Emotional and Cultural Intelligence Report: Leadership and Development

This report examines the concepts of emotional and cultural intelligence, focusing on self-awareness and its crucial role in effective leadership. It delves into the importance of self-awareness in decision-making, continuous self-development, and understanding both internal and external factors affecting organizational performance. The report includes an analysis of a critical incident involving team dynamics and cultural differences, using the Belbin team role model to assess behavioral strengths and weaknesses. The analysis highlights the leader's initial challenges in communication and the subsequent development of strategies to improve teamwork and cultural understanding. Furthermore, the report discusses the practical application of these learnings for future leadership roles, emphasizing the importance of adaptability, self-reflection, and continuous improvement in managing diverse teams and fostering a positive work environment. The report concludes by underscoring the significance of emotional and cultural intelligence for achieving optimal results in various leadership scenarios.

Emotional and cultural
intelligence

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Self awareness and continues self development......................................................................1
2 Critical incident.........................................................................................................................3
3. Strength and weakness.............................................................................................................7
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................12

INTRODUCTION
Emotional and cultural intelligence expressed as the decision-making ability to cope up
with the emotional and cultural aspect of the human being. Emotional and cultural intelligence is
more like an ability to be aware about the emotional and cultural aspect of the human being and
take the right discussion that conveniently suit the situation of an individual based on the cultural
and emotional aspect. In this report all needs to be attached with the self awareness in taking the
crucial decisions of the leader. This report stated about all the major strength and weakness
attached to the self awareness.
MAIN BODY
1. Self awareness and continues self development.
Self Awareness
According to Pitt and Ober (2018, September) Self awareness is a term use to
demonstrate about the self observation of an individual about the surrounding atmosphere. Self
awareness is widely attached to the consciousness of an individual. Self awareness is a crucial
part of the decision-making journey of all the individual specifically for the manager. Self
awareness gives the intellectual base to all the managers about the surrounding atmosphere and
situation that enables the manager to take the productive decisions. Self awareness precisely
guide about the reality attached to the society that give the right path to manager to make the
right decisions.
As per the views of Jabłońska-Wołoszyn,(2016) Self awareness helps in understanding
the potential aspects of all the situation's not just externally but internally as well. External
aspects involve the market situation, performance, consistency, growth, expectations of the
peoples and stake holders and many other aspects related to all the external factors attached with
the organization. Internal aspect specified with the internal structure, policies, strategies, work
culture, internal politics and many such related aspects that put a huge impact over the
operational structure. Self awareness improve the decision-making of the manager by guiding
about all the above mentioned internal and external factors. All such factors put a huge impact
over the performance. The good management is about taking the right decision by analysing the
impact of all the internal and external factors and self awareness play the biggest tool in
observing such impacts. Self awareness is not just stick to external awayness but it also involves
observation related to the internal aspects of the organigation. Self awareness drives all the
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individual to overcome all the possessed deficiencies of an individual. Self awareness point out
all the deficiencies of an individual and it also guide the ways to over come all such deficiencies.
Apart from witnessing all the strength and weaknesses of a leader self awareness also instruct
about the behaviour of the manager. Self awareness intellect about how a leader must behave
while dealing with other's. Self awareness improve the nature of the leader by observing all the
negative aspects of an individual.
According to Аndriukaitiene and et.al., (2017). self awareness is an ability to manage
own-self and also the relationship. Self awareness improves the approaches of the manager to
deal with other's. This approach enables the leader to improve the relationship and also to build
the new and productive relationship with other's In the business world the organization get
benefits from all the personal and professional relationship. Self awareness increases the
business opportunities by setting new strong relationship with other corporates and investors
with the help of the management. Self awareness is a vital tool in the context of the leadership
that drives the manager to take the productive decisions in the context of the organization and it
also helps the manager to create new spaces with productive efforts in the market for the
company.
Continuous Self Development
As per the views of Shastri, Hoda and Amor, (2017, February) continuous self
development is a continuous journey to improve and upgrade a human being as a manager. It
involves all the deficiencies of a human being as a manager and all the ways to erase such
deficiencies. Continuous self development enables the manager to introduce new techniques and
professional practices as a manager in the organization. New practices improve the over all
efficiencies of the company with the right implications of the practices. New and productive
practices also create a better work culture for the company.
