The article What Makes a Leader highlights why intelligence and skill alone does not guarantee success as a leader. In the article, Author Daniel Golleman highlights one characteristic many highly effective leaders have that separate them from simply “good” leaders: a high degree of emotional intelligence (Goffee & Jones, 2015). Goleman describes five components that make up emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills (2015). This essay will describe the five characteristics described by Goleman, as well as my experience working with leaders that either possess or lack emotional intelligence. The first component of emotional intelligence is self-awareness. Self-awareness is knowing one’s
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Self-regulation is the ability to control or redirect disruptive emotions and impulses (Goffee & Jones, 2015). Some hallmarks of an individual with a high-degree of self-regulation are trustworthiness, integrity, and comfort with ambiguity and change (Goffee & Jones, 2015). For me, the ability to self-regulate is something I have struggled with. As highlighted in the article, people that can control their emotions tend to be more reasonable and less driven by emotion (Goffee & Jones, 2015). In the past, I have struggled to remain calm under high-stress situations. I have found that I tend to make poor decisions if I let the negative emotions influence my decisions. With experience, I have become better with remaining calm and assessing the facts, not the …show more content…
Empathy is defined in the article as considering others’ feelings, especially when making decisions (Goffee & Jones, 2015). Individuals with a high-degree of empathy have a keen ability of attracting and retaining talent, the ability to develop others, and have a sensitivity to cross-cultural differences (Goffee & Jones, 2015). In my career, I have worked with leaders that lack empathy. Luckily, my experience with a leader lacking empathy was brief. As described in the article, a leader lacking empathy may be too worried about his or her own fate, rather than consider anxiety-stricken workers (Goffee & Jones, 2015). In my case, our organization was down-sizing due to the economic downturn. The leader cared little about his employees, and more about his longevity in the
Self-regulation is the ability to control or redirect disruptive emotions and impulses (Goffee & Jones, 2015). Some hallmarks of an individual with a high-degree of self-regulation are trustworthiness, integrity, and comfort with ambiguity and change (Goffee & Jones, 2015). For me, the ability to self-regulate is something I have struggled with. As highlighted in the article, people that can control their emotions tend to be more reasonable and less driven by emotion (Goffee & Jones, 2015). In the past, I have struggled to remain calm under high-stress situations. I have found that I tend to make poor decisions if I let the negative emotions influence my decisions. With experience, I have become better with remaining calm and assessing the facts, not the …show more content…
Empathy is defined in the article as considering others’ feelings, especially when making decisions (Goffee & Jones, 2015). Individuals with a high-degree of empathy have a keen ability of attracting and retaining talent, the ability to develop others, and have a sensitivity to cross-cultural differences (Goffee & Jones, 2015). In my career, I have worked with leaders that lack empathy. Luckily, my experience with a leader lacking empathy was brief. As described in the article, a leader lacking empathy may be too worried about his or her own fate, rather than consider anxiety-stricken workers (Goffee & Jones, 2015). In my case, our organization was down-sizing due to the economic downturn. The leader cared little about his employees, and more about his longevity in the