Personal Statement : Emotional Intelligence Survey Essay

Abraham, R. (1999). Emotional Intelligence in associations: a conceptualization. Hereditary Social and General Psychology Monographs, 125(2), 209-224.

The book, Emotional Intelligence 2.0, provides an alternative approach to how a person achieves success. This book does not focus on the conventional determinant of success, such as formal education and training, experience, and intelligence level (IQ). Although all these components contribute greatly to ones achievement of success, these factors are not the only factors to be considered in whether a person will be successful or not. This book focuses on the concept that it refers to as emotional intelligence (EQ), which is one’s ability to recognize and effectively understand his/her emotions in a productive and rational manner.

I found that my top five weaknesses are as follows: 1. Money management, 2. Understanding technology, 3. Energy level, 4. Seeking support from others and 5. Ability to focus on one thing at a time (Bethel University, 2014).

Australian Business Leaders have identified skills that are most important in a business landscape; these include Continuous Professional Development and Communication Skills. In this portfolio I will reflect upon my skill development and learning’s in BSB124 – Working In Business. Through this reflection I will discuss my skills built through the learning of Emotional Intelligence throughout the unit. I will be discussing Goleman’s Emotional Intelligence theory that we have learnt as well as other practical ways of testing Emotional Intelligence. I will also discuss an area of possible improvement of my Emotional Intelligence linking to my future career prospects through my own personal results in the Schuttes Emotional

My strengths are my self-confidence, determination, organization, and ability to prioritize. Balancing an overloaded school schedule, upwards of 24 credits in a semester, maintaining excellent grades, raising a toddler, and volunteering are demonstrative of my greater fortes. In terms of weaknesses, public speaking has always been difficult for me, as well as networking. I have branched outside of my comfort zone, engaged in volunteer opportunities, student organizations, and clubs as an effort to improve upon this.

For the time of transition, many college students face different emotional challenges that affect them in many ways, unless they realize the influential aspect of emotional intelligence. It is more likely to success in college by applying the use and understanding of emotional management. The book says: “Going to college is not only about enjoying success and accomplishments but also about persevering when things get difficult or go wrong”. As a definition Emotional Intelligence “is the ability to identify, use, understand, and manage emotions”. I will break it down by taking about the positive and negative accomplishments, the effects or impacts of Emotional Intelligent in the life of collegians, and the cultural shock that most students face in their journey.

Emotional intelligence is conceptualized as a person’s ability to overcome stress, communicate effectively, understand others, cope with challenges, and solve conflicts by identifying, using, understanding, and managing their emotions positively (Gines, 2015). Emotional intelligence allows individuals to understand others, without necessarily talking to them. This understanding is vital since it influences the way we relate with other people. Emotional intelligence can be defined using four components which include self-awareness, self-management, social awareness, and relationship management (Segal, Smith, & Shubin, 2016). The essay focuses on these four components and the skills that help in building emotional intelligence.

I know a person who personally struggle with emotional intelligence specifically his ability to read people’s reactions and see their perspectives. Managers subordinates were terrified of working with him. People even went so far as to hide bad news from him. Naturally, he was shocked when finally confronted with these facts. He shared his experience with his peers outside of work and they agreed with what his employees told him. When their opinions on any given subject did not mesh with his, they, too, were worried about what his reaction would be. With the help of an emotionally strong co worker, my friend began to improve his empathy through practice and feedback. His first step was to step out of his comfort zone, so he went to the low income side of town. While there, he monitored his reactions to things he wasn’t use to and his openness to people who were different from him. At the same time, he made an effort to use on-the-job interactions as opportunities to practice “hearing” ideas that differed from his. His emotional intelligence wasn’t immediately imporved, but with hard work and time the executive’s emotional intelligence did ultimately rise, and the improvement was reflected in his overall performance and relationships at the

This paper has 3 purposes. First, to assess my emotional intelligence (EQ) and relate my EQ to my future nursing practice. Second, to compare the differences between leadership styles. Last, to provide a definition of leadership and illustrate how the provided definition of leadership will impact my future role as an advanced practice nurse practitioner (APNP). The tools used to accomplish the goals of this paper are a web based EQ assessment tool and a review of literature related to leadership and EQ.

Emotional intelligence, or EI, has begun to make head way in the nursing world in its tie to leadership. Nurses are people, so they experience emotion just like every other person. Their work is stressful and trying, it provokes emotion due to the environment and situations at hand. The ability to recognize one’s own emotions, along with those that present in others is an important skill (Morrison, 2008). Being able to recognize emotions makes it easier to manage our lives and our relationship with others. These are the aspects that make a person competent enough to say that they have emotional intelligence. Supporters of emotional intelligence believe that EI may be more valuable in determining a good leader than intellectual

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

As a leader in the military, I encountered an airman who was low on the emotional intelligence scale. He survived basic training and a pretty intense two month technical school that required he learn at a fast pace while still adjusting to military norms. He lasted less than two years in the military before he was asked to leave. This airman had met all the military prerequisites. To work in the public affairs arena he had to score pretty well on the military entrance exam, so he met the usual predictor of success; he had the cognitive abilities. He was separated from the Air Force because of his poor social skills. This paper will discuss whether our organization could have developed the airman's emotional intelligence and if so, what effective training would look like.

The book “Working with Emotional Intelligence” by Daniel Goleman deals with the emotional assets and liabilities of individuals in organizations. Emotional intelligence is traits that go beyond academic achievement or IQ. As a matter of fact he points out that high academic intelligence can sometimes stand in the way of emotional intelligence. Broadly speaking, emotional intelligence determines how well we handle difficult situation, which cannot be solved by logic, but more by a “feel” for the situation. These attributes are very hard to measure, which is why many standardized tests, whether academic or for employment, fail to measure these attributes, even though these are the one which determine

While I definitely have more strengths than weaknesses, I do consider myself to have three weaknesses in my attributes. My weaknesses would include: Impatient, Shy and Reluctant. When working on a project, I can become a little impatient if the other group members are not pulling their weight properly or waiting till the last minute to do things. According to Melody Fletcher’s How To Overcome Impatience article, “Impatience is a response to fear”. I have a strong desire to control not only the outcome, but also how that outcome will come about and being impatient causes stress for myself because of the fear of failure. It can be somewhat irritating to work so hard on a project to have other group members conduct themselves in a manner that is unprofessional or not up to our higher education degree standards. I have managed to work on this weakness by knowing that every individual works at a different pace and levels of proficiency. I can be pretty shy when working in a group setting. While I try not to be reserved or nervous, I tend to sit back in listen during the first few group project meetings. I have worked on this weaknesses over my time at Full Sail University, by being more proactive in the group setting and taking control of either being the

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