As stated by Vikram, (2016) continuous approaches of self development give wide range
of opportunities to the leader to learn and adopt new business techniques that improve the over
all efficiencies of the company. Continuous process of development also improve the
professional knowledge of the manager that aware the manager in the organization to upgrade all
the old-fashioned techniques of the company that enables the leaders in the company to introduce
the new technologies and resources in the company.
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As per the views of Shamir and Eilam-Shamir, (2018) self development improve the over
all personality of the manager that improves the approaches of the leadership to deal
professionally with all the work force of the company. Right dealing approach with all the
colleagues and employees improve the working atmosphere of the company with the improves
relationship. Improves relationship motivate the work force to improve the productivity and
work practices. Self development also impact the creative aspect of the management. Self
development drives the managers to learn new and creative aspect of the sector and also to apply
in the working practices of the organization. Self development practices improves the leadership
skills with all the productive advantages that enables the leaders to apply beneficial working
practices improving the over all profitability of the company. The managers in the company
influence the entire operational environment of the company and continuous development
process support the leaders to introduce positive changes in the organizational structure.
2 Critical incidents
Critical incident 1
Summary of critical incident: explain how the critical incident arose and why it is
significant to your learning and development?
I participated a residential weekend which is part of my master program. The program is
organized for two days. The program is based on team activity. Initially I hesitate to
communicate with others even team member is unfamiliar for me. I find number of team
member who belongs to different culture are presented in the weekend program. I am unable to
communicate with them but I focus on task. I want to complete my task perfectly which is
assigned in program. That why I give instruction to team member what to do and how to
perform accurately. I monitor each member's actions intently and collaboration with them so
that task is finished up perfectly. At the end, my team member gives feedback about me that I
monitor everything in well-formed manner and guides each member to finish up the task
accurately (Bao, 2019). Even they highlight that during weekend program I unable to
communicate with the other and some team member are frustrated because I want to complete
each task with the perfection, That's why I force them but some team member who posses
diverse culture doesn't will to get order to complete task.
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How does your behaviour (thinking, feelings and actions) in this critical incident reflect
the findings of your chosen self-analysis toolkit? How has the toolkit enabled you to
understand why you think, feel and behave in the way that you do? What have you
learned about yourself that you didn’t know before?
Belbin is a team building tool kit which supports to determine behavioural strengths and
weaknesses at the workplace. The model offers language for ensuring that individuals and
group of member communicate effectively and works together with better understanding
(Sulimova, 2017). At the beginning, I don't communicate with team member even they are new
to me, and they belong to different culture, that's why I feel uncomfortable and non-confident as
result it shows my cultural intelligence is low. Their side I advise to communicate well with the
team member. I notice individuals who belong to different countries, have low cultural
intelligence and doesn't efficient to face complex situation and gives decision in order to various
cultures. I have low cultural intelligence that's why I don't know that some member doesn't like
to order according to review which I get from team member’s; some team member gets irritate
because I force them to do complete tasks accurately. That why I choose Belbin model from
toolkit which supports me to being completer or finisher who complete tasks perfectly. Even
some team member gets frustrate from my task perfection nature but task completes perfectly.
Minor mistakes also occurs during guiding task. Belbin is team role theory which is specially
organized to lead communication and effectiveness at workplace. In this theory includes nine
roles of team such as resource investigator, team worker, coordinator, Plant, monitor evaluator,
specialist, shaper, implementer and compete finisher. These are the main roles of manager
according to Belbin theory. As manager, I find number of employees who classifies in different
groups due to cultural diversity (Lynch, Lynch & Clemens, 2018). I involve them in decision-
making and listen them properly so that they get values and other employees also gives values
to their thoughts. I divide team in groups and assigns the different tasks so that I enable to
monitor them perfectly. To lead collaboration, I give challenging task in groups along with time
deadline. It enhances their communication each other and improve their coordination. To
encourage their performance, I appreciate them at workplace so that they perform honestly at
workplace. I organize skills and development classes for employees so that they get chance to
improve their skills. On other hand employees who belong to different culture gets platform to
perform their skill and learns new skills which can apply at workplace to achieve task. Such
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kind classes leads effectiveness in diverse cultural people because they get chance to learns
skills from other employees. To analyse employee’s performance and understanding after
classes become like monitor so that examines employees collaboration during work. I
encourage teamwork of employees so that they understand their cultures and works as team for
completing task. To improve teamwork performance, I identify their work requirement and
resolve their conflicts so that dispute doesn't take place in company. Thus, I recover
collaboration in team or group. To lead understanding about diverse culture As manager, I use
this recovers strategy to improve my self awareness so that I understand their needs and
expectation from manager or company (Norzailan, Yusof & Othman, 2016). I find diverse
culture employees unable to communicate each due to language barrier and different culture.
