Formative Assessment

Activity 1:

1) Make a list of at least three of your emotional strengths. Choose one strength and explain why it is
important for leaders to have competence in that area. (50–75 words)

My emotional strengths include: self-awareness, empathy and flexibility

Self-awareness: Being aware of self helps in having a clear of understanding and control over our
strengths and weakness. Self-awareness helps in controlling our emotions and concisely deciding how and
when to act on them. As a leader you have to lead the team by setting positive examples, as the leader’s
emotions set an emotional culture to their team.

2) Make a list of at least three of your emotional weaknesses. Choose one weakness and explain how it
might affect your ability to be a good leader. (50–75 words)

My emotional weakness includes: too hard on self, too forgiving, hold back on things and doesn’t
share.

Hold back on things and doesn’t share: I hold back on things I don’t like. Unable to have control on this
made things difficult for me in the past. I strongly believe your work should speak for you and this
sometimes takes a lot from you.

For example people mistreating or being abusive, I don’t believe in giving it back and making them feel
guilty of their action instead I like to win them with my work and humanity. I don’t use my verbal
language to express my views about something that concerns me but sometimes my body language gives it
away.

3) Think about the best leader you have met at work or in your personal life. What EI strengths gave
them the ability to lead others successfully? Provide at least five examples
One of the best leaders I have worked with was the youngest CEO in big 4 accounting firms. His EI
strengths gave him lead others and set an example to hi team was:

Flexibility
Open door policy
Empathy
Self awareness /social and cultural awareness
Motivation

Activity 2:

1) Make a list of at least five stressors in your personal life and five stressors in your work life.

Personal stressors:

- Death of a loved one,

- sick children/family member,
- migrating to a new country,
- pregnancy
- changes in financial stages

Professional stressors:

- Short notice deadlines

- Discrimination and harassment at work
- Poor team performance
- Role conflict
- Job insecurity
 2) Go back through your list of stressors and mark an E for each item you can eliminate, an R for each
stressor you can reduce the strength of, and a C for each item you can learn to cope with.

Personal stressors:

- Death of a loved one, - C

- sick children/family member, - C
- migrating to a new country, - C
- pregnancy - C
- changes in financial stages - C

Professional stressors:

- Short notice deadlines - C

- Discrimination and harassment at work - R
- Poor team performance - C
- Role conflict - E
- Job insecurity - E

3) For the stressor marked with an E or an R, record any ideas you have on how to eliminate or reduce
them in a short sentence.
- Discrimination and harassment at work – R : by raising the issue with HR or manager
- Role conflict – E : speak to the management and get a clear understanding
- Job insecurity – E : get into a job that is secured

Activity 3:

1) Make a list of at least three of your emotional triggers

- Errors made by team that cost to the company and resists from taking accountability
- Team conflicts
- Harassment /bulling

2) Choose one of those triggers and outline how you responded emotionally when that trigger has arisen
in the past. (40–60 words)

- Errors made by team that cost to the company: the process I followed in the past:-
. schedule a one on one meeting with team member, discussed the error (team member started feeling
guilty because the error was pin pointed)
. remind the team member errors do happen but what is important is learning from the error made.
. Work on a solution to fix the error,
. recorded in their performance matrix, as an improvement required
. gave an opportunity to improve by learning a new skill
. discuss the error with the team without disclosing the name of the individual to avoid similar errors in
future.

3) Why do you think the trigger set off this emotional response? (40–60 words)

The trigger set off the emotional response by recording the error on their feedback/performance matrix
to make the individual take responsibility and accountability of their mistake and provide them a chance
to improve and learn a new skill.

4) What would a more constructive emotional response have been? (40–60 words)

The emotional response would have been more constructive if I without making them accountable given a
chance to improve performance.
 5) Provide a description of behaviour that is inappropriate for a leader who acts as a role model to a
team of employees. (40–60 words)

- As a leader who was acting a role model for the team should have discussed the error and given a second
chance to improve performance instead of recording it on their performance matrix.

