Emotional intelligence and effective leader - Myassignmenthelp.Com

Question: Discuss about the Emotional intelligence and effective leader. Answer: Personal Leadership and Profile Identification of strengths and weaknesses forms the basis of the foundation of becoming a successful and great leader. It refers to the ability to define a certain direction for personal life as well as leadership, and move in that direction with clarity andconsistence(Yukl, 2012). Being clear on personal values, opinions and beliefs, and remaining grounded are imperative to the pathway of becoming an efficient leader. Building on the strength and improving areas of weakness, without being defensive and embarrassed are some of the key qualities of an effective leader. Self-assessment and monitoring helped me recognize my abilities and helped me gain a deeper understanding of my values, motives and actions (Batool, 2013). This assignment will illustrate my leadership capabilities and will support the leadership styles I demonstrate using relevant literatures. Personality characteristics Core values of leadership involve certain guiding principles that play an essential role in our lives. These values facilitate and guide others in making a positive difference in personal lives, which in turn contributes to a larger good. Some of the most essential values that I manifest are related to demonstration of respect, integrity, and trust. A culture of mutual respect is vital owing to the fact that it helps people from belonging to different backgrounds come forward and work together as a team (Klar Brewer, 2013). Failure to demonstrate respect often makes it difficult for the most secured people as well to bring about changes and innovation (Carter Greer, 2013). I am respectful towards all my colleagues and peers as it helps in recognizing their basic needs and enhances the overall performance. I try to show respect towards all regardless of their cultural or linguistic backgrounds by evoking a positive conversation with them. I am an active listener and always demonstra te an interest in hearing the views and perspectives of the people surrounding me. This improves provisions for an effective conversation and most often results in a satisfying and productive dialogue. I understand that respect and unquestionable integrity is fundamental to human relationship and therefore implement it in real-time settings. I try to ensure a long-term commitment to do the right practice, regardless of the circumstances and try not to break the trust of people who confide in me. My values make me demonstrate transparency and fairness in all situations. On the other hand, my capability to motivate and inspire my colleagues and peers is based on trust. Display of a passionate behavior towards my work, keeping promises and constantly communicating with others makes me trustworthy. However, I have some weaknesses that often create hindrances in my pathway of becoming an efficient leader. Most often I display lack of courage. Absence of courage commonly results in reduced innovations and sales due to failure to take unpopular and bold decisions (Czech Forward, 2013). Failure to provide regular feedback and rewarding the team members for a good performance are some of t he weaknesses. These directly influence team productivity. Leadership skills are regarded as an essential component that helps in taking thoughtful decisions about the goals and mission of the organization. It also facilitates allocation of adequate resources for achieving the intended directives (Effelsberg, Solga Gurt, 2014). Some of the leadership skills that I demonstrate are namely, non-verbal communication, relationship building, financial management and directing others. Being an efficient communicator through the use of gestures and body language conveys more than words and often helps to make the receiver understand the exact meaning of what is being communicated (Kaslow, Falender Grus, 2012). Formulating direction for others and articulating the directions in a way that the colleagues and subordinates are clear on the expectations they are required to meet is an important leadership attribute. Thus, this skill enables me to foster relationship with others and helps in building the team. I am also able to understand the implicatio ns of the financial decisions and enable me to utilise the financial information for improving performance. Morals and ethics are the standards that define good and bad behaviour of the employees and management in an organization (Eddy, 2012). I always abide by the regulations and laws, established by the government and never promise more than what can be achieved or delivered. I also try not to blame others due to poor financial results or failures. Leadership perspectives These include competency, implicit, transformational, contingency and behavioural perspectives. The competency or trait perspective is the oldest and illustrates the traits of effective leaders. It helps in identifying set of values, abilities and personality traits that make a successful leader (Tourish, 2013). On the other hand, the behavioral perspective identifies behaviours that are demonstrated by effective leaders. While, people-oriented leaders look out for the welfare