Emotional Intelligence

Self-Management- this is the ability of a person to have control over their emotions. The

Batool, B. F. (2013) Emotional Intelligence and Effective Leadership. Journal of Business Studies Quarterly, 4(3), 84-94. (Note: Available in the Strayer Library)

One of my assets is my self-awareness. As it is illustrated in the table above I scored a 60 out of a possible 66 in self-awareness, which indicates I have developed an ability to be a master of myself. I am very aware of the way in which others view me, and the way in which I project myself to others. I believe this is an important asset because being self-aware helps me to develop and maintain self-control. This is extremely important in my career since my company, Company, Inc., is a startup company with a fairly small number of employees. Since I am one of the first fifty employees to be hired in the company, I feel that I have a very strong understanding of the direction in which the company is going and sometimes feel that I should have a larger say in company decisions than I actually do based on my current position. In this regard my self-awareness helps me to have the self-control to be patient enough to trust my managers and leaders in the company to make the right decisions moving forward. I am able to determine when it is appropriate for me to interject and/or

With the publication of Daniel Goleman’s book Emotional Intelligence in 1995, the business world got an answer to a question that had been plaguing it for decades: “Why did some people of a high IQ struggle at managing teams while other leaders of lower IQ excel at it”? Goleman asserted that the traditional measurement of IQ (intelligence quotient) was not enough to determine a good leader. Schools and universities concentrated on developing the cognitive and analytical part of the brain, while the teaching of how the emotional side of the brain worked was ignored. Goleman defined this “emotional intelligence” of a human being as a set of competencies that distinguish how one manages

Self-awareness involves the ability to understand and evaluate your own emotions through reflection, self-comparisons and feedback from others (Steiner, 2014). Self-awareness aims at enhancing self-knowledge, behavioral, and emotional improvements, and accommodating weaknesses (Steiner, 2014). It allows individuals to understand how they think, behave, and respond to situations that they encounter. To achieve this, feedback from other people is required. People who are self-aware are self-driven, resourceful, eager to learn, self-motivated, and problem-solvers. They also portray independence of self-concept (Steiner, 2014). Self-awareness helps an individual to practice effective self-management.

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

One of the strengths I discovered thru self- assessment exercises was high emotional intelligence. It is important part of my character because it provides ability to accurately identify my own emotions, as well as those of others. Such a characteristic allows me to utilize emotions and apply them to tasks, like on the spot thinking and problem-solving. Additionally, it gives me opportunity to manage my feelings, including directing my own thoughts, as well as the talent to cheer up or calm down individuals. As an Employee with a high level of emotional intelligence I have a level self-awareness that helps me to understand co-workers and meet deadlines. I’m not bothered by client criticism and I remain focused on a task at hand to continue working on accomplishing my task, rather than becoming upset and discouraged.

Self-regulation is an area I thrive in, as long as I am practicing self-awareness. Self-regulation is the management of one’s internal states, urges, and assets. Self-regulation can be broken down into trustworthiness, integrity, comfort with ambiguity, and openness to change (Sadri, 2012). As mentioned before I am able to recognize the way that my mood affects other people. This allows me to control my emotions and bring them to a level that is more suitable for the situation. In the past, I have struggled with consistently being able to take full responsibility for my personal performance; yet, I have made it a priority to internalize the fact that I make mistakes and I cannot blame those mistakes on another person. I value the ability to be an open and honest person, which is the kind of person who does not try to blame other for their own shortcomings. In order to be emotional intelligent, you need to be open to the idea of working on yourself and changing the aspects that are inappropriate (Faguy, 2012). This is needed in the nursing profession because the patients and environment are fast-paced and ever-changing. A nurse has to be able to think on her feet. This is the broad spectrum that self-regulation requires from a person; therefore, it

Emotional intelligence was described formally by (Salovey & Mayer). They defined it as ‘the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions’. They also provided an initial empirical demonstration of how an aspect of emotional

The higher level of self-awareness an individual has, the more effective he has in work performance. Church’s finding in 1997 is also consistent with that research on managerial self-awareness. He reports that higher levels of managerial self-awareness are positively related to greater levels of individual effectiveness as rated by supervisors. Similarly, following Goleman (1995)’s research, self-awareness inadequacy can damage one person’s relationships and career (as cited in Whetten & Cameron, 2011).

The author was given the task to explain emotional intelligence, and give two (2) example of the concept. Second, to examine, the concept of “emotional quotient” compared to traditional “intelligence quotient.” Third to suggest two to three (2-3) reasons why leaders’ need emotional intelligence to manage today’s workforce, as well as to speculate on at least two (2) possible consequences should a leader not possess emotional intelligence. Fourth, to explore the elements of emotional intelligence that leaders must be aware of to increase leadership effectiveness. Lastly, to recommend a strategy that the organization could undertake in order to improve the social skills of leaders within the organization and thereby

In becoming an effective manager for my future career self-awareness wound enhance my ability to identify myself constantly in order to manage myself and order individual in the organisation, it we help me identify area of success and areas of growth in knowing my strength and weakness that seeks for improvement as a manager it will help me to be more effective in performing my job as a manager, self-analysis will aid me as a manage in decision process in knowing where am heading to and why in order to achieve my goals; self-awareness gives me effective possibilities for understanding my own emotional dynamics. This awareness also helps me to oversee group emotions in working in team and directly stirring up their productivity (Baldwin et al 2008).

The way self-regulation occurs will change over time based off of what culture the child lives in. For instance, crying is an acceptable form of self-regulation for a baby, but not for a teenager so the teenager must find another way to self-regulate when a challenge pops up (neurons to neighborhoods). A part of self-regulation (which falls under the emotional part of self-regulation) that is very important for infants to develop is effortful control, or how well the infant can prevent impulses, cope with negative emotions, and behave in a way that is socially acceptable (Berk). It also predicts conscience, empathy, guilt, and low aggression, and gives children the ability to do something else when they are affected negatively so they aren’t overwhelmed. Low effortful control is a consistent predictor of externalizing problems (temperament and personality, Rothbart). Infants show that they are beginning to obtain emotional self-regulation around 12-18 months (Berk). With this evidence it is very obvious that self-regulation is an important part of development. If a child isn’t able to learn how to self-regulate, he/she would not be able to learn important motor abilities, or have the capacity to deal properly with emotions.

Picture a world where humans could not understand each other’s feelings. It looks pretty bleak, right? Luckily, humans do have the ability to comprehend others’ facial and body expressions, emotions, and language. Since this is such a beneficial and amazing power that we hold, it has been labeled as a sort of intelligence- emotional intelligence. The ability to control and express our emotions, as well as understand, recognize, and response to others’ emotions is essential. Emotional intelligence acts as a primary key to survival for humans.

In this write-up, attempt is made to provide conceptual clarifications on the subject matter, “Emotional intelligence”, an overview of the theories of emotional intelligence, including a brief discussion about how important the role of emotional intelligence can be in leadership, performance (both educational and work place settings) and in wellbeing.