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Every successful institute has a leader, and every leader must have the qualities that qualify them to guide, instruct, and influence others. Being emotionally intelligent is one of these qualities.

A leader has a major social role to play while interacting with other members of the group. And the power and the ability to influence others and direct their behaviour for the sake of achieving the goal of the group.

What is the relationship between leadership and being emotionally intelligent? How are they connected? Are you itching to know? Then, find out in this article. 

What Is Emotional Intelligence?

Emotional intelligence is one of the features that help make leadership successful, which refers to a person’s ability to recognize and regulate their own emotions and feelings, as well as the emotions and feelings of others. It consists of three core skills: emotional awareness (the capacity to recognize one’s feelings), emotional projection (the ability to use one’s feelings to assist others do the same), and emotional management (the ability to regulate one’s emotions and help others do the same). 

Types of Emotional Intelligence

Emotional intelligence in general can be broken down into five categories: 

  • Self-awareness.
  • Self-regulation.
  • Motivation.
  • Empathy.
  • Social skills.

Emotional awareness and self-confidence are two key parts of self-awareness, which signifies a person’s ability to evaluate and control their  natural sentiments.

Self-regulation refers to a person’s ability to manage unpleasant emotions such as anger, worry, fear, and depression via the use of techniques such as thinking positively, walking long distances, or practicing meditation.

Motivation, setting precise objectives and insisting on accomplishing them in good ways, as well as optimism when confronted with barriers that make reaching the goals difficult, are all strategies to motivate yourself. 

Empathy is the ability to understand and respond to the feelings and needs of others. For example, you’d feel down with a friend just because he is. Social skills are the ability to interact with others. 

Can You Develop Emotional Intelligence?

Yes, it is possible to increase your emotional intelligence. There are various methods for developing emotional intelligence, the most important of which are: 

  1. Negative feelings: are those that generate aggravation and may be identified and controlled in a way that makes it easier to deal with challenging situations sensibly.
  2. Self-evaluation: to build emotional intelligence, a leader must learn how to objectively evaluate himself. This is because self-evaluation increases awareness and humility in a person, which reflects on others.
  3. Self-expression: refers to a leader’s capacity to effectively communicate with others and convey his or her thoughts and feelings.
  4. Managing Anxiety and Stress: research shows that emotionally intelligent people are better at dealing with anxiety and stress than others, which contributes to overall success. Empathy: A leader’s emotional intelligence is developed by being sensitive to others’ feelings and respecting their perspectives.

There are several indicators that can help you determine whether you are an emotionally intelligent leader, the most important of which is integrity: A person with emotional intelligence sticks to his values and principles no matter what. Accepting constructive criticism to re-evaluate and grow oneself is an example of humility.

Constant self-improvement: An emotionally intelligent leader assesses himself on a regular basis, accepts responsibility for his errors, and works to attain his objectives to become the person he desires. Emotional intelligence allows a leader to carefully choose his words because he accepts responsibility for his words and actions. Emotionally intelligent people are eager to make eye contact with others, and they develop their listening skills while conversing with them, giving them attention and respect. 

What Are the Benefits of Emotional Intelligence?

 A leader with emotional intelligence reaps a set of benefits that positively affect several aspects of their life, for example: In a working environment, they acquire the skills to guide and motivate others. 

Physical health, when an individual has emotional intelligence and the ability to manage their anger, emotions, and feelings, this will protect him from serious health problems, such as: blood pressure, immune deficiency, heart attacks, and strokes, and reduce the possibility of infertility, and slow down the occurrence of ageing.

On mental health as well, being able to control one’s emotions aids in maintaining mental health and avoiding anxiety and sadness, as well as feelings of loneliness and isolation caused by a lack of strong social ties. Forming relationships: A leader’s comprehension of their feelings and capacity to manage them makes it simpler for him to express them and recognize how others feel, allowing him to communicate effectively with them and form strong bonds with them. 

How to Rewire the Brain Toward More Emotionally Intelligent Behaviours? 

The process is about imagining your ideal self and then coming to terms with your real life, as others experience you. Create a tactical plan to bridge the gap between ideal and real. Practise those activities by creating a community to keep the process alive. 

The Six Leadership Styles and Emotional Intelligence

The most effective leaders know how to adapt their leadership styles to diverse situations. This is a difficult ability to master, but it can be acquired. It also pays off in terms of future performance.

Emotional intelligence is more crucial than pure intellect for most managers and leaders. Especially in terms of professional and organisational performance. This is because emotional intelligence allows a person to understand and control not only their own emotions but also the emotions of others. Leaders with strong emotional intelligence are better able to sympathise with their employees and influence their emotional states for the company’s benefit.

Here’s a breakdown of each of the six leadership styles: 

The Resonance Style

 The resonance styleobilises people toward a vision. Resonant leaders use emotional intelligence to direct their emotions to help a group achieve its objectives.

Resonance is the ability to coordinate with one another. Hence, resonant leadership can adjust a group’s needs. They have the ability to build and manage the environment. It’s not only about being kind; it’s also about being assertive.

The Authoritative Style 

 According to research, the authoritative leadership style is the most effective of the six, and this is because the standards of success and the incentives are obvious to everybody. However, many employees may find this leadership style oppressive.

The Coaching Style

 A coaching leader assists an employee in developing their strengths and shortcomings to achieve personal and professional success. Employees gain a better understanding of what is expected of them and their role in the larger picture, but research shows that this is the least used leadership style, with many managers claiming they don’t have enough time, even though this approach improves organisational culture and performance significantly.

The Affiliative Style

 This style emphasises the importance of putting people first. It can be effective in fostering team unity or raising morale. Though, it is only focused on praise, leaving little room for affective performance monitoring. The risk is that the performance goes uncorrected and leaders who are dependent on this style rarely offer advice and guidance, which can leave employees in a directional state.

Democratic leaders increase organisational flexibility and responsibility, as well as assist in producing new ideas. By allowing people to have a genuine say in choices. However, the good impact on corporate culture is not as large as you might assume. Owing to the cost of the leadership style, which might include continuous meetings, consultation events, and confused powerless employees.

The Pacesetting Style

 A leader who utilises this style sets high performance and quality standards and exhibits them in their work. It can have a very beneficial impact on staff who are self-motivated and highly skilled. Other employees, on the other hand, may be overwhelmed by such a leader’s demands for excellence. This leads to resentment as the leader asserts control over conditions.

The Commanding Style

Commanding CEOs demand immediate obedience from their staff, which may be a very effective strategy in a business crisis. However, it primarily limits the organisation’s flexibility and, without a doubt, reduces employee engagement.

Leadership styles vary from one leader to the next and are effective in different personal situations or work environments. Emotional intelligence, on the other hand, is a fundamental component of each style. It ensures success and allows for the development of healthy professional relationships.

Who Can Help Me Become a More Emotionally Intelligent Leader?

We can’t improve our emotional intelligence or change our leadership style without help from others. Not only practicing with other people but also relying on them to create a safe environment in which to experiment. We need to get feedback about how our actions affect others and to assess progress on our leadership agenda.
Leaders must pull good emotional attractors from their vision, dreams, and compelling personal experiences, regardless of their leadership style. Only then can leaders begin to shine, infecting others with their positive attitude and becoming truly effective leaders.


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