of all members, task-oriented leaders only focus on the job at hand. The contingency perspective focuses on the importance of a particular situation in determining the leadership style (Furtner, Baldegger Rauthmann, 2013). It states that a leader should be directive, achievement-oriented, supportive and participative for good outcomes. In addition, the transformational perspective looks at the way by which efficient leaders transform their teams by inspiring the employees to strive for a clear vision. They hel p in building commitment towards accomplishing the vision or goal. Leadership style There are different types of leadership styles that exist at workplaces. The laissez-faire leadership style encompasses lack of supervision of employees and such leaders fail to provide feedback on a regular basis. This is commonly exhibited by trained and highly experienced leaders who require little supervision and hinders productivity (Furtner, Baldegger Rauthmann, 2013). Failure to demonstrate supervision efforts leads to increasing costs. On the other hand, transactional leaders receive tasks to perform and provide punishments or rewards to the coworkers based on their performance. Predetermined goals are set by the managers and team members that make them follow a specific direction to accomplish the intended goals (McCleskey, 2014). The transformational and participative styles of leadership depend on high communication skills and input from peers and team members. Additionally, autocratic leadership creates provisions for the managers to make decisions without considering input from others (Avolio Yammarino, 2013). Furthermore, charismatic leaders infuse high enthusiasm and energy in the team and help in boosting performance (Rast III, Hogg Giessner, 2013). Based on the values, beliefs and skills that I demonstrate, it can be stated that I manifest styles of transformational leadership. I engage in effective communication with my coworkers and subordinates that help identification of the areas that need amendment. Therefore, it helps me to create a vision that eventually guides a change. Display of this leadership style enhances motivation and boosts our morale. This creates a positive impact on job performance and increases interest in the work. It helps me emphasise on intrinsic motivation. My capability of demonstrating excellent verbal and non-verbal communication skills helps in conveying a clear vision of the future and of the intended goals. This directly influences the team members to portray a sense of admiration and respect towards me. My keen observation power facilitates gaining the trust and respect of the team members, which in turn inspires all to emulate the good qualities in practice. aspects that need development Sharing unpopular decisions and providing tough feedbacks will help in bringing about innovations and new ideas, in place of the existing ones. Exchanging feedbacks with team members for creating an environment that will support strong performance and meeting the intended expectations and goals Intangible reward in the form of employee recognition, or tangible ones such as, monetary bonus should be conferred on employees to influence their behaviour. This will act as a form of appraisal and will provide opportunities to improve performance Improving emotional intelligence will lead to important insights on self and will allow in balancing feelings. This will facilitate having a sound situational awareness for leading a team. Self-regulation also needs improvement. It will encompass redirection or control of disruptive emotions and will assist in maintaining a calm composure during stressful situations. Bibliography Full Reference IDENTIFYIn-text Reference Context / Location DEFINE EVALUATE ANALYSE [CRITICALLY] REFERENCING: Hunter et al., (2013) CONTEXT: Location USA Organisation- Baylor University, Hankamer School of Business, Department of Management and Entrepreneurship and University of Houston Participants- 224 stores that included 425 followers, 40 regional managers and 110 store managers Method- 3 separate surveys were conducted servant leadership, store performance and sales bevahiour What is this article/book about? The objective of the study was to test the relationship between servant leadership, personality, organisational outcomes and critical followers. Identify key themes that relate to your leadership exercise and style of leadership The key theme of the study was based on the fact that the leaders most often observe their followers while demonstrating helping behaviors such as, actively praising the coworkers. However, they often fail to utilise the opportunities of observing the followers for showing concern, as these conversations take place in private. What questions does this make you ask? This makes me reflect on my practice and question whether I spend adequate time in conversing with my colleagues and co-workers at work. I try to analyse my ability of showing respect, compassion and care towards my co-workers. How relevant is this reference: To my leadership style and approach? Although I demonstrate transformational leadership skills and communicate with my co-workers to identify key areas for amendments, I display lack of appraisal and care for