Activity 4:

1) Make a list of at least 10 questions you could ask colleagues to gain feedback about your EI skills.
i) When did I last inspire you?
ii) What do you see as my strength?
iii) What do you see as my weakness?
iv) What’s my first impression on you?
v) Do I articulate feelings and emotions appropriately
vi) Describe me in 3 words
vii) How do you think I handle pressure at work?
viii) Do I model cooperative culture?
ix) how do I manage conflicts?
x) Am I approachable?
2) To develop your EI in the area of self-awareness write down:
a. The strongest feeling you felt today/ this week. (1–5 words)
Motivated, positive and focused

b. What caused the feeling? (20–40 words)

I was able to meet my targets, fulfilled commitment and a promise

c. How did the feeling make you act/ react? (20–40 words)

Happy, accomplished and trustworthy

d. Whether the reaction was reasonable and appropriate. (50–100 words)

The reaction was reasonable because I had set targets to accomplish multiple task, ongoing commitments
to fulfill and the promise I made to my family. I was successfully able to handle my professional and
personal life. Through planning and of course thanks to my multi-tasking nature, can do and positive
attitude, focused mind, I was able meet my targets, complete my ongoing commitments and most
importantly fulfil the promise.

Activity 5:

1) You reprimand a worker for turning up late to work on a number of occasions. The worker bursts into
tears. How should you respond to this emotional state? (30–60 words)

- Show empathy, let them know that your intensions where not to make them upset.
- Offer them seat and a glass of water
- Ask open ended questions to help understand the reason for coming late to work
- Offer help, discuss solutions

2) After talking to the worker they tell you that the cause of their emotional state and the reason for
them running late repeatedly is that their elderly and terminally ill mother is living with them. The
 in-home care nurse who is supposed to look after them when the employee is at work frequently
shows up late and the worker cannot leave the home until they arrive. What could you do? (30–60
words)
- Appreciate the employee for sharing the information and discussing their personal matter
- Advise the employee to discuss such concerns which is effecting work in future if any, in order to offer
them help
- Discuss a plan to handle this issue, be flexible for the employee to make up for the missed time.
- Discuss with the management/HR about being flexible before committing to the employee

Activity 6:

1) Choose a culture that you are not familiar with and conduct some research into how people from that
culture express, value and understand emotions. Write a one to two page report on your findings

The culture am not much familiar with and would like to conduct research is the Australian aboriginal and Torres
strait islander culture. I am much interested in researching about how they express, value and understand
emotions. Culture represents the way of living and how it has been following from one generation to another.

In order to understand other cultures it is important to understand their values, attitudes and beliefs.

Aboriginal cultures practices and ceremonies are based on dreamtime. Dreamtime is a word given to the
environment the aboriginals lived in and still exists around us. The Australian aboriginal culture varies from one
region to another, every region has their own language, food, tools etc. they six core values that has been
identified as common one’s among the whole tribe. (NHMRC 2005)

Reciprocity: it refers to equal distribution of resources (NHMRC 2005)

Respect: It is trust, cooperation and respect for human dignity. Respectful relationships acknowledge and affirm
the right of people to have different values, norms and aspirations. (NHMRC 2005)

Equality: it refers to ‘equal value of people’. (NHMRC 2005)

Responsibility: the value of responsibility is the obligation to do no harm. (NHMRC 2005)

Survival and protection: it refers to the determination of Aboriginal and Torres Strait Islander people to protect
their cultures and identity(NHMRC 2005)
Spirit and integrity: Spirit and integrity are the overarching values that bind the other five values into a coherent
whole. Spirit and integrity demonstrate the continuity of Aboriginal and Torres Strait Islander culture and core
values over time. (NHMRC 2005)

Families and kinship: Aboriginal people identify themselves with their family relations, sense of belonging is
integral to the their culture which enables them to connect to the land and their people.

