Emotional intelligence is how well a person handles or manages themselves and their relationships. It is the ability to be aware of, manages, and express one’s emotion and manage interpersonal relationships prudently and emphatically (Weiszbrod, 2015). Emotional intelligence is important in leadership because it shows how well an individual can handle a more complex situation in a system. To understand my emotional intelligence, I carried out an emotional intelligence test. From the test, my overall emotional intelligence score result was 116 or a percentile score of 86. This is a fair score in regards to emotional intelligence.
My overall score on emotional intelligence is reasonably good. The score shows that I am fairly skilled at understanding and dealing with emotions. Based on this score, I learned the areas I mostly need to work to have the best emotional intelligence. I learned that self-awareness is the main area that I ought to focus on to improve my emotional intelligence. The test results have shown that I have an element of self-awareness issue that might affect my overall emotional stability. Thus, it is important that I work on the self-awareness issue.
To increase my level of emotional intelligence, I must work on the self-awareness issue. Developing self-awareness is the key to aid me to find the motivation to move. Self-awareness or personal competency is the first area of emotional intelligence that one needs to assess. The primary goal in emotional intelligence is to have confidence in making decisions as well believe that the decisions are sound. (Porter-O’Grady & Malloch, 2015). In regards to this, I must be able to learn more and understand myself. I must be able to learn my emotional well-being, especially how they influence actions.
Porter-O’Grady, T., & Malloch, K. (2015). Quantum leadership: Building better partnership for sustainable health (4th ed.). Burlington, MA: Jones and Bartlett Publishers.
Weiszbrod, T. (2015). Healthcare leader competencies and the relevance of emotional intelligence. The Healthcare Manager, 34 (2), 140-146.