the co-workers. How relevant is this to my leadership style and to my profile? Although I try to engage in effective conversations with all my co-workers in group discussions, I often fail to demonstrate a caring attitude and do not get time to interact with them in private. What messages and/or lessons can be learnt from this article about my leadership style? Thus, it helps me learn that in addition to demonstrating effective communication skills for working towards a directed goal, I also need to reciprocate a helping behaviour. REFERENCING: Braun, Peus, Weisweiler Frey (2013) CONTEXT: Location Germany Organisation- Ludwig-Maximilians-Universitt Mnchen, Technische Universitt Mnchen Participants- 360 employees and their supervisors Method- Surveys were conducted to measure transformational leadership behaviour of the supervisors, perceptions of trust on them and individual job satisfaction What is this article/book about? The article aimed to fill in the leadership gaps by analyzing effects of transformational leadership on trust building in supervisor, team performance and job satisfaction. Identify key themes that relate to your leadership exercise and style of leadership Transformational leadership helps in bringing desired outcomes for all individuals due to the fact that all organizations have a team-based structure and need leaders for motivating the employees by building their trust. What questions does this make you ask? I reflected whether my leadership style is able to improve job satisfaction among my co-workers and if I display good leadership qualities that make the employees trust me. How relevant is this reference: To my leadership style and approach? It is quite relevant to my transformational leadership style as the research helped me in identifying the areas that can be improved for increasing my trustworthiness among the co-workers and also helped me understand my role in increasing employee job satisfaction. How relevant is this to my leadership style and to my profile? It is of extreme relevance as it helped me realise that trust in the team as well as the supervisor helps in mediating job satisfaction and individual perceptions on transformational leadership. What messages and/or lessons can be learnt from this article about my leadership style? I learnt that supervisors or leaders should reflect on the individual and team perceptions on their behavior to facilitate transformational leadership. Supervisors need to pay attention for establishing trust and this leadership style plays an important role in hiring, promoting or training. REFERENCING: Cavazotte, Moreno Hickmann (2012) CONTEXT: Location- Brazil Organisation- Brazilian company operating in energy sector Participants- 134 middle level managers and their subbordinates Method- Electronic questionnaires were used to collect data on 7 variables, followed by assessment of all subordinates on the role of their leaders. What is this article/book about? The article investigated the effects of personality traits, intelligence and emotional intelligence on performance of transformational leaders in an organisation. Identify key themes that relate to your leadership exercise and style of leadership Transformational leadership acts as an essential factor in the field of organisational science and exerts an influence on the efficiency of an organisation. What questions does this make you ask? It made me ask myself if I am able to make complete use of my intelligence and experience in the organisation while working with the team. I also reflected whether my emotional intelligence creates any negative impact on team performance. How relevant is this reference: To my leadership style and approach? It is quite relevant to my approach since I also demonstrate a transformational leadership style. The fact that conscientiousness exerts a direct influence on leadership effectiveness helped me to identify areas that needed improvement in my practice. How relevant is this to my leadership style and to my profile? It helped me realise that I need to control my emotional intelligence such as, thinking and behaviour to facilitate accomplishment of the intended goals in the team. What messages and/or lessons can be learnt from this article about my leadership style? I learnt that emotional awareness, harnessing them to tasks, problem solving skills can create negative impacts on the team performance, if not utilised adequately. Thus, I realised that my role as a transformational leader would require effective demonstration of neuroticism, openness, agreeableness, extraversion and emotional intelligence. REFERENCING: Bell (2013) CONTEXT: Location- Italy Organisation- Local health authority, Italy Participants- 138 nurses Method- 138 recently hired nurses were randomised to 6 different groups for attending sessions such as, self persuasion intervention and beneficiary contact What is this article/book about? The article aimed to enhance effects of transformational leadership on the performance of recently hired nursing employees by exploring the potential of extra task job characteristics. Identify key themes that relate to your leadership exercise and style of leadership Transformational leadership is one of the most important factors responsible