by Aminat Abubakar – Tuesday, April 4, 2017

In 1998, Daniel Goleman brought to fame Emotional Intelligence (EI) theory in terms of organizational and job performance. Daniel Goleman defines EI as “The capacity for recognizing our own emotions and those of others, for motivating ourselves and others, and for managing emotions well in ourselves and our relationships” (Husain, 2017).

Goleman, (2015, p. 6) posited five components of EI: Self-awareness, Self-regulation, Motivation, Empathy, and Social skill. The first three components are self-management skills, and the last two components relate to a person’s ability to manage relationships with others.

Keyser, J. (2013, June 11) explains, “Self-management is our ability to use awareness of our emotions to stay flexible and direct our behavior positively and constructively. Relationship management is our ability to use our awareness of our own emotions and those of others to manage interactions successfully.”

EI leaders influence and engage teams that tap into the human side resulting in inspired and motivated employees. Such trait leads to excellent job performance and overall successful achievement of organization goals, and profitability. It builds trust and loyalty, and employees tend to agree with one another. It reduces workplace stress and infighting, it attracts great talents and reduced talent turnover in the organization. It plays a very important role in a satisfactory relationship with stakeholders.

In an article, “Are emotionally intelligent employees worthwhile?” Green (n.d.) stated that a research by Ben Palmer et al, a leading Australian researcher into emotional intelligence, has found that employees with higher levels of emotional intelligence have less absenteeism —thus do not cost you as much money, and do not cause as many disruptions in the workplace.

EI in the healthcare sector delivers a more effective patient care. When taught in schools, educates the youth who become successful in learning and life. On a personal level, it creates contentment in an employee life and family, an increase in employee well-being.

So, take the step now towards the improvement or development of your emotional intelligence.

References

Goleman, D. (2015). “What Makes a Leader?” HBR’s 10 Must Reads on Emotional Intelligence (p. 1-21). Boston, MA: Harvard Business Review Press.
Green, R. (n.d.). Are emotionally intelligent employees worthwhile? Retrieved from http://www.theeiinstitute.com/emotional-intelligence-work/
Husain, S., Dr. (2017). Leadership and Emotional Intelligence. Lecture presented at Stratford University in Falls Church, Virginia.
Keyser, J. (2013, June 11). Emotional Intelligence Is Key to Our Success. Retrieved from https://www.td.org/Publications/Blogs/Management-Blog/2013/06/Emotional-Intelligence-Is-Key-to-Our-Success