Emotional Intelligence (EI) and Leadership
Trust be told, leader has a lot of responsibilities and requirements. For instance, such person must have a special charisma and feel the audience in order to gather other people around him/her. Besides, leader’s success directly depends on his/her EI level. In order to see this point clearly let us look deeply into this question through article that is presented as follows.
This research was conducted by Sadri (2012) and it includes review of the several EI issues as well as recommendations for future leadership development. Author also raised the issue about origins of EI and its main features.
Researcher explained two important and famous EI models in this article. The first EI concept is based on emotions and their influence on a personality (Sadri, 2012). In addition, it is mostly accepted by academic organizations and it based on four levels of ability to work with emotions. The first level is served in order to recognize most important emotions. The second one allows to use them and be able to evaluate conflicting emotions from others. The third level gives an opportunity to understand emotions and core relationships between them. The fourth one includes special skills of managing feelings and complicated emotions.
The second EI model is based on the ability to motivate, hope, and control different spontaneous decisions. This concept is also called Goleman’s model and it is mainly supported by non-academic network (Sadri, 2012). It also based on five important skills that can be divided in two groups. One of them includes personal competences such as self-awareness, self-regulation, and motivation. Another group consists of social competences, which are empathy and social skills.
In order to show the similarity between Goleman’s concept and types of leadership development, the last ones are also presented in this article. The first type is personal development and its main goal is to help person to evaluate and recognize his/her core talents, principals, and values. The second one is a conceptual understanding. It is used in order to explore leadership basics and its other important points. The third type is feedback and it helps to redevelop or repair existed leadership style in order to create the new stronger one. The fourth one is called skill building and it is made for studying important leadership skills (Sadri, 2012).
Without a doubt, Goleman’s EI model has a lot in common with this leadership development strategy. Therefore, it is one of the primary evidences that EI is necessary for an effective and professional leadership.
Thus from what have been discussed, I may safely come to conclusion that this research includes a lot of useful and crucial information and data about EI and its role in leadership.
EI and Organization Development
Some people hold the opinion that organization development is completely logical and predictive process. However, it requires great social skills due to the fact that people are the most valuable treasure of each organization. Therefore, managers have to implement this simple rule to their strategies in order to build a successful company. Naturally, there are a lot of articles and researches about this topic. One of them is presented in this paper in order to support my arguments about this issue.
This article was created by Yadav (2014) and it examined the role of EI in organization development. It is also includes information about the employees’ abilities to adapt for numerous changes in their organization. Author stated that emotions are skills and they are similar to other ones such as language and music (Yadav 2014).
In this research, EI is presented as a combination of feelings and knowledge. It is also based on the model with four important steps. The first one is to understand person goals and values. The second step is to learn how to control feelings in different situations. Furthermore, the third step is to assess and recognize personal capabilities. The fourth one is to reviews and evaluate personal development stage.
According to the research, EI has a huge importance for organization development due to the several facts. Relationships between ordinary employee and his/her manager is crucial ones. In addition, co-workers communication is also valuable in this case.
This article also includes the research about differences between senior managers and their subordinates. As a result, several important statements were considered there. For instance, a lot of subordinates do not like changes that managers try to implement. In addition, 60% of senior managers work with different unpleasant issues about their subordinates’ performance in a calm and positive manner (Yadav 2014). Despite the fact that many of them have a great relationships, some cases with communication between managers and subordinates have to be developed in future.
Authors also stated that organization EI consists of employees EI and has a strong influence on company’s profit (Yadav 2014). Thus, managers must create special programs for their subordinates in order to increase the general EI of the whole organization.
Taking into account all of these factors, I have to admit that EI is one of the key points of the good organization development. Moreover, high level of EI is necessary for both senior managers and subordinates in order to build a successful and positive working environment.
References
Sadri, G. (2012). Emotional Intelligence and Leadership Development. Public Personnel Management, 41(3), 535-548. http://dx.doi.org/10.1177/009102601204100308
Yadav, S. (2014). The Role of Emotional Intelligence in Organization Development. IUP Journal of Knowledge Management, 12(4), 49.