Refrences:

http://www.supportingcarers.snaicc.org.au/connecting-to-culture/connections-to-value-and-belief/

https://en.wikipedia.org/wiki/Australian_Aboriginal_culture

http://www.aboriginalculture.com.au/

http://www.nss.gov.au

https://www.nhmrc.gov.au/guidelines-publications/e52

NHMRC Values and ethics: Guidelines for ethical conduct in Aboriginal and Torres Strait Islander health
research (NHMRC 2003) and Keeping research on track: A guide for Aboriginal and Torres Strait Islander people
about health research ethics (NHMRC 2005).

http://www.healthinfonet.ecu.edu.au/health-infrastructure/ethics

Activity 7:

1) Your natural leadership style is quite coercive. You are faced with an employee who is talented but has
been underperforming. You are self-aware enough to realise that you might have demoralised them as
a result of your leadership. How could you demonstrate flexibility and adaptability in your leadership
style? (40–75 words)
Call in for a team meeting, discuss team goals be flexible and adaptive to accept change by discussing:
- plan to achieve team goals,
- standardize the work procedures,
- lay down benchmark,
- Encourage the team to share their ideas and accept responsibility
- Acknowledge and reward performances
- Ensure to communicate the outcome of the meeting/decision by summarizing the discussion, highlighting
the outcome and the rationale behind the outcome.

Schedule one on one meetings, discuss their job description and ensure they understand their work role
responsibility and the skills that they need to develop in order to progress, discuss organizations
expectations and performance standards, collaboratively set work goals and reinforce strong performance
to exceed the set goals.
Activity 8:

What decision-making style do you think would be most appropriate in the following circumstances? Take into
consideration the degree to which the feelings of others should be taken into account. Justify your choice in
each case.

1) What form bonuses should take (eg money, shares in the business etc). (20–60 words)
-every employee in the organisations has the responsibility to meet/exceed the goals. Leaders play an
important role in laying emphasis on their team to meet/exceed the goals. In order to acknowledge and
motive the employees in the organisation it is very important to recognize their efforts in form other than
pay, this can be in the form of bonuses including a set percentage of money on the targets achieved,
discount vouchers, purchase vouchers, merit certificate.

2) Who should be promoted to a team leader position. (20–60 words

A person who is:
- An subject matter expertise,
- trained for the role
-has empathy for others
- Consistent
- Accountable
- Flexible
- Listener
-quick learner and committed to learning
- maintains effective relationship
-motivates and encourages the team towards success
-flexible and approachable

3) Whether an employee should be terminated. (20–60 words

Depends on the nature of mistake /error committed.
Before terminating an employee, a thorough investigation should take place and all the concerned
parties should be involved and give an opportunity to present their views. Should the outcome of the
investigation is positive give employee a chance to resign from the work.

4) Whether to work longer hours over the Christmas period. (20–60 words)

Depends upon the nature of business. An effective leader would have plan in place, work on alternative
solution for the team who works during Christmas period, and involve team in the decision making will go
a long way in building strong relationship in the team and maintain team balance.

5) Whether a set of procedures should be changed. (20–60 words)

 Procedures can be changed if:
- there is a change in the business requirement
- Found an alternative process that is more productive

When the need arises to change the work procedures:

- Involve the team in decision making if there is a requirement to change the procedure
- Effective team communication drives team by innovation, motivation and confidence.

Activity 9:

1) You think that an employee is experiencing some negative thoughts and emotions as a result of
another team member who has acted quite aggressively towards them. You have stressed that you
have an open door policy and that you are interested in hearing about any issues workers might be
experiencing. The employee has not made use of such opportunities to express their thoughts and
feelings. What would you do? (40–75 word)

In the team meeting lay emphasis on the open door policy, explain the team in easy to understand simple
language how important it is utilize the services provided for example open door policy that we practice
to voice your opinion and concerns. Go through the bulling/harassment procedure and lay emphasis on
the consequences upon failure to follow the rules.
Schedule a one on one meeting with the employee facing the abuse and aggressive behaviour, ask open
ended questions, give a active listening ear to understand the background story, their feeling and
emotions. Support their emotions offer help.
Also schedule a meeting with the employee displaying aggressive behaviour, ask open ended questions to
understand the negative behaviour. Set clear expectations and provide necessary training to adhere to
work place policy and procedures.

