This Assessment consists of 2 Parts. Assessment 1 (it is already done) and Assessment2. (which I am asking to write it)
I have attached my Assessment 1 with my Tutor’s feedback (page 2-5) to give you a view what I presented to HR and what I am expecting from you to write in Assessment 2.
Please, focus on my presentation of Assessment 1 (written in Italic), and then will write answer for Assessment 2 taking in account: Assessment 1, my Tutor’s feedback (page 5) and all requirements for Assessment 2 (page 6).
Please, read whole document carefully. There is important information about Assessment.
Assessment 1 (already done)
Presentation of Proposed Action Plan
You have been granted 15 minutes with a panel of representatives from your Human Resources Department at the company where you work. You will be required to give a 2 minute ‘elevator pitch’ in which you outline to the representatives a plan to enhance your performance.
The aim of the presentation is to gain the support, and approval, of the Human Resources Department to develop a more detailed written plan for submission. The plan will focus on how you can improve your psychological approach and performance in an organisation. If appropriate you may wish to outline how your improvement could impact others. For example, if the plan is around your work as a leader that it will have an impact on those you manage. Even if you do not have any line management roles then you will likely interact with a number of colleagues and so any improvement may have an impact on those interactions. So, in brief, the benefits of the plan need not be confined to you.
After the 2 minute ‘elevator pitch’ the panel representing the Human Resources Department will ask questions about your proposal and dig a little deeper into the rationale and evidence for your plan.
The issues raised in the presentation, and from the feedback, will be useful in informing the full write up of your plan which is the second assignment.
Content and Structure
In delivering your ‘elevator pitch’ we would expect you to outline what the aim of the programme is, and what the benefits are for you personally and the company, the feasibility of the programme and the likelihood of success.
The questions will focus on these issues and also explore a little deeper into the evidence base and rationale for the proposal.
Below, there is my Assessment 1 that I have already delivered orally to HR about my plan. Please, read carefully to have a view what to write in Assessment 2.
Recently I have become a leader in my company after a previous one has resigned. My ambitious is became a Manager in the future. At the moment, I manage 20people in my team. I observed, some issue in my team such as conflicts, no engagement into the work, much stress and negative emotions, sick absence. I would like to improve the relations and those issues, so I decided to improve my Emotional Intelligence” to be more effective leader.
I have found, there are tons of research out there about how emotional intelligence impacts the workplace and the work that gets done on every level, from C-suite executives to entry-level workers. Also, it has been noted that while high EQ and awareness of experience is essential in management, the emotional maturity of the leader is mostly responsible for such achievements (Goleman, 2019).
So, How Does Emotional Intelligence Affect Leadership? How does emotional intelligence manage to be such an important feature in leadership?
According to emotional intelligence expert Daniel Goleman, emotional intelligence is made up of four distinct but complementary components:
Self-Awareness: recognition of one’s own emotions
Social Awareness: recognition of others’ emotions
Self-Management: ability to manage one’s emotions
Social Skills: an ability to influence and manage others’ emotions
These four components make up a good outline of exactly what a leader needs: to be self-aware, to be aware of the moods and emotions of others, to be able to control and manage his own emotions and to influence and manage the emotions of those he or she is leading
.
Emotional Intelligence in Leadership Effectiveness and Management To get down into the nitty-gritty of emotional intelligence and leadership, there are five “essential elements” of emotional intelligence that contribute to a leader’s effectiveness:
1. Development of collective goals and objectives
2. Instilling in others an appreciation of the importance of work activities
3. Generating and maintaining enthusiasm, confidence, optimism, cooperation,
and trust
4. Encouraging flexibility in decision-making and change
5. Establishing and maintaining a meaningful identity for an organization
After reading the argument presented by different scholars about EI and its importance in leadership as well as its impact on the management of organisations, I realised Emotional intelligence is one of the major psychological aspects that must be adequately addressed as a leader. Emotional intelligence (EQ) is one’s ability in using, and managing emotions positively through relieving stress, effective communication, empathy, and overcoming conflicts through defusing conflicts (Salovey, and Mayer, 2017). In ensuring that emotional intelligence is addressed or improved, there must be an effective, and reliable plan that one must adequately follow.
