Enhance Your Emotional Intelligence - The Article By Golem
Enhanceyour Emotional Intelligence Eiin The Article By Goleman In T
Enhance your Emotional Intelligence (EI) in the article by Goleman in this week's materials, "Leadership That Gets Results," the six styles of leadership are explained. Think about your EI and how it guides your leadership style. Then discuss this topic by responding to the prompts below: Identify the leadership style you think is most appropriate for your business. What secondary style might be complementary? Which competencies do you want to improve to enhance your own EI? Support your answer with information from your DiSC assessment results.
Paper For Above instruction
In Daniel Goleman's seminal work on emotional intelligence (EI) and leadership, he delineates six distinct leadership styles—coercive, authoritative, affiliative, democratic, pacesetting, and coaching—that each impact organizational climate and effectiveness differently (Goleman, 2000). This framework underscores the importance of self-awareness and social awareness in cultivating effective leadership behaviors. Reflecting on Goleman's theory, this paper explores my predominant leadership style, its suitability for my business context, a complementary secondary style, and the competencies I aim to develop to bolster my EI, supported by insights from my DiSC assessment.
The leadership style I find most appropriate for my business is the authoritative style. Often termed as the "visionary" approach, it is characterized by a clear, inspiring vision and a confident direction setting that mobilizes teams toward shared goals (Goleman, 2000). This style is particularly beneficial in my industry, which demands innovation, strategic vision, and motivation to adapt to rapidly changing market dynamics. An authoritative leader can align team efforts with long-term objectives, instilling confidence and purpose—crucial elements in fostering engagement and resilience within my organization.
Complementing this primary style, the democratic leadership approach would serve as a beneficial secondary style. By promoting participation and collaborative decision-making, the democratic style enhances team commitment and innovation (Goleman, 2000). In my context, leveraging democratic leadership can augment the authoritative approach by fostering diverse perspectives, encouraging ownership among team members, and facilitating consensus-building—elements essential for navigating complex challenges and nurturing a culture of continuous improvement.
To elevate my EI and leadership effectiveness, several competencies require improvement, particularly those related to self-awareness, empathy, and social skills. According to Goleman (1990), emotional self-awareness enables leaders to recognize their own emotional states and understand their impact on others, which is foundational in making conscious, effective decisions. Enhancing my empathy will facilitate better understanding of team members’ motivations and concerns, fostering trust and stronger relationships. Additionally, developing my social skills—such as active listening, conflict management, and influence—will enable me to communicate more effectively, motivate my team, and foster a positive organizational climate.
The insights from my DiSC assessment further inform these development priorities. My DiSC profile indicates a dominant (D) and influencing (i) combination, suggesting a leadership style that is assertive, results-oriented, and enthusiastic. While these traits support decisive action and inspire others, they also highlight areas for growth, notably in increasing patience, active listening, and emotional sensitivity. For instance, enhancing my ability to listen attentively and acknowledge others' emotional states would improve my empathy and relationship management—core components of EI. Moreover, balancing assertiveness with empathetic understanding will cultivate a more inclusive and resilient leadership style that aligns with Goleman’s high EI leadership traits.
In conclusion, adopting an authoritative leadership style complemented by a democratic approach aligns with my organizational goals and personal strengths. Targeting competencies such as self-awareness, empathy, and social skills—guided by insights from my DiSC profile—will strengthen my emotional intelligence and leadership capacity. As Goleman emphasizes, high EI is pivotal for effective leadership and organizational success, making continuous development in these areas a strategic priority. By intentionally fostering these competencies, I aim to lead with greater authenticity, resilience, and influence, ultimately driving my business toward sustainable growth and innovation.
References
Goleman, D. (1990). Emotional intelligence. Bantam Books.
Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
Goleman, D. (2004). What makes a leader? Harvard Business Review, 82(1), 82-91.
Cherniss, C., & Goleman, D. (2001). The emotionally intelligent workplace. Jossey-Bass.
Boyatzis, R. E., & McKee, A. (2005). Resonant leadership: Renewing yourself and connecting with others through mindfulness, hope, and compassion. Harvard Business Review Press.
Mayer, J. D., Salovey, P., & Caruso, D. R. (2004). Emotional intelligence: theory, findings, and implications. Psychological Inquiry, 15(3), 197-215.
Bar-On, R. (2006). The Bar-On model of emotional-social intelligence (ESI). Psicothema, 18(Suppl), 13-25.
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Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Review Press.