Introduction
The paper aims to shed light on the topic of emotional intelligence and determine the importance of emotional intelligence for effective leadership.
Emotional intelligence explained and example of the concept
Robbins, Judge & Sanghi (2010), in their book, described the concept of emotional intelligence as the ability of a person to realize his or her own emotions when experience them (to be self-aware), the ability of a person to detecting emotions in others, and the ability to manage emotional information and cues. For example, people who know their emotions and understand the reason behind their anger and deal with the situation without being angry and violating the norms are known as emotionally intelligent people. Emotionally intelligent people know to handle their emotions and handle situations effectively. For example, multiple times supervisors after having harsh communication with managers through their anger on a subordinate. However, the supervisor who does not do so and understand that the real reason for the anger is a manager, not subordinates tend to manage good relation with subordinates is called emotionally intelligent.
Examination of the concept of emotional quotient and comparison with traditional “emotional intelligence quotient”
(Hills, 2014)
Leaders need emotional intelligence to manage the workforce and possible consequences in which leaders should not consider emotional intelligence
For becoming an effective leader, it is essential to have emotional intelligence. Leaders are liable to lead people with different attitudes and emotions hence it is pivotal for them to have an ability to manage their own emotions; examine and manage the emotions of diverse followers. Leaders with emotional intelligence have an ability to sense the feelings of employees and therefore, they can better manage and lead workers as compared to the leaders who have no sense of emotions. Emotionally intelligent leaders prove themselves as a key to the success of the organization. EI is pivotal for leaders as it helps leaders in gaining the trust of employees and leaders are better able to understand the social and political conversations. Through EI, leaders can set a specific climate that has a significant impact on organizational performance (Batool, 2013).
Here, it is critical to mention that in all situations it is not crucial that leaders use their emotional intelligence. For example, it is amongst the responsibility of leaders to break the status quo for the betterment of the organization. When leaders attempt to break the status- quo they have to face resistance, in this situation leaders should not consider the emotions of employees rather consider the betterment of the organization. Leaders need to be emotionally intelligent when they want to move people. Where leaders need to hard hit the factual cases; they do not need to consider emotions. In short, emotional intelligence in leadership has a situational role (McCrimmon, 2009).
Elements of emotional intelligence for enhancing the leadership effectiveness
Emotional intelligence is amongst the key elements of effective leadership. Some of the key elements of emotional intelligence that can enhance the leadership effectiveness include self-awareness, empathy, self-management, effective communication, and relationship management. Effective leaders have the ability to become sympathetically in tune with the emotions and selves. They have a sound awareness of the situation. They have an ability to overcome the stress in the moment of stress, the ability of understanding, realizing, and responding to emotions, and the capability to understand the effects of the actions and words on others (Gleeson, 2015).
Recommended strategy for increasing the social skills of leaders that optimistically influence emotional intelligence.
The strategy that an organization could consider for improving the leaders’ social skills can be the hard work of changing the behaviors. Companies should train their leaders with regard to deal with different sort of people and encourage them to take part in change program. Companies should teach leaders such tactics through which leaders can manage change. Companies can offer them training regarding the effects of words and actions have on employees and how they can be managed. Such sorts of training programs can contribute to enhancing the social skills of people and can influence their emotional intelligence optimistically.
Conclusion
The paper presents the concept of emotional intelligence and its importance for effective leadership. Some of the key elements that contribute to effective leadership include self-awareness, understanding, self-management, effectual communication, and relationship management. Organization for enhancing social skills and influencing emotional intelligence positively can offer a diverse range of training programs that will ultimately contribute to organizational performance and progress.
References
Batool, B. (2013). Emotional Intelligence and Effective Leadership. Journal of Business Studies Quarterly. 4(3), 85-94
Gleeson, B. (2015). 5 Aspects of Emotional Intelligence Required for Effective Leadership. Inc. Retrieved July 25, 2016, from http://www.inc.com/brent-gleeson/5-aspects-of-emotional-intelligence-required-for-effective-leadership.html
Hills, R. (2014). What is the difference between IQ (intelligence quotient) and E.Q (Emotional Quotient)?. Quora. Retrieved July 25, 2016, from https://www.quora.com/What-is-the-difference-between-IQ-intelligence-quotient-and-E-Q-Emotional-Quotient
McCrimmon, M. (2009). Why Emotional Intelligence Is Not Essential For Leadership. Ivey Business Journal. Retrieved July 25, 2016, from http://iveybusinessjournal.com/publication/why-emotional-intelligence-is-not-essential-for-leadership/
Robbins, S. P., Judge, T. A., & Sanghi, S. (2010). Organizational Behavior, 13/E. Pearson Education.