This model improves my social skills and motivate diverse cultural people to explore new ideas
at workplace so that another employees gets knowledge and gives value each other. Thus, I
improve their coordination and maintains their well-being in program during task. These
recovery strategy helps me to understand how manager perform in holistic situation so that get
optimum result gets in well-formed manner. I feel more confident and I think I can tackle this
issue well-formed in the future. My strengths are positivity and creativity. In this situation I am
enabled to explore different strategy so that situation comes in control. Whatever strategy I
choose, I confident and positive which improves my confidences. As manager, I find my
weaknesses such as lack of motivation and delegation authority. For example, introducing new
ideas I unable to define goals to the team. It reduces my effectiveness as result I am unable to
motivate them. Belbin tool kit has various advantage such as it helps team to accept change in
their working. It supports to improve strengths and minimizes change. in addition, it helps
individual as well to improve their personality by critically analyse it’s performance at
workplace. Belbin theory implements in organization because it helps to develop high potential
team at workplace.
Identify how you will use this learning in the future to become an effective leader,
manager or team-worker?
As far as I think my self-awareness doesn't good before being a part of cultural intelligence and
Belbin questionnaires. Whatever feedback gives by team member is quite useful for me to
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understand for future. Through the feedback I enable to prepare about weakness and strength.
This learning helps me to tackle individual employees in organization so that I become as
effective manager. I will use learning to understand employees needs and expectation at
workplace and supports them to improve their skills and gives values by listening their ideas.
To improve coordination, I encourage them for team working so that they understand each other
and gives values to their culture (Pandey, 2018). This strategy influences my effectiveness in
employees as manager. This recovery strategy improves my confidence and improve my self-
awareness. Thus, type learning helps me to become good manager and for team as ideal
manager in company.
Critical incident 2
Summary of critical incident: explain how the critical incident arose and why it is
significant to your learning and development?
In residential weekend, I choose manager role in group task in which adapts communicating
system and accomplishes team objectives which gets from feedback. Even feedback gets quite
positive from the team member which makes me enthusiastic. I get confuse when some team
member gives feedback that team leader unable to define task perfectly., I observe from my
self-awareness that team is outdated for technology which causes their performance ratio is
decreased and it demotivated them (Pugi, 2016). Beside of this they unable to learn other skills.
Even some teams are aware but doesn't know how to perform at workplace by the technology
(Romanova, 2018). It leads dispute and ineffectiveness in work performance. It is important for
learning and development because it helps me in future how to tackle such kind situation
sophisticatedly.
How does your behaviour (thinking, feelings and actions) in this critical incident reflect
the findings of your chosen self-analysis toolkit? How has the toolkit enabled you to
understand why you think, feel and behave in the way that you do? What have you
learned about yourself that you didn’t know before?
In this situation my behaviour is quite different. I complete the Belbin model for improving my
cultural intelligence. On the basis of feedback, I suggest choosing management competency
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toolkit to improve my cultural intelligence. As Manager, I think it requires management
competency strategy to overcomes this issue. The framework in which includes communication,
delegation, motivation others, organizing task management, patience, building effective team
and self-development. Communication is first management competency whereas manager I
communicate individual employees and understand their objectives. Based on perception I
conduct a meeting and allow them to share their knowledge and experience. It leads vast
communication between employees and shows their capabilities (Simeunovic & Landelius,
2017). Number of employees who are outdated for technologies. To make them self-aware
organize task management which helps employees to improve their skills by delegating task and
finds their weakness. While I support them to improve their skills and achieve task on less time.
I organize training and development classes for employees where trainer treats each employee
equally and gives knowledge about new technology and tricks which can apply at workplace to
get their objectives. As manager, I offer them opportunity to share their technological
knowledge so that other learns and becomes update for technology. Thus, kind knowledge
improves their performance at workplace and improves their awareness for new technologies.
