Using the South University Online Library or the Internet research about EI theories communication styles team building and decision making.
This assignment will help you to understand emotional intelligence (EI)
Using the South University Online Library or the Internet, research about EI theories, communication styles, team building, and decision making. Go to the website berkeley.edu and take the quiz.
Based on your research and understanding, create a 3- to 4-page Microsoft Word document that:
- Describe how your EI level can either enhance or hinder effective leadership in the health care environment.
- Discuss the results of the EI Quiz (see attachment).
- On a separate references page, cite all sources using APA 7 format. Use current references
- Please note that the title and reference pages should not be included in the total page count of your paper.
- Support your responses with examples and a conclusion.
- On a separate references page, cite all sources using APA 7 format.
Expert Answer and Explanation
Leadership-Emotional Intelligence Relationships
Individuals, especially those in leadership positions, need to be emotionally intelligent so that they can effectively manage the interpersonal relationships. Emotional Intelligence (EI) integrates key constituents including self-awareness, and it is crucial to the leadership process. An individual is considered emotionally intelligent when they are socially aware, and when they can effectively manage themselves as well as how they relate with others. Various tests and quizzes are available for leaders to appraise their IE, and these tests consist of a serious of questions which they have to answer. Given these components and attributes related to the EI, it is apparent that an individual that has poor EI is likely to be temperamental and this could hamper their relationships with others (Goleman, Boyatzis, & McKee, 2013). In an organizational scenario, poor relationships can be a hindrance to the performance considering that negates teamwork. Taking these issues to consideration, it is imperative to explore the impact of the EI effective leadership in the clinical setting.
Impact of Emotional Intelligence on Leadership
The impact of EI on leadership can be understood in light of self-awareness EI component. At 15/20 EI, I am not only self-aware, but I understand my feelings as well as my emotional status. I understand that the actions I express can have a certain level of impact on individuals close to me, and I therefore know the strengths as well as the weaknesses I have. Based on these strengths related to self-awareness, I am likely to react positively to differences and conflicts, and put to consideration the concerns colleagues and junior staff members might have, whenever I make leadership decisions (Shankman et al., 2015).
Self-regulation is another lens through which I view the impact of the EI on the leadership. I consider myself an emotionally stable person, and I don’t let my emotions control the actions I take as well the decisions I make. I don’t belittle others, and when I am communicating with anyone, I watch what I say so that I don’t offend anyone. These attributes put me in a position where I can make decisions by considering how these decisions would affect employees. Thus, the 15/20 EI results demonstrates that I can effectively manage the dynamic relationships in the organization, and prevent conflicts which could hamper the performance in the healthcare setting (Shankman et al., 2015).
Reflecting on the EI results, I am a self-motivated leader, and this could have a significant impact on leadership outcomes in the context of the medical care setting. I am a consistent person, and I often works consistently to realize the objectives I set with respect to the management of the health care operations. Besides, I tend to set high standards of quality, and involve employees to realize these standards. Therefore, my EI have some level of positive implication on how I lead employee groups. Essentially, these employees would emulate my work ethics values, and this would culminate into enhanced leader-employee relationships (Frank, 2016).
Besides being an empathetic person, I possess social skills, and these attributes have some level of positive impact on leadership. When one is empathetic, they can look at a clinical issue in the perspective of an employee, and work with the employee to address this issue. With the 15/20 EI, I am likely to consider empowering employees, and challenge members of the workforce team to behavior in a fair manner so that they would not offend colleagues. I am also good at solving conflicts, and I prefer building social relationships (Sellie-Dosunmu, 2016). Accordingly, I would not only earn loyalty but I would also serve as an example to the various groups of health care providers.
Discussion of the Results
The results of the EI indicate that I am an emotionally individual, and exhibit key positive attributes. For instance, I am likely to relate well with others, and establish social relationships, and people would look up to me for counsel. These results, still, imply that I am an empathetic individual and I therefore reflect on the impact of my decisions and actions on others. This means that I don’t rush to make decisions nor act because I don’t like hurting the feelings of other people. Furthermore, I can manage myself, and work consistently to realize the objectives of the task which I perform (Hughes, 2014). This puts me in a position where I can serve both as a leader and as a mentor.
In conclusion, emotional intelligence interlinks with leadership considering that one can experience enhanced leadership ability if they exhibit abilities that mirror the various EI components. For example, a self-aware individual know their strengths, and they can constructively build on these strengths to lead teams of health care professionals. Because a high EI indicates that one is in a better position to motivate others, an emotionally intelligent person can be a mentor to the health care team, and this can result to shared values as well as ideas on how to manage operations. When employees and the leadership work together by establishing collaborative relationships, they gain motivation, and this enhances the attainment of the performance objectives.
Frank, R.., A. (2016). Essays oN Balance.There is Something out there. it is Nthing, yet, it is Everything. it is … Eternal. Morrisville: LULU Publishing Services.
Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal Leadership, With a New Preface by the Authors: Unleashing the Power of Emotional Intelligence. Boston Harvard Business Review Press.
Hughes, C. (2014). American black women and interpersonal leadership styles. Rotterdam : SensePublishers.
Sellie-Dosunmu, M. (2016). Using emotional intelligence in the workplace. Alexandria, Virginia : Association for Talent Development.
Shankman, M. L., Allen, S. J., Haber-Curran, P., & Komives, S. R. (2015). Emotionally intelligent leadership: A guide for students. San Francisco: Jossey-Bass.
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