Self-Assessment of Emotional Intelligence: MBA502 Reflective Essay

This reflective essay presents a self-assessment of emotional intelligence, conducted using the Global Leadership Foundation’s Global Emotional Intelligence Test and Daniel Goleman’s EQ Instrument. The student gathered feedback from two colleagues, comparing their perceptions with their own. The Johari Window model is employed to analyze the results, identifying open, blind, hidden, and unknown areas of emotional intelligence. The essay explores strengths, weaknesses, and areas for improvement in self-awareness, self-management, social awareness, and relationship management. The student reflects on past experiences and how their understanding of relationship management has evolved. The analysis culminates in a discussion of how the student plans to leverage their emotional intelligence to become a more effective leader in a globalized environment, emphasizing the importance of cross-cultural understanding, honest self-assessment, and transparent communication. The essay highlights the need to adapt strategies to better align with colleagues' perceptions and foster stronger team dynamics.

Running head: EMOTIONAL INTELLIGENCE
EMOTIONAL INTELLGENCE
Name of the Student:
Name of the University:
Author’s Note:

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Introduction
Self-assessment is one of the best ways via which people can develop a sound
understanding of their strengths and weaknesses. It is the best means through which I can learn
how to overcome my weakness.
PART 1
I have taken two tests namely the Global Leadership Foundations' Global Emotional
Intelligence test and the EQ test of Daniel Goleman (Goleman & Boyatzis, 2017) in order to get
a comparison of the opinions. In other words I have been able to get a self-analysis and at the
same time compare it with the results of two of my colleagues. This has immensely helped me to
understand the hidden aspects (both strengths and drawbacks) that are present within me. It will
be very helpful for me in the future days as well. I will be able to work on my self-development
process. I feel that Johari window is a very useful tool that is helpful in doing an in depth self
analysis.
Scores are given
by people
Self-awareness Self-
management
Social awareness Relationship
management
Colleague 1 3 4 6 3
Myself 3 3 6 7
Colleague2 6 1 3 3

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Open/self-area or arena
This part of the model talks about the traits that are in my knowledge but not in the
knowledge of my colleagues. Getting the opinion and ratings from my colleagues have been
very beneficial as I have been able to understand what are their thoughts about my personality
(Hamzah et al., 2016). Feedback solicitation' is a vey important process which takes place by
understanding and listening to the feedback from another person. The quality falling under this
category is self-management. I and my colleagues have almost the same view that I can keep
my emotions under control and maintain transparency in the communication process. I am also
of an adaptable nature (Khatoon, 2018).
Blind self or blind spot
This part refers to traits that my colleagues knew about me but are unknown to my
knowledge. Self-awareness is one trait that falls under this part. One of my colleagues feels that I
am moderately aware of my strengths and weaknesses. However, another colleague rated me 6
which shows that I am capable of maintaining proper self-control if the situation demands (Jha &
Kumar, 2016).
Hidden area or façade
Relationship management is one such quality that is known to me but not to my
colleagues (Oliver & Duncan, 2019). This is perhaps because I have not been able to exhibit this
quality properly.

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Unknown area
This includes those traits that are not yet not know to any one including me or my
colleagues. I might develop these traits if they are needed in future days. These traits will be
exhibited as and when the situation arises.
PART 2
Johari window has been a very helpful tool in order to carry on with the self-perception
test. I have been able to get a clear idea regarding the strengths and the weaknesses in my
persona (Berland, 2017). This has helped me to develop a thorough understanding of how to
work over my weakness and utilize my strengths. Earlier I had this view that I am very good at
relationship management, Thus I have rated myself 7. This is the highest rating in my survey as I
thought that I am good at relationship building among my team members. In the past, during any
workplace meetings, I tried to make sure that the team bonding is maintained and all the
employees are actively taking part in the team activities.
One of my past experiences was during a team project. I made sure that all the teammates
are actively engaged in the team. So, I made sure that I take a follow up of the work assigned to
them every morning. I used to check the punctuality record, the team attendance each day
without any fail. As per my perception, this was the right way in which I can maintain the team
spirit and can guide all my team members in the right direction. However later I realized that my
colleagues have given me a lower rating in this aspect in comparison to my rating. Both my
colleagues rated me 3. This shows that I have not been able to exhibit this trait properly. Though
I believe that I am good at relationship management and relationship building my strategies was
perhaps not right and it could not make the right appeal to my colleagues.

