Emotional intelligence is described as the ability of an individual to utilize this or her emotions to determine actions ad moves. People who are emotionally intelligent can use their feelings as well as the reactions of other people near them to distinguish between different situations and categorize them accordingly. Apart from that, they can use emotional information to guide their line of thinking and to get used to a particular environmental element so that it gets easier for one to accomplish his or her targets. However, despite there being sufficient evidence that the aspect is scientifically right, there are criticisms from scientists who dismiss it as unreliable and inaccurate.
People who have higher emotional intelligence have better mental health and abilities, can perform better at work, and are better leaders than those who are emotionally intelligent. However, some people do not attribute these abilities to emotional intelligence but rather link them to personal traits of individuals. However, according to studies, emotional intelligence caters for 67% of the total features that would make one an effective leader (Antonakis, Ashkanasy, & Dasborough, 2009). As a matter of fact, these authors have noted that it is twice as important as intelligence quotient and technical abilities. The two major examples of emotional intelligence are the capacity to recognize one's emotions and managing them appropriately, and the ability to identify another person’s emotions and using the knowledge to effectively when dealing with the individual.
When comparing emotional intelligence with intelligence quotient (IQ), one finds that the former is a better trait to possess than the latter. In other words, emotional intelligence is a better measure of success in leadership and workplace relationships than intelligence quotient (Antonakis et al., 2009). In essence, intelligence quotient is mostly used to determine an individual's academic ability and not emotional capacity.
Fundamentally, leaders in the modern-day workforce need to possess emotional intelligence so that they can perform better in the dynamic workplace that defines the modern job market (Mills, 2009). It would be important to deal with all the employees in a suitable manner so that they can improve their efficiency and loyalty to an organization. When one observes the profiles of top managers and executives in the world, it is clear that most of them possess high emotional intelligence, which enables them to lead organizations that are made up of hundreds of employees.
When one is a leader, it is important to form strong relationships with everyone; inside and outside the organization. However, the strong relationships can only be formed if a manager can engage the people in a positive way. Emotional intelligence enables a leader to identify with the emotions of the employees so that they can feel attracted and desire to continue working with the leader. (Cavazotte, Moreno, & Hickmann, 2012). Notably, one cannot lead effectively without having proper working and personal relationships with the people that he or she leads.
In essence, being a leader demands excellent communication skills. One needs to articulate issues in the right manner and get the proper kinds of messages to the intended recipients. However, one may be good at communicating but cannot make the recipient connect with the message. Emotional intelligence enables one to create the emotional connection because one can identify the feelings of the recipient and create a something that suits the emotional condition. As a result, the message appeals not only professionally but also emotionally. Communication is, therefore, enhanced in this situation.
If a leader does not possess strong emotional intelligence, it is a potential setback for the individual and the organization at large (Cavazotte et al., 2012). The emotional connection between the person is likely to be absent in such a situation. Therefore, workers cannot relate with the leader, which will lead to poor coordination. The poor coordination could eventually lead to poor output. Another consequence that would occur due to a lack of emotional intelligence is the loss of credibility. A leader who cannot connect emotionally with the employees finds it difficult to earn the trust and support of all the stakeholders.
A leader needs to be aware of certain elements of emotional intelligence to be effective and stand out among other leaders (Antonakis, Ashkanasy & Dasborough, 2009). For instance, empathy is important because it enables a manager to understand the emotional situation of the employees. In this regard, it is easier to deal with matters that affect them conclusively. Furthermore, self-regulation is another element that may help a leader to be effective. Controlling one’s emotions and thinking first before taking any action enables the leader to act rationally.
An organization needs to conduct regular performance evaluation among its leaders to determine their suitability and emotional intelligence. By doing this, a business can know where to start when it comes to the improvement of social skills of leaders. A performance evaluation would identify the strengths as well as the weaknesses of manager and will also help to establish the reasons for dismal performance. Using this strategy would enable a company to improve their performance, and thereby their emotional intelligence. For instance, when one runs a large organization like Samsung, it is important for the individual to be alert at all times and identify any opportunity that would enable the company to be better. The leaders need to be continually evaluated so that the firm can continue producing quality products. As a matter of fact, Samsung is known for the production of devices that are durable and meet specific requirements of customers. Emotional intelligence among the leaders contributes a lot to this success.
References
Antonakis, J., Ashkanasy, N. M., & Dasborough, M. T. (2009). Does leadership need emotional intelligence? The Leadership Quarterly, 20(2), 247-261.
The article states that emotional intelligence counts for a high percentage of the total traits of an effective leader. It is a better way of determining the success of a leader as compared to intelligence quotient. However, managers need to know certain elements of emotional intelligence to make their leadership more efficient.
Mills, L. B. (2009). A meta-analysis of the relationship between emotional intelligence and effective leadership. Journal of Curriculum and Instruction, 3(2), 22-38.
The paper discusses the relationship between emotional intelligence and effective leadership. It states that leaders need to emotionally intelligent to lead in the modern corporate setting. The modern workplace has a lot of dynamics that make it difficult to lead properly. Emotional intelligence is the determining factor for effective leadership.
Cavazotte, F., Moreno, V., & Hickmann, M. (2012). Effects of leader intelligence, personality and emotional intelligence on transformational leadership and managerial performance. The Leadership Quarterly, 23(3), 443-455.
The article states that emotional intelligence enables a leader to relate to the employees. In fact, the trait helps the relationships between leaders and staff to improve. Lack of emotional intelligence could have adverse effects on an organization. Hence, it is essential that leaders learn to be emotionally intelligent.
