Emotional Intelligence Report: Managerial Role and Self-Analysis

This report delves into the critical role of emotional intelligence (EI) in fostering successful leadership and management. It begins by defining self-awareness and continuous self-development and how they contribute to a manager's effectiveness. The report then explores the significance of EI, encompassing self-awareness, self-regulation, internal motivation, empathy, and social skills. Task 1 examines how self-awareness and continuous self-development are vital for managers, covering daily operations, training, leadership, initiative, coaching, and supervision. Task 2 analyzes two self-analysis toolkits, examining critical incidents to reflect on the findings and implications. Finally, the report identifies areas for personal development, focusing on strengths and weaknesses for future managers, and concludes with a summary of the key findings and implications for leadership development. The report emphasizes the practical application of EI principles to enhance managerial capabilities.

Emotional Intelligence

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
1.How self-awareness and continuous self-development will help you to fulfil role as a
successful leader or manager in future........................................................................................1
2. Critical incidents to reflects upon the findings and implication from two self-analysis
toolkit from the module...............................................................................................................3
3. Identify area of personal development as a (future) manager that you can work on in the
next year....................................................................................................................................14
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Self-awareness is the capacity for introspection and the ability to recognise oneself as an
individual which is separate from environment and others. There is a psychologist named as
Daniel Goleman. he proposed most famous definition of self awareness in their book Emotional
Intelligence. After knowing about own strength and weakness, individual can develop self so that
they can gain better position in future. Development of own-self is also necessary so that
individual can play their role successfully as an leader or manager in future. Below mentioned
assignment is explaining role of person as an successful manger in future. Along with this two
model related to self analysis and in the last strength and weakness summarised for finding major
areas which need development for becoming future manager.
TASK
1.How self-awareness and continuous self-development will help you to fulfil role as a
successful leader or manager in future
Self-awareness : It is the capacity found in an individual person to recognise their own
behaviours, feelings and characteristics. For understanding cognitive, self emotional and physical
as well in simple term, it can be said that every individual have their own identity which is
different from others and everyone must know about their own-self. Below mention are the
question which must be required self-awareness to answer :
 Who am I ?
 What do I want ?
 What do I Think ? How do I feel (physical and emotional)?
According to Okdie, Self awareness stand for capability of becoming object of one's own
attention. In this procedure, person can actively identify, processes and can store information or
data about self. In simple terms, it can be said that self-awareness is schema of special type
which consist of all the knowledge possess about ourself (Self‐Awareness 2018). Moreover,
manager should be self aware about themselves so that they can develop their specialised area
which is required while performing job role of manager.
Self- development : It is an activity which covers process like improve awareness and
identity, enhance individual life quality as well contribute to the realization of dream and

ambition, develop talent and potential, build human capital and facilitate employability Goleman,
Boyatzis& McKee, (2013). Personal development may also involve developing other persons
also which take face by performing role of leader or manager. Now a days, there is wide level of
competition in the environment because of that there is requirement of developing own skills and
knowledge so that individual can have better career.
According to Mueller & Anderson, developing own-self is important for becoming what
individual wants to be as well it is an grand challenge to enhance skills and knowledge for
creating new meaning and fulfilling their lives. Generally, it is all about taking responsibility for
own-self, thoughts, actions and think about that how person can change themselves. Apart from
this, manager have to be self developed so that they can motivate other employees also for
enhancing their own skills and knowledge.
 Manager – They are the people who are in charge of particular group or team in the
company. Manager have staff of people who report him/her related to each and every
official things for taking any further decision or for resolving issues. Along with this they
are expert in their own field or area for managing and supporting their employees.
Manager is the individual who work within the company together with team members for
accomplishing common goals of business Cavazotte, Moreno & Hickmann,(2012).
Their are several role of a successful manager by the assistance of self awareness and self
development in the future are mention below :-
 Daily operations : This is major role of manager in the organisation and it can be only
performed when he/she is self developed because if individual is own develop then only
then can manage working of their organisation along with employees in better manner.
Their are several departments in company each have their own manager who look overall
activity of that particular division because there are various activities performed in the
enterprise.
 Training – Main motive of providing training is for enhancing skills and knowledge of
employees in specific area or field. Before framing training program for individual
person there is requirement of identifying which particular skill need to be enhanced. So
thus, there is requirement of self awareness so everyone knows in which particular field
there is requirement of training. In training major role is played by manager because they
are the one who frame this session for employees.

