CHAPTER 2

Emotional Intelligence

In Chapter 1 Introduction, we considered differences between management and leadership. One key difference pertains to affect or emotions. In managerial terms, emotions can represent a nuisance, and something to be either ignored or dismissed as irrelevant in work settings. In other words, managers tend to think in more task-oriented terms about getting work done in as efficient a manner as possible. But to leaders, emotions are to be embraced and harnessed, and they are key to understanding themselves, as well as how to influence others. Emotions can come in many formsincluding both positive and negative emotions. Positive emotions pertain to things like joy, excitement, and enthusiasm, while negative emotions involve sadness, fear, anger, and anxiety. It should not be surprising that the ability to deal with ones own as well as others emotions, or what has become known as emotional intelligence, is a key personal quality that is relevant to effective leadership.

As shown in Table 2.1, emotional intelligence has several key components pertaining to: (1) the awareness of ones emotions and those of others, and (2) actions taken towards ones emotions and those of others. In terms of awareness, there are two elements. First, there is self-awareness. People who are self-aware are highly in tune to their own emotions, and the effect of those emotions on their functioning. Thus, a self-aware person might recognize that she is highly anxious, and that this anxiety is noticed by others, such as followers. Given that followers take their cues from leaders, a lot of anxiety, especially in times of crisis, would be highly demotivating and stressful for followers. Second, there is social awareness. People who are socially aware can recognize and show empathy toward the emotions that are being felt by others. For example, a leader might pick up on the fact that followers are showing a lot of trepidation during times of change (e.g., an organizational restructuring), and thus try to be a calming force of reassurance for followers that change will end up being beneficial for all.

Table 2.1 Emotional Intelligence: Awareness and Actions Taken

	Awareness	Actions Taken
Focus on Self	Self-awareness	Self-management
Focus on Others	Social awareness	Relationship management

Regarding actions taken, again, emotional intelligence pertains to ones own emotions, as well as the emotions of others. First, there is self-management. An emotionally intelligent person is able to control his own emotions. For example, although a follower may make a seemingly careless mistake involving customers, the emotionally intelligent leader would not blow up when addressing or providing feedback to that follower. Scott McNealey, the founder and CEO of Sun Microsystems, said that As a CEO, you have to attenuate, not amplify . . . you cant freak out. Although it may seem counterintuitive, a leader might also at times need to control more positive emotions. For example, when considering an ethically-charged problem in a team meeting, a leader may need to remain somewhat somber, thus avoiding excessive joy or excitement, which would not be an appropriate emotional response in that context. Second, there is relationship management, which involves the ability to connect with others emotionally through such actions as inspirational messages and the show of compassion. A leader may at times also need to deal with the strained emotions between followers, such as when followers are having disputes among themselves. A self-survey of emotional intelligence is shown in Chapter 2, Section 5 Appendix: Emotional Intelligence Survey. Take the survey, and see how you personally score on this characteristic.

In sum, emotional intelligence involves oneself as a leader, as well as connections with others. As we will see throughout this book, it is key to many aspects of leading, such as forming good relationships with others (e.g., followers, ones boss, peers, and customers). One question that can be asked is what is more important: basic intelligence (i.e., IQ) or emotional intelligence? While the answer is not simple, basic intelligence may actually not be important as emotional intelligence for leaders. But once again, as stressed in Chapter 1 Introduction, context may come into play. Obviously, the relationship between IQ and leader effectiveness may be greater in contexts involving knowledge workers (e.g., scientists and engineers).

2.5 Appendix: Emotional Intelligence Survey

Respond to the following statements. If the statement is mostly true of you, then respond T. If it is mostly false regarding you, respond F.

Statement	Answer
1. I am aware of my moods and what my be causing those moods.
2. I am aware of how my emotions affect me physically.
3. I am aware of how my emotions affect others.
4. I realize how my emotions are affecting my behavior.
5. I find it easy to recognize when someone is having a particularly good or bad day.
6. I can emotionally empathize with others.
7. For me, its easy to understand the emotional stress that someone else may be experiencing.
8. I can readily gauge the overall emotional atmosphere in a group of people.
9. I do not jump all over another persons case just because I may be frustrated.
10. I can keep my emotions in check.
11. If need be, I can hide my negative emotions so that others do not know how Im feeling.
12. If necessary, I can avoid showing excessive joy or excitement.
13. I am able to connect with other people emotionally.
14. I am good at showing compassion toward others.
15. I am able to serve as the peace maker when there are too many emotion-laden disputes between other people.
16. I know how to choose my words to emotionally touch other people in a positive manner.

Scoring

Questions 14 reflect self-awareness. Questions 58 reflect social awareness, questions 912 reflect self-management, and questions 1316 reflect relationship management. Add up the number of T responses that you had for each dimension. If that score is 3 or 4 on a given dimension, this means that you are especially strong on it.

It is not a 3rd party Question. It is from Leadership Class

MGMT 346

Thank You

PART 2