Emotionally Intelligent Leadership Research Paper

1183 Words 5 Pages
Throughout human history, people have been dealing with conflict for centuries. There were huge conflicts like two world wars, numerous crimes, and there are minor conflicts such as the tension between people. Even with various conflicts, people have yet to come up with a clear solution to this dilemma. Two authors, Shankman and Allen, are trying a new approach to prevent or have a proactive approach to conflict. Their book, Emotionally Intelligent Leadership, explains how understanding oneself and others will avoid conflicts. In this essay, I will use my example to explore what kind of conflicts exists and how can I use emotionally intelligent leadership to prevent and act proactively. When I’m handling conflict, my preferred way of handling …show more content…
I believe unnecessary conflicts happen when both parties have a lack of understanding and connection with each other. I can use empathy to understand, build trust with others, and thereby, prevent an unnecessary conflict. The textbook Emotionally Intelligent Leadership asserts how empathy is the foundation of effective understanding of others, it said, “Perceiving the emotions of others enables us to build healthier relationships, manage difficult situations, and develop trust more effectively” (Shankman, Allen, and Haber-Curran, p.77). By being more empathetic to each other, I will face less conflict because I know how that person feels, and others understand their perspective of the conflict. Similarly, I will capitalize on the difference to avoid unnecessary conflict. Capitalizing on difference is knowing the difference, and using this as an advantage. This method is not only preventing unnecessary conflict but proactive because it challenges the social norms. Personally, I had many experiences with this because I am from Korea. When I first came to the United States, I had overcome my cultural barrier to adapt to the culture such as promiscuous American culture. The book Emotionally Intelligent Leadership elaborates that difference is an asset, not a negative aspect, it states, “Capitalizing on difference suggests that differences are seen as assets, not barriers. The difference may mean race, religion, sexual orientation, or gender as well as ability, personality, or philosophy. Whatever the difference, you have the capacity to learn about these differences” (Shankman, Allen, and Haber-Curran, p.118). I will use my opposition view to challenge my argument, in essence, strengthening my opinion and considering differences as an asset will prevent potential conflicts that may occur because one is aware of

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