The Role of Emotional Intelligence, Motivation and Self-regulation in Leadership

Emotional intelligence or EI is the ability to understand and manage your own feelings of love, hate, fear, etc., and those of the people around you. People with a high degree of emotionalintelligence know what they're feeling, what their feelings of love, hate, fear, etc. mean, and howthese feelings of love, hate, fear, etc. can affect other people. For leaders, having emotional intelligence is extremely important for success. After all, who is more likely to succeed - a leader who shouts at his team when he's under stress, or a leader who stays in control, and (in a relaxed, controlled way) tests/evaluates the situation?

According to Daniel Robot/dummyan, an American mind doctor who helped to (make well-known) emotional intelligence, there are five important things to it:

1. Self-awareness.
2. Self-regulation.
3. Motivation.
4. Empathy.
5. Social skills.

The more that you, as a leader, manage each of these areas, the higher your emotionalintelligence. So, let's look at each element in more detail and examine how you can grow as a leader.

If you're self-aware, you always know how you feel, and you know how your feelings of love, hate, fear, etc. and your actions can affect the people around you. Being self-aware when you're in aleadership position also means having a clear picture of your strengths and weaknesses, and itmeans behaving with (not bragging).

Self-regulation

Leaders who control themselves effectively rarely (by speaking/related to speaking) attack others, make rushed or emotional decisions, stereotype people, or agreement (where everyone meets in the middle) their values. Self-regulation is all about staying in control. This element of emotional intelligence, according to Robot/dummyan, also covers a leader's flexibility and loyalty to/promise to personal responsibility for behavior.

Do you know what values are most important to you? Spend some time examining your "code of (related to the rules and beliefs of doing the right thing). " If you know what's most important to you, then you probably won't have to think twicewhen you face a moral or (honest and right) decision - you'll make the right choice

The next time you're in a challenging situation, be very aware of how youact. Do you relieve your stress by shouting at someone else? Practice deep-breathing exercises tocalm yourself. Also, try to write down all of the negative things you want to say, and then rip it upand throw it away. Expressing these feelings of love, hate, fear, etc. on paper (and not showingthem to anyone!) is better than speaking them out loud to your team. What's more, this helpsyou challenge your reactions to make sure that they're fair!

Motivation

Leaders work regularly (all the time) toward their goals, andthey have very high standards for the quality of their work. Every time you face a challenge, or even a failure, try to find at least one good thing about thesituation. It might be something small, like a new contact, or something with long-term effects, like an important lesson learned. But there's almost always something positive, if you look for it.

For leaders, having deeply caring, understanding feelings are very important to managing asuccessful team or organization. Leaders with deeply caring, understanding feelings have theability to put themselves in someone else's situation. They help develop the people on theirteam, challenge others who are acting unfairly, give helpful (reactions or responses to something/helpful returned information), and listen to those who need it. If you want to earn the respect and loyalty of your team, then show them you care by beingextremely understanding and kind.

Social Skills

Leaders who do well in the social skills element of emotional intelligence are greatcommunicators. They're just as open to hearing bad news as good news, and they're expert atgetting their team to support them and be excited about a new mission or project. Leaders who have good social skills are also good at managing change and (stopping arguments/reducing angry feelings politely. They're rarely made happy (by meeting a need or reaching a goal) with leaving things as they are, but they don't sit back and make everyone elsedo the work: they set an example with their own behavior. As a leader, you can inspire the loyalty of your team simply bygiving praise when it's earned. Learning how to praise others is a fine art, but well worth theeffort.