for directly motivating action, thereby improving employee performance. It encompasses the behavioural dimensions of idealized influence, inspirational motivation, individualized consideration and intellectual stimulation. What questions does this make you ask? It made me question whether my leadership qualities are able to improve the performance of my co-workers and colleagues. I also evaluated if I am giving in my best possible skills and leadership qualities during administration. How relevant is this reference: To my leadership style and approach? It is relevant to my leadership approach as it helped in ascertaining the fact that self-persuasion intervention and beneficiary contact among leaders working in the public and private sector can be effectively utilized for turning the directed goals and visions to tangible reality. How relevant is this to my leadership style and to my profile? Its relevance lies in the fact that it helped in establishing the role of the aforementioned interventions for enhancing the performance effects due to transformational leadership. Thus, it provided me with an idea of the skills that need to be implemented for increasing efficiency. What messages and/or lessons can be learnt from this article about my leadership style? It helped me learn that my demonstration of self persuasion and beneficiary contact will help in improving pro-social impact and will directly enhance job performance. REFERENCING: Garca-Morales, Jimnez-Barrionuevo Gutirrez-Gutirrez (2012) CONTEXT: Location- Spain Organisation- Spanish automobile and chemical firms Participants- CEOs of randomly selected 1000 organisations Method- Mailed surveys were sent to the participants followed by random sampling and stratification. The responses were measured for analysing transformational leadership effects. What is this article/book about? This research involved randomisation of CEOs of automobile and chemical firms who were made to complete survey questionnaires to investigate the impact of transformational leadership on the performance of an organisation. Identify key themes that relate to your leadership exercise and style of leadership Transformational leadership enhances collective interest consciousness among the members of an organization and establishes emotional links between the leader and followers. It also promotes intellectual simulation through charisma and inspiration. What questions does this make you ask? It made me ask myself if I am able to express charismatic nature and directly inspire my co-workers in order to improve their performance. How relevant is this reference: To my leadership style and approach? It is relevant to my leadership role as my transformational leadership approach involves interaction with all the co-workers for accomplishing the intended goals. If I am not able to utilise my charisma in motivating them, it may result in poor job satisfaction and decrease performance. How relevant is this to my leadership style and to my profile? It is extremely relevant to my leadership style as it helped me realise the strategic role of organisational innovation and learning on employee performance. What messages and/or lessons can be learnt from this article about my leadership style? I understood that it is imperative to my role as a leader for transferring knowledge through organisational learning. I also realised that there is a need to be courageous for suggesting innovations that can greatly improve organisation performance. REFERENCING: Grant (2012) CONTEXT: Location- USA Organisation- Private company selling marketing and educational software Participants- 71 recently recruited employees Method- All participants were made to attend a 2*2 between-subjects training session based on factorial design to respond to an online survey, following which an ANOVA test was carried out to verify the response analyses. What is this article/book about? The quasi-experimental study aimed to investigate the effects of beneficiary contact on transformational leadership upon employees working at sales and revenue departments. Identify key themes that relate to your leadership exercise and style of leadership Charismatic and transformational leaders motivate their followers by expressing confidence, optimism, collective identity and a compelling vision. This makes the followers transcend their interests for the sake of the entire team. What questions does this make you ask? This made me reflect if there I demonstrated enough capabilities and skills of being a charismatic leader that in turn directly motivated my employees and co-workers to work for the best interests of the organisation. How relevant is this reference: To my leadership style and approach? Its relevance lies in identification of charisma and inspirational behaviour as the key factors that drive efficiency of an organisation. How relevant is this to my leadership style and to my profile? It is relevant to my leadership profile as it provided adequate knowledge on the positive effects of independent or combined beneficiary contact on the effective performance of an organisation. What messages and/or lessons can be learnt from this article about my leadership style? 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