The document discusses the relationship between transformational leadership and emotional intelligence. It states that transformational leaders with high emotional intelligence will be more effective at creating positive change and developing followers. The document outlines the key aspects of emotional intelligence and explains how transformational leaders can develop their emotional intelligence to better motivate and understand employees.
The document discusses the relationship between transformational leadership and emotional intelligence. It states that transformational leaders with high emotional intelligence will be more effective at creating positive change and developing followers. The document outlines the key aspects of emotional intelligence and explains how transformational leaders can develop their emotional intelligence to better motivate and understand employees.
The document discusses the relationship between transformational leadership and emotional intelligence. It states that transformational leaders with high emotional intelligence will be more effective at creating positive change and developing followers. The document outlines the key aspects of emotional intelligence and explains how transformational leaders can develop their emotional intelligence to better motivate and understand employees.
The document discusses the relationship between transformational leadership and emotional intelligence. It states that transformational leaders with high emotional intelligence will be more effective at creating positive change and developing followers. The document outlines the key aspects of emotional intelligence and explains how transformational leaders can develop their emotional intelligence to better motivate and understand employees.
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NAME: EHIBE SHEILA EZINNE.
TOPIC OF ESSAY: TRANSFORMATIONAL LEADERSHIP AND EMOTIONAL INTELLIGENCE.
Emotion plays a vital role in any leadership process and so as Emotional intelligence. Studies have showed that leaders with high levels of Emotional Intelligence (EI) will be more effective leaders, and perform better in the work place so emotionally intelligent leaders are likely to exhibit transformational leadership to their workers or employees, to interact and understand their opinions and manage their needs in a positive response.
Transformational leadership is defined as a leadership approach that causes valuable and
positive change in individuals and social organizations. It creates these changes in the followers with the end goal of developing them into leaders and fosters them to initiate and build new ways to grow the path to a company's future achievement. In this method, leaders give trusted employees the freedom to make decisions and support new systems. Transformational leaders put their focus on “transforming” others to support each other and the organization as a whole and followers of these leaders usually respond by feeling and acting out of trust, admiration, loyalty, and respect for the leader and are more willing to work harder than originally expected. It allows workers to feel connected to their organization, and they motivate them by ensuring social identification within a group.
The term Emotional intelligence was first recognized in 1990 by researchers John Mayer and Peter Salovey, but was later popularized by psychologist Daniel Goleman. Emotional intelligence (otherwise known as emotional quotient or EQ) is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, associate with others, overcome challenges and withdraw conflict. 1. It is a type of social intelligence that involves the ability to manage and monitor one’s own as well as other’s emotions, to discriminate and to use the information to guide one’s thinking and actions (Salovey & Mayer, 1990). In leadership, a leader's Emotional intelligence is simply understanding, managing and shaping his or her emotions to communicate effectively towards his followers or workers and also in making decisions and giving and receiving opinions. Emotional intelligence is very much necessary in leadership to be able to develop organizational goals and a strategic plan for achieving them. It is also necessary for instilling in others knowledge and appreciation for their work and to motivate them in whole.
Daniel Goleman has outlined five main areas of this intelligence. They are self-awareness, self- regulation, motivation, empathy, and social skills. Self awareness makes a worker aware of his own individuality and role in an organization, self-regulation activates a worker, he is able to be active both in actions and idea sharing, motivation are things that make a worker look forward to achieving the organization's goals, it makes him opinionated and willing in an organization.2 Self awareness is the most important component of emotional intelligence ( Daniel Goleman,2022). This is the ability to control emotions and impulses and the ability to focus on yourself and how your actions, thoughts, or emotions do or don't align with your standards. It is the experience of ones own individuality and recognition of one's environment and lifestyle. 3. Specifically, emotional intelligence focuses on self-awareness, self-management, social skills, and resiliency (Keith Cavaness,2022)
Intelligence is not enough for a leader especially a transformational leader as he needs to be
emotionally intelligent for any social and goal developing transformation in his organization. A transformational leader is likely to have an Emotionally intelligent behavior because for him to transform a company, give positive changes to a company, develop his followers into leaders and create new ways to grow the company, he should be emotionally intelligent to understand his followers, connect and know their feelings towards the organization's policy and organization in general. A transformational leader with strong emotional intelligence is very much closer to having a positive influence on the organization and its employees than a transformational leader with no emotional intelligence, by reducing employee stress, managing conflict, improving employee performance and morale, and motivating employees. For an organization to have transformational leadership, Emotional intelligence is highly important as an Emotional intelligent leader, that is a leader who can understand and manage the emotions and mental well-being of his workers will cause valuable and positive change in the organization. The leader is "humane" and makes his workers develop the organization by connecting, understanding and influencing their thoughts towards a company's processes.
In general, a transformational leader with emotional intelligence makes his workers,
_explain what they're feeling,
_know how to explain their emotions
_notice how their emotions can affect others.
_standardize their own emotions,
and,
-Manage other people's emotions.
In an organization with an emotionally intelligent leader, workers express themselves openly
and respectfully without fear of offending coworkers and in the organization, Flexibility and resilience is evident when new drives are brought in, Employees spend time together outside of work and activities and Freedom of creativity is celebrated and consistent.
A transformational leader can develop Emotional intelligence by :
_Practicing attentiveness that is being closely attentive to workers behavior, body language and needs.
_Learning to accept feedback. It gives the leader the opportunity to learn more about himself and assures others he is are open to feedback and growth.
-Practicing self evaluation i.e. checking himself and his decisions and;
-Holding off the temptation to react.
Although an Emotionally intelligent leader in the workplace empowers manages and make employees to understand each other and create an empathetic environment, there are also some negative setbacks when emotional intelligence is used wrongly. A highly emotional intelligent leader can have difficulty receiving and giving negative feedbacks. Because of his focus on bringing his workers together emotionally, he may be very reluctant to ruffle their feathers, that is upsetting his workers by stating their wrongs, mistakes or ineffectiveness in achieving a goal . An emotionally intelligent leader is likely to avert from risks as the higher your EQ, the more likely it is that you resist your instincts and make and act on measured decisions.
Study shows that transformational leaders rely on emotional intelligence far more than transactional leaders. A transformational leader that learns to develop his emotional intelligence is on the verge to succeeding in changing his organization and improving the creativity and motive of his workers effectively and positively.
REFERENCES.
1- Kelly Miller (2019) . 50 practical examples of high emotional intelligence retrieved from https://positivepsychology.com/emotional-intelligence-examples/.
2 - Daniel Goleman (2022) .Autoconciencia : inteligencia emocional retrieved from