2) An employee has taken up an opportunity to talk to their leader about their thoughts and feelings.
The leader listens to them and tells them that they will keep what they have said confidential. The
next day the employee overhears the leader talking and laughing about what they told them. What
effect would this have? (40–75 words)

Disclosure of sensitive confidential information leads to loss in trust, loyalty and confidence in the leader,
which in turn effects the productivity and damages the credibility of the team.
An effective leader is trustworthy and maintains strong relationships with the team by maintaining
confidentially and supporting the team to grow in their care.
 3) An employee has taken up an opportunity to talk to their leader about their thoughts and feelings.
The leader tells the worker that their feelings are silly and trivial and that they do not have time to
deal with them. What should the leader have done instead? (40–75 words)

The leader should have demonstrated active listening skills when listening to the employee as it helps in
understanding emotions and feelings behind the spoken words. In case where the leader is unable to solve the
issue, one often feel satisfied if they are heard of. Be honest to the employee that you are not sure of answer to
their query and assure the employee that you will get back to them and try to find out some information that
might help.

Activity 10:

1) Provide an example of a time someone else’s behaviour has affected your emotions in a positive or a
negative way. (40–75 words)
- On my first day at work, the welcome smiles and my desk decorated desk with flowers and welcome note
made me feel special.
- From this experience I learned that strong relationship are built from the day you start work and the
success depends on the coworkers who accept you in the role right from that moment.

2) Provide three examples of I messages that might be used when demonstrating the management of
emotions. (40–60 words each statement)
- I think the work load is not divided according to individual skills and competencies. I can make this out by
looking at the fact that some of the team members have completed their work without much difficulty
and are on break whereas few are still struggling to complete and are missing on their break time.
- I have a suggestion for the process improvement idea. if I can be given an opportunity, I can prove that
we can complete the project in less time to what it has been assigned for by using following this process
and completing the project using excel and access and I can also assure of quality as doing the project in
excel and access helps in doing 100 percent quality check.
- I am excited to inform you that our organisations core values of being consistent and committed to our
clients has won us a long term gain. I just had a call with the client and he confirmed that he is happy to
hire our services for a long term period.

3) Make a bullet point list of at least three ways you can manage your emotions when you get angry that
have not been mentioned in the text
- Walk away from the situation that made you angry, drink a glass of water and sit calm for few minutes.
Reflect on the possible alternative solution and approach to discuss
- Be calm talk directly to the concerned individual about the situation and find a solution
- Think about the positive aspect of the situation, sometimes looking at the positive side and taking time to
understand the situation helps in looking at it differently. Or check others point of view on it.
Activity 11:

1) Think about a relationship you have with someone (preferably at work). What are three things you
are not doing that could build a more productive relationship with them?
- Not socializing
- Not sharing their work load
- Maintaining distance

2) You have accidentally deleted a file created by a colleague and it cannot be retrieved. It took them a
long time to create the file and they will now need to spend hours replicating the file. How could you
use EI in this situation to ensure that a productive relationship is sustained? (40–75 words)
- Be honest to your colleague, apologies and explain what exactly happen, how the file accidently got
deleted. Seek information about the file, check if the colleague had the backup file and offer help to
create a new file and /or try to restore or take the file backup.
3) You witness another worker trying to manipulate one of their colleagues. They know that if they
complain about how tired they are and how difficult a work task is, their colleague will complete the
work for them. Is this kind of behaviour likely to build a productive relationship? Explain. (40–75
words

Using others for your own benefit, taking away others credit and emotionally fooling others will not build
productive relationships. Once the person helping gets to know the fact that their kindness is being misused, they
might lose trust and confidence in their co-workers and be hesitant to help even those who are in actual need.

Activity 12:

1) A worker has encountered a problem. They are required to write a report but they do not understand
some of the data that has been provided. They are unsure of how to overcome this problem and, as a
result of the stress they are experiencing become quite emotional. What would happen in an instance
such as this in a workplace where there is a positive emotional climate? Provide at least three
examples. (100–150 words)

- Approach the co-worker and let them know that they look stressed and worried. Ask open ended questions
to understand the concern and encourage the co-worker to share their concerns, offer help.
- Ask the co-worker about the error, write down all the step in the process to understand the error. Explain
them the data that they find it difficult to understand and write notes on it. Be with the co-worker when
writing the report
- Sit with the co-worker and demonstrate how to understand the error and how to write the report.
Demonstrating them with the live example helps in making the learning/understanding easy

2) Identify at least three of your strengths and explain how they might be used to achieve workplace
outcomes. (50–100 words)
The strengths listed below helps me in achieving a positive work environment and exceeds the set goals and
targets:

Positive energy: ability to share positive energy and to have a happy team increases productive and makes a
effective and successful team.

