?

The manager has a short-range view; the leader has a long-range

perspective.
? The manager asks how and when; the leader asks what and why.
? The manager has his or her eye always on the bottom line; the
leader s eye is on the horizon.
? The manager imitates; the leader originates.
Peter Ngu Tayong. Consultant and Motivational Speaker,
Leadership, Management and Communication Practices
48 The manager accepts the status quo; the leader challenges it.
The manager is the classic good soldier; the leader is his or
her own person.
The manager does things right; the leader does the right
thing.
Based on what you have learned from this workshop and
reflecting on your past and current professional experience,
explain how you have served in the role of a manager and/or
leader.
With which role are you more comfortable?
What is your current role in your organization? The term Emotional Intelligence ,
or EI, was popularized in
1995 by the psychologist Daniel Goleman, who described it
as the ability to read and manage our own and others
emotions and to use that understanding to build and
manage our relationships with others. ? Emotional intelligence can be subdivide
d into five
components:
? Self-Awareness. Individuals can recognize and understand
emotions as they happen, and their effect on others.
? Self-Regulation. Individuals can control or redirect feelings
that are dysfunctional or inappropriate for example,
anxiety, depression, anger and can think before acting.
Ngu Tayong. Consultant and Motivational Speaker,
52 Motivation. Individuals have a strong drive to achieve,
optimism in the face of failure, a passion for their work, and a
high degree of energy and persistence.
Empathy. Individuals are able to observe and interpret the
subtle signals that indicate what others are feeling and
thinking sometimes said to be the most important people
skill of all.
Social Skill. Individuals can build relationships, networks, and
rapport with others.
Ngu Tayong. Consultant and Motivational Speaker,
ship, Management and Communication Practices
53 Position-Rights-People follow you because they have to
Permission-Relationship-People follow you because they
want to

Production-Results-People follow because of what you have

done for the organization
People Development-Reproduction-People follow because of
what you have done for them
ter Ngu Tayong. Consultant and Motivational Speaker,
adership, Management and Communication Practices
54 ? Pinnacle-People follow because of who you are and
what you represent.