1. In the words of Dr. Laura Belsten, emotional intelligence can be defined as “a dimension of intelligence that’s responsible for our ability to be aware of our own emotions and the emotions of others and then use that awareness to manage ourselves and manage our relationships with others”. Emotional intelligence has a positive impact on an organization’s culture. Employees who are able to control or evaluate emotions or display interpersonal skills tend to take better decision and be more productive than those who score low on emotional intelligence.
This results in increased production, higher sales level, customer satisfaction and also employee retention. To improve the emotional intelligence of an organization the management could introduce training sessions by hiring a consultant or a workshop can be conducted by HR people. In order to improve my own emotional intelligence first thing to do is a self-evaluation, I need to evaluate how I react to situations and to people. Do I always seek recognition for my achievements or can I sometimes be humble about it and let others shine too. I’ll have to put myself in others’ shoes and try to understand their perspective.
An evaluation will be required regarding how I react in stressful situations, do I often get angry or can I handle a situation calmly. Emotional intelligence is the ability to recognize our own emotions and to understand other’s as well. A workplace is not concerned with business only; it is also a social network where we interact with our supervisors, colleagues, subordinates and most importantly our customers. A person with high emotional intelligence will be able to handle a difficult client or the boss in a better way than one who lacks emotional intelligence.
It is the single most important personal quality that each of us must develop and access to experience a breakthrough. 2. The 12 Elements of Great Managing can be described as essential mind tools that keep employees motivated at their jobs. These 12 elements are the most important factors for strong leadership which guarantee commitment and productivity from employees. I think that job clarity, material and equipment and providing opportunities within the organization are the most important ones because when an employee knows what’s expected of him or how his job is affecting others’ work, he can perform better.
Lack of material and equipment can result in stress. Providing growth opportunities to employees within the organization assists in retaining the best talent, people feel motivated when they foresee the rewards and hence work with dedication. When I become a manager I’ll ensure that the right person is at the right job, people are praised for their work at least once a week, mentors will be assigned to each department so that employees discuss their issues and overcome stress.
People’s opinion will be valued and meetings will be held to discuss their progress. I will first inculcate these in my own department, gradually after seeing the positive results I’ll discuss with my manager and other managers. Any change comes with gradual implementation and adoption. 3. Stress interferes with human emotional, intellectual and interpersonal functioning. An employee under stress cannot be productive or efficient, if he is feeling insecure or numbs out frequently, he won’t be able to meet deadlines or perform work according to the expectations.
He becomes unimaginative and feels helpless. Sometimes organizational conflicts arise and even customer services can be at risk. When the employees feel nervous about their job or are uncertain if they are doing the right thing, committing mistakes too frequently, not being able to communicate with others adequately, indicate that an employee is under stress. As an HR professional I am not adding to stress as I understand the needs of the people. I keep open communication with the employees so I may know where they are facing difficulties or which issues are disturbing them, then adequate assistance is provided to them and they are often encouraged to take initiatives and feel confident about themselves.
4. A feedback can be defined as a positive or negative comment about an event that has happened in the past. It is an important tool for shaping behaviors and fostering learning that will drive better performance. People often don’t know how their actions are affecting others; they don’t know when their work is appreciating and when they are causing problems.
Feedback at workplace results in performance improvement and motivation, when employees know where they are wrong, they try to better their ways. Some examples of bad approaches might be performance appraisal after twelve months that is too late a feedback, the manager assuming that he is right without any concrete evidence to support his claim. Examples of good feedback are valuing the individual, identifying challenging, focusing on the development and committing support. My approach to feedback is excellent. I have taken feedback about the way I give feedback and I have found that I don’t become abusive towards my employees, I don’t hurt their respect and I just don’t put the blame on them but we work out as a team in identifying difficulties and working them out.
I keep the individual’s efforts and performance in mind while giving a feedback. I avoid throwing negative comments which can hurt an employee’s character but at the same time I remain firm in my statement. I encourage the employee for his performance but where shortfalls have been identified, I discuss them with the employee.
I commit support but at the same time I let them know the vision of the organization. 5. The Five Essentials of Career Success are attitude, relationships, results, expertise and network. I will regard attitude as the most important because my attitude towards a certain thing is going to determine whether I’ll be able to achieve successful results, build relationships and networks or gain expertise in an area. I keep evaluate myself, build a Can Do approach and keep myself positive. Five years from now maybe networking would have helped me reach a higher career level.
I will learn from my peers, maintain contact with them even after they have left the organization. I will keep working on expanding my network to meet new people, who can be helpful in future. . Belsten, Laura. Coaching Emotional Intelligence: The Art & Science of Accelerating the Achievements of Your Clients. Colorado: LearnMore Communications, Inc. 2006. Bielaszka – DuVernay, Christina. A CEO’s Six Steps to Effective Feedback. Harvard Business School Newsletter. August 2007. Fast Company, “How Do You Feel. ” June 2000.