Chapter Four – How Emotional Intelligence, Skills, and Competencies Increase Leader Effectiveness
This chapter is about seeing the different types of emotional intelligence, and how that can relate to leadership and job performance. I think emotional intelligence is hard because your feelings can get the best of you. I think at times when we first start out at a job we are critical of what people think of us. We use our emotional intelligence to gauge how we can have people approve of us, and what we have to do to work with our fellow employees. The other aspect of emotional intelligence is controlling our emotions. When I have a resident yelling at me at 3:00 in the morning I have to control my emotions to not escalate the situation.
The first stream talks about how empathy is a central part of the emotionally intelligent behavior. They are able to use ability-based emotional intelligence measures. They do tests to see what overall people think of people’s emotions. It is important overall what the majority of people perceive you in your work. They will be more willing to work with you if you have a higher measure, and that will allow people to trust you as well. The other side is that people could not trust you if they can sense you are not telling the truth. It is important to be aware of how you are expressing yourself in the workplace.
The second stream is self-report measures. This stream helps you look over your emotional intelligence, and thus you can improve accordingly. It is important to learn about your bad behaviors before it becomes instinctual. There is the Workgroup Emotional Intelligence Profile that has people rate themselves and their peers on emotional intelligence. They saw a link between emotional intelligence with doing better with work performance. People with high emotional intelligence are able to more quickly assess each other’s personalities and can make more effective teams. This would be a good way to help with a team that regularly works together, and can encourage each other when things get hard. I know my whole team needs to sue emotional intelligence when we do fire drills or room check-outs.
The third stream is mixed models of Emotional Competencies and related social skills. They said that the four main dimensions of emotional intelligence are self-awareness, self-management, social awareness, and relationship management. Socially intelligent leaders show empathy, attunement, organizational awareness, and teamwork. It is one thing to be good at leading but it is also important o be a fellow team player as well. I also think this is important because for employees to do their best they have to trust their leader. They also want to be comfortable in their job, and that can be done with personal connections with employees. The leader needs to have a persona, where people know the leader can be approached.
As for the “how: there were a few good tips at the end of the chapter I can take away with me. As someone who wants to be in public service, I thought I always had to be an introvert. It said that I do not always have to be the life of the party. Sometimes I can demonstrate my technical skills to prove myself. It also talked about expanding my knowledge about how to solve problems. For a liberal arts education, I learn about a lot of areas of knowledge, but I know that all that information I learn can help me in some way with what I am doing. That means by using both my intellectual and emotional side. It is about finding a good balance between the two, and that is different for all of us. I am going to work on that, and some self-reflection measure can help me see my progress on it.
I think a “why” we read this article is to remember to have empathy towards people. Like it said in the chapter that you do not have to work for a charity to demonstrate empathy. If you show people empathy, then people will be willing to do good things back to you. People look for someone they can look up to, and someone they can collaborate with. Empathy is powerful in making those two things work together. Coach Wooden said that “I must believe you must love in your heart for the people under your leadership. This is true in the fact that the most successful groups see each other as a family. It is important to have that emotional connection with people, or we would be robots. It makes people feel better when they are not seen as a number. I like it when my bosses make personal connections with me. In order to be a good leader, you have to be happy. One way to be happy is to see that your team is happy. At the end of the day, people are equals, and so emotional intelligence helps project that out.