Principles of Emotional Intelligence
1a. Principles and Strategies of Emotional Intelligence.
Emotional Intelligence is the capability of an individual to be aware of the different interpersonal relationships. It can also be termed as the power of a person to effectively control and handle these relationships. There are a number of different principles of Emotional Intelligence, they are as follows;
- Self-Control- Self control is a particular skill of an individual where the person has the ability to manage his emotions with peace of mind. Different persons have different ways to self control. Some may choose to stay quiet or take a deep breath while others may choose to chat with someone to maintain their inner peace. Maintaining such inner peace makes a person strong from inside and he will be easily able to deal with the complex challenges of the future.
- Self-Awareness-Self awareness is one of the most extreme skills of emotional intelligence possessed by an individual. It can be best described as the quality of a person to instantly identify his emotion and control it. A self aware person is much more sensible in their decisions as they provide their decisions after deep thoughts.
- Adaptability- Adaptability is one of the most important features of being emotionally intelligent as because it helps a person to suit himself to any place and any processes more easily than the others. Adaptability helps to increase acceptability of the person to others.
- Empathy- An empathetic person has wide acceptability. The person who possesses the skill of empathy tends to respond to the feelings of the other persons. Empathy creates a sense of nice feeling within the hearts of the individuals.
- Conflict Management- Managing conflict situation is another good technique that helps a person to avoid any heated confrontations be it in public, be it in home or in workplace. Rather than getting inside the argument one must try to pacify the tension. Dealing with conflict situation makes the person a stoic and a rigid character.
The different strategies to improve the Emotional Intelligence of an individual are;
- Improving the non verbal communication is one of the most important tasks to be done to develop a much better emotional intelligence.
- One should keep a check on his emotions on a regular basis. It is important to develop an inner feeling for the emotions and make sure that they are correctly identified. It is also important to know why the feelings occur.
- As discussed earlier empathy should also be practiced so that one can understand the different feelings and make sure that they are shared with somebody. A healthy relationship can be established with different persons if empathy is present within the people.
- Extra attention should be given to social skills to develop emotional intelligence. Social interactions, conversations, friendly manners must be established to enhance the emotional intelligence of an individual.
Emotional Intelligence and success goes hand in hand. Every organization has a set group of CEO’s, managers and business developers but the difference between this organizations and successful organizations is the presence of an intelligent leader (Ciarrochi and Mayer 2013). The leader has some people oriented skills in him that helps him to communicate with the other workers of the organization in a manner which makes the employees happy and takes satisfaction from their jobs. Presence of an emotionally effective people is utmost necessary for every organization. It helps them to take the right and effective decisions, establish a healthy work culture, and increase profits (Dong et al. 2014).
There are different ways by which one can communicate with the diverse workforce of the company.
- The company should have an effective training program for the people coming from different cultures
- Team members must show empathy and should not harm the interests of the other members of the team
- The team members must help the team to become more compact and cohesive
- While communicating in English one should keep the communication simpler and clear which will help the organization to achieve great results
- The most key aspect for the organization is to have a thorough knowledge of every culture and respect it likewise. Such a process will help the people to ensure a safe prospect and will motivate them to perform better.
Emotional Intelligence is required to build an effective workplace relationship. Goleman’s emotional intelligence theory states that the different qualities associated with leadership like intelligence, vision, aims are not enough to achieve success in the workplace. Emotional intelligence is believed to bring success at any point of an individual’s career (Martin-Raugh et al. 2016). The organizations thus scout for highly intelligent persons who are capable of changing the workspace to usher in profits (Flowers et al. 2014).
Identifying Personal Behaviors
|
Physical location |
Situation |
Strength/weakness |
Trigger |
Response |
Emotional state |
Feedback |
|
Office |
A spat with the manager while negotiating a hike of salary |
It was a weakness as I got blown up with the situation and failed to control my frustration |
The hike which the manager offered me was equal to the pay hike of a new employee |
I protested harshly as I felt degraded |
I was totally frustrated because I expected a healthy hike in my salary as because I was an old employee |
I was wrong in my approach as I shouted at the manger. I should have kept my composure and negotiated with logic |
|
Public Place |
A spat in the bus regarding seat adjustment |
I showed strength this time and kept a cool head throughout the incident which helped me to emerge the winner |
An unruly passenger seated just beside me was occupying more space in the seat |
I protested in a behaved manner |
I was confident that what the passenger did was wrong and thus was sure about my win |
I kept a cool head and protested with logic. Other passengers in the bus came to my support. |
|
Office party |
Two team members who got involved in a heated argument |
I showed strength and helped the people resolve their issues against each other |
A small argument regarding the allowance division of the employees in the company |
Once the argument started I was at close hand so I reacted and went there. They decided to make me the mediator. I was smart enough to handle such crisis situations and helped them to stop the argument |
Though at first a bit nervous as to whether they would like my entry into the argument but my inner force helped me to change my state of mind and acted as a leader |
As mentioned earlier my self control and ability to handle crisis situation helped me |
|
House |
Handling inner choirs |
Strength |
I am always successful to handle inner choirs in house as situations sometimes get out of control and I am the only person around to resolve all problems |
Keeping quiet, not arguing and finally delivering the perfect judgment which makes others quiet |
Though frustrated and angry in the beginning., deep breath restores my inner peace and I am able to manage my temper |
Excellent temperament |
|
Meeting |
Abusive use in meeting |
A member targeted me for the wrong reasons and used abusive against me |
Strength |
This was one of the rare situations where I had the feeling of a true leader. I kept quiet and at last explained everything in details to the members present in the meeting. |
I was not at all angry and I knew that the person who did this was the ultimate loser. I was confident in my approach. |
Confidence |
Team Member Evidence Records
Some Model Behaviors that demonstrates emotions are;
- Conflict Resolution
- Responding with Humor
- Controlling emotions by identifying them
- Using Nonverbal cues
The people with their emotional intelligence easily identify the missing links and try to solve them as early as possible (Ciarrochi and Mayer 2013). A workplace containing an emotionally intelligent leader is sure to benefit a lot. The individual can motivate, install confidence and can resolve conflicts in the workplace. Ensuring such a positive result can help the workspace to garner profits and helps in the overall growth of the organization.
References
Ciarrochi, J. and Mayer, J.D., 2013. Applying emotional intelligence: A practitioner’s guide. Psychology Press.
Dong, Y., Seo, M.G. and Bartol, K.M., 2014. No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence. Academy of Management Journal, 57(4), pp.1056-1077.
Flowers, L.K., Thomas-Squance, R., Brainin-Rodriguez, J.E. and Yancey, A.K., 2014. Interprofessional social and emotional intelligence skills training: study findings and key lessons. Journal of interprofessional care, 28(2), pp.157-159.
Goleman, D., Boyatzis, R. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Martin-Raugh, M.P., Kell, H.J. and Motowidlo, S.J., 2016. Prosocial knowledge mediates effects of agreeableness and emotional intelligence on prosocial behavior. Personality and Individual Differences, 90, pp.41-49.
Murphy, K.R., 2014. A critique of emotional intelligence: what are the problems and how can they be fixed?. Psychology Press.
Peña-Sarrionandia, A., Mikolajczak, M. and Gross, J.J., 2015. Integrating emotion regulation and emotional intelligence traditions: a meta-analysis. Frontiers in psychology, 6.
Ybarra, O., Kross, E. and Sanchez-Burks, J., 2014. The “big idea” that is yet to be: Toward a more motivated, contextual, and dynamic model of emotional intelligence. The Academy of Management Perspectives, 28(2), pp.93-107.
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