In ensuring emotional intelligence is improved, there are four aspects that must be adequately embraced. The four aspects include self-management, self-awareness, social awareness, and relationship management.
Self-management
Self-management is one of the key aspects of enhancing emotional intelligence. Through self-management, it becomes extremely easy to understand one’s weaknesses, and strengths. It is essential to note with adequate self-management, it becomes easy for the areas of weaknesses which eventually help in improving the overall performance). Therefore, to ensure that self-management is enhanced which eventually lead to improved emotional intelligence, there must be a focus on the specific actions such as the
Self-awareness
Self-awareness is also another tool that is incredibly applied in ensuring that that emotional intelligence is improved. It involves the process of noting the essential values that are associated with self-improvement. It assists in improving EQ by embracing personal thoughts.
Social awareness
Social awareness is unique from self-awareness. It involves noticing some of the issues which are linked to social interactions with other parties. Social awareness may also be associated with the ability to have some empathy towards others. As a leader, this is a common role that must be adequately be addressed to ensure that there is an improvement in emotional intelligence. Focusing on emotional intelligence through embracing social awareness is important since it enables one to ensure that there is significant improvement among the followers. As the leader, it is therefore fundamental to ensure that there is adequate focus on the most effective measures in promoting social growth. Importantly, without social growth, it also becomes extremely difficult to embrace the core leadership skills such as creating an effective relationship with the followers. Therefore, it is essential to conclude that social awareness is not only a tool for improving emotional intelligence but also overall psychological growth.
Relationship management
To improve emotional intelligence, one relationship with others must be improved. As a leader, this can be done by adjusting some of the core psychological skills such as improved interactions.). Relationship management can be enhanced through embracing leader-follower relations. Leader-follower relations are essential since they do not only improve a positive work relationship, but they also ensure that the overall performance of the organisation is also increased. Therefore, it is the role of the leader to ensure that overall, there is consistent engagement of the followers as this will generally improve the general emotional intelligence; The identified strategies must be conducted to ensure that the EQ as a leader is adequately improved. With the improvement of the emotional intelligence as the leader, both the company and follower’s growth are also escalated.
After presentation they asked me among others:
1. How I can measure and see that my plan work?
By the change of behavior of team members. To see it and to expect that they follow me I need to show them my good behaviour first.
2. How EI can be improved? – you need to write something about that
2. How I am planning to improve relationship?
My answer was by leader-follower relationship. The leader-follower relationship is the singular most important relationship in any organization, especially if that organization claims to prioritize company culture. A positive leader is one who is uplifting and supportive, who does not need a scapegoat every time something minor goes wrong. They are quick to forgive, and slow to punish, and the entire team feels as though their best interests are taken to heart by their leader. This relation is about trust, openness and respect.
There is a view what I presented to HR and what you need to base on to write an Assessment 2, but you can also write some more arguments to enhance my plan.
My Tutor’s feedback
Strengths:
A good viva that demonstrated a solid knowledge emotional intelligence as applied to performance contexts. You were able to present a good rationale regarding the problems associated with a lack of emotional intelligence and outlined a plan that may help to improve these aspects for yourself and the wider staff team/company. The plan was authentic and linked to your current role as well as tapping an area you wish for the team to develop. You drew on some academic evidence (e.g., Dan Goleman’s work) to explain the issue, and in terms of informing the programme. It was interesting to hear you connect the ideas to stress/atmosphere/leadership also. Your communication was good throughout, and your presentation style engaging.
Your responses to questions were good, with clear and appropriate answers, including expansion beyond the material contained in the pitch.
Areas to improve:
The area of focus had a useful academic underpinning, but you could do more by including specific research articles that support your case (e.g., academic research on emotional intelligence). Regarding the plan, more precise detail of the plan and the activities involved, based on evidence, would be welcomed. The pitch itself did not fully cover all elements, but these were explored via the questions. From a critical appraisal perspective too, this was good but in Assignment 2, aim to be more expansive with your critical appraisal of your plan and underpinning evidence. Further, in assignment 2, consider how you could triangulate how you evaluate the effectiveness of your programme (e.g., assessing behavioural change across different outcomes), to know that your programme has been a success.
