Emotional Intelligence Reflection Essay Example

Emotional Intelligence Reflection

One of the tools or methods to identify an individual’s emotional strengths and weaknesses is a personal SWOT analysis. Goleman (2009, pp.268) has noted that a strengths and weaknesses analysis helps to explore an individual’s strengths and weaknesses and attempts to discover the professional opportunities that exist for the individual. In the personal SWOT analysis, I discovered that one of the weaknesses I have is managing self regulation. For instance, I often struggle because of taking too many responsibilities or projects at the same time while at the workplace. In many instances, I agree to work on activities or projects without considering prior assignments or tasks that I have committed to working on. Due to lack of the ability to decline, I often find myself with too much on my plate in terms of the workplace tasks that I have to complete. Additionally, having too many tasks denies me an opportunity to properly allocate the adequate time for important tasks and I am often late in delivering some tasks. The failure to turn in tasks on time makes my work seem incompetent and limits the chances of being assigned to more sensitive tasks.

On the other hand, one of my strengths is acute social awareness. For instance, I often take into consideration other people’s feelings and thoughts before making any decision. I always try to think of how my decisions or actions might affect my equals, seniors or juniors in the organization. I understand that employees feel more comfortable when they enjoy working with others. I often try to show empathy towards other employees. The other strength that I possess is self-motivation. For instance, I usually have a strong need to achieve and put in hard work to ensure my tasks or assignments are completed. I also enjoy taking challenging tasks since I get a great sense of satisfaction and accomplishment once I get the job done successfully. I also feel that this attribute helps to set me apart from my fellow workers and the strong need for achieving goals and taking on challenging assignments helps to make my co-workers want to listen to me and see me as a leader.

According to Hughes, Thompson & Terrell (2009, pp.7-9), workplace stress is the adverse response or reactions that occur whenever the demands of a task or job fail to match the abilities or needs of the employee, or the available resources. Although some degree of stress is anticipated in the workplace, excessive or unnecessary stress can hinder an individual’s ability to properly perform his/her roles as well as his/her productivity. Workplace stressors refer to situations or events within the workplace that set off stress response or reaction in an individual or a team. They can lead to chemical, mental or physical reactions within the body that affect the mental functioning and performance of an individual (Thompson et al, 2009, pp.7-9). For instance, one of the instances where I feel stressed or experience a negative emotional state while at work is when I lack the time to complete assignments. In many cases, this is due to poor time management skills and setting insufficient work schedules to accomplish tasks. Another instance is when I take on too many projects. This is usually due to over-committing or scheduling tasks or projects without making any allowance for delays or other issues that can arise and hinder progress. The third instance is when tasks or assignments or instructions lack clarity. This is mainly due to ambiguous job roles and excessive duties and work responsibilities.

One of the triggers of my personal emotional state at work is mood swings. I often use my awareness of mood swings to take time and reflect on where the real problem lies with respect to a particular task, especially when the task involves collaborating with coworkers to complete a project. The other trigger of my personal emotional state at work is lack of motivation. I use my awareness of lack of motivation to seek clarification and help from other employees whenever tasks contain ambiguous instructions or lack resources or certain skills required to accomplish a task successfully.

Modeling constructive behaviors and eradicating destructive behaviors at the workplace demonstrates to coworkers how to channel their emotions in a productive and positive way (Team FME, 2014, pp). One instance of modeling workplace behaviors that can demonstrate management of emotions as an example for others to follow is responding with humor. Humor can be an effective tension or stress reliever when it is used appropriately. Humor can also open the lines of communication, promote trust and connection, and improve creativity. The other instance of modeling workplace behaviors that can show management of emotions as an example for others to follow is using nonverbal cues. Using positive body language in workplace interactions and using nonverbal cues like eye contact, the right tone of voice, posture, gestures, and facial expressions can send messages that suggest an individual’s desire for understanding, assistance, connection, collaboration, and level of interest in a workplace interaction.

One of the actions I can take to improve my emotional intelligence is to enhance my personal competence by seeking ways to enhance self-awareness and self regulation. Serrat (2010, pp.2) and Team FME (2014, pp.9-11) have noted that according to the general model of emotional intelligence, self-awareness and self-regulation belong to the personal competence category of the emotional intelligence domains. To enhance self-awareness I will need to develop competencies in emotional awareness. This involves knowing the kind of emotions that I feel and why I feel these emotions, and realizing the connection between my feelings and what I think, say and do. It also entails recognizing how my feelings affect my performance and setting a guiding awareness of my goals and values. To enhance self-regulation I will need to develop or create more self-control by managing my impulsive feelings as well as stressing emotions in a better way. It also involves making an effort to try and stay unflappable and positive even during trying moments. Lastly, it involves thinking clearly and staying focused even when under pressure.

SWOT Analysis Table

List of References

Goleman, D. 2009. Emotional Intelligence: Why it Can Matter More than IQ. A&C Black.

Hughes, M. Thompson, H.L. & Terrell, J.B. 2009. Handbook for Developing Emotional and Social Intelligence. Best Practices, Case Studies and Strategies. Pfeiffer. Available at: http://www.imd.inder.cu/adjuntos/article/449/Handbook%20for%20Developing%20Emotional%20and%20Social%20Intelligence.pdf

Serrat, O. 2010. Understanding and Developing Emotional Intelligence. Washington, DC: Asian Development Bank.

Team FME. 2014. Understanding Emotional Intelligence. People Skills. Available at: http://www.free-management-ebooks.com/dldebk-pdf/fme-understanding-emotional-intelligence.pdf