L420 Resilience Through Self Awareness

Emotions of a leader are so important in this aspect of leadership. It is through emotions that the leader will be categorized as ‘toxic’ or

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.

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.

In 1865, President Lincoln issued reassurance to those skeptical about the Civil War: "With malice toward none; with charity for all; with firmness in the right, as God gives us to see the right, let us strive on to finish the work we are in." President Lincoln’s statement illustrates how the former Commander in Chief indisputably believed in the war and that the Union was doing what was ethically right. At that time, not all Union citizens and soldiers were fully committed to the Civil War. For the Union to coagulate, and commit towards doing what is morally right, they first needed a morally courageous leader to guide them. Similar to President Lincoln during the Civil War, Army leaders are expected make ethical decisions, even when those decisions are unpopular with their soldiers.

As human beings, individuals are constantly exposed to emotions. It is in our nature to feel and be emotional as our emotions contribute to our humanity. Our ability to manage and be aware of these emotions and that of others is defined to be our emotional intelligence (Boyatzis, 2014). Essentially an individual’s emotional intelligence is related to how that individual handles themselves and their relationships in an emotional sense. This entails the ability to display emotional self-control, adaptability, empathy, and understanding for the emotions of others and of one’s self (Boyatzis, 2014). In relation to project management, emotional intelligence is strongly believed to correlate to effective management whist also acting as the foundation for all relationships. The key concepts surrounding emotional intelligence and its contribution to effective leadership is its association to an individual’s ability to not only inspire and motivate but to develop relationships, make decisions and effectively resolve conflict.

Defining emotional intelligence as “a set of learned, interpersonal abilities that allow leaders to become highly effective” with its five domains, Aderholt’s leadership style and personality can be described as a textbook example. Recalling on Aderholt’s leadership style, retired Air Force chaplain Colonel John A. Doonan remembers that Aderholt always break down a sad news to the families personally when some of his man died. Furthermore, Aderholt made sure that everything possible would be done to help those families. Calling him “father, protector, comforter, and pastor,” Colonel Doonan remembers Aderholt’s philosophy “To hell with the rules. They are still our people and part of this wing. It’s the least we do for those who died for their country.” Demonstrating aspects of emotional intelligence when communicating difficult news and empathy, Aderholt distinguished himself as a truly effective leader. Moreover, without caring for his own career Aderholt’s first thought was to take care of his

An emotionally flexible leader is comfortable with the process of transition, including the grieving, complaining, and resistance.” (NCOA DLC, Set B, Vol 1, pg. 453) By understanding the importance of emotional flexibility I will be able to consciously develop my emotional flexibility and grow into a more well-rounded adaptable leader. This will help me connect with my subordinates, peers and supervision while being better equipped to support the mission. To develop my emotional flexibility, I will have to focus on how considering mine and my subordinates emotions when deal with a change in the Air Force or in my immediate work center. Taking a step back, to gather myself and come up with a clear and decisive course of action, will help to reduce some of the negative emotions that come along with change. I will also seek feedback from both my peers and my supervision in order to practice how I will handle different situations where emotions are high, this will help me identify the areas that I need to improve

This research paper discusses emotions and moods (Chapter 8) in a military organization. My organizational issue is leading an organization through the emotions and moods of a six-month deployment. My research is based on my work-related experience (direct observation). My organizational issue will analyze two core concepts of the affective events theory (AET) and emotional intelligence (EI).

This case study provides valuable insight into the way emotions and soft skills or its absence can affect motivation and leadership capabilities.

With the lack of research dedicated to emotive leaders, the definition of this theory is linked to emotional intelligence, and behaviour, influence, and relational theories. R. D. & Salovey .P. (2014), argue that emotional intelligence has four main components. These are reading people, which utilizes skills in identifying emotions and being able to express emotions logically; getting in the mood, which uses emotion constructively, allowing emotions to influence thought and matching emotion to the task; predicting the future emotion, which involves conducting a ‘what-if’ analysis; and doing it with feeling, managing emotions, staying open to emotion and integrating emotions into

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

Summarizing the results of the study, the authors’ recommendation is for leaders to use caution when regulating their emotions, ensuring that when emotions are displayed, they are sincere.

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.

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

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.