In the vast literature presented on leadership, transformational leadership has been attracting more

In the vast literature presented on leadership, transformational leadership has been attracting
more focus of researchers in comparison with any other theory. This particular theory
contributes in suggesting that the differentiation of transformational leadership can be done
from transactional leadership. The transformation style of leadership is comprised of
individualized consideration, intellectual stimulation, inspirational motivation, and idealized
influence (Sydänmaanlakka, 2008). In understanding the link between transformational
leadership and emotional intelligence that can be deviated from a significant
conceptualization with respect to one consideration.
The introduction of Emotional Intelligence had been done as a concept and considered as a
category of social intelligence that can be separated from the general form of intelligence.
Emotional intelligence had been considered as the ability of monitoring the emotions and
thinking of others, for discriminating amongst them, and utilizing the information for guiding
the thought process and actions of themselves and the other (Pherwani, 2003). There had
been several expansions in the concept that will be discussed further ahead in this essay.
Several researchers have identified this as the main element influencing people in a number
of different ways for the development of social skills, lifestyle, and jobs; handling frustration;
controlling their emotions; and getting along with other individuals (Azizi, 2011). The
concept has been identified as being somewhat or highly related to the transformational style
of leadership.
This essay will be conducting a detailed research on identifying the link and relationship
between transformational leadership and emotional intelligence. This analysis will be done on
the basis of contemporary review linking with the theories of leadership.
Concept of Transformational Leadership
The success of any business organization is highly dependent on two main factors. Firstly, the
competencies and capabilities of the leaders for determining objectives with clarity and
choosing the suitable options between a number of different options available. Secondly, the
degree obtained for the achievement of planned goals where leaders play a significant role for
taking decisions of high quality for durability and stability in the future of organization
(Azizi, 2011). However, there are significant differences in the roles played by leaders
considering the differences in their style and their behaviour as leaders.
In the transformational style of leadership, the key role played by leaders is known to be
inspirational as well as dynamic, where followers are inspired and there is stimulation of their
own intellectual skills along with the skills of their followers (Higgs, 2003). Clearly,
transformational leadership in organizations has contributed in proving that it is extremely
successive, dynamic, creative and innovative, if the creation is done in a coherent climate of
the organization. This is because it contributes in supporting innovation in a precise manner
and this results in increasing the activities of innovation within the business organization.
The role played by style of leadership and the effect on process of decision making are
identified at every level of the organization. Transformational leaders have been laying
emphasis on the personal development and intrinsic motivation of the followers
(Sydänmaanlakka, 2008). They seek on combining the needs and aspirations of followers
with the desired outcomes of the organization. In a significant manner, transformational
leaders hold the ability of fostering the commitment of followers to the business
organizations and inspiring them for exceeding the performance being expected. With respect
to the complicated business organization and extremely dynamic environment of businesses,
leaders with transformational style are often considered as ideal individuals for the initiation
of change (Higgs, 2003). These types of leaders hold the ability of leading the followers from
events involving high risks and uncertainties. In addition to this, since the initial decade of
the twenty first century, even though attention was being given to the styles of leadership,
scholars have started to search for a number of different new ways in order to deal with the
followers in a number of varying styles (Pherwani, 2003). This is due to the fact that they
have a focus on competencies that each and every leader and manager should be possessing
to know how for the stimulation of the emotions of followers for enhancing the individuals
with innovation and creativity. This can be considered as being more appropriate in their
making of decision along with performance.
On the basis of the above stated, the significance of this essay comes on addressing the
relevance for creating focus on emotional intelligence in business organizations. In business
organization, emotion is a significant category of social intelligence and is known to be
playing a significant role in the determination of behaviours (Higgs, 2002). Because
emotional intelligence has a significant impact on the behaviour of followers and the ability
of dealing with the other, therefore, the suggestion can be provided that it is important for
understanding the link between transformational leadership and emotional intelligence in
business organizations.
Theory on Emotional Intelligence
Emotional intelligence is known to be generally assessing the abilities of a person for
controlling the emotions, for sensing, understanding and reacting to the emotions of the
others, and managing the relationship. In the original context, the concept had been evident in
the work of Charles Darwin where focus was created on the relevance of emotional
expression for adaptation and survival. In the later period of 1999s, the term social
intelligence had been used for describing the skills to understand and manage other
individuals (Pherwani, 2003). The concept of emotional intelligence consists of four main
skills that can be classified into two different categories that are social and personal
competencies. These are self- awareness, self- management, social awareness and
management of relationship.
Common Skills between Emotional Intelligence and Transformational Leaders
Skills of Self- Awareness
Self- awareness is known to be the main keystone for establishing strong emotional
intelligence where there is involvement of two main parts that are emotional self- awareness
and appropriate self- awareness. Emotional self- awareness is known to show concern
towards the ability of recognizing their own emotions and the effect these have on the life of
an individual. On the other hand, appropriate self- awareness shows concern towards
identification of limitations and strengths (Sydänmaanlakka, 2008). Linking this with the
concept of leadership, leader having the skill of self- awareness has more chances of
acquiring sense of meaning and purpose with respect to their own lives. An individual who
acknowledges his own values tends to be more confident, relaxed, secured, and comfortable
that make them come on the most appropriate way. Hence, it can be stated that by having the
skills of self- awareness, a leader has clarity in the view of weaknesses and strengths (Higgs,
2002).
