Running head: LEADERSHIP AND EMOTIONAL INTELLIGENCE Janice Clay Leadership and Emotional Intelligence Week Four Dory Guillory Abstract Leadership and emotional intelligence is a reflection of one’s own style values and skills. Leadership and Emotional Intelligence Leaders are passionate and committed to a set of fundamental beliefs. Emotional intelligence refers to the ability to perceive control and evaluate the emotions of self. For years researchers have been trying to answer these questions; “What does it take to be an effective leader (Lussier, 2010)? ” And “what is the most effective leadership style ( Lussier, 2010)? I have come to the conclusion that my leadership style is a relationship according to the contingency leadership theory. Fred E. Fiedler developed the first situational leadership theory. He called the theory “Contingency Theory of Leader Effectiveness” (Lussier, 2010). Fiedler believed that your leadership style is a reflection of your personality and is basically constant which means that leaders do not change their styles. The contingency leadership theory developed by Fiedler is used to determine if a person’s leadership style is task or relationship oriented and if the situation matches the leader’s style.
If there is not a match Fiedler recommends that the leader change the situation rather the leadership style (Lussier, 2010). The apartment complex that I lived in caught on fire everyone got out safely but everyone was perplexed. I did not have any answers but I saw the need to provide comfort and support. I quickly got telephone numbers so that we could stay in touch and advised Management that I had tenant’s telephone number and relatives’ numbers. It was evident that by gathering this information it was appreciated by the tenants and Management. I followed Leadership and Emotional Intelligence p by calling the tenants’ that were involved in the fire to see how they were doing. My leadership style is relational. Relationship leaders approach is based on enhancing other’s self worth. The relationship leader focuses on listening to the identify and clarify the needs of people and they empathize with other’s feeling and emotions while striving to make themselves and others whole in the face of failure or suffering (Nunus,1995). In addition my emotional intelligence was able to perceive the emotion of the tenants as well as facilitate direction with emotion because of my own involvement.
In a 1997 publication Mayer and Salovey listed these branches as follows and offered a detailed chart reflecting their thoughts. In that article they said that the branches in the chart are “arranged from more basic psychological processes to higher, more psychologically integrated process (Mayer, Salovey 1997)”. The four branches of emotional intelligence that Mayer and Salovey are talking about are; Perception Appraisal and Expression of Emotion, Emotional Facilitation of Thinking, Understanding and Analyzing Emotions; Employing Emotional Knowledge and, Reflective Regulation of Emotions to promote Emotional and Intellectual growth.
Leadership and Emotional Intelligence The four branches of Emotional intelligence suggest you have the ability to identify emotions in other people and determine their need and feelings. As well as use or direct gathered information as aids in judgment or different points of view by providing reasoning and creativity. The ability to recognize the use of words and interpret the meaning and recognize transitions among emotions and, inductive reasoning with the ability to engage or detach from an emotion.
In conclusion, leadership and emotional intelligence is a reflection of one’s own style, value and skills References Lussier,RN(2010). Human Relations in Organzations: Applications and Skil Building(8thed. ) McGraw-Hill Irwin. http://search. barnesandnoble. com/Visionary-Leadership-Management Series. Burt Nanus Barnes and Noble(1995,August). http://psychologyabout. com/od/personalitydevelopment/a/emotionalintell. htm. Kendra Cherry. (1997). *