Relationship Between Emotional Intelligence And Leadership Education Essay

One –

What is the relationship between emotional intelligence (EI) and leadership? Do you see evidence of the leaders in your organizations displaying EI? Explain.

Student’s answer – Research suggests that emotional intelligence is related to several aspects of transformational leadership, such as inspirational motivation, individualized consideration (Palmer, Wall, Burgess, & Stough, 2001) and idealized influence (Barling, Slater, & Kelloway, 2000). Mills (2009) performed a meta-analysis of 48 studies to examine the relationship between emotional-intelligence and effective leadership. Mills found strong evidence for the essential elements of emotional intelligence models (Bar-On, 2006; Dulewicz & Higgs, 2000; Goleman, Boyatzis, & McKee, 2002; Mayer & Salovey, 1997) and all four components of transformational leadership. Mills suggested that emotions may be intertwined with transformational leadership skills. Based on these results, Mills asserted that emotional intelligence should no longer be considered a soft skill, but should be incorporated into leadership development programs.

Several leaders in my organization exhibit the elements of emotional intelligence, as described by Goleman et al. (2002). I would also describe these leaders as effective and transformational. Do you think that emotional intelligence is a prerequisite of transformational leadership? 

References:

Barling, J., Slater, F., & Kelloway, E. K. (2000). Transformational leadership and emotional intelligence: An exploratory study. Leadership & Organization Development Journal, 21, 157-161.

Bar-On, R. (2006). The Bar-On model of emotional-social intelligence (ESI). Psicothema, 18 (suppl.), 13-25.

Dulewicz, V., & Higgs, M. (2000). Emotional intelligence a review and evaluation study. Journal of Managerial Psychology, 15, 341-372.

 

Goleman, D., Boyatzis, R., & McKee, A. (2002). Primal leadership: Realizing the power of emotional intelligence. Boston, MA: Harvard Business School Press.

 

Mills, L. B. (2009). A meta-analysis of hate relationship between emotional intelligence and effective leadership. Journal of Curriculum and Instruction, 3, 22-38.

Palmer, B. R., Walls, M., Burgess, Z., & Stough, C. (2001). Emotional intelligence and effective leadership. Leadership & Organization Development Journal, 22, 5-10.  

Mayer, J. D., & Salovey, P. (1997). What is emotional intelligence? In P. Salovey & D. J. Sluyter (Eds.), Emotional development and emotional intelligence (pp. 3-31). New York: Basic Books.

My answer.

Emotional intelligence is related to leadership. It’s true since the history of emotional intelligence dates back to the times of Darwin’s work. According to Thorndike (1920) emotional intelligence is defined as the skill of understanding and managing other people. This ability to understand other people’s feelings, fears and motivation is what leadership is all about. In the thesis of Wayne Payne a study of emotional intelligence in 1985 is first defined in terms of the traits related to leadership but the distinction between trait emotional intelligence and ability emotional intelligence is brought in at a later stage in relating personality and leadership. But in my view it’s true that the two are related.

Reference:

Thorndike, R.K. (1920). Intelligence and Its Uses. Harper’s Magazine 140, 227-335.

Question 2 –

What is the relationship between emotional intelligence (EI) and leadership? Do you see evidence of the leaders in your organizations displaying EI? Explain.

Student’s answer – Emotional intelligence (EI) is a competency, which is considered critical for leaders. Leaders who display emotional intelligence are more likely to have better results within the organization (Goleman, 1998). Emotional intelligence is a form of intelligence does not correlate with a technical ability or a leader’s expertise.  EI is a soft skill that enables a leader to motivate a team.

Many times leaders are promoted into leadership positions based on individual contributory success. They may have excelled as an individual, but are unable to successfully lead a team. According to Goleman (1998), EI is what sets the two individuals apart. Standard IQ and work experience are important abilities, however, Goleman’s study proved emotional intelligence to be a critical piece of leadership. This study sited that without EI, a leader will not have the ability to become a great leader. The study also correlated low EI with low performance. Leaders who scored low on emotional intelligence tests had a tendency to be terminated or move out of the leadership position voluntarily (Goleman, 1998).

Our organization uses a written test called the Previsior. This is an assessment to measure an employee’s compatibility with our organizations culture and values. We have had frontline employees who worked for the company for 10 years, apply for a supervisory position and fail the test on a poor match for culture. When I argued the results with our human capital partner. I was told the test was not wrong, and if we deviated for one- it could be viewed as discrimination later. While I think that humans should have the ability to override the decision that a computer make- I think the computer made the right decision for that particular employee. It is a difficult story to tell as a leader though. We say that we promote from within, and then when an employee fails the test we write them off- without offering classes or assistance to pass the test in the future.

Reference:

Goleman, D. (1998). What makes a leader? Harvard Business Review, 76, 93-102.

My answer.

It’s true from the works of Goleman he talks more on the links between emotional intelligence and leadership effectiveness in most of his documentations. From these documentaries although the student does not bring out the relation clearly, according to Geleman it’s a culture that can be adapted but brings in the issues of cultural intelligence.The researchers Alon & Higgins (2005) in their research argue that Cultural intelligence is more important than IQ in a work place. It influences a person’s work performance and career success. They move forward to say that emotional intelligence is not only important in our career or business but also in life and leadership. Unlike management, it is all about coping with change while cultural intelligence support this since it’s defined as the capability for successful adaptation to new culture and unfamiliar setting.

