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Summary GEN103 WK5 All Sources Annotated Bibliographyi.docx Emotional Intelligence GEN103: Information Literacy Research Question:Why is it important for leaders to acquire and develop their emotional intelligence and how does this benefit the rest of the g
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GEN103 WK5 All Sources Annotated B Emotional Intelligence GEN103: Information Literacy Research Question:Why is it important for leaders to acquire and develop their emotional intelligence and how does this benefit the rest of the group? Thesis Statement:Ones ability to acquire and develop t...
gen103 wk5 all sources annotated bibliographyidocx emotional intelligence gen103 information literacy research questionwhy is it important for leaders to acquire and develop their emotional i
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EMOTIONAL INTELLIGENCE 1
Emotional Intelligence
GEN103: Information Literacy
Research Question:Why is it important for leaders to acquire and develop their emotional
intelligence and how does this benefit the rest of the group?
, EMOTIONAL INTELLIGENCE 2
Thesis Statement:One’s ability to acquire and develop their emotional intelligence through
demonstrating key elements such as self-awareness, empathy, strong interpersonal
communication, and motivation doesn’t only help to inspire and push your team, but also helps
create a work environment that creates better functionality, morale, satisfaction, and job success.
Scholarly Article 1
Reference:Brusman, M. (2014). Leadership development through emotional intelligence and
meditation. Talent Development, 68(9), 70-71. Retrieved from https://search-proquest-
Annotation:This article mainly focuses on the main claim from Steven Stein, CEO of Multi-
Health Systems, that emotional intelligence is not only observable, but also measureable
emotional and social skills that impact how leaders perceive and express themselves. One main
point it makes is that a leader has to have self-knowledge and inner focus if he/she is going to
effectively lead others. To back this, they used evidence from EQ-i 2.0 program that was
developed by Multi-Health Systems, which was the first scientifically validated measure of EI
that would help leaders assess and develop their EI skills. They utilized this program by having a
senior-vice president of human resources, named Mike, take the assessment followed by his
other co-workers to get an idea of what those around him thought of him. Come to find out, his
stress level tolerance was on the low to midrange which showed his lack of ability to be able to
overcome challenges when in stressful situations therefore not allowing him to find positive
solutions to drive the organization. He was then provided with ways to overcome these obstacles
in which he followed those solutions such as developing realistic goals, avoid seeing crises as
insurmountable problems, looking for opportunities for self-discovery and reflection, and etc.
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