LEADING TEAMS

LEADERSHIP AND EMOTIONAL

INTELLIGENCE

Resource Person: Dr. Samia Jamshed

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Introduction
Leadership behavior represents the active/effective form
of leading teams, a form in which leaders are closely
engaged with followers, motivating them to perform
beyond their agreements.

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Deming on leadership

“Things are Managed &

People are Led”
Role of a Leader

 Having a vision for the organization

 Being able to develop strategy
 Being able to communicate effectively
 Managing and monitoring performance
 Resource gathering
 Networking
 Able to select next generation of Leaders.
 Personal Accountability and Ethical Behavior.
 Creating an appropriate organizational culture. A Leader has to create a Culture where
people lived by values, feel empowered and take ownership.
 Leader create an Entrepreneurial Mindset in his team where they have courage to take
initiatives, look problems as opportunities, come up with the innovative and creative
solutions for the problems and willing to experiment new things or take risk. A culture
where people are passionate fuelled with optimism to achieve their goals.
What are
Super 5
Qualities of
Leaders?
Super5 Qualities of Leaders

1. Emotional Intelligence: Successful leaders have ability to recognize

and understand emotions
2. Entreprenurial Mindset (Innovation & Creativity): Successful
leaders seek out new opportunities and exploit them.
3. Team Player: Successful leaders works in teams having Shared
Vision, Setting performance goals and mutually accountable for
results
4. Passion: Successful leaders are passionate fueled with optimism
about the achievement of shared goals.
5. Inspiring: Successful leaders are unique and compelling in their
words, ideas, appearance, and actions
 Emotional Intelligence ?
Emotional
intelligence

Appraisal &
Regulation Utilization
expression
of Emotion of Emotion
of emotion

Flexible Creative Redirected

Self Others In self In others Motivation
Planning Thinking attention

Non Verbal
Verbal Non Verbal Empathy
Perception

Ref: Emotional Intelligence (Salovey & Mayer, 1990)

“Emotional intelligence refers to an ability to recognize the

meanings of emotions and their relationships, and to reason and
problem-solve on the basis of them”.
(Mayer, Salovey, Caruso, and Sitarenios ,1999)

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 Six Basic Human Emotions

Happiness Sad Disgust

Anger Fear Surprise

DANVA (Diagnostic Analysis of Non Verbal Accuracy) by Nowicki & Duke (2001)
Paul Ekman’s basic emotions (2003)
The Components of Emotional Intelligence

SELF-AWARENESS SOCIAL AWARENESS

•Emotional self awareness •Empathy

•Accurate self-assessment •Organizational awareness
•Self-confidence •Service orientation

SELF-MANAGEMENT RELATIONSHIP MANAGEMENT

•Emotional self-control •Development of others

•Trustworthiness •Inspirational leadership
•Conscientiousness •Influence
•Adaptability •Communication
•Optimism •Change catalyst
•Achievement-orientation •Conflict management
•Initiative •Bond building
•Teamwork and collaboration
Emotionally Intelligent Leadership

 Emotionally intelligent leadership handles emotions and

relationships well. It is the ability to manage emotions in
leadership and social relationships
In short
 It is an ability to understand emotions in yourself and
others, and use this understanding to handle one’s social
relationships effectively
Emotionally Intelligent Leadership

Emotional intelligence competencies

– Self-awareness is the ability to understand our own moods and
emotions, and to understand their impact on our work and on
others.
– Social awareness is the ability to empathize, to understand the
emotions of others, and to use this understanding to better deal
with them.
– Self-management, or self-regulation, is the ability to think
before acting and to be in control of otherwise disruptive
impulses.
– Relationship management is the ability to establish rapport
with others in ways that build good relationships and influence
their emotions in positive ways.
 Team

What is A group of people having

shared vision,

Team? team spirit,

sharing and caring attitude,
setting performance goals and
mutually accountable for results.
Why Team?

 Teams Typically outperform

individuals.
 Organized Workflow
 Improved creativity and
innovation
 Improved quality of decision
making
 Sharing expertise
 More learning opportunities
 Dealing with high risk and
pressure
 Better control and work discipline
 Improved performance
How it works?