To know capabilities of each employee will use personality test. It is most effective strategy to
know their weakness and strength about their potential. Through the strategy I find valuable
skills which can lead effectiveness in work performance. Team or group also gets chance to
analyse them and improves their skills (Vera & et.al., 2019, October). Thus, I overcome the
issues which comes in a group or team. These recover strategies improve my self-awareness. I
find my strength that I have good communication skills, and I am a good motivator. For
example personality test strategy thorough, I support team to improve their skills and encourage
them to help each other at workplace during task. There I observe they follow my instruction
and improves their skills. I find my weakness also during assigning responsibility to team that I
am not good decision maker. Due to this weakness it leads ineffectiveness in my motivation and
team also doesn't get proper guidance for task.
Identify how you will use this learning in the future to become an effective leader,
manager or team-worker
It helps me to finds my limitation and potential which assist me for future. This learning helps
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me in future for becoming an effective manager. These strategies help to understand team
collaboration and their skills in the weekend program. I learn how to manage team at workplace
and how to focus individual groups or teams during performance. Thorough the personality test
I enable to find my strength and weakness. It supports me to understand how to motivate team
so that they lead high profitability in company. Even management competency strategy assist
me to how to assigns task and overcomes their weakness (Skrickienė, 2017). In the future, if I
become manager and thus type situation occurs in front of me. I able to deal with situation and
implement optimum strategy which leads effectiveness in team and their performance. Based on
communication skills I enable to understand individuals objectives and their talent and assigns
task in which they have ability and can lead profitable outcomes in company. Thus learning
helps me to be an effective manager in company and role model for team and groups.
3. Strength and weakness.
On the basis of the findings of the critical incidents I have witnessed my certain strengths
in the seminar that enables me to take major decisions being in the position of the manager. All
such strengths that I recognized is the major aspect of my management skills while working for
the organization. With the support of critical incidents I also identified my certain weaknesses
that created multiple challenges to perform my duty as a manager. All my identified strengths
and weaknesses can be stated in the following way.
Strengths: Being a manager of the company I possessed various strengths that boost me to
perform all my duties of manager. Out of many strengths some major strengths I recognized
during the seminar was good communication skill, my positive attitude and my creative mindset.
All these strengths provided me various opportunities to generate profitable outcomes as a result
of the operations. All such strengths not just impacted my performance as a manager positively
but also impacted on the over all efficiency of the company.
Weakness: Out of various strengths I possessed this seminar has helped me to witnessed my few
major weaknesses that impacted the over all outcome of my productivity as a manager. Such
major weaknesses I recognized during the seminar can be titled as improper delegation of
authorities in the organization, lack of motivation and wrong decision-making approaches. All
these major weaknesses created a deep influence over my work practices and it also declined my
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performance standard as a manager. All such mentioned weaknesses affected the over all
profitability of the company as well.
On the basis of the above mentioned weaknesses a personal development plan is made to
over come all such weaknesses to improve my productivity as a manager.
Personal Development Plan.
Areas of
Improvement
Activities Sources Measure Time
Authority
Delegation
I learnt during the
seminar being a
manager it's
important to
analyse certain
factors before
delegating any
authority to an
employee.
 Identificat
ion of
skills of
employee
sand task
responsibi
lities.
 Identificat
ion of
methods
of
performin
g a job.
With the help of
HR team a proper
over look about
all the employees
in the company
can be done.
Such overlook of
employee will
involve all the
details of the
employee
regarding his
professional life.
Measurement of
improvement will
be done with the
help of evaluation
of target
achievement
process.
In the beginning
small targets
related to the all
job roles in the
company will be
set and based on
the performance
standard further
activities will be
planned related to
the assigned task
to all the
individual
employees in the
company.
6 months
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 To
improve
my goal
setting
strategies.
Motivation Motivation is
based on the
Maslow’s
hierarchy needs.
Motivation plays
the key role in
achieving the
standard
outcomes. Certain
activities to
improve the
motivation I will
apply.
 Stay
positive
 Regular
breaks
 Focus on
over all
goal
 Establishi
ng of
small
goals first
Proper guidance
of intellectuals
will help in
improving the
motivation.
Study of various
books to improve
the motivation.
Proper working
strategies will be
used.
Based on the
target
achievement the
motivation
improvement
aspect will be
measured.
3 months
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