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Thus I have to use more friendly and approachable means like communication with all
the employees individually. I have to make sure that I am not only assigning them with work but
also trying to know about the issues that are being faced by them. As there
PART 3
I have developed this understanding that in order to be an ideal employee in this
globalized world I will have to develop a sound understanding of the strengths and weaknesses
that are present within me. I will have to take the necessary steps in order to understand what is
expected of me in my profession filed. For instance, relationship building is one of the most
essential strengths that must be present within a Global citizen. Thus I will always make sure that
I treat all my team members with an unbiased point of view (Berland,2017). In other words, I
have to understand that there will be many employees coming from many different cultural and
social backgrounds (Bialobrzeska et al., 2018).
Thus there will surely be variation in their thoughts, understandings, and ideas. I will
have to understand their individual needs and help with all the possible resources. Though I am
aware of the fact that I can build a relation and team bonding among them but I will have to
express the same. In order to do that I will conduct many cross-cultural sessions so that all the
employees can learn how to respect each other's culture and religion.
I will have to be honest about the weakness or the limitations that are present within me.
Self-awareness and self-management are some of the essential traits of a Global leader or a
Global citizen. I will have to develop a calm and tolerant mind towards all the colleagues. In

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order to work as a successful global leader, I cannot expect to interact only with a certain set of
colleagues.
I have to control my emotions and deal with all the colleagues in the same, even an
equally respectful manner. A free flowing two ended or horizontal communication is important
so that I can get to know about the opinions and the feedbacks of my team members. This
communication approach will help me to convey messages and information to and from the
colleagues. I will also have to keep a note of my emotions. If I get angry I will have to
communicate the same to my colleagues so that they understand my situation and cooperate with
me. This will help in initiating transparency among me and my team members.
Conclusion
Thus it can be concluded that in order to establish myself in life I will have to understand
what my colleagues or subordinates feel about me. In order to be a leader, I have to work over
my perfections so that I can set a proper example in front of my team members.

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References
Berland, A. (2017). Using the Johari Window to explore patient and provider perspectives.
International Journal of Health Governance, 22(1), 47-51.
Bialobrzeska, O., Parzuchowski, M., Studzinska, A., Baryla, W., & Wojciszke, B. (2018).
Propensity to take the agent perspective moderates the relative importance of agency
versus communion in self-esteem (but only slightly). Personality and Individual
Differences, 126, 71-77.
Goleman, D., & Boyatzis, R. (2017). Emotional intelligence has 12 elements. Which do you
need to work on. Harvard Business Review, 84(2), 1-5.
Hamzah, M. I., Othman, A. K., Hassan, F., Razak, N. A., & Yunus, N. A. M. (2016).
Conceptualizing a Schematic Grid View of Customer Knowledge from the Johari
Window's Perspective. Procedia Economics and Finance, 37, 471-479.
Khatoon, S. (2018). Developing life skills approach in the teaching-learning process based on
Johari window model: dealing with change. research journal of social sciences, 9(6).
Oliver, S., & Duncan, S. (2019). Looking through the Johari window. Research for All, 3(1), 1-6.

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Bibliography
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Shamoa-Nir, L. (2017). The window becomes a mirror: the use of the Johari Window model to
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Tran, B. (2016). Communication: The Role of the Johari Window on Effective Leadership
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Weber, J. (2015). Investigating and assessing the quality of employee ethics training programs
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Appendices
My score

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Score by colleague 1

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Score by colleague 2