Based on Goleman, emotional Intelligence on effective leaders mainly comprises of self-awareness, self-management, social management and relationship management. The first two domains are more concern to personal whereas the later are more social and more concern to a person’s ability in relationship management. Intuitively, most of us have understood that EI is more important in traditional workplace but there is no empirical evidence which highlights the enormous impact high EI can have in the workplace until recent years. In fact, Daniel Goleman’s research had shown that EI is the sine qua non of leadership. Together with IQ as threshold capabilities, they formed the 
entry level requirements for executive positions. High emotional intelligence can be reflected in a person's behavior in the workplace.So, the most effective way to evaluate workplace performance is through structured behaviorally-based interviewing and 360˚ reference checking conducted by high calibre, trained evaluators. Items evaluated usually comprise of how an executive manage his/her emotions during time of stress and how he /she interact with his/her colleagues. Apart from th
at, an interesting research shows that, senior levels in the organization are more likely to have an inflated view of their emotional intelligence competencies, and less congruence with the perception of others, than lower level employees. The first reason is because the executives are lonely at the top and they have fewer opportunities for feedback as there are fewer people above them to provide feedback. Secondly, it is because mostly people are less inclined in giving constructive feedback to their senior colleagues. Besides, EI is something which cannot be learnt by reading some books or articles. It takes training, practice and reinforcement. So, in order to have effective leaders in a workplace, the executives must frequently be given feedback on their performa
nces and management styles as an outcome of behavioral-based interviewing and 360˚ feedback.
Reference
entry level requirements for executive positions. High emotional intelligence can be reflected in a person's behavior in the workplace.So, the most effective way to evaluate workplace performance is through structured behaviorally-based interviewing and 360˚ reference checking conducted by high calibre, trained evaluators. Items evaluated usually comprise of how an executive manage his/her emotions during time of stress and how he /she interact with his/her colleagues. Apart from th
at, an interesting research shows that, senior levels in the organization are more likely to have an inflated view of their emotional intelligence competencies, and less congruence with the perception of others, than lower level employees. The first reason is because the executives are lonely at the top and they have fewer opportunities for feedback as there are fewer people above them to provide feedback. Secondly, it is because mostly people are less inclined in giving constructive feedback to their senior colleagues. Besides, EI is something which cannot be learnt by reading some books or articles. It takes training, practice and reinforcement. So, in order to have effective leaders in a workplace, the executives must frequently be given feedback on their performa
nces and management styles as an outcome of behavioral-based interviewing and 360˚ feedback. Reference
Sean, D. (n.d.). Emotional intelligence and leadership. Retrieved October 12, 2007 from
http://www.ceoforum.com.au/article-detail.cfm?cid=6226
http://www.ceoforum.com.au/article-detail.cfm?cid=6226