Reference:

Alon, I. & J.M. Higgins. (2005) Global leadership success through emotional and cultural intelligences. Business Horizons publisher. Pp.501-512

Question 3

What is the relationship between emotional intelligence (EI) and leadership? Do you see evidence of the leaders in your organizations displaying EI? Explain.

Student’s answer – According to the University of Phoenix Week Seven Lecture, “Emotional intelligence is a form of intelligence unrelated to technical or functional expertise. Leaders who display emotional intelligence possess a set of social skills that enable them to guide and motivate followers to achieve company goals” (para. 1). Leadership is a person’s ability to influence others towards achievement of a common goal. In reviewing the above description of EI, it is stated that EI is “social skills that enable them [leaders] to guide and motivate followers to achieve company goals. It seems clear that if EI is not synonymous with leadership, it is extremely closed (directly synergistic). EI plays an essential and direct role in the effectiveness of leadership. Without EI, a leader is essentially not effective and unable to lead or motivate others to achieve common goals.

 

Some of the leaders in my organization display strong EI skills, while others do not. For example, one is much better at maintaining relationships with others and has an open door policy. The other is very much task oriented and very ineffective at building or maintaining relationships. The first one is a very effective team builder, while the other demoralizes and frustrates everyone. Everyone wants to follow the first, while people only follow the other in-so-much as they have to due to his legitimate power (from his position).  Were it not for his legitimate power, no one in the organization would give him the time of day.  The difference between these two leaders has shown me the critical importance EI plays in leadership. 

 

Reference

Leadership and emotions. (2010). Retrieved from University of Phoenix website: http://classroom.phoenix.edu/afm211/secure/view-thread.jspa?threadID=22548101

My answer.

Just like the first question the student has clearly stated the relationship between leadership and emotional intelligence.The only problem he does not have citations in his text to support the ideas. From the works of Salovey (1990) describes emotional intelligence as based on the ability of a leader to understand their own emotions and that of colleagues they work with. He describes three approaches to EI as trait approach, competency and emotional approach. From his text he does not shed out correctly the emotional trait of the leader he claims not to be corporative with other employees he could only be strict to his principles of leadership.

Reference:

Salovey, P. & Mayer, J.D. (1990).Emotional Intelligence, Imagination, Cognition and Personality. Pp 185-211

Question 4

What subjects or topic areas should be included in leadership development programs in the public and private sector? Why did you select these topics? Are leadership training programs today effective? Explain.

Student’s answer – The purpose of a leadership program is to prepare leaders with practical strategies that can help them to develop personal plans for developing their leadership potential. Similar topics should be included in leadership training for both the private and the public sector leaders.  One may argue to say that government leaders need addition training in ethics, truth and transparency, but these issues are important to all leaders. A leadership development plan should include:

A strategy guide to develop full potential as leaders

Identify techniques to improve your communication skills

Develop strategies to manage conflict effectively

Teach issues related to the delegation and evaluation of work performance by others

Describe ways in which to enhance the leaders ability to cope with change, manage stress, and improve time management skills

Provide strategies to improve your critical thinking skills

Assist the leader in developing a plan for a rewarding career

My answer

What the student has presented is true. Leadership programmes remain vital even today both in public and private sectors due to the dynamic demands of management towards result appraisal and performance oriented way of leadership. All topics on leadership are meant for service delivery in leadership that a leader is an individual who is able to manage and lead others in a achieving a set goal. Just as in the case of leadership and emotional intelligence adapting to the different cultures is the important thing in delivery because different organization has got different cultures of management. I think addition of IT in leadership is a vital topic to be included with the rise of computer era in management.

Question 5

Why did you select these topics? Are leadership training programs today effective? Explain.

Student’s answer – I selected these topics because, these topics are crucial to the success of leaders within our organization. I also feel that senior leaders did not provide our middle management team with the tools that are needed for progression to the next level. Leadership training programs have recognized needs of the leaders, but since the downturn in the economy- resources are scare and companies are looking for leaders who can increase revenues and produce results quickly.  These leaders have a proven record of accomplishment and require minimal training.

  Leadership is a subject that continues to be examined and even discussed in the educational system for youth. In the public and private sector there are three subjects that should be included, which are honesty and integrity. According to Wren (1998), integrity is the correspondence between word and deed and honesty refers to being truthful or non-deceitful. The two form the foundation of a trusting relationship between leader and followers. These subjects should be included because so many in leadership lack honesty and integrity. The primary leader of an organization or prominent figure shapes the morale or culture of that company, city, country, etc…The behaviors of the leader can have a great impact, thus, learning the cause and effect of being dishonest and lacking integrity should be taught. Leadership training programs are effective today, because they teach extensively how to lead others. Its only effectiveness lies in the person being trained, and what they expect to receive. Often times, one can have the best process that has been proven to work; however the individual can be nonreceptive. This does not mean the program is insufficient; it is the persons desire to be trained.

Reference

Wren, J.T. (1998). Leader’s companion: Insights on leadership through the ages. New York:

My answer.

I agree with the write that leadership training programs are important and they teach how to extensively lead others. These training programs are important if one needs to progress to management level in an organization. The training will at the end improve the company’s productivity. This is achieved by adding value to the quality of work hence bringing in new customers. This takes a company to a different level and gaining a competitive advantage over competitors.Companys spend a lot of money in researching about a specific strategic plan and also in implementing it. It would be unfortunate if the leaders are not trained to move hand in hand with these changes. This can be done through invitation of guest speakers who may talk ton whole employs to get the desired company expectations.