Emotional Intelligence : An Effective Leadership Skills Essay

In order to be a successful leader, a person should know and recognize his or her strengths, weaknesses, and emotional intelligence. If they recognize these aspects, then people will be more likely to follow their leadership. This paper identifies my strengths and weaknesses I have as well as my emotional intelligence scores. In order to find out what strengths and weaknesses I have and how I can apply them as a leader in a public health profession I have taken the StrengthsFinder 2.0 Assessment and the Emotional Intelligence 2.0 test.

As an Equal Opportunity advisor, I often remind my leaders of the value of their people. Their people should be the center-stage and most importantly they should the most valuable asset of their organization. Work cannot be accomplished without the people. If people are unhappy in a work environment, it could hamper the mission and dismantle everything the leader has worked hard for. Most leaders often lack the ability to lead their people. Leaders are not hand-made. Leaders need to be groomed and understand that they did not get to the top on their own strength. That I why I say to leaders that they need to be emotionally be connected to their people. Emotional Intelligence (EI) could “enhance leaders’ competency of handling

“Leaders who are self-aware, who manage themselves, and associate with others are able to nurture a work climate where people feel great and do more and better work” Creating a positive work environment, will increase the moral and job performance of the staff. As a leader possessing these characteristics, are correlated with developing the concept of emotional intelligence. The leader is able to recognize the emotion of their staff members through facial expressions or body language. Some of the emotions or body language are seen as being positive or negative. The staff may exhibit signs of being upset, embarrassed, happy, confident, disappointed, etc. After taking the emotional intelligence quiz, the results indicated an improvement was needed on recognizing other people body language. Based upon the results, I will describe how emotional intelligence level can hinder effective leadership in the health care

Nice job on your post. “Emotional Intelligence (EI) involves the ability to perceive emotion, the capacity to reason about emotion, to access and generate emotion so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotion to promote emotional and intellectual growth” (Sadri, 2012, p. 536). I agree with you it is an important component of effective leadership and essential to effective team interaction and productivity. It is an important attribute of a successful leader. Emotional Intelligence needs to be cultivated in order to have a professional impact so as to improve the quality and safety of patient care. Leaders should be able to recognize, appraise, foresee and manage emotions to work

Results from the EI test provided by the Institute for Health and Human Potential, a test consisting of 17 questions, show I have an "exceptional EQ." However, this result may indicate one of two realities: either I am extremely high in emotional intelligence or extremely low. These results reflect a high level of self knowledge or a complete lack of it since you must be self-aware to accurately assess yourself. It is suggested that I seek clarification from a peer, co-worker or family member in order to validate this score.

To better understand the applications of emotional intelligence in nursing and leadership, it is important to identify the key components of emotional intelligence (EI). By examining Daniel Goleman’s book Working with Emotional Intelligence, this paper will examine EI’s function in nursing as it applies to various roles in leadership. Lastly, it will discuss ways in which EI can be used for personal and professional development.

Emotional Intelligence 2.0 brings about the idea that the more someone is aware of their own emotions and other peoples emotions they will have a significant increase in personal and professional success by applying strategies from the four core emotional intelligence skills: self-awareness, self-management, social awareness, and relationship management. The idea of emotional intelligence was first proposed in 1964 and since then other physiologists have added their insights and broken it down into four to five different categories. Emotional intelligence (EQ) was recently defined as one’s ability to recognize own emotions and other people’s emotions and applying this understanding to manage your behavior and relationships (Bradberry & Greaves, 2009). With application to the nursing world, having high EQ knowledge will improve roles and functions of nursing, teach fellow coworkers techniques to lead, and help individuals grow in identifying emotions and further understanding one’s self.

“Emotional intelligence is the ability to manage one’s own and others’ in order to guide one’s behavior and achieve goals” (Salovey, & Mayer, 2005). In simple words, EI is the ability to perceive, control, and evaluate emotions, that is, to regulate your own emotions, and the ability to cheer up or calm down another person. Building on the work of Mayor and Salovey (1997) and others, Goleman (1998) further suggested that there are five critical pillars or competencies of EI, namely self-awareness; self-regulation; self-motivation; social awareness (empathy); and social skills. According to Merriam-Webster website

Many other researchers believed there are some links between EI and leadership (Boyatzis, Good, & Massa, 2012; Sadri, Weber, & Gentry, 2011; Smollan & Parry, 2011; Thiel, Connelly, & Griffith, 2012; Zineldin & Hytter, 2011). In fact, the Emotional and Social Competence Inventory has been used to measures the effectiveness of leaders, and is considered as an instrument in evaluation and development of good leaders (Howells, 2007). Hence, it could be concluded that EI is a significant factor in a leader. Leader could manage employees and handle workplace problems efficiently with their emotional capabilities. Realizing the importance of EI in leaders, researchers suggested that EI

The Development of Emotional Intelligence (EI) skills can benefit a broad range of people in the workplace. The examples below explain how leaders, managers, professionals, and others can benefit.

