Definition: Emotional intelligence refers to the capability of a person to manage and control his or her

emotions and possess the ability to control the emotions of others as well. In other words, they can
influence the emotions of other people also.Example: https://theblogrelay.com/emotional-intelligence-
at-work/

https://www.indeed.com/career-advice/career-development/emotional-intelligence-importance

What is EI and why its important: https://www.ihhp.com/meaning-of-emotional-intelligence/

https://inspirekindness.com/blog/emotional-intelligence

https://sparkus.com/what-is-resilience-and-why-is-it-important/

https://www.betterup.com/blog/how-to-build-resilience-why-resilience-is-a-top-skill-for-the-workplace

https://www.everydayhealth.com/wellness/resilience/

https://www.linkedin.com/pulse/how-resilience-works-sreejith-pallikara/
what makes you good leader? https://www.linkedin.com/pulse/what-makes-leader-daniel-goleman-
shreeyank-samudre/
Ch 2: Primal Leadership: The Hidden Driver of Great Performance
A leader’s emotions and intelligence are the key factors to find the overall organization performance. An
intelligent leader adapts those leadership style which is according to its emotion and mood also he
influences the subordinates with his/her emotion and mood. Researchers found out the direct link of
leader/boss good mood and organization’s financial performance because when a boss is in a good mood
this effect can be seen in the form of its follower are more creative, efficient, and optimistic that time.
The different research has conducted on human brain that human brain has close loop system and open
loop system. As open loop system it works according to the situation given by the external stimulus
where one’s mood effect the other’s mood and working for example in a group of people all people feel
the same as that one person who is emotionally more expressive. As mentioned above, if the boss is
in good and positive mood that will ultimately effect on follower’s good and positive
mood but mostly leaders ignore the fact that their mood and behavior can affect the
follower’s mood and working and this ignorance ultimately show the effect on organization performance.
The good and bad experiences that human faced can be lead towards how people control their emotions in
specific situation and conditions. Mostly at the age of 20s people get the control on their emotions they
are mostly like to do this throughout the life. There are five steps that help ineffectively manage their
emotions like at start a person idealize someone then think about the gap between him and the ideal
person after that he try to change himself according to that person then to make this change permanent in
his personality he practices it again and again. At the end make a group of people who can help him to
keep the process active by enforcing him.
Now the fact is one’s emotions and moods and other’s moods and emotions are not the only determinant
of performance but also the other determinants as well. Leaders should perform the tasks and program
efficiently in order to enhance the organization working by keep in mind that their mood and behaviors
effect the others and it will never be ignoring and underestimate because its ultimate effect on
organization performance.
Ch-09: Fear of Feedback

1. Many people try to circumvent performance appraisals out of fear of criticism. The criticism would
trigger negative emotions, in which everyone wants to protect. Superiors on the other hand, fear anger and
emotional reactions to criticism of their employees. These tests, critical appraisals to avoid lead to different
- conscious and unconscious - harmful behaviors:

(a) Postponement of feedback and delay discussions of important tasks and projects;
(b) Denial of reality in the enterprise or the consequences of this reality for their own situation;
(c) Brooding over perceived excessive passivity and self-isolation;
(d) Envy towards successful colleagues;
(e) Self-disqualification by ill and reckless action.

2. People avoid feedback because they hate being criticized. People do not wish to hear their own
imperfections. The behavior exhibited is as mentioned below:
(a) Procrastination(গড়িমডি) During procrastination one feels helpless about a situation and
exhibits anxiety, embarrassment, hostility and anger.
(b) Denial(অস্বীকার) One is in denial when he is unable to face or fail to acknowledge the reality.
Denial is most often an unconscious response.
(c) Brooding It is a powerful emotional response taking the form of morbid pre occupation.
Brooders lapse into passivity, paralysis and isolation.
(d) Jealousy This involves comparing ourselves with others based on suspicion, rivalry, envy
or possessiveness
(e) Self-sabotage(নাশকতা) It is an unconscious behavior where people undercut themselves

3. To cope up with this behavior, people must learn to adopt to feedback. Following adoptive
techniques can be used.
 (a) Recognize your emotions and responses Once your emotions have been identified you
should critically understand it.

(b) Get Support Ask for help from trusted friends, who will listen, encourage and offer
suggestions.
(c) Reframe the feedback reconstruct the feedback process to your advantage, i.e. reacting to
feedback in a positive light so that negative emotions and responses lose their grip.
(d) Break up the task Divide the large task of feedback into manageable, measurable chunks
and set realistic timeframes for each one.
(e) Use incentives Pat yourself as you make adaptive changes, more so since feedback process
is not wholly a negative experience

4. Once you begin to adapt your responses and behavior it is time to seek regular feedback from your
boss. The proactive feedback includes four steps:

(a) Self assessment The first task is to determine which elements of job are most important.
Next step is to recall informal feedback from co-workers, subordinates and customers.
(b) External feedback This involves speaking to few trusted colleagues to collect information
that supports your self assessment. Also, directly asking your boss for feedback.
(c) Absorbing feedback After hearing critical feedback one must keep negative emotions
private and replace them with adaptive responses.

(d) Taking actions The last phase is to act on the information received in the form of feedback.

5. Rewards of adaptionation The organizations profit when their employees seek feedback and are
able to effectively deal with criticism. This makes the environment more honest and open, thereby
improving the performance throughout the organization. These adaptive techniques also improve their
relationship with family members and friends. They also discover that instead of fearing the feedback, they
can look forward to leverage it for their enhanced performance.