Leadership That Gets Results By Daniel Goleman Essay

Self-Awareness, self-concept and emotional intelligence are effective managerial concepts that will result in leadership success. According to Stanford University, having these soft skills are indispensable traits that good managers should develop to be successful leaders. Managers strive to become aware of who they are, what their values, attitudes, skills, and abilities are. These values drive them to achieve and will eventually result in them become more effective. (Showry & Manasa, 2014, p. 15)

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.

In conclusion, today leadership must focus on their strength and weakness evaluating themselves and training in improving the Emotional Intelligence. Self-assessment is an on-going process to achieve high successful result that will benefit companies but at the same time work environments. Researches have analyzed many data in different company size. These researchers have identified that leaders being self-aware, self-confident

In the reading by Daniel Goleman, the six different type of leadership are described, and defined. The writer states the different types are Coercive, Authoritative, Affiliative, Democratic, Pacesetting, and Coaching (Goleman, 2000). “Coercive leaders demand immediate compliance. Authoritative leaders mobilize people toward a vision. Affiliative leaders create emotional bonds, and harmony. Democratic leaders build consensus through participation. Pacesetting leaders expect excellence and self-direction, and coaching leaders develop people for the future,” (Goleman, 2000). The reading state out of the six, Authoritative leadership is the type which has the most positive effect on workers because in the realm of Emotional Intelligence it shows empathy, and self-confidence (Goleman, 2000). The other positive leadership styles are Affiliative, Democratic, and Coaching (Goleman, 2000). In all of these types, the common theme is empathy, and working together.

What makes a leader by Danel Coleman was a very good article in the explanation of emotional intelligence of a leader.

Although trait and skill theories have ideas that can be intertwined and can be compared

This paper will incorporate four of the self-assessment I completed (Leadership, 2004). They are as follows; social motives in the work setting, my leadership styles, emotional intelligence, and team excellence. I will also identify and discuss my leadership characteristics, strengths, and weaknesses. We must first understand what leadership means. To lead, nonetheless, is to excite, to impact, and to inspire. Successful leaders move others to draw in incredibleness, to stretch out themselves and to go past their perform work necessities by producing innovative thoughts. It has been said that directors are individuals who do things right and leaders are individuals who make the best choice." This refinement is to some degree exaggerated since successful leaders do a considerable measure of overseeing and compelling chiefs need to lead.

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

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

“What do effective leaders do to remain effective?” was a question that I proposed to my Leadership Application Program Speakers Round Table Class. In response I received a number of answers from personality traits to emotional intelligence. Leadership is a word that can be defined in many different ways. In the article “Leadership That Gets Results” they take the time and breakdown the six different steps of leadership, the six styles are coercive, authoritative, affiliative, democratic, pacesetting and coaching. The late David McClelland, a noted Harvard University psychologist, found that leaders with strengths in a critical mass of six or more emotional intelligence

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

Overall, Emotional Intelligence and resonant leadership are very important concepts in the marketplace today. They are vital to the dynamics of an organization and are qualities that the modern leader must possess in order to foster change and inspire others towards the achievement of goals and objectives. It is through these two concepts that a leader is truly able to elicit team unity and foster an atmosphere of change within the organization.

In a study by Mandell and Pherwani (2003), the relationship between emotional intelligence (EI) and transformational leadership style was examined in order to determine whether EI scores could be used to predict transformational leadership style. In addition, gender differences in the relationship between EI and transformational leadership were examined to determine if there is a significant interaction of gender and emotional intelligence. This research is important, because transformational leadership has been found to be the most effective style of leadership. Therefore, if EI can predict transformational leadership style, it would be useful for organizations to use EI measures in their selection battery for managerial positions and in development of current managers. In the study, transformational leadership was defined as a leadership style that encourages subordinates to look at their work from different viewpoints, motivates employees to promote the organization’s mission, and develops employee abilities. Emotional intelligence was defined as an ability that involves self-monitoring of one’s own feelings and emotions, as well as, monitoring the emotions of others in order to guide one’s behaviors and make decisions.