Ashford University W5 Emotional Intelligence Levels with Leaders Effectiveness Discussion

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WEEK 5 DISCUSSION RESPOND TO COLLEAGUES POST Respond to at least two of your colleagues' postings in two or more of the following ways: Response should be a minimum of 4 paragraphs each. • • • • • • Share an insight about what you learned about emotional intelligence from having read your colleagues’ postings and discuss how and why your colleague’s posting resonated with you professionally and personally. Seek additional clarity or ask your colleague a question, with accompanying context that will help your colleague to think more critically or broadly about the importance of emotional intelligence. Offer an example, from your experience or observation, which validates or differs from what your colleague discussed related to emotional intelligence. Offer specific suggestions that will help your colleague build upon his or her emotional intelligence to further his or her leadership skills within an organization or improve the organization’s culture. Offer further assessment of how emotional intelligence could impact a leader’s effectiveness within an organizational culture. Share how something your colleague discussed changed the way you consider your own emotional intelligence and/or its impact on your leadership abilities. Tylecia Westbrook ….RESPONSE should be 4 paragraph or mor WEEK 5 Discussion 1……FIRST COLLEAGUES RESPONSE Emotional intelligence is the measurable capacity to understand, manage and respond to one’s emotions and the ability to influence the emotions of those around an individual (Mysirlaki & Paraskeva, 2020). This skill is vital in leadership as leaders are able to effectively meet the emotional needs of those they are leading. Emotionally intelligent leaders can form better teams, have better responses to others and regulate their communication with others. There are two ways in which leaders can build their emotional intelligence- mindfulness and improving self through various resources. Mindfulness entails the deep personal consideration of the events surrounding self and responding to them intelligently. Mindfulness gives the room for self-introspection which provides an opportunity for evaluating the one’s actions and the appropriateness of these actions. During my first volunteer program I worked as a social work assistance in a project where we would deal with poverty-stricken communities. The task required that we educate expectant mothers and distribute donations that would enhance their nutrition. Being the team leader, I inspired other team members to use the method to improve on their emotional intelligence. By feeling through the emotional impressions, the team developed the emotional strategy to get acceptability from the community. This method helps in boosting self-awareness and adjusting the response of one towards others. It does not take much time and is easy to adopt. However, the method is subjective and any error results in poor self-awareness. Secondly, one can use earning materials such as videos and tutorials to enhance the understanding on principles and practices that are universally acceptable in interpersonal communication. This method requires that one learns new things and adds them in their emotional intelligence skill set. I once used the method to understand the emotions communication in Mexico while attending my friend’s wedding last summer. I was able to emotionally connect with the locals there. For instance, I studied and understood that emotional expression in Mexico limited to the social position of the individual and there are restrictions on who can share certain information with who. Researchers have suggested that the internet and the portability of internet using devices provides potential opportunities in gaining culturally competent strategies (Krisnanda & Surya, 2019). Through videos the audience can effectively connect with the audience and gain valuable skills. Moreover, this method provides more palatable ways as learners can connect with speakers and experience the application of these emotional intelligence enhancing techniques. However, for me, the method does not provide practitioners with their own perspective on aspects of this kind of intelligence. References Krisnanda, P. H., & Surya, I. B. K. (2019). Effect of emotional and spiritual intelligence on transformational leadership and impact on employee performance. International Research Journal of Management, IT and Social Sciences, 6(3), 70-82. Retrieved from; https://core.ac.uk/download/pdf/230599672.pdf Mysirlaki, S., & Paraskeva, F. (2020). Emotional intelligence and transformational leadership in virtual teams: Lessons from MMOGs. Leadership & Organization Development Journal. Retrieved from;https://www.emerald.com/insight/content/doi/10.1108/LODJ-01-20190035/full/html Ryan Sharratt ……..RESPONSE should be 4 paragraph or more WEEK 5 DISCUSSION …..SECOND COLLEAGUES RESPONSE Building one’s emotional intelligence takes commitment, patience, and most of all the willingness to change. Emotional Intelligence (EI) can be described as the control of emotional response or reaction or can be the higher understanding of a global perspective. This is one of my key attributes that I identify as a strength. I often use the analogy of the airport to describe EI. i.e., a flight cancels and you approach the front counter. You an either get mad at the person who had no control over that flight canceling, or you can look at the larger picture and understand that the person is now just as stressed as you which should cause a peaceful and respectful exchange. That response will often measure someone’s emotional intelligence. Mayer (2016) illustrates intelligence as the capacity to carry out abstract reasoning: to understand meanings, to grasp similarities and differences between two concepts (Mayer et al, 2016 p. 290). In my example of the canceled flight, one concept is the impact to the traveler and the other concept is the impact to the front counter worker. When building your emotional intelligence many methods can be used, however the individual must want to change. Read hundreds of books, see thousands of videos and receive one-on-one support will not mean anything if the desire to make a better version of yourself is not the forefront of your intent. One method of enhancing emotional intelligence is conducting an individual SWOT analysis. Typically used in business; Strength, Weakness, Opportunities, and Threats is a look at internal and external strengths and weaknesses (Quast, 2013). Although SWOT may be a valuable tool to look at internal and external factors for Operation Develop Me, its draw backs are typically an individual bias commissioned by selfreflection and the self-evaluation being conducted based upon how you feel for that day. An additional method to build emotional intelligence can come by way of a Personal Development Plan (PDP) which evaluates Action, Outcome, Review, Prepare for action in a continuous evolution (GovLeaders.org., 2014). This method may be a good tool for continual improvement; however, it utilizes the premise that an objective is never complete. Although there can be a better version of you, there are some things that you can maximize your effectiveness to where learning or changing becomes less fun. In my opinion, every manager or leaders can assess hundreds of instances where better emotional intelligence can be exercised. In my own instances, I use emotional intelligence but successfully and unsuccessfully every day with my business and my family. My emotions typically govern my actions when it comes to protecting my family and my I will do it myself default attitude when things go wrong at work sets my emotional intelligence back light years at every instance of doing it myself. I believe that a true leader can transition between employing emotional intelligence and global perspective and the micro-nutrients that make a business tick—per architectural design. It is up to the individual to want the change, adapt the change and maintain the change—which is often difficult in certain times. References: Mayer, J. D., Caruso, D. R., & Salovey, P. (2016). The Ability Model of Emotional Intelligence: Principles and Updates. Emotion Review, 8(4), 290–300. https://doi.org/10.1177/1754073916639667 Personal Leadership Plan for Governmental Leadership: GovLeaders.org. (2014). Leadership development action plan template. Retrieved from https://govleaders.org/leadership-development-action-plan.htm Quast, L. (2013, April 15). How to conduct a personal SWOT analysis. Forbes. Retrieved from https://www.forbes.com/sites/lisaquast/2013/04/15/how-to-conduct-a-personal-s-wo-t-analysis/?sh=412b9d3328d8
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Hello Tylecia
Your post has personally and professionally resonated with me, particularly in relation
to how you have associated high emotional intelligence levels with a leader’s effectiveness. As
you put it, a leader’s mindfulness and self-awareness, and constant improvement through
various resources is the avenue to attaining high emotional intelligence skills and the success
of the leader, as well as that of the organization. This is because organizational cultures have
significantly shifted from focusing only on conventional intelligence to incorporate emotional
intelligence for more effectiveness (Serrat, 2017).
However, a statement in your post prompts me to seek additional clarification on what
you have addressed. It states that you inspired other team members during the volunteer
program you were a part of to use...


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