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Emotional Intelligence (Self Management Skills (Self-Awareness (Self-Aware…
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- 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
- 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
- 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, self-regulations enhances one's adaptability to change. This can lead to greater integrity in 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).