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Emotional Intelligence Course Reflection
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Emotional Intelligence Course Reflection
Emotional intelligence (EQ) is an ability to monitor others, determine their feelings and
use the information as a guide to thinking and actions. Studies reveals that emotional
intelligence can improve both leadership and management skills among the individuals
(Bradberry & Greaves, 2009). The various subcomponents of the emotional intelligence include
self-awareness, self-management, social awareness and relationship management.
The Representation of my emotion is evident in the results from the emotional
intelligence test. The primary object of the study is to complete a self-assessment with the
emotional intelligence test and results from Daniel Goleman’s EQ Test. The assessment assisted
me to understand my strength and weakness in terms of the emotional intelligence. My emotions
are represented in the emotional intelligence test. I can recognize my emotion as I experience
them and I sometimes lose temper when frustrated. Despite the temper, my colleague have told
me that I am a good listener. I enjoy organizing and working with a team. I find it difficult to
move on when frustrated or unhappy.
The results indicate an expression of my level of emotional intelligence. With a score of
6, I understand that I am moderate in self-awareness. In the aspect of self-management, I had a
poor score of 4 points revealing that I exhibit a low level of self-management. I score 8 points in
social awareness, showing that I have a high susceptibility for empathy. In the relationship
management aspect, my score was 6, indicating that I am moderate in social skills. The
emotional intelligence of more than 61 reveals that I have a strong emotional intelligence (Miao,
Humphrey & Qian, 2017). The results can assist an individual to maintain social skills, have
strong relationship, strong motivations and empathy among the colleagues.
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There are various adjustments individuals can make to learn and develop emotional
intelligence. First, the individuals need to observe their judgment on the colleagues before
knowing facts. It is critical for a leader to explore emotions, practice self-control and expand
empathy. Secondly, the individual should consider self-evaluation by understanding their
strength and weakness. An inspirational leader should practice humility and accept that they are
not perfect. Also, the individual need to adjust and develop the new skills by examining their
reactions in the stressful situation. It is valuable to stay calm and in control during the difficult
situation. In particular, developing emotional intelligence means that an individual takes
responsibility for their actions (Serrat, 2017). Thus, emotional intelligence development requires
a combinations of a look into the individual’s weakness and transform into a leadership strength
in future.
The other observations I derived from the assessment is catalyzing change in organization
and leading through facilitating teams. The short LinkedIn videos noted that change is necessary
for the purpose of cultivating productivity. According to Britt Andreatta, boosting emotional
Quotient requires one to work with teams by exercising emotional self-control. The speaker
notes that facilitating change comes in hand with the aspect of looking at the organization and
the market as well as looking for workforce trends. It is important to ensure that organizational
leader identify the possible signs for problems that need change(Bradberry & Greaves, 2009).
Although change is inevitable, the team leaders can encounter resistance when championing for
successful change.
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References
Miao, C., Humphrey, R. H., & Qian, S. (2017). A meta‐analysis of emotional intelligence and
work attitudes. Journal of Occupational and Organizational Psychology, 90(2), 177-202.
Serrat, O. (2017). Understanding and developing emotional intelligence. In Knowledge
solutions (pp. 329-339). Springer, Singapore.
Bradberry, T., & Greaves, J. (2009). Emotional Intelligence 2.0. San Diego: Talent Smart.