 The leader – An manager in the company can perform several activities through their
self development. By developing known skills and knowledge manager can take
responsibility of the subordinates, encourage as well motivate staff members and exercise
their formal authority Schutte & Malouff, (2011). This is the main role performed by the
manager in organisation because they lead their entire team as well control and manage
their working.
 Initiative – Business environment is dynamic in nature. In that case there are several
directions or decision which is given by manager in the absence of higher authority.
Manager becomes capable of taking major actions only when they are self aware and
developed. Because judgement is that which can take company up-to its high or low both
so decision making should be done by keeping all the important points in mind.
 Coaching – Manager can only coach their staff members when he/she is self developed
and aware about themselves. An individual can only educate when they have good
knowledge about that particular area as well it can be possible only by developing or
enhancing skills related to specific field Walter,Cole & Humphrey,(2011). Coaching is an
important role of manager because in this he/she gives knowledge or teach their
employees for better outcomes.
 Supervisor - In this, role manager give instructions to their employees or supervise their
overall performance. Along with this, give feedback to each and every person related to
their performance and supervise them for further improvement. So that manager can
enhance overall working of their staff members as well generate more and more revenue.
2. Critical incidents to reflects upon the findings and implication from two self-analysis toolkit
from the module
There are several models given by different psychologists for self-analysis out of all these
there are some which is mention below :-
Emotional intelligence – This is an psychological theory which was developed by John
Mayer and Peter Salovey. Emotional intelligence is the ability of particular person that
understand feeling to access and create emotions so as to provide assistance to the thoughts for
knowing sentiments and gaining emotional knowledge Brunetto & et.al., (2012). As well as to
reflectively regulate emotions so as to promote intellectual and emotional growth. There are five
components of the same which is developed by Daniel Goleman he is a science journalist who

brought numbers of books of emotional intelligence. Out of these five competencies first three
domains are personal, self awareness is defined by a deep knowledge of an individual person
feeling, strengths, weaknesses and capability to accurately and honestly self-evaluate. Self-
regulation is related to control and rule of particular emotions, ability to stay quiet, clear and
focused at the time when things are not going as per the pre -planning Beauvais & et.al., (2011).
The third domain includes the quality of self-motivation and initiative.
Remaining two domain are related to social concern and ability of particular person for
managing relations with others. Whereas, empathy includes demonstrating social awareness and
social skills cover capability of communication, collaborate, influence and work with colleagues.
Apart from this there are several aspects of emotional intelligence if these are possess by leaders
then he/she likely to demonstrate effectual behaviour for various reasons :-
 If leader possesses aspects of emotional intelligence then they consider or understand
other staff members personal needs also.
 Along with this, utilise emotional expressive languages and non-verbal signals or signs
which is related to charismatic leaders.
Five components of Emotional intelligence are as follows :-
 Self-awareness : This term involves self-confidence, realistic self-assessment and self-
deprecating sense of humour. Self awareness is the ability to understand and
acknowledge own moods, feelings and drives as well all these effects on other peoples
Beauvais & et.al., (2011). Along with this, if an person is self aware then he/she can
monitor their emotions because in some situations it is necessary to control it. There are
mainly three competencies of self-awareness :
EA= Emotional awareness recognise feeling and their impact.
AS= Accurate self-assessment states understanding own limits and strengths.
SE= Self esteem is the sense of own capabilities and self-worth.
I am emotionally aware about myself because I known which emotions I am feeling at
particular time and also its reason. Along with this I recognise how my sentiments are affecting
performance. Moreover, I am aware of my own characteristics at both the side which work for
me and those also that don't.
 Self-regulation : It is the ability in which individual can control or redirect disruptive
mood and impulse Kokkinos & Kipritsi,(2012). In simple words it can be said that self

regulation is the term through which individual can manage their own internal states and
several other things related to the same. This have 5 competencies these are as follows :
CR = Conscientiousness and responsibility
SC = Self-control
TW = Trustworthiness
FA = Flexibility and Adaptability
IN = Innovation
I have self control because I can manage my impulse feelings as well distress emotions. Most
important is that I don't react negatively with the peoples who behave like this with me. When I
am trying for new this I always remain positive, composed and unflappable due to self control.
Apart from this, I believe in innovation and generating new ideas as well something latest come
along with hazards. Thus, in my thinking I involve risk.
(Source: Emotional Intelligence, 2018)
 Internal Motivation : This simply means passion of work which comes in person from
internal reason which is beyond of money and status Görgens‐Ekermans & Brand,
Illustration 1: Emotional Intelligence

(2012). Inner motivation is the emotional tendencies which give direction or guide for
reaching to the goals. There are four competencies of the same are mention below :
OR = Optimism and resilience
IO = Initiative and opportunity taking
OC = Organisational Commitment
AD = Achievement drive
I am optimism and resilience in nature because I believe in making mistake and then
learn from them so that their will be no chance of same in future. Moreover I persist in achieving
goals rather then obstacles and setbacks. As wee I am much result oriented due to that I focussed
on objectives and standards.
 Empathy :It is the capability of knowing the emotional make-up of other peoples.
Generally, Empathy is define as awareness of others feelings, concerns and needs. There
are 5 competencies in this are mention below :-
SO = Service Orientation
DO = Developing Others
UO = Understanding others
DD = Developing Diversity
PA = Political Awareness
I am service orientation because for remaining in business environment there is
requirement of understanding needs and wants of customers then fulfil them by matching these
to products & services. I Try new ways for enhancing satisfaction of customers and loyalty.
Along with this, I feel happy when I provide better and appropriate services to the customers.
 Social Skills : This skills are used for managing and building relationship with others
through internal abilities and effectiveness Lee & Ok, (2012). There are 8 competencies
in social skills that are as follows :-
BR = Building relationship
TB = Team building
CF = Collaborative Flexibility
CC = Change catalyst
LE = Leadership
CM = Conflict management

