Self Leader

DUE SEPTEMBER 3@11:59PM

GETTING STARTED

In a TedTalk on emotional intelligence, Ramona Hacker offered the following questions and insights:

“What is it this mysterious emotional intelligence? When most people think of it, they stop at the term ‘emotional.’ What do you connect to it? It’s crucial to differentiate between emotional and the value that emotional intelligence can have because emotional intelligence is something fundamentally different. It’s the ability to identify and manage your emotions and those of others. And it includes three skills:

· First, emotional awareness - empathy towards others but also towards the self.

· Second, the ability to harness emotions and apply them to tasks like problem-solving.

· And third, the ability to manage emotions which includes regulating your own emotions but also calming down or cheering up other people.

As we may see by this contrast, very emotional people do not necessarily or automatically have high emotional intelligence, because they may only display their emotions freely without thinking about or knowing why they have them.”

In this week’s discussion forum, we will consider various scenarios that involve emotional intelligence in the workplace and share examples of EQ strengths as well as areas for improvement. Begin by reading the two assigned articles  "What makes a leader?"(PDF document)  and “ Emotional Intelligence in Leadership(new tab) ” and viewing the Daniel Goleman video “ Strategies to become more emotional intelligent(new tab) ”.

BACKROUND INFORMATION

This discussion forum is shaped by an activity provided by PositivePsychology.com(new tab) :

Please review each of the seven following scenarios. Choose one with which you can readily identify as something you practice or are mindful of trying to practice in the workplace, then write a paragraph about your particular situation and how you use emotional intelligence. Then, choose one of these seven scenarios that you feel has room for improvement and write a paragraph describing a situation that illustrates your reason for your choice.

“We know that high EI/EQ in the workplace is an advantage, but how do we know it when we see it? What does it look like? Here are some good examples of high vs. low EI/EQ at work from emotional intelligence coach Ush Dhanak: 

1. An Upset Employee Finds a Compassionate Ear

We all get moody sometimes, even at work. How a person deals with her coworkers or employees when they are having a bad day is a good indication of her EI/EQ level. If she doesn’t even notice the moodiness, ignores the employee, exacerbates the bad mood, or criticizes the employee and tells them to “snap out of it,” she probably has low EI/EQ. If, on the other hand, she notices that something’s up, offers her employees compassion and understanding, and tries to cheer the employee up or distract them from their woes, that’s a great indicator that she has high EI/EQ.

2. People Listen to Each Other in Meetings

Unfortunately, not all meetings are positive and productive; sometimes meetings can devolve into everyone talking at once, no one offering any input at all, or-worst of all-shouting and heated arguments. If an employee contributes to any of the above in a meeting, he is displaying low emotional intelligence. If he allows others to have their say, listens attentively and refrains from interrupting others, and gently but effectively keeps everyone on task, he is probably high in EI/EQ.

3. People Express Themselves Openly

A person who is comfortable speaking up about things that are important, and is just as comfortable listening to others talk about their own opinions, is showing high workplace EI/EQ. She is probably also adept at expressing her own emotions in an appropriate way and accepting of others who express their own emotions. A person who keeps things bottled up or gets upset when others disagree with her at work is likely low in emotional intelligence. She might spar with her coworkers about their opinions or, conversely, expect everyone to simply keep all emotions and opinions to themselves.

4. Most Change Initiatives Work

If a workplace is generally high in emotional intelligence, likely change is handled well. Change initiatives likely are taken seriously and carried out in earnest. Alternatively, workplaces with low emotional intelligence are resistant to change, fail to put in the effort necessary to make change initiatives succeed, or even actively sabotage them. Additionally, poorly thought-out initiatives indicate that the leadership team is low in EI/EQ and does not understand how their proposed changes will affect their employees.

5. Flexibility

A workplace that offers flexibility and understanding of the complex, busy lives of organization members is one that is probably high in EI/EQ. Leaders who accept that people have different needs and offer ways to work smarter are displaying a good sense of emotional intelligence. Leaders who refuse to allow their employees flexibility and hold strictly to the way things have always been done (when there is no need to do so) are showing signs of low emotional intelligence.

6. People Have the Freedom to Be Creative

Similarly, workplaces that allow their employees the opportunity to be creative and innovative are high in EI/EQ. Giving people the chance to practice their creativity and think outside the box is not only a welcome gesture for employees, but it’s also a smart move for the workplace. Workplaces that make their employees stick to strict policies and procedures (again, when there is no need for such strictness) are low in EI/EQ. Not understanding the value of creativity and the need employees have to be imaginative and invested in their work is a hallmark of low EI/EQ.

7. People Meet Out of Work Time

Finally, a good sign of emotional intelligence in the workplace is when organization members meet outside of the workplace. Organizations where employees enjoy happy hours, having lunch together or other social activities indicate that there is a high level of EI/EQ present. Workplaces that don’t feature such strong bonds and those in which employees do not spend any non-working time together are likely low in EI/EQ. When people are emotionally intelligent, they tend to get along and see the value in investing their time and energy into workplace relationships, but people low in EI/EQ are generally not interested in building quality relationships(new tab)  with their peers.”

INSRUCTIONS

1. Review the information in the Getting Started and Background Information sections.

2. In your initial discussion post (250–300 words), please see the Background Information above for details about what you will address in your posting. 

3. Be sure to incorporate at least two additional sources beyond assigned material in this course.

All postings should be thoughtful, but succinct. Please remember to cite your work where appropriate (APA, 7th ed.).