Theories in Action (2) – Caroline Corry

Goleman’s Emotional Intelligence theory can explain much of the successes and failures in leadership that I have witnessed recently at my internship with the Virginia Holistic Justice Initiative. According to Goleman, emotional intelligence is the ability to identify, understand and control one’s own emotions as well as that of other people and groups. This behavioral theory has five components that contribute to overall emotional intelligence. This includes self-awareness, the ability to realistically assess one’s own thoughts and emotions and how they affect others. The second is self-regulation, controlling and using caution with one’s actions and words. The third is intrinsic motivation, having passion for the goals of the organization. The fourth is empathy, understanding the moods and emotions of the people around you. And fifth, is social skill, being able to build a team and create a friendly, productive atmosphere.

I have noticed that interactions between my boss (Leader) Tom and many of the interns including myself have shown strengths and weaknesses in these categories which translate to our overall productivity. Self-awareness is a component that I think Tom does well on. Tom has had a crazy campaign and summer with switching full time jobs and has not allowed that stress to greatly affect his interactions. Self-regulation is one of the components of emotional intelligence that I do not believe Tom excels in. For example, Tom often asks questions back to the interns when we ask him a question. This has come off to me and some of the other interns as condescending.  We are typically asking for clarification or further explanation or directions on tasks and he responds by asking what we think in a manner that has felt like he thinks we are dumb. I do believe he thinks he is trying to teach us to think through problems and obstacles and does not realize the way it is received. I also believe Tom excels in internal motivation. Tom shows that he is passionate about the goals of the non-profit based on the amount of time and energy he puts into his pro-bono clients and the relationships that allow the nonprofit to continue. Empathy is a component that I think Tom lacks in. He is somewhat unable to see things from the interns’ point of view. For example, we tried to have a conversation with him about the ongoing trajectory of the COVID-19 pandemic and he came off as unwilling to address the concerns of the interns. Finally Tom does have some social skill because he does facilitate the conditions for others to have a thriving, productive atmosphere. He does this somewhat indirectly though by appointing a “social chair” and having one intern be his main point of contact for any issues that arise.