Emotional Intelligence in the Workplace: Strengths, Weaknesses, and Stressors

This article discusses emotional intelligence in the workplace, including strengths and weaknesses identified through a 360 review. It also covers common stressors and how to handle them, as well as strategies for improving emotional intelligence. The article includes a coaching planner using the GROW model. No specific subject, course code, or college/university mentioned.

Running head: EMOTIONAL INTELLIGENCE 1
Emotional Intelligence
Name:
Institution:

EMOTIONAL INTELLIGENCE 2
Task 1
The 360 review is an opportunity in which an employee is provided with a professional
feedback on his or her performance. The main objective of this feedback is to give an
opportunity to the employee to be able to understand how the organization views their work.
Through this review, I was able to know some of my emotional strengths and flaws at my
workplace. One of my strengths is the passion that I have towards my job which boosts my job
performance. Another one is optimism, as most of the time am very hopeful and confident about
the future, in my job or in my social life. Enthusiasm is another one of my strengths as I have
great eagerness to be involved in particular activities in my job as I consider most of those
activities very helpful and important.
Despite my strengths, I also have some weaknesses. One is, disappointment which
occurs when one of my expectations or hopes has not been fulfilled. I also tend to have some
doubts especially if am uncertain of what the outcome will be, making me to sometimes hesitate
when making some decisions. Also I might fear the outcome of certain actions that I do when
working. My biggest fear is being fired from my job if I make mistakes.
The following were instances that really stressed me while working:
Lack of control
According to Sunila (2012), lack of control is a common reason that cause stress in the
workplace. This happened when I felt like I didn’t have control over a certain situation or like I
was being prevented from applying the solution I had to the problem at hand at that time (Farah,
2013). But I overcame it when I got the opportunity to apply the solution I had which made the
situation better which relieved me of my stress.

EMOTIONAL INTELLIGENCE 3
Lack of knowledge
People tend to get stressed when they don’t have the expertise required to deal with a
certain situation (Farah, 2013). There was a task I attempted to do on my own and as my
colleagues told me it was easy, I was completely stressed by it. But I overcame it when I decided
to delegate the task to an expert and my stress disappeared completely.
Perceived lack of time
When I was given a specific amount of time to complete a certain project, I felt like that
project won’t be complete by the time the period given lapses. This really stressed me out until I
learnt that making realistic deadlines would really help me overcome my stress.
There are some causes that affect personal emotions while at work. One of them is for
example when you make a costly mistake at work. This can be very stressful if he or she is
blamed by the managers. But remind the worker that mistakes do happen and try to help them
focus on solving the problem. Another one is when a worker is having a hard time learning the
task when he or she is new to the job. To show concern on worker’s progress but focusing on
asking him or her what can be done for him to succeed will be the best way to deal with the
problem without triggering fear and also boosting performance from the worker.
One instance of modeling behaviors in the workplace demonstrating emotion
management is through emotional intelligence. It is the ability of an employee to monitor his or
her emotions and the emotions of the colleagues in a work environment, so as to discriminate

EMOTIONAL INTELLIGENCE 4
among the emotions and to be able to use this information to guide their actions and their
thinking.
To improve my emotional intelligence, one of the actions to take is being self-aware
emotionally which will allow you to diffuse the strong emotions for long so as to figure out why
they are happening preparing you to address them with balance and thoughtfulness (Nutrition,
2016). Another action would be to have self-control to able to manage those emotions calmly
which will enable you to meet the challenges in a relaxed and clear way. The other action is to be
adaptable to life itself by making sure that you are not too attached to any outcomes or processes
in particular.
Task 2
First of all, don’t take things the store manager is yelling about personally and try to
stay calm and positive which will enable you deal with the issue in a relaxed state of mind. Then
I would take responsibility of what’s happening as great leadership is defined by how you react
to both negatives and positives times (Mortiboys, 2012). This brings a sense of calmness to the
junior staff which will key to forging a way to move forward in trying to find a solution.
The store manager failed to demonstrate the principle of self-awareness as she didn’t
recognize her emotions and they swept her away when she started yelling at the other managers.
She also failed to demonstrate self-control principle as she didn’t remain calm when she was
under pressure and started yelling. The store manager should have demonstrated emotional
awareness and should have also promoted positive leadership behaviors rather than blaming the
other managers.