(Elements of Emotional Intelligence in Leaders)
Skills of Self- Management
Self- management is referred to as the ability for the management of emotions while
responding in accordance with the situation along with other individuals. Leaders having the
skills of regulating themselves rarely attack verbally while dealing with the conflict, or avoid
making emotional or rushed decisions. This particular component had been in a significant
for certain competencies for dealing with these types of events like self- control emotionally
that imply controlling the emotions that are impulsive in nature (Pherwani, 2003).
Trustworthiness is required that means to be honest and to take actions that is in alignment
with the values. Flexibility holds the ability of adapting and working with a number of
individuals and looking for the good qualities that lie in the other individuals. There is a
significant need for the sense of achievement that help to develop performance for meeting
their own standards in order to maintain excellence (Higgs, 2002). There is a significant need
to taking action that is extremely important.
Skills of Social Awareness
This is referred to as the ability of listening actively and to watch other individuals for getting
the sense regarding how they feel and also to look outward for learning about the other and
appreciating the others, it has been concluded that there is an absence of social awareness.
Skills of Relationship Management
This is referred to as the ability of using their own awareness regarding their individual
emotions while dealing with the emotions of others for the management of interactions in a
successful manner (Azizi, 2011). Leaders having their good social goods are also known to
be good when it comes to management of change and to resolve conflicts in a diplomatic
manner.
Contemporary Literature
A number of scholars and theorists have been studying the relationship between
transformational leadership and emotional intelligence even since the term of emotional
intelligence had been used for the very first time. Even though the main focus related to the
theory of transformation leadership has been intact over behaviours followed by leader,
majority of researchers have accepted the fact that leadership should be considered as an
extremely dynamic procedure (Sydänmaanlakka, 2008). This is known to be under the
influence of leaders, the interactions and followers amongst all. There is a strong relationship
amongst the dimensions of transformational leadership and emotional intelligence, in
accordance with the elements. This contributed in revealing a significant link between the
dimensions of transformational style of leadership and emotional intelligence. It has been
observed that an individual with a high emotional intelligence can either be having the skills
for envisioning improvements in the organization along with accuracy in the decisions being
made. Hence, emotional intelligence is important for being considered in a leader in order to
follow the transformational style. As stated above, it is important to state that linking this
with the concept of leadership, leader having the skill of self- awareness has more chances of
acquiring sense of meaning and purpose with respect to their own lives. An individual who
acknowledges his own values tends to be more confident, relaxed, secured, and comfortable
that make them come on the most appropriate way. Hence, it can be stated that by having the
skills of self- awareness, a leader has clarity in the view of weaknesses and strengths.
As a point of conclusion, it can be stated that in the case of transformational leadership, self-
efficacy and emotional intelligence are extremely significant within the link of the style of
leadership. This contributes in revealing that there is a positive and direct relationship
between innovation and transformational style of leadership (Azizi, 2011). This can be
maintained by having strong social or emotional intelligence. Empathy and values of a leader
have a significant impact on the perception of followers towards transformational style of
leadership and is also closely related to the values of followers. These values are significantly
affected by the emotional stability and intelligence of a leader (Higgs, 2002). Collaborating
the skills of emotional intelligence with the style of transformational leadership can result in
reducing the level of stress amongst inter- employees and individuals for the enhancement of
performance. In addition to this, it is important to state that emotional intelligence is
important when there is effective utilization of skills for building strong relations amongst
employees and developing a sense related to creative thinking, conceptualizing and logic.
Conclusion
As a point of conclusion, it can be stated that there is an extremely strong link between
emotional intelligence and transformational leadership. Both of these have a significant
impact on each other and the final results. Even though the main focus related to the theory of
transformation leadership has been intact over behaviours followed by leader, majority of
researchers have accepted the fact that leadership should be considered as an extremely
dynamic procedure (Pherwani, 2003). This also has a significant impact on the decision
making process of the leaders that has a direct impact to the success of the followers.
Emotional intelligence also has a significant impact on the management skills of leaders,
whether in any style. Emotional self- awareness is known to show concern towards the ability
of recognizing their own emotions and the effect these have on the life of an individual. On
the other hand, appropriate self- awareness shows concern towards identification of
limitations and strengths. These skills of self- awareness are known to be highly significant
for having a strong emotional intelligence and transformational leadership (Sydänmaanlakka,
2008). On the basis of the above stated, the significance of this essay comes on addressing the
relevance for creating focus on emotional intelligence in business organizations. In business
organization, emotion is a significant category of social intelligence and is known to be
playing a significant role in the determination of behaviour