For most of the successful organizations, emotional intelligence is one of the values that characterizes their leaders. The ability to have a solid understanding of ones emotions and how to manage them, as well as those of the people around them is called emotional intelligence. Ideally, a leader with emotional intelligence is sensitive in regard to other people’s emotions and is able to control theirs especially in stressful situations. Also, a person with emotional intelligence is seen to have five key elements including: Self-awareness, self-regulation, empathy, motivation and social skills ( Rowitz& Riegelman) .
There’s has been many criticisms in relation to this value. First, the assumption that emotional intelligence is a form of true intelligence raises questions. This is due to the fact that despite the many researches done on intelligence, no psychologist can accurately define what intelligence incorporate ( Universal class, 2017) . Also, it is criticized owing to its ability to give accurate predictions concerning a person’s success. Further, some criticizes it in relation to its measurement methods claiming that it is based on self-report, which could be formed on lies. Moreover, some models used to measure emotional Quinten such as ability model do not really measure the actual ability of a person but rather the conformity.
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Emotional intelligence is a value that make a lot of sense and that every leader in 21 st century should have. First, with increasing corporate competitiveness, the manager is constantly under pressure and they should, therefore, be able to handle their emotions ( Goleman et al.2013) . Secondly, highly performing teams can only be formed when the leader earns employees trust which is gained by having empathy on their feelings. Thirdly, it leads to positive effects such as increased decision making, reduced employee’s turnover, and decreased occupational stress among others. Finally, a leader with developed emotional intelligence is able to adapt more and cause effective leadership skills which lead to overall success of the organization ( Ellis 2010) .
Looking at the five areas of emotional intelligence and its importance in management, it’s true to say that leaders cannot succeed without emotional intelligence. A leader cannot succeed if they are constantly angry and shouting to the subordinates. Further still, an organization cannot succeed if the leaders only have intellectual intelligent and poor emotional intelligence and thus, emotional intelligence should be one of the key criterion when choosing leaders to ensure the success of an organization
References
Ellis.M. (2010). The Emotional Intelligent Leader of the 21 st Century . Retrieved from https://drmarkellis.wordpress.com/2010/05/10/the-emotionally-intelligent-leader-of-the-21st-century-%E2%80%93-by-dr-mark-ellis-2/
Goleman, D., Boyatzis, R. E., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence . Harvard Business Press.
Rowitz, L., & In Riegelman, R. (2017). Essentials of leadership in public health .
Universal class. (2017). Criticism of Emotional Intelligence Measures Of Assessment . Retrieved from https://www.universalclass.com/articles/psychology/criticismofemotional-intelligence-measures-of-assessment.htm