EMOTIONAL INTELLIGENCE 5
How the employees are treated by their managers governs their morale. If managers
treat employees in a friendly manner will push them to achieve reachable goals (Miksen, 2017).
People usually pay attention to how their superiors act, so when stores manager loses his cool
and starts yelling, this will affect the employees’ performance negatively as they will lose their
focus when unrealistic demands are asked of them.
Some misinterpretations include- some people tend to share a lot about themselves and
also ask about other people families, so when nobody ask them about themselves and their
families, they tend to feel disengaged and isolated. Secondly, other people are usually taught that
if they work hard and remain humble they will be recognized (Cole, 2015). But in reality, those
people who brag about themselves and their work are the ones that are recognized and usually
promoted over the humble ones. I would explain to the employee why it is a challenge to manage
a culturally diverse workforce but remind him that this differences makes our workplaces
stronger (Dabbah, 2018). One way to raise awareness is by observing others which increases
self-awareness of the values and an assumption shaping one’s own ideas of what is normal and
natural and influences decision making and behavior.
Using the principle of empathy, I will set aside my emotions and see things from the
employees perspective so as to respond to his feelings naturally which will help in forming deep
relationship with the employee. Communication is key to personal interactions and successful
business. Understanding, accommodating and appreciating the employee’s differences will
increase your effectiveness and enhance your ability to effectively communicate when you use

EMOTIONAL INTELLIGENCE 6
self-awareness, relating to other people will be enhanced building team cohesion in the process
which in return improves performance.
Employees who are effective emotionally have the highest chance of attaining business
goals and objectives set out for them. Negative emotions may lead to biased decision making but
with positive emotions, you make good decisions affecting business goals. When targets are
being set, the impact of emotions on employees should be put into consideration to avoid making
of unrealistic targets which will negatively affect employee decisions.
Task 3
Appendix 2: Coaching planner (GROW model)
Coaching
phase
Activities/questions
Introduction Summarise the reasons for the coaching session from your
point of view:
● To improve Pats self-awareness
● To improve his sense of empathy
Ask Pat for input, to describe own perspective:
● He wants to improve and get better as well.
● He also would like his junior colleagues get better when
they need assistance
Goal Ask questions to establish Pat’s understanding of
performance expectations, personal goals and aspirations:
● His performance when it comes to selling has been
persistent
● He also understands what is expected of him by his
manager.
● He has his personal goals which includes personal
targets that he has set for himself beside the ones set
by his superiors
● He aspires to be the best in what he does.
Reality Ask questions to establish understanding of:

EMOTIONAL INTELLIGENCE 7
● the real gap between Pat’s performance and
expectations/ performance goals:
○ He thinks that he is not far off from the targets set
for him but he acknowledges that something
needs to be done to improve where he fell short
of.
○ He acknowledges that he hasn’t taken time for
personal development and to try to work on his
weaknesses.
● potential obstacles to achievement, such as Pat’s EI
skills and personal/work situation:
○ Self-awareness is one of his weaknesses as he has
some problems when it comes to realizing his
emotions which has affected even his workmates
who look up to him.
○ Sometimes he doesn’t look at things from other
people’s perspective which makes his workmates
feel like they are disliked by him.
Options/
opportunities
Ask questions to help Pat generate options or opportunities to
help achieve goals and close performance gaps:
 Opportunity to attend more coaching session to work
on his emotional intelligence
 To engage In social activities to work on his social
skills
Will Ask questions to establish Pat’s willingness to agree to
concrete and time-bound measures to improve performance:
● For him to meet personal goals he understands that he
need to improve his performance, so he willing to take
as much time as needed to work on it.
● He also get that there are business goals to meet and
junior staff members who look up to him for assistance
hence the need to help himself first.

EMOTIONAL INTELLIGENCE 8
References
Cole, S. (2015, March 19). A Simple Way to Raise Your Cultural Awareness at Work. (Accessed
on 16th September 2018) Available at <https://www.fastcompany.com/3043687/a-simple-
way-to-raise-your-cultural-awareness-at-work>
Dabbah, M. (2018, May 17). 4 Examples of Cultural Differences in the Workplace. (Accessed on
16th September 2018) Available at <https://redshoemovement.com/examples-of-cultural-
differences-in-the-workplace/>
Farah, S. (2013, September 30). 8 Common Workplace Stressors and How to Handle Them.
(Accessed on 16th September 2018) Available at
<https://www.govexec.com/excellence/promising-practices/2013/09/8-common-
workplace-stressers-and-how-handle-them/70952/>
Heathfield, S. M. (2018, April 30). You Can Get Feedback for Performance Improvement
through 360 Reviews. (Accessed on 16th September 2018) Available at
<https://www.thebalancecareers.com/what-is-a-360-review-1917541>
Miksen, C. (2017, November 21). How the Behavior of Company Managers Can Affect the
Behaviors of Their Subordinates. (Accessed on 16th September 2018) <Available at
https://smallbusiness.chron.com/behavior-company-managers-can-affect-behaviors-
subordinates-23552.html>

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Mortiboys, A. (2012). The Development of Emotional Intelligence: A Case Study.
London: Routledge
Nutrition, I. (2016, November 10). 5 Essential Principles of Emotional Intelligence. (Accessed
on 16th September 2018) Available at
<https://www.integrativenutrition.com/blog/2016/11/5-essential-principles-of-emotional-
intelligence>
Sunila, S. (2012). Emotional Intelligence and Achievement in School Children: A Comparison
of Boys and Girls in Private and Public Schools. Indian Journal of Positive Psychology,
3(2), 65-79.