intelligence is the ability of individuals for recognising their own and emotions of other individuals, for discriminating between various feelings and labelling them in a proper way. Moreover, in this process emotional information is used for guiding perception and behaviour and for managing emotions in order to adapt environments or achieving goal or objectives (Goleman et al, 2013).

In emotional intelligence, usually three skills are included;

• Emotional awareness, that includes the capability of identifying own emotions and also of others.
• The capability of harnessing emotions and applying them to tasks such as thinking and solving problems.
• The capability of managing emotions that include the capability of regulating your own emotions and the capability of cheering up or calming down another individual (Druskat et al, 2013).

1.1. Example 1

For example, two individuals fought with their boss at workplace. One individual was emotionally intelligent and other individual was not emotionally intelligent. After going back to their homes, the first individual who was not emotionally intelligent initiated shouting at his children. This person reacted badly with his children without reacting in an emotionally intelligent way. In contrast to this, the other individual did not react badly with his children and showed emotionally intelligent behaviour.

1.2. Example 2

Another example is of an employee who has started working on a very significant project. The boss lies on the pressure. There is a condition of high pressure and there are different options available for him.

Someone having less emotional intelligence tend to buckle under the pressure and lose the project. These are the things that have been done for long time being a survival form (Dong et al, 2014).

2. Comparison of Emotional Quotient and Intelligent Quotient

2.1. Emotional Quotient

According to VanderPal (2014), it is often misinterpreted being the intelligence quotient (IQ), Emotional Quotient is quite different due to the fact that it measures the general intelligence, through this emotional intelligence is measured. Emotional Quotient is termed as the ability for sensing, interpretation and applying the power in an effective way and acumen of different emotions for supporting high levels of productivity and collaboration. In the environment of business today, Emotional Quotient is much significant as it assists in the leveraging of awareness of different emotions for effectiveness in the organization.

2.2. Intelligent Quotient

An intelligence quotient (IQ) can be termed as the score which is acquired through different standardized tests that are being designed for the assessment of human intelligence.

3. Reasons why leaders’ need emotional intelligence to manage today’s workforce

3.1. Effective Communication

Leaders who do the sharing of their strategy or vision with the ones present around them, in order to make everyone on same page, result into more efficient organization. Motivation is the result of effective communication. Consistency and clarity in stating a directive or thought provide employees with the ability to interpret what is needed or expected through them. This is limited to being enough able to listen without asking questions, keeping emotions in control and judgment when it is required to seek to interpret. People need to believe in the leader, the major key towards credibility is the communication.

3.2. Self-Awareness

Clarity on weaknesses and strengths is significant for the leader to identify. Through self-awareness, a leader can target the strengths that are possessed through people. Hiring of people is done who perform well in such areas where the leaders have less astuteness. Owning acknowledgment involves interpretation of others and promotions of strengths. If a leader does not have much awareness, then in this case they can buy into the press clippings and can take different risks, without much of the introspection; or they can even fail in connecting with work and actions, and they can get potentially demoralize to the subordinates.

3.3. Sense of Humor

In case when there is a very serious leader, then it results into austere environment. Some of the leaders get afraid to be light, as they desire to be taken much seriously by the employees. It is basically an insecurity sign. The emotionally intelligent leader depicts much of the balance. People like to work smarter and harder when there is some fun sense. Morale is connected with the productivity, and being a leader, it implies to instill the energy in the organization (Hosseinzadeh et al, 2014).

4. Consequences if leader not possess emotional intelligence

A leader who does not own much of the emotional intelligence does not get the ability to gauge the requirements, expectations, and wants of those that are lead. Leaders who make reaction through emotions without filtering can result into mistrust among the staff (Zijlmans et al, 2015).

5. Explore the elements of emotional intelligence that leaders must be aware of to increase leadership effectiveness.

5.1. Self-regulation: It is also termed as discipline. It includes redirecting or controlling of disruptive emotions and adaption of circumstances of change for keeping the team movement in positive dimension.

5.2. Effective Communication: In the SEAL teams, three things need to be done in a flawless way for being an effective team member and operator: communicate, shoot and move. Communication holds much of the significant. Lack and misinterpretation of communication is basically the base of issues between different people. Failing to do communication in an effective way in an organization; results into confusion, bitterness and frustration among people. Effective communication can do the elimination of obstacles and can motivate powerful organizational links.

6. Recommendations

 A technique that can be taken by the company for the improvement of social skills of leaders in the company is to undertake the work of altering the conduct. Organizations that have more interest in the development of leadership are required to start through the assessment of willingness of people to get entered into the alteration program. Eager candidates are first required to develop the vision for alteration and then they start the diagnostic assessment, and determine different regions of social strength and weakness and a medical workup. Having the responses, the training of leader can be done in particular regions where development of social skills of individual is done. The range of training is from rehearsing the better manners of interaction and to try them at each of the opportunity. There are different options, but the main road to the prosperity is quite complicated. For being an effective leader, there should interpretation of actions and emotions that influence the individuals (Gondal & Husain, 2013).

References

Druskat, V. U., Mount, G., & Sala, F. (2013). Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press.

Dong, Y., Seo, M. G., & Bartol, K. M. (2014). No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence. Academy of Management Journal, 57(4), 1056-1077.

Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

Gondal, U. H., & Husain, T. (2013). A Comparative Study of Intelligence Quotient and Emotional Intelligence: Effect on Employees’ Performance. Asian journal of Business management, 5(1), 153-162.

Hosseinzadeh, A., Nasiri, Z., & Ghanbari, A. (2014). Relationship between managers' emotional intelligence and their transformational leadership styles (case study universite). Advances in Environmental Biology, 1096-1101.

VanderPal, G. (2014). Global leadership and emotional quotient. The Journal of Applied Business and Economics, 16(5), 137.

Zijlmans, L. J. M., Embregts, P. J. C. M., Gerits, L., Bosman, A. M. T., & Derksen, J. J. L. (2015). The effectiveness of staff training focused on increasing emotional intelligence and improving interaction between support staff and clients. Journal of Intellectual Disability Research, 59(7), 599-612.