Creative and inventive: ability to be creative and inventive by offering new thoughts and productive ways to
accomplish task in less time and with quality

Approachable: the ability to be approachable and a good listener builds effective work relations.

Summative assessment 1

1) Explain emotional intelligence and outline the principles of self-regulation and self-awareness? (100–
150 words)

Emotional intelligence is using the emotion in a smart intelligent way, it is the ability to have a control on our
emotions while expressing our view, and to understand and interpret others emotions. Emotional Intelligence helps
in building strong relations by communicating effectively, empathies, resolve conflicts, overcome challenges and
achieve success.

self-regulation and self-awareness are the key components of Emotional Intelligence and a effective leader
demonstrate these skills.

Self-Regulation: It is an ability to control emotions and respond to the situation in a positive and effective manner.

Self-awareness: It is an ability to understand our skills, knowledge, values, strengths, weakness and
responsibilities. It gives us insight of who we are and what we can do.

2) Describe the relationship between emotionally effective leaders and their ability le to inspire
workers to attain business objectives? Provide at least three reasons. (100–150 words)

Emotionally effective leaders maintains strong effective relationship with the employees by inspiring, encouraging,
challenging, leading by setting positive examples to achieve success in their goals and attain business objectives
thereby creating a strong positive work environment where all the employees share mutual trust, confidence and
respect among each other. Examples of effective leaders inspiring workers to attain business objective are:

- When the team demonstrate commitment and willing to complete the job with quick turnaround
time(short deadline) by finding alternative solution to complete ontime with quality
- Ability to read, understand and respond to emotions, identify the conflict situations and resolve
immediately using conflict resolution process
- Ability to provide team members a positive environment to work, where clearly communicated goals and
accountability are the basis to build a strong team foundation to achieve business goals.

3) Explain how to communicate with a diverse workforce which has varying cultural expressions by
taking into account display rules Provide at least three examples of the different ways emotions are
 displayed in other cultures and explain how that might affect the way you would interact with them.
(150–200 words)

When communicating with the culturally diverse team, give special consideration to the way you display emotions.
As different cultures display emotions differently. A emotion displayed in one culture may be well accepted
whereas the same emotion I other culture might be misunderstood and misinterpreted. For example:

- Serving only a roast pork for team dinner will make one culture happy but might create negative feelings.
- Giving a smile when you have eye contact in some cultures is acceptable where as same emotion in other
cultures is treated negatively as a sign of sexual interaction and may get uncomfortable in general
discussion
- In some cultures some attending funeral display extreme grief where as in other cultures they don’t.

It is mere important for the leader to develop an understanding of different cultures and also provide traing to the
team on diverse cultures to avoid miscommunication that can build tensions in the team and effect the team
relations.

The leader can build their knowledge on diverse cultures through observation, asking questions, researching,
training, being emphatic, initiative activities such as multi-cultural dress up day, food day etc.

4) Explain the use of emotional intelligence in the context of building workplace relationships by
managing stress/ conflict. (200–300 words)

EI is the ability to acknowledge, control and communicate our emotions effectively and recognize others
emotions too. Individuals with EI builds strong relationships as they are aware of self (self-awareness) and
are able to regulate themselves by having a control on their emotions (self-regulation) which builds their
effective communication skills. Effective communication skills in turn builds their social awareness and
ability to identify conflict situations and resolve immediately.

Therefore individuals with EI has 5 core skills that helps them in building strong effective workplace relations:

Self- regulation: It is an ability to control emotions and respond to the situation in a positive and effective manner.

