Emotional intelligence is made up of several key components. Those components include self-awareness, empathy, the ability to recognize and moderate one’s emotions, self-motivation, and social savvy (Sadri, 2012). Several studies have shown that there is a direct correlation between effective leadership and a higher level of emotional intelligence. Management theory tends to differentiate between two distinct leadership styles – transformational and transactional. It is the former that theorists link to a higher levels of emotional intelligence in the managers, as well as higher levels of performance in their subordinates.
A transformational leadership style differs from a transactional style in that the latter tends to focus on the use of rewards and punishments in order to extract desired behaviors from subordinates (Sunindijo, 2012). When enacted, a transformational leadership style focuses more heavily on employee autonomy, team relations, team cohesiveness, and individual employee development (Sunindijo, 2012). A higher level of emotional intelligence is what predisposes a manager to enact a transformational leadership style. While the majority of leaders find that they must also utilize some aspects of transactional leadership in order to be effective, transformational leadership is advantageous when it comes to an organization’s long-term success.
Literature Review and Analysis
What is Emotional Intelligence? Emotional intelligence is the intuitive counterpart to
Psychologist Daniel Goleman, author of Emotional Intelligence outlines five areas essential to achieving a high level of emotional intelligence (EQ): self-awareness, self-regulation, social skill, empathy, and motivation (George, 2015). Possessing a high EQ is invaluable as it allows individuals to connect with others on an interpersonal and emotional level rather than in a strictly intellectual matter. However, EQ and IQ are not mutually exclusive, instead, it is essential for both to be joined together to achieve an optimal level of leadership. Leaders who lack EQ and lead only with their intellect tend to dismiss the opinions of others and dominate decision making (George, 2015). Such leaders have the tendency to surround themselves with subordinates who are complacent and submissive. As a result,
Batool, B. F. (2013) Emotional Intelligence and Effective Leadership. Journal of Business Studies Quarterly, 4(3), 84-94. (Note: Available in the Strayer Library)
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 enables leaders to deal with their own internal responses, moods, and state of mind. Social intelligence informs how we understand and interact with others. Leaders who have developed emotional and social intelligence are effective because they act in ways that these people around feeling stronger and more capable. Emotionally intelligent leaders motivate and inspire through sharing hope and an optimistic view of the future”. (McKee, et. all, p. 26) As we have learned in reviewing this competency, it’s important to be able to promote teamwork and trust. This competency promotes enhancing relationships; this can be achieved by how you choose to interact with
Leadership development is a multi-billion-dollar industry in the United States and Europe. This essay discusses the difference in transformational and transactional leadership styles and provide examples. Transformational leadership is developmental and usually begins with a transactional approach. First, transactional leader's behavior approach is management- by-exception. This leader puts out fires by taking corrective actions to solve the problem. Additionally, he/she uses contingent reward behavior: rewards an employee for doing a good job. Both concepts have proven to be effective. Something as simple as a pat on the back brings about a greater
"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 in leadership has been described by Prati et al. as “the ability to read and understand others in social contexts, to detect the nuances of emotional reactions, and to utilize such knowledge to influence others through emotional regulation and control” (Prati et al., 2003). Importantly, emotional intelligence also comprises the capability to monitor, understand and regulate ones’ own emotions (Salovey and Mayer, 1990) and evidently overlaps with
Transformational leadership comprises four components: inspirational motivation, idealized influence, individualized consideration and intellectual stimulation. The transformational leadership style can create positive outcomes for followers, which is a positive reflection of their leadership style. The transformational leadership style also has its dark side. Schuh, Zhang, & Tian (2013) describes two types of transformational leadership style, the first type of transformational leadership focus on altruistic goals and common good and behavior characterized by high moral and ethical standards. The second type of transformational leadership style is self-centered, focuses on their own status, authority, power, and position at the expense of
The Transformational Leadership style is my approach to be an outstanding and effective supervisor/ leader. My leader style reflects values that support transformation within a team or work environment. Transformational leadership style is a high level of communication from management to staff that drives an organizations goals such as Mission, Vision, and Values. The transformational leadership approach fosters a positive approach that let each member of a team give his/her opinion prior to a decision is made by a supervisor or organization leadership. As a VHA aspiring leader, I have found that leaders must motivate employees to enhance productivity and efficiency through communication, trust, and high visibility.
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
Transformational Leadership can play a role in creating a successful team. It can also be the process that changes and transforms people dealing with emotions, values, ethics, and standards. Transformational Leadership is the process whereby a person engages others and creates a connection that raises the level of motivation and morality in both the leader and the follower (Northhouse , 186). This applies to a team because you always have to be able to connect and motivate others
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
Emotional Intelligence and Leadership It was Daniel Goleman who first brought the term “emotional intelligence” to a wide audience with his 1995 book of that name, and it was Goleman who first applied the concept to business with his 1998 HBR article, reprinted here. In his research at nearly 200 large, global companies, Goleman found that while the qualities traditionally associated with leadership—such as intelligence, toughness, determination, and vision—are required for success, they are insufficient. Truly effective leaders are also distinguished by a high degree of emotional intelligence, which includes self-awareness, self-regulation, motivation, empathy, and social skill. These qualities may sound
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 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.