MSG Team's other articles

11358 Special Training Programs

Most of training is either technical or behavioural in nature, but there are still other trainings that are neither. These fall under the ambit of special training programs and are conducted with an agenda of smoothening the work process within the organisation. Workforce diversity can be both positive and negative for the organisation. Positive in […]

11492 Talent Management Process

People are, undoubtedly the best resources of an organization. Sourcing the best people from the industry has become the top most priority of the organizations today. In such a competitive scenario, talent management has become the key strategy to identify and filling the skill gap in a company by recruiting the high-worth individuals from the […]

8829 Workplace Efficiency – Being Efficient at Workplace

Remember, every organization pays its employees for their hard work and efficiency. Individuals need to achieve the assigned targets within the desired time frame. It is essential for employees to meet deadlines and deliver results on time. Why would an organization promote you if you do not accomplish tasks within the desired time frame? Employees […]

9747 How Using the HR Scorecard Creates Long Term Value for Organizations

Shorter Term Targets and the HR Function Typically, the Human Resources (HR) function is supposed to operate on short-term targets such as the number of people hired for different positions and within the targets set in the short term. For instance, in most manufacturing companies, it is the norm to ask the HR function to […]

10569 Participation and Performance – Importance of Participation

The greatest and widely accepted benefit of participation is the increased work ownership of employee. An employee is better able to relate himself/herself with his or her work and this improves performance and efficiency at work. John Newstrom and Keith Davis worked extensively upon the subject. They identified three variables that lead to increased performance. […]

Search with tags

  • No tags available.

Emotional intelligence helps us to create and nurture healthy bonds in an organization and it ensures both personal as well as organizational success. By emotional intelligence we mean the proficiency of an individual to identify his own emotions as well as emotions of other people, to differentiate between various emotional states and to categorize them properly, and to use the emotive data to manage thinking and performance.

High emotional intelligence means that you can identify your own emotional condition and you can connect well with the emotional conditions of other individuals and deal with those individuals in a manner that brings them closer to you.

Emotional intelligence consists of the following components/elements:

  1. Self-awareness: Self-awareness implies an in-depth study of an individual’s emotions, positives/assets, limitations, needs and ambitions. Self-awareness can be developed by investing time identifying the domains of improvement and making an honest attempt to build up that attribute of yours.

    Self-awareness can be built by true reflection of yours on daily basis. This means that quality time has to be spend on exposing your mind to innate thoughts. Individuals with high level of self-awareness would basically be candid, not only to themselves but also to other individuals. They know the impact of their feelings on themselves as well as on other individuals, and on the functioning of the organization.

    Self-aware people are surely self-confident. They have a thorough understanding and knowledge of their strengths. They will look for support only when required. They will always play safe. They will only take projects which they can complete efficiently within time deadlines. They know their vision very clearly and they will not accept projects which are a hindrance to their values or personal and organizational vision.

  2. Self-regulation: Self-regulation is like a continuous internal discussion. It ensures that we are no longer bound to our feelings. People who are self-regulated know how to deal with their feelings in an effective way. These people are quiet logical and they ensure that an environment of justice and reliance prevails in the organization. Such an environment ensures less of internal conflicts and greater productivity.

    Self-regulation is nothing but governing the disturbing drives and feelings. It is a fundamental to our proficiency to manage dynamism in the environment faced by us. It is also about feeling optimistic and venting optimism to others. Self-regulation provides you an option to either be in control of your emotions or let your emotions be in control of you. Self-regulation mainly includes self-discipline and control, credibility, diligence, flexibility and bringing about revolution.

  3. Motivation: An urge to work and learn for inner motives other than monetary and prestige reasons is what inner motivation is. Motivation is a drive to accomplish things which are out of your own expectancies as well as others expectancies.

    Motivated people are passionate people. They are inclined towards learning more, are proud of their remarkable achievement, and look out for innovative tasks. They are keen in discovering new methodologies of performing. They are quite inquisitive about the reasons why tasks are performed in a particular manner and not the other. Highly motivated people are very optimistic, even when they don’t meet the organizational benchmarks set upon them.

  4. Empathy: Empathy means selflessly taking into account the feelings of workforce during rational decision-making. It is the proficiency to understand the emotional state of mind of others and to deal with them accordingly.

    Empathetic leaders have knowhow of developing and maintaining the talent. Empathy is the building block of Emotional Intelligence. “Step into the shoes of others” is what is emphasized when you want to perceive things from other’s viewpoint. Empathetic people excel in sustaining long term relationships, effective listening as well as connecting to others. Due to dynamism and increasing globalization, empathetic leaders are more in demand.

  5. Social Skills: People with great social skills excels in change management and conflict resolution. They are excellent communicators. They have huge contacts and a high capability to build connections. They are proficient in team management. They possess a trait of eloquence, i.e., they are effective persuaders.

    Social skills in short means applying empathy and balancing the wants and requirements of others with your own. Social skills help in getting work done from others, and it is very important for the leaders to possess this trait so as to put their emotional intelligence to operate.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Creativity and Entrepreneurship

MSG Team

Communication and Employee Development

MSG Team

Benefits of Employee Multitasking

MSG Team