Emotional Intelligence — The Tool Set of A Visionary Leader

Two concepts that have been popping up in my heart, which is why I had to write about them are
Emotional Intelligence and Leadership. As a leader, when you can use emotional intelligence as
a tool in the course of one’s leadership journey, it will build the team’s confidence and such a
leader will enjoy legitimacy from the followers.

In this article, I shall highlight concepts that put a leader as a vision creator using emotional
intelligence. One of the ways is by creating a vision. Leaders must ask questions such as “What
is our vision for the team/organization — where should the team be headed, what kind of
team/organization do we want to become?” A proper answer to this question will bring clarity
and direction.

The next is #setting_goals. The purpose of setting goals is to convert leadership statements of
team vision into specific performance targets — results and outcomes the team wants to achieve.
Setting objectives and then measuring whether they are achieved or not helps leaders track a
team’s progress. By integrating emotional intelligence into goal-setting, leaders can enhance
team cohesion, motivation, and overall performance.

Use the goals set to develop an action plan. In doing this, an Analysis of external opportunities
and threats; an Analysis of internal capabilities and areas for improvement is imperative.
Internally, for instance, a leader will use Self-Awareness to reflect on your own emotions and
how they might influence your decisions. Understand your strengths and limitations. Empathy
can be used to gauge the emotional climate of your team. Understand their needs, concerns, and
motivations.

Another important emotional intelligence tool to be used by leaders is Transparency and
Communication. Clearly explain the action plan, objectives, and expectations. Be open about
challenges and solicit feedback. Be an Active Listener and ensure that team members feel heard
and valued by actively listening to their input and concerns. While you do this, develop a
monitoring and evaluation plan. Develop measurable key performance indicators (KPIs) to track
progress.

Lastly, track your progress using the KPIs developed. This will help you know when there is a
deviation from the goals or the vision of the organization. Schedule regular meetings to review
progress, address issues, and adjust the plan as needed. Be prepared to adapt the action plan
based on feedback and changing circumstances. This is where flexibility comes in.

I have seen leaders bent on moving towards destruction even though all indicators are showing
that they should redirect or revisit their vision or recheck their goal-setting mechanism. One
strong advice I always give is that every task must have an evaluation parameter and where
possible, let it be done by an independent body.

The nexus between leadership and emotional intelligence (EI) is fundamental, as effective
leadership often hinges on the ability to understand and manage emotions, both in oneself and in
others. Leaders who cultivate and apply emotional intelligence can create a positive
organizational climate, inspire and engage their teams, and navigate the complexities of
leadership with greater effectiveness.