TC = Two-way Communication
IP = Influence and persuasion
Their should be two way communication so that information can be transfer in correct
manner as well I can give respond to the emotional words while communicating with others.
Mainly I deal with issues in better manner by responding them straightforward way.
Belbin Team Role Model management – This model is framed for using talents as well
as personalities of team members. If anyone want to enhance performance of their employees
while working in team. Thus, it is important to learn using psychological diversity in team
working to its fullest potential. Belbin define nine different clump of behaviour which is
displayed at workplace as well these are known are nine Belbin team roles. Description of all
these are as follows :-
Team role Contribution towards team Pitfalls
Implementer This is the person who
implement ideas or plans into
actions as well he/she is
systematic worker and
executer of plans which is pre-
determined.
Implementers are inflexible
because they think a lot while
making changes. Along with
this, they don't adopt
innovation much or too
quickly.
Resource investigators Investigators have numerous
contacts with the person who
are outside the organisation,
along with this they bring
several new ideas and
opportunities into group.
Moreover, resource
investigators have brainstorm
talent and improviser.
Major pitfalls of investigators
is that they start new things
without finishing them and
they easily get distracted from
their work. Moreover, resource
investigators are are too
optimistic in nature.
Plant Plant generate or bring new
ideas for their group and solve
difficulties which they are
They are not realistic and think
without looking practical
results and acting.

facing. Moreover, they are
creative, imaginative and free
thinking.
Monitor Evaluator Their contribution toward team
is that they analyse all the
available options then on the
basis of these take decision
accurately.
Monitors don't have capability
of inspiring others as well they
can be overly critical.
Shaper They are the challenging
personalities who flourishing
more effectively under the
pressure. They play a most
dynamic role through their
challenging behaviour and
affectionate toward new ideas
and situation which makes
them courage-full.
They are the challenging
personalities who believes to
take actions instantly.
Sometime they seems to be
more violent, aggressive and
angry toward others.
Therefore, It is hard for them
to accept others feeling and
opinion easily in their own
working approaches.
Coordination They are the more confident
personalities then others and
believes to clarify future
objectives and goals in order to
attain them easily. They
believes to think differently
and more maturely so that they
can identify their talent in
different situations.
These personalities believes to
work with co-ordination. In
this situation, they can be
influenced by others. Major
weakness of them is that they
back-out easily from own
sharing of work and distribute
responsibilities to others.
Completer Finisher These individuals believe to
make things perfect by their
own efforts and ideas. They
These individuals are believed
in their own work and seems to
be unwilling to assess

are work with more
carefulness and concern so that
they can reduce risk factors
from their working
approaches.
responsibilities to others. They
takes a proper time for
completing a single task so
that lack of punctuality arises
in their work.
Team worker These individual are believes
to distribute responsibilities to
others with a diplomatic
working style. They listen and
understand individual's
thoughts and ideas to provide
them preference of
participation.
They are co-ordinating
personality who believes to
distribute responsibilities to
others. Thus, it is hard for
them to face most challenging
situation by their own and in it
they feels hesitated.
Specialist They are the single-minded
personalities who seems to be
dedicated toward their own
work and objectives. They are
known as specialist in their
their working style as well as
comfort zone.
Specialist believes to work
independently, so for them it is
hard to accept ideas and
thoughts of others easily.
After doing self analysis with the assistance of Belbin team role model it has been
identified that, I am much good in sharper and resource investigators because I can easily face
dynamic situations and challenges along with this I have courage to overcome from obstacles.
Whereas, I have good communication skills through which I can build several contact outside of
the team which may be beneficial and explore several opportunities.
I am least goof in implementing things because I don't have such capabilities to turn my
ideas into practical working. Although, I should have to develop my team working skills so that I
can manage or can work in team effectually. After shaper and resource investigators I am good

in monitoring because I analyse all the options available in front of me then take decision which
is beneficial.
Keys Percentage
Shaper 89 per cent
Resource investigator 85 per cent
Monitor Evaluator 73 per cent
Co-ordination 70 per cent
Plant 68 per cent
Complete Finisher 42 per cent
Team worker 18 per cent
Specialist 15 per cent
Implementer 9 per cent
Personality Test – It is the method or techniques which involves several questions for
analysing abilities relate to his/her personality. Personality test determines several factors such
as stability, social-ability, emotional response, temperament and several others. The same test is
used for finding out several personality attributes of an individual which assist in various other
aspects. Below mention is my own personality investigation which is conducted by me for self-
analysis :-
Scoring norms : Comparative norms for intrinsic, extrinsic and prestige works values are
as follows :-
2-4= low importance
5-7= moderate importance
8 and above = high importance
Comparative norms for social work values are as follows :
3-6= low importance
7-11= moderate importance
12 and above = high importance