, another aspect of being a respectable leader, is knowing your inner emotional state and remaining in control of it. Emotional
Leaders today are presented with an ever-increasing reliance on unifying a team or organization to achieve goals and objectives. With this demand for higher-level leaders, the ability through which a leader is able to appeal to specific traits and qualities is never more important. Emotional Intelligence (EI) is one area of focus that a leader in the marketplace today must be able to appeal to and demonstrate as a core competency.
In today’s business world organizations are constantly forced to implement changes in an effort to grow and survive. These changing environments present new challenges and demands for everyone, from the Presidents and CEO’s to managers, to entry-level employees. With that organizational change triggers emotions within individuals that can have a negative or positive effect. With good leaders and management organizations are very likely to succeed. These leaders and managers must be honest, dedicated to the purpose, creative, fair, thoughtful, assertive, disciplined, and emotionally intelligent. Emotional intelligence allows individuals to recognize and control emotions, however it is important to first understand ones emotions before adventuring into others (Johnston, 2007). This essay is going to explain how organizational change triggers emotions from those who are affected by change and how leaders can use change intelligence to generate active employee participation during change.
In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.
A good leader must have a sense of control to self-identify when those stresses may be influencing leadership performance and make an immediate correction to maintain personal and work cohesiveness. Leaders are responsible for making swift action and decisions that can affect the overall organizational goal achievement (Joosten, van Dijke, Van Hiel & De Cremer, 2014). This information does not suggest avoiding stress would cure all; instead suggest self-control can limit the stress level to a managerial control, allowing leaders to perform at optimum efficiency which will lower the possibility of leader acting in an unethical manner. This type of stress can be managed and dealt with accordingly. What about those unforeseen stressors that may affect leadership?