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Leadership and Emotional Intelligence

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Sritam is an SEO content writer with full exposure to subjects like leadership, public speaking, emotional intelligence, employee wellbeing.

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Leadership

Leadership is an essential trait that helps an organization to sustain, grow and win over the competition. To gain a competitive advantage in today’s world it is necessary to understand what is to be done to deal with the dynamic changes in society, culture and economy. Nevertheless, it is crucial to understand the psychology of the different segments of society and changes in the global economy. Based on these understandings a leader is supposed to take action to move forward with ideas. Those actions reflect the nature of the leadership. This article will explore the idea of leadership and its connection with emotional intelligence.

Emotional Intelligence

Daniel Goleman, a famous behavioural scientist opined that each person tries to control their own emotion so that they can be appropriately placed in front of others. It seems from the words of Daniel Goleman that the idea of controlling emotions is more inclined to the idea of public (Professional) and private (Personal). On a different note, it can be argued that the gap between professional and personal space determines the controlling authority of emotions. Goleman also explains that when appropriate emotions are placed in the appropriate space effectively then it is called emotional intelligence. When someone is able to manage the power of emotional intelligence it reflects in his leadership style. He has also argued that the art of distinguishing the four elements (Self Awareness, Social Awareness, Self Management, Relationship Management) of emotional intelligence leads people to the path of great leadership.

Four elements of emotional intelligence

While researching emotional intelligence Daniel Goleman proposed a framework for emotional intelligence. The framework follows four elements. These are Self-awareness, self-management, social awareness, and relationship management. This framework of emotional intelligence has the key to success in leadership and aspects of an organization. It is important to note here that this framework is inspired by the idea of emotional competence. The idea of emotional competence is actually proposed by David McClelland. He was once the guide of Daniel Goleman at Harvard University.

leadership-and-emotional-intelligence

While researching emotional intelligence Daniel Goleman proposed a framework for emotional intelligence. The framework follows four elements. These are Self-awareness, self-management, social awareness, and relationship management. This framework of emotional intelligence has the key to success in leadership and aspects of an organization. It is important to note here that this framework is inspired by the idea of emotional competence. The idea of emotional competence is actually proposed by David McClelland. He was once the guide of Daniel Goleman at Harvard University.

Emotional Competence

Emotional competence is the idea of mastering emotions in a professional space. Goleman describes this concept as the potential adopted during on-the-job activities. Different verticals of a job require different emotional capabilities or competence. For example, a team of customer service may require self-awareness skills and relationship management skills. But emotional competence has to be practised. Unlike Emotional intelligence, there has to be an environment where teammates can learn these abilities so that they can carry out their respective responsibilities. So it can be argued that the idea of leadership is connected with emotional intelligence through the concept of emotional competence. Team members can only be emotionally competent if the leaders are able to create such an environment that will help team members become emotionally competent.

Traits of leadership

Leadership is a process of identifying the necessary actions, conveying them to others, influencing them about the actions, choosing the way of execution, the process of empowering people and collective ideas to achieve the desired goal. Thus it can be said the leader has to be capable of influencing and motivating the followers. A leader always understands the context based on which the necessary actions have to be taken. Once the context is clear to the leader, the leader connects with the followers. The interaction between context, leader and the followers shapes the idea of leadership. It can be depicted in the following way –

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leadership-and-emotional-intelligence

The above-mentioned pyramid structure represents the process of leadership and the relationship between leaders, followers and the context. From the pyramid structure, it is quite clear that the most important aspect in the context is 'why'. Often industry leaders opine that any entrepreneurial journey begins with why. Once the why is clear it will be easier for the leader to convey the ideas to the followers. The qualities of a leader are often considered the standard traits of a leader. Often leadership is defined by a positive mentality, public speaking qualities, intelligence, task-related competence, diplomatic ideas, self-confidence, locus of control, integration and power motivation. There is no doubt that these are characteristics of successful leaders, but it is also true that these traits are only effective when a leader is able to implement these traits in a particular situation.There are certain other behavioural perspectives of leadership. Often the behavioural aspects are seen as detrimental to the function-based ideas. To a certain extent, behavioural ideas of leadership are similar to trait theories. In trait theories, personal traits are given more importance. In the case of behavioural ideas behaviour of a leader is given more priority. A leader is only successful if he/she provides an organization and his/her team with a high initiating structure, and higher satisfaction of the employees. Here it is noteworthy that employees always require motivation from the leaders. This will keep them satisfied for a longer period.

What makes a leader great?

Leaders should develop cognitive abilities so that the employees/followers can develop cohesion and be more effective in bringing the change. Leaders should identify the capabilities of individual employees and help them to find their own ways to increase productivity. On the other hand, psychologists should interview senior managers of different organizations to understand the standard measurements of great leaders. On the other hand, leaders should find out the best competence model that can be applied to understand the emotional capabilities of the team members.

Reference

1. Goleman, D. (2006). Emotional intelligence: Why it can matter more than IQ (10th-anniversary ed.). New York: Bantam Books.

2. Goleman, D. (2017). Leadership that gets results (Harvard business review classics). Harvard Business Press.

3. Goleman, D., Boyatzis, R. E., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

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

5. Goleman, D., Welch, S., & Welch, J. (2012). What makes a leader?. New York: Findaway World, LLC.

6. Goleman, D. (2021). Leadership: The power of emotional intelligence. More Than Sound LLC.

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