Identify your
Team Members

Understand Establish a
your Team Win-Win
Members Relationship
 Adjourning
Adjourning’ is the break-up of the team,

5 Stages of Team when hopefully the task or project is

completed successfully. Many teams
will reach this stage eventually.
Development
Performing
Team members have usually come to trust and
accept each other. Individuals are now
competent, autonomous and able to handle the
decision making process without need of the
leaders supervision.
Norming
Team members become increasingly positive
about the team as a whole, the other members
as individuals and what the team is doing.

Storming
Team members feel more comfortable
expressing opinions and you’ll see some
internal conflict emerge within the group.

Forming
The first stage in team development,
characterized by much uncertainty.
 What is Motivation ?

Motivation: The forces within the

individual that account for the clarity of
vision, passion, and persistence of effort
toward attaining a goal.

Direction: toward beneficial goal

Passion: how hard a person tries Why Motivation?
towards beneficial goals  To drive individuals for achievement
Persistence: how long a person  To help individuals work more
tries efficiently
 To build morale
 To help individuals produce better
results
 To build sense of engagement among
teams toward their job and
Direction organization

Passion Persistence
How a leader can motivate his team?

1. Select team members with desired values, knowledge, skills and

abilities
2. Train team members to use these abilities
3. Clarify performance goals (role clarity) and demonstrate what
rewards are contingent on performance
4. Arrange necessary resources (organizational support) for performing
their roles
5. Reinforce desired behaviors as soon as possible with rewards, respect,
recognition and growth as per their needs (identify their needs and
adjust rewards to match these needs)
6. Establish a relationship based on integrity
7. Act as a positive role model
Reward Behavior
Behavior in which leaders engage in exchange process with
followers whereby the leader rewards or punishes
follower on the basis of follower/team performance.
Clarify expectations,
Link the goal to rewards,
Provide necessary resources,
Set mutually agreed upon goals, and
Provide various kinds of rewards for successful
performance.

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Creating Motivation

The forces either internal or external to a person

that arouse enthusiasm and persistence to pursue
a certain course of action

Need Creates desire to fulfill Behavior Results in Rewards Satisfy

needs (money, friendship, actions to fulfill needs needs: intrinsic or
recognition, achievement extrinsic rewards

Feedback Reward informs person whether behavior was appropriate and should be used
again
Types of Rewards

Intrinsic Rewards
– Internal satisfactions a person receives in the process of
performing a particular action
Extrinsic Rewards
– Rewards given by another person, typically a supervisor, such
as pay increases and promotions
Systemwide Rewards
– Rewards that apply the same to all people within an
organization or within a specific category or department

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  Lack of Vision
 Difference over goals and competing
vision

Why
 Ill defined problem, ambiguous agenda
 Avoidance of accountability
 Lack of Commitment
Teams  Absence of trust
 Inattention to results
Fail? 

Presence of one or more free riders
Personality conflict and work style
difference
 Past experiences of poorly organized
team
 No recognition of individual personality
 Rigid leadership and procedure
 Too many meetings
 Powerlessness
 Greed for reward
Team Leadership

A team leader generally is a respected and high-

status member who

Helps the team Enables

Embodies the
values of the team accomplish members to
its goals satisfy needs

The leader receives and interprets

communication relevant to the team
  My choice of Muhammad to lead the list of the world's
most influential persons may surprise some readers and
may be questioned by others, but he was the only man
in history who was supremely successful on both
the religious and secular levels.
 Of humble origins, Muhammad founded and promulgated
one of the world's great religions, and became an
immensely effective political leader. Today, thirteen
centuries after his death, his influence is still powerful
and pervasive.

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A leader should have a strong character & should not cherish worldly ambitions and abuse his
authority.
He should live like one who is the poorest of his community and never discriminate among his
subjects.
He should love all of them, prefer them over himself and be able to make himself loved by
them sincerely.
He should be faithful to his community and be able to secure their loyalty and devotion.
Especially the charms of the world and attractions of life should not be able to intervene
between him and his responsibility.
QUESTIONS

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