EMOTIONAL INTELLIGENCE FOR LEADERS.

Running Head: EMOTIONAL INTELLIGENCE FOR LEADERS 1
Emotional Intelligence for Leaders
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Emotional Intelligence for Leaders 2
Assignment 1
How an Individual Reflects on Their Performance
UNISON (n.d) asserts that self-reflection enables on to assess themselves, especially the
way they work, and how they study. Hence, reflecting is crucial because it assists one to develop
skills, and review his or her effectiveness. Some of the reflective questions one may ask
themselves are:
Strength- What are my strengths? For instance, am l responsible?
Weaknesses- What are my weaknesses? For instance, am l distracted easily?
Therefore, self-reflection is vital for developing EI
Capacity to Manage Personal Emotions in the Workplace
Importantly, one must understand how they can control their emotions especially under
pressure. Hence, the most prompt way to manage such negative emotions are through focusing
on only unwanted emotions; the majority of the people do not need approaches for managing the
positive emotions. Therefore, anger, disappointment, nervousness, and frustrations are essential
in evaluating how one can manage their emotions at a workplace (MindTools, n.d). From the
case study, Ahmed begins losing confidence in himself, and doubting his capacity to perform his
duty, which indicates that he lacked proper skills in managing his emotions at the workplace.
Interpretation of the Case Study
During the promotion of Ahmed as a “joint venture project manager,” everything seemed
to be working right for him. As a result, he was able to perform his various responsibilities

Emotional Intelligence for Leaders 3
effectively. These duties include coordinating and gathering executives from several
organizations, and be in constant communication with the “joint venture participants.” This
enabled Ahmed to keep the participants updated on any changes the project may need. It is
evident that things seemed to run smoothly, primarily because Ahmed was not under any form of
pressure or disappointment and frustrations. In contrary, when the project approached the critical
planning stage, there was immense pressure that made it difficult for Ahmed to maintain his
schedule. The situation worsened when the participants requested for information and
documents, but Ahmed could not deliver. This influenced the criticism he encountered from the
participants, which left Ahmed frustrated since he doubted his capacity and lost confidence.
Analysis of the Case Study from a Theoretical View
Ahmed expressed different behavior throughout the case study, but the consistent are the
analytical and amiable behavioral styles (TCM, 2015). The change encountered from the case
study is due to continuous pressure from the participants who distracted Ahmed from completing
his duties.
EI competencies require effective leadership, and the five elements of EI can influence
this; self-assessment, self-regulation, empathy, effective communication, and management of
relationships (Gleeson, n.d). These five elements determine the effectiveness of leaders in
workplaces
The essence of positive role modeling is that it influences the behavioral, and symbolic
modeling aspects such that leaders can learn to convey messages to the employees on various
levels. Additionally, it enables individuals to learn and aspire for leadership positions within an
organization (Singh & Sealy, 2008).