What Makes a Leader?

IQ and technical skills are important, but emotional intelligence is the sin qua non of leadership.
Some leaders are subdued (bastırılmış) and analytical; other shout their manifestos from
mountainstops. Effective leaders have high degree of emotional intelligence.
It’s not mean technical skills and IQ are irrelevant but these are threshold capabilities entry level
requirements. We’ ll taking each of the components of emotional intelligence, self-awareness, self-
regulation, motivation, empathy, social skills.
Evaluating Emotional Skills:
Competency Models aid to them identifying, training and promoting, psychologists have also develop
such models for lower-level positions. To determine which personal capabilities drove outstanding
performance within these organizations, author grouped capabilities into three categories:
Purely technical skills, accounting and business planning etc.
Cognitive abilities, analytical reasoning
Competencies demonstrating emotional intelligence, ability to work with others and effectiveness in
leading change.
To create competency models, seniors of the company identified the most outstanding leaders. For
other model psychologist used objective criteria such as division’s profitability. Those individuals tested
than compared. As a result of analyzing this data, intellect was a driver of outstanding performance.
Cognitive skills such as big picture thinking and long-term vision were particularly important. But with
calculation the ratio of technical skills, IQ and emotional intelligence as ingredients of excellent
performance, emotional intelligence proved to be twice as important as the others for jobs at all.
This analysis showed that emotional intelligence played an increasingly important role at the highest
level of the company.
Emotional intelligence not only distinguishes outstanding leaders but can also be linked with strong
performance.
1. Self-Awareness: Deep understanding of one’s emotions, strengths, weaknesses, needs and drives.
People with strong self-awareness are not overly critical or unrealistically hopeful. They are
honest with themselves and others. Who has high level of self-awareness recognize how their
feelings affect them, job performance,other people. Someone who has self-awareness knows
where he is headed and why, lack of self-awareness cause to inner turmoil.How we can recognize
self-awareness?:First It shows itself as candor and an ability to assess oneself realistically. People
with high self-awareness are able to speak openly and accurately. Self-awareness shows itself in
hiring process to with describe their feelings. Self-awareness can also be identified performance
reviews, they comfortable talking about There are limitations and strength. In contrast, low level
of self-awareness persons, interpret the message that they need to improve as a threat or sign of
failure. Self aware people can also be recognized by their self-confidence.
2. Self-regulation: self-regulation, which is like an ongoing inner conversation is the component of
emotional intelligence that frees us from being prisoners of our feeling. for example, executive
who has really angered to his team, if he had self-regulation, he would choose a different
approach. He will speak his word, carefully acknowledging the teams poor performance, he
would step back to consider the reasons for the failure, and offer his feelings about it. people
who are in control of their feelings and impulses that is people who are reasonable, are able to
create an environment of trust and fairness. Self regulation is important for competitive reasons
to. these people are able to move with it, sometimes they
even lead the way. For example radically changes on organization not affect self-regulated
persons. Importance of self-regulation to leadership even further and make the case that it
enhances integrity, which is not only a personal virtue but also an organizational strength.
Many of the bad things that happen in companies are a function of impulsive behavior.
3. Motivation: They are driven to achieve beyond expectations, their own and everyone else’s. The key
word is achieve. Lots of people are motivated by external factors(salary, status, etc.). By contrast,
those with leadership potential are motivated by a deeply embedded desire to achieve for the sake of
achievement. People who are motivated by the drive to achieve rather than by external rewards, they
have passion for the work itself (seek out creative challenges, love to learn, take great pride in a job
 well done.)Also they have endless energy to do things better. They persist in their questions about
why things are done this way and not this way; They are eager to explore new approaches to their
work. Whereas people with low achievement motivation are often fuzzy about results, those with high
achievement motivation often keep score by tracking. People with high motivation remain optimistic
even when the score is against them. In such cases, self-regulation combines with achievement
motivation to overcome the frustration and depression that come after a setback or failure. When
people love their jobs for the work itself, they often feel committed to the organizations that make
that work possible. If you set the performance bar high for yourself, you will do the same for the
organization when you are in a position to do so.
4. Empathy: Empathy is most easily recognized. Empathy is not “I’m okey, you okey.” Or adopting
other people’s emotions as one’s own and trying to please everybody. Empathy is thoughtfully
considering employees’ feelings in the process of making intelligent decisions. Empathy is
particularly important today as a component of leadership for at least three reasons: the
increasing use of teams; the rapid pace of globalization; and the growing need to retain talent.
Globalization is component of empathy because cross-cultural can easily lead to
misunderstanding. Empathy is an antidote. People who have it are attuned to subtleties in body
language; they can hear the message beneath the words being spoken. Beyond that, they have a
deep understanding of both the existence and the importance of cultural and ethnic differences.
Growing need to retain talent, leaders have always needed empathy to develop and keep good
people. Nowadays when good people leave, they take the company’s knowledge with them.
That’s where coaching and mentoring come in, good mentoring performance increase job
satisfaction and decrease turnover. People wonder how leaders can make hard decisions if they
are "feeling" for all the people who will be affected. But leaders with empathy do more than
sympathize with people around them: They use their knowledge to improve their companies in
subtle but important ways.
5. Social Skills: First three components of emotional intelligence are self-management skills, last
two empathy and social skills concern a person’s ability to manage relationship with other.
Social skills not just a matter of friendliness, although people with high levels of social skills are
rarely mean-spirited. They work according to the assumption that nothing important gets done
alone. Have a network in place when the time for action comes. People wonder how leaders can
make hard decisions if they are "feeling" for all the people who will be affected. But leaders with
empathy do more than sympathize with people around them: They use their knowledge to
improve their companies in subtle but important ways.