10 Explain two of the Goleman’s emotional intelligence competencies [8]

[Sir Afzal Shad]

Explain two of the Goleman’s emotional intelligence competencies [8]

==== Point 1 ====
KN: One of Goleman’s emotional intelligence competencies is self-awareness, which involves recognizing and understanding one’s own emotions and their impact on others.

AN1: Self-aware managers can identify their strengths and weaknesses, allowing them to manage their behavior effectively. For example, a manager who recognizes their tendency to react angrily under stress can take steps to remain calm and composed.

AN2: This awareness also enables managers to align their actions with organizational values, fostering trust and credibility. By demonstrating emotional control, they set a positive example for their team.

AN3: This leads towards the conclusion that self-awareness is crucial for effective leadership. Managers who understand their emotions can make better decisions, build stronger relationships, and create a positive work environment, ultimately benefiting the business.

==== Point 2 ====
KN: Another competency is self-regulation, which involves managing and controlling one’s emotions, especially in challenging situations.

AN1: Self-regulated managers remain calm under pressure, making rational decisions rather than impulsive ones. For instance, during a crisis, a manager who stays composed can guide the team effectively, minimizing panic and confusion.

AN2: Additionally, self-regulation fosters trust and respect, as employees see their leader as reliable and consistent. This stability enhances team morale and productivity, even in difficult times.

AN3: This leads towards the understanding that self-regulation is essential for maintaining a stable and productive workplace. Managers who control their emotions can navigate challenges effectively, ensuring the team remains focused and motivated.

==== Point 3 ====
KN: A third competency is empathy (social awareness), which involves understanding and sharing the feelings of others.

AN1: Empathetic managers can connect with employees on a personal level, addressing their concerns and needs. For example, a manager who listens to an employee’s struggles and offers support can boost morale and loyalty.

AN2: Furthermore, empathy enhances communication and collaboration, as employees feel valued and understood. This fosters a positive work culture, reducing conflicts and improving teamwork.

AN3: This leads towards the conclusion that empathy is vital for building strong relationships and a supportive work environment. Managers who demonstrate empathy create a cohesive and motivated team, driving organizational success.