Self-awareness: It is an ability to understand our skills, knowledge, values, strengths, weakness and
responsibilities. It gives us insight of who we are and what we can do

Effective communicators: ability to convey message to inspire and motivate the team to meet the goals

Social awareness: ability to emphasize, show empathy, provide opportunities to share their ideas and thoughts and
provide constant feedback to help with their growth and achievements

Conflict resolutions: ability to understand others emotions and identify conflict situations and resolve them
immediately.

Therefor the leaders with above skills build effective team environment who foresee and manages stress/
conflict situations which builds effective workplace relations.
 Summative assessment 2
Project 1
 You are applying for a job as a departmental manager in an office setting. The organisation has
made it clear that having a high level of emotional intelligence will be a deciding factor in
selecting the successful candidate.

You have been asked to submit a document that addresses the following points:

1. What are your emotional strengths and weaknesses?

2. What are personal causes of stress in your work life and how do you deal with them?

3. What are your emotional triggers and how have you learnt to manage them?

4. What would you do to act as a role model to workers in your department in the
management of emotions?

5. Are you open to feedback from others in relation to your EI? How would you go about
getting and using it?

6. How does self-reflection factor into the continual development of your EI?

7. How would you respond to a worker who is:

a. Extremely angry?

b. Extremely stressed?

c. Extremely upset?

8. How much knowledge do you have about the cultural expressions of emotions? How
would you use that knowledge?

9. How would you adapt your leadership style to workers experiencing different emotions?

10. How would you factor the emotions of workers into decisions that you make?

11. How would you provide opportunities for workers to express their feelings and
emotions?

12. How would you make workers aware of how their emotions and behaviour

13. affect others and how would you encourage them to manage their emotions?

14. What would you do to encourage others to develop their EI?

15. What would you do to create a positive emotional climate in your department?

16. How would you use the strengths of workers to achieve workplace outcomes?

You are required to provide a detailed response (at least half a typed, single space page) for each
point listed and to use examples to support your responses wherever possible.
 You are expected to use the information provided in this unit; however, you will also need to
demonstrate that you have carried out your own research. Remember to properly cite any sources
that you use

1) My emotional strengths include: self-awareness, empathy and flexibility

Self-awareness: Being aware of self helps in having a clear of understanding and control over our
strengths and weakness. Self-awareness helps in controlling our emotions and concisely deciding how and
when to act on them. As a leader you have to lead the team by setting positive examples, as the leader’s
emotions set an emotional culture to their team.
My emotional weakness include: I push too hard on self, I get impatient when people don’t take
responsibility/accountability of their work, I have sense of urgency to complete work before time and do
quality check before marking complete which increases workload.

2) Headaches from too much work, busy lifestyle causes stress at home and at work. I deal with stress
by proper planning and maintain a healthy work life balance. I am anle to maintain healthy work life
balance by:
-proper planning, writing down propriety, allocating time to each task to be accomplished
-build positive attitude avoid fatigue situations
- Delegate things when possible
- maintaining a healthy life style

3) My emotional triggers include:

- Errors made by team that cost to the company and resists from taking accountability: ensure the team
understands the process, their role, responsibility and accountability before assigning the project
- Team conflicts: an effective leader uses their EI to identify the conflict situations and immediately
resolve the conflict using conflict resolution process.
- Harassment /bulling: use correct, appropriate channels to raise the issue and schedule awareness session
for the team to avoid such situations in future.

4) Best way to teach employee about leadership is being a role model. A leader who has EI and
demonstrates self-awareness, self-regulation, empathy and flexibility has the ability to:
- understand interpret others emotions and act appropriately
- Conflict situations and resolve them immediate.
- Be empathic,
- Ability to control their own emotions and stress
- Better planning to avoid pressure situations
- Be flexible and innovative,
- encourage and accept new ideas
- focus on team growth, their skills and suggest improvements
- schedule trainings for team and self to improve and learn new skills

5) My first reaction would be “am happy – this says me am approachable, tick to one of my EI”. I believe
in working in an environment that has open door policy and practice 360 degrees feedback. I possess
the ability to take feedback positively. I allow the person to talk and give me as much information
while providing feedback so to completely understand.

