Leading with Emotions (part II)

Feb 23, 2021

What is EI?

A theoretical model created by Daniel Goleman includes 4 main aspects of Emotional Intelligence: Self-Awareness, Social-Awareness, Self-Management and Relationship-Management. He defines EI as “the ability to recognize, understand and manage our own emotions and to recognize, understand and influence the emotions of others. In practical terms, this means being aware that emotions can drive our behavior and impact people (positively and negatively), this enables us to learn how to better manage those emotions – both our own and others – especially when we are under pressure.”

Is there a link between leadership styles and EI?

The consulting firm Hay/McBer analyzed if there is a relationship between EI and leadership styles. They found 6 distinct leadership styles, each springing from different components of emotional intelligence. Their research summarized the styles, their origin, when they work best and their impact on your organizations climate (positive or negative).


The main findings were summarized as following:

  • The 6 styles, taken individually, appear to have a direct and unique impact on the working atmosphere of a company (climate), division or team, and in turn, on its financial performance.
  • The research indicates that leaders with the best results do not rely on one leadership style, they use most of them – seamlessly and in different measure – depending on the business situation.
  • According to the report, the visionary leadership style has the most positive effect on working atmosphere of a company, but 3 others Affiliate, Democratic and Coaching, follow close behind (last were the Commanding and Pacesetting style). That said, the research indicates that no style should be relied on exclusively and all have at least short term uses.


How to measure and develope your EI?

There are various tools and platforms available that support individuals and organizations to measure and understand Emotional Intelligence, i.e. the EQ-I (Bar-On) tool and the Emotional Competence Inventory (Goleman) tool.

In addition there are various training and certification programs available which enable leaders or people in HR related functions to broaden and professionalize their EI skills and expertise.

Finally for all employees coaching and mentoring programs can add an incredible value to understand and develop their Emotional Intelligence.

In part 3 next week, we will have a look at the pros and cons currently discussed around EI and finally you will get my personal take-away related to Emotional Intelligence – I hope you enjoy!



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