A boss is generally seen as someone who gives orders, relies on authority, is results-oriented, focuses on maintaining structure, administers tasks, and demands respect. They may often isolate themselves, dictate communication, and aim primarily at upholding standards and achieving results.
Conversely, a leader inspires, places people before processes, envisions growth, collaborates, exemplifies the behavior they seek, remains open-minded, takes responsibility for team failures, promotes two-way communication, builds individuals up, includes everyone, genuinely communicates, and earns respect through actions. Leaders inspire change and focus on developing the skills needed to achieve objectives, emphasizing support over mere direction.
Traits of Emotionally Intelligent Leaders
Emotionally intelligent leaders are characterized by their ability to understand and manage their own emotions and those of others, fostering an environment of empathy, support, and growth. Daniel Goleman highlights five key competencies of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills.
Habits and traits that distinguish emotionally intelligent leaders include:
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Active Listening: They give undivided attention, understanding beyond words by also interpreting tone and body language.
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Self-Awareness: Recognizing and understanding their own emotions and how these impact others.
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Setting Boundaries: Establishing clear guidelines for acceptable behaviors and actions.
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Managing Emotions: Regulating emotional responses to maintain calm and composed decision-making.
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Continuous Learning: Seeking opportunities for personal growth and understanding different perspectives.
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Practicing Empathy and Compassion: Understanding and sharing the feelings of others, showing genuine concern and support.
These leaders not only strive for organizational success but also prioritize the well-being and development of their team members. They create a positive working environment, build strong teams with high levels of empowerment, satisfaction, and performance, and generate trust and organizational commitment.
