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Week 8: Emotional Intelligence (Why the need for Emotional Intelligence?,…
Week 8: Emotional Intelligence
What is Emotional intelligence?
Ones ability to recognise, understand and manage their own emotions as well as those of others that they interact with.
Why the need for Emotional Intelligence?
IQ alone does not predict effective leadership and
therefore organisational success
Empirical evidence that supports a positive
relationship between emotional intelligence and
leader/organisational performance
Emotional intelligence can be learned - managers can
be trained on emotional intelligence through
structured long-term training programs
At the upper echelons of organisations, technical
competencies are of lower importance
Emotional Intelligence - Self awareness skills
Self Awareness
Self Aware individuals have:
Have a deep understanding of one’s emotions, strengths,
weaknesses, needs, and drives
Are neither overly critical or unrealistically optimistic –
they value honesty with oneself as well as with others
Understand how their feelings affect them, others, and
their job performance
Have a solid understanding of their values and goals
identifying self aware individuals
Ability to speak accurately and openly about their
emotions and the impact they have on their work
Frank in admitting failure
Recognise and highlight their limitations as well as
strengths
Self-Regulation
Extreme displays of negative emotion unlikely to
result in effective leadership
Those with self-regulation are not bound or
controlled by their feelings
They are able to control feelings and use them to
their advantage
Why does self-regulation matter?
Leaders in control of their feelings are more likely to
create trusting and inclusive work environments
In highly volatile environments where one’s
adaptability dictates survival and success, selfregulations
enhances one’s adaptability to change
Can lead to greater integrity in leaders
Motivation
Effective leaders:
Have a desire to achieve beyond expectations –
their own as well as everyone else’s.
They want to achieve for the sake of achievement
and not necessarily for external rewards
Continuously attempt to raise the performance bar
and track progress
Are better equipped to deal with failure, especially
when combined with self-regulation
Have a strong passion for what they do (those with
leadership potential included)
Emotional intelligence
relationship-management
skills
Empathy
Thoughtfully considering other’s
feelings along with additional factors
when making decisions
Why empathy?
Increasing reliance on teams
Rapid rate of globalisation
War on talent (i.e. mentoring and coaching)
Social skill
Culmination of other dimensions of emotional
intelligence - allows competency in other
dimensions to be employed
A core task of being a leader is ‘managing
relationships’ with others – above, parallel,
and below
Being friendly – but with a specific purpose –
influencing people to move in the same
direction as you
Those with strong social skills:
Wide network within and outside organisation
Find it easy to establish common ground with a
diverse range of people
Can emotional intelligence
be learned?
Genetic component to emotional intelligence
Emotional intelligence a product of the brain’s limbic
system governing feelings, impulses, and drives
The limbic system learns best through motivation,
extended practice, and feedback
Training the limbic system takes a lot longer than
training the neocortex governing analytical and
technical ability
Nurture also play a significant role
Emotional intelligence increases with age (i.e.
maturity)
However, age does not guarantee heightened
emotional intelligence
Requires sincere desire and commitment from the
learner
Easier to learn regression analysis than empathy!