6) Self-reflection is a important part of being a lifelong learner. It not only helps in improving and
learning new skills but it also helps in reviewing the effectiveness of an action.
Reflecting is about questioning to self in the most positive and efficient manner:
- What am I doing and why am I doing it.
- Are there any alternatives ways of doing things
The above questions helps deciding whether was it a better way of doing or more efficient, way of doing
similar things it in the future.

7) My responses would include:

-Extremely angry:
-Give a listening ear, actively listen to their concern
- let them know that you understand their concern
-empathize
-ask for details
-look into the matter (collect information)
-take necessary action
-provide feedback

Extremely stressed:

-reduce stress by encouraging to take breaks

-take a small snack break with the employee to listen to concerns that made them stressed
- give a listening ear, listen to the employee concerns with an open mind, and help them find solutions to the work
problems that are contributing to their stress.
-encourage team bonding
-allow flexibility when possible to reduce work stress.

Extremely upset:

- Approach the one who is upset

- Ask to meet in person
- Ask open ended questions to understand their concerns and get a better understanding of the situation
that made them upset
- Show we value their emotions and encourage to be positive
- Find solution to fix the concern and how to move forward
- Appreciate their work and acknowledge that their performance makes a difference

8) An effective leader is one who knows and understand his team well when it comes to their culture,
skills, knowledge etc. When communicating with the culturally diverse team, I give special
consideration to the way I display emotions. I do understand that different cultures display emotions
differently. A emotion displayed in one culture may be well accepted whereas the same emotion I
other culture might be misunderstood and misinterpreted. It is mere important for the leader to
develop an understanding of different cultures and also provide training to the team on diverse
cultures to avoid miscommunication.
An effective leader builds their knowledge on diverse cultures through observation, asking questions,
researching, training, being emphatic, initiative activities such as multi-cultural dress up day, food
day etc.

9) Social awareness: an ability to understand other emotion. I am socially aware of my surroundings. Be

adaptable, adapt the leadership style that suits the current in order to make best use of current
available resources and skill to get an positive outcome.. To be an effective leader being
approachable and effective communication skills is the key. I will:
- Use participative approach when you want to avoid conflict situations and seek participation from whole
team and by ensuring consensus.
- Use transformational leadership style when you want to implement new ideas, for the team to positively
accept change
- Use transactional leadership style when you want to achieve daily targets and accomplish team goals
 10) Involve the team in the decision making process. Write the plans, all the ideas from individuals in the
team. Use participative approach when you want to avoid conflict situations and seek participation from
whole team and by ensuring consensus.

11)-distract the employee, assign them a task that needs them to physically move out of their work pace.
-provide conflict resolution training
-if required offer them counseling sessions
-encourage to take break when required.

12) by giving regular feedback and by sharing better ways of handling emotions. Develop self-awareness: suggest
team member to maintain a daily journal and record all behaviour to build self-awareness and to understand their
own thoughts and emotions, and their affects.

13) Identify team strength and weakness

- set clear goals to attain business objectives
-be flexible but keep the team engaged
-train on creative ways to handle stress
-encourage team members to share their views and ideas
-encourage team work, build strong relations in the team
-encourage to receive feedback positively for EI

14) Encourage others to develop their EI by:

-defining the EI and how it helps to achieve success: EI strengthen communication skills, ability to think positive
and understand emotion of self and other, strong relationships, higher productivity and achieve success.
-develop self-awareness: suggest team member to maintain a daily journal and record all behaviour to build self-
awareness and to understand their own thoughts and emotions, and their affects.
-strengthen communication: develop communication skills in the team
-set goals
-build optimism

15) Motivate and inspire that brings out the best in the employees.
–encourage team socialization
-create a live positive and calming work environment by using green indoor plants etc
-appreciate all positive and good work
-be an effective communicator and most important be a active listener
-have trust and confidence in team
- build strong relationship among the team member

16) Start by defining individual skills, strengths and improvement areas

- Assign the task to the employee that matches their skills and knowledge.
- set work goals of the employee that challenges them to do better
--use employee’s strengths to manage change. For example: motivate the employee to try new things as they
already possess the skill to achieve success.
- strong and effective relationship among the team member, understand each other’s strength and work in
partnership to maximize team strengths and exceed the team targets