Have you ever thought about how many emotions you have in one single day? Now think about how many emotions you have had just at work alone. Emotions are extremely important and can rule our lives daily. We make decisions off of them, choose activities based on them and the way we react in situations can depend on them. When digging deeper you will find a concept called “emotional intelligence” which puts you in tune with not only your emotions but the emotions of others as well. This paper will fully explain “emotional intelligence” along with examples of the concept, examine the theories of “emotional intelligence” compared to traditional “intelligence quotient”, suggest reasons why leaders’ need emotional intelligence in today’s workforce, speculate on the consequences when leaders do not possess emotional intelligence, explore elements of emotional intelligence that leaders must be aware of to increase leadership effectiveness and finally recommend a strategy that the organization could undertake in order to improve social skills of leaders within the organization and thereby positively influence their emotional intelligence.

In this day and age companies are investing millions into leadership training in the aim of finding the right leaders for success, however it has been observed that too much importance has been given to IQ and leaders haven 't been performing up to expectations. (Doe, Ndinguri and Phipps 2015). With the realisation of IQ not being the sole factor for success researchers have directed more focus into Emotional Intelligence, in fact Doe, Ndinguri and Phipps (2015) argue that emotional intelligence may be the determining factor for the success or failure of leadership.

Modern organizations are confronted with demands and pressure is growing consistently cost -effective education leadership, continues to intrigue researchers and practitioners. Considerable amount of research and attention to emotional intelligence and life, personality, social interaction, teamwork, education and leadership to identify links between social satisfactions has been paid. Today increasingly complex and changing world, researcher’s emphasized need for the new management approach has. Concept of emotional intelligence has gained popularity in recent decades, however, rooted in the study of features and concepts of EI conducted during twentieth century. Previous work has contributed to success of life in which general intelligence, with exception, identified scope. However, current concepts of emotional intelligence have begun to show that it was not until 1980. Emotional intelligence is the capacity to recognize emotions, to reach and produce emotions in order to support a thought, to appreciate emotions and recognize the meanings of emotions, and thoughtfully control emotions in order to support both superior emotion and thought Emotional Intelligence is a technique of identifying, learning, and selecting how we assume, experience, and performs. It outlines our communications with others and knowing ourselves. Emotions are planned to provide guidance, to assist individuals when they came across with important situation to leave to mental

Today, a relationship co-exist with emotional intelligence (EI) for effective leadership. Leadership can be described as having a social relation with personnel within an organization to support mission goals and purpose. “Emotional intelligence includes the ability to perceive, express emotions accurately and adaptively…” (as cited in Ramchunder & Martins, 2014). EI is a measurement of leaders to observant of others viewpoints as well your own judgments and beliefs. Key leadership capabilities involves emotions in working with individuals from standpoints, belief, judgment and outlook.

In 1990 Saloyev and Mayer’s conducted a research on the relationship between intelligence ad emotion, which led to the concept of emotional intelligence (Ozdemir, K & Ozkul, A, 2016,1451) According to Saloyev and Meyer, emotional intelligence is defined as “an individual’s ability to observe the people in the environment, ability to track his own feelings and ability to impose three feelings into his actions and options” (Ozdemir, K & Ozkul, A, 2016,1451) Emotional Intelligence (EI), according to Salovey and Mayer’s model depends more on the personality trait of a leader rather than intelligence. (2016) A leader is having to constantly make choices; how to spend their time, what to say to people, how to communicate ideas and visions. How is a leader supposed to know what to do when things get complicated? A leader needs to be smart, but perhaps not by only using his or her intellect. A leader uses his or her intellect and common sense to solve many problems, but when he or she uses emotional intelligence the success is greater. According to Goleman, Mayer & Salovey, Emotional Intelligence (EI) is confirmed as a key component for effective leadership and leaders with high EI competencies are able to identify, assess, predict as well as take control of their own emotions as well as that of their team members (Goleman 1995, Mayer & Salovey, 1997, Davis, Stankov, & Roberts, 1998). EI offers a set of skills a leader can learn from to achieve personal and organizational