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EI
The concept of Emotional Intelligence (EI) is very simple: it involves having a sense of how people feel and what sort of interaction, environment, behavior or situation is likely to have a specific or general impact on their emotional state. Because every person is unique and different, it necessitates having the ability to "read" people very quickly and gauge the sort of way of communication that this person would prefer to have. For instance, some people prefer formal modes of expression, some prefer joking, some are sensitive to comments, and some are not affected by criticism at all. Judging all of this adequately and effectively is what gives one EI. If one possesses EI, he or she can more effectively engage with others by considering their feelings and ensuring that the best feelings are always being brought out in others. Because emotions play a part in how we perceive and interact with our environment, it is important to have EI, especially in management positions, because so many people are depending on you for guidance and support. Emotional support, even in subtle ways, is crucial in the laying the foundations for a strong workplace culture.
Emotions and moods should...
As Sanders (2006) shows, likeable managers are ones who have a sense of EI and know how to coordinate and communicate with their follows in order to deliver success within operations. Unlikeable managers are ones who have negative qualities and who lack EI: they simply do not care what sort of emotional/psychological effect they have on their employees/followers and are only concerned with themselves. Having EI and using it ensures that management is not narcissistic or self-centered and that workers are always put forward first so that their needs and concerns are being met. Happy workers are the key to a successful environment, because if they feel fortunate to be where they are it will show through in how they conduct themselves, how well they apply themselves and how much positivity will be delivered day in and day out (Schyns, Schilling, 2013)
Leaders may succeed without EI but it will be in a position where they are not interacting with others on a daily basis. A manager, for instance, who is removed from the focus of daily operations and is more involved in overseeing the data as it comes in…
References
Sanders, T. (2006). The Likeability Factor. NY: Three Rivers Press.
Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-
analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24: 138-158.
Emotional Intelligence and the Role it Plays in Project Portfolio Management One of the most important and essential qualities of leadership needed in today's multigenerational business world is Emotional Intelligence (EI). EI is a "people smart" type of intelligence -- it enables an individual to read a person and provide the right kind of emotional feedback and/or responses to that person's needs. Leaders who demonstrate strong emotional intelligence are able to
Armed with such information, transformational leaders can respond appropriately thus effectively averting possible fallout. This is a clear indication that they possess empathy. Empathy according to Goleman (2004) is "the ability to understand the emotional makeup of other people." By easily identifying with the thoughts and concerns of their followers, transactional leaders can better take a group's pulse while at the same time correctly reading its concerns and thoughts. Further,
Emotional intelligence Leadership - What makes a good leader? Emotional intelligence (EI) refers to the capability to recognize, manage and assess emotions. Some researchers propose that emotional intelligence can be learned and reinforced, while others claim it is an innate trait (Cherry, 2011). Emotional Intelligence has become a crucial part of how today's leaders meet the significant challenges they face everyday. Emotional Intelligence can help leaders in an increasingly difficult leadership
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In other words Emotional Intelligence means that the individual is capable of: (1) Accurately perceiving emotions in oneself and others; (2) Uses emotions to facilitate thinking; (3) Understands emotional meanings; and (4) Manages emotions well. This model is referred to as the 'ability' model of emotional intelligence. (Mayer & Salovey, 1997) DANIEL GOLEMAN-PERSONAL & SOCIAL COMPETENCE Daniel Goleman proposed the model of emotional intelligence based on the Personal and Social competencies
2008). Interestingly, this study also showed that the age and length of service for nurses was also related to their experience of work related stress independently of emotional intelligence, with younger and less experienced nurses reporting lower levels of stress than those with longer service records (Landa et al. 2008). While emotional intelligence is a major part of dealing with stress occurring in the workplace, then, it is not