The Hidden Driver of Great Performance

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Management skills development

“The hidden driver of great performance”

“I donot want to be at the mercy of my emotions. I want to use them, enjoy them and dominate them.”

Oscar Wild

What are the three most important concepts in the case study and what do they mean to you?

It has been proven and well established from years that emotional intelligence improves results. Now new researches in the fields of neurology and psychology shows that a leader’s mood also plays a key role in the success and failure of an organization. Emotional leadership is the key responsibility of any leader. Moreover his/her mood, behaviour and actions resonates in the entire organization to generate equivalent behaviours and energies from the organizational employees and this ultimately drives the overall business and financial performance.

The three most important concept in the case study are.

  1. Emotions are contagious.
  2. Relationship management
  3. Self- awareness and self- management
  4. Empathy

As emotions are contagious, it creates impacts on….


On organizational Effectiveness On organisational culture

The Mood and behaviour of the Leader impacts the entire society:

Weather the energy exerted by the leader is ‘inspirational’ or ‘toxic’ is contagious. This transmissible energy creates a chain reaction that replicates itself in the behaviour or mood of those they lead directly and indirectly to those who are associated with those employees such as their family members, friends, collegues, neighbours etc. Light and smiling mood from the leaders in different eras has been evolved as an important transmitter in the development of the society to indicate the mutual support and openness to cooperation.

Organizational effectiveness: According to research the factor that influences most on the organizational bottom line performance is the mood of the leader. The capability of leader in building rapport with others, his or her emotional intelligence, empathy and self -awareness all these factors are related with the own performance of the leader. But there is a direct link between the emotional style of leaders with the organizational effectiveness & bottom line results produced through a process known as “Contagion”. It has been mentioned in the article which is very practical that “emotional intelligence of executive travel within an organization like an electricity over telephone wires.” Unhappy bosses create noxious organizations filled with underperformers. On the other hand inspirational bosses create positive employees who can face and overcome even the toughest challenges.

Organizational culture: The mood and behaviour level displayed by a leader creates either positive cultures within the organization that is characterised by creativity, trust, learning, enhanced teamwork; or negative ones based on anxiety, stress, and blaming attitude.

WHAT IT MEANS TO ME: This model helps me to identified 4 core areas of competencies on which I should focus to in order to create an authentic resonant leadership. These areas are

Self-awareness: In order to be an authentic resonant leader I must know my strength weaknesses, my empathetic ability and my responses and behaviours in different situations.

Self-Management: It helps me to know the importance of controlling my own mood and responses in different situations. And when a negative mood is unavoidable in a typical situation why and how should I communicate with others. How empathetic sense or feelings can help me out in that situation to make things normal.

Relationship Management: It helps me to identify that what capabilities I need in order to build relationships with other people. How can and why should I use my emotional intelligence skills how to resolve and defuse the conflicts within the organization.

Empathy: Empathy is actually the cornerstone of emotional intelligence. Putting yourself in someone else’s shoes and feeling what other person is feeling are the true meanings of empathy. I spent more than 10 years in sales and I think that emotional intelligence & empathy works very well in selling profession. It helps to build long lasting relationships. In a nut shell I can say that this combination is the foundation of trust.

How will I use each of these concepts as I continue to develop in my carrier?

Before answering this question I think it is important to discuss briefly about my-self. How much I am self-aware. What are my strengths and weaknesses? Based on that I will be in a better position to discuss that how these concepts will help me to develop in my professional carrier.

In just 4 words Myers-Briggs Type Indicator Test describes me best: Extraversion, sensing, Thinking & Judging. I am typically a logical, analytical and objectively critical. I like to organize projects and then act to get things done in a systemic timely and efficient manner. I love to work in an environment that emphasize on goals setting , organized and getting things done. . I hate any kind of diversions and I donot like surprises at all. Any kind of surprises and diversions which does not match my plan spoils my mood.

How I will management my mood in future. When I look into past I remember that sometimes especially because of sales and target pressures I lost my temperament which impacted on me as well as my teams performance. At the same time when my mood was good the entire environment within the unit was also good. I learned that in future if you are in bad mood at least you should try to take care in selection of words in communication because mood changes are transient but spoken words can create a very long lasting impact in relationships. Empathic feelings can also help me in future to manage my mood that will help to improve the overall productivity of team.

2 or 3 performance goals that I can use now and in future?

Productivity & motivation and Job satisfaction are the 3 performance goals which I can use now as well as continue to use in future. In my professional carrier I completed numerous projects especially product launches where I developed teams and produced results. Finishing projects susses fully, before deadline and by managing teams that achieved the goals really motivated me.

I've always been motivated by the desire to do a good job at whatever position I'm in. I want to accelerate and to be successful in my professional carrier, both for my personal as well as for employer satisfaction.

I get motivated by an ant. As it strives for alternate ways when it meets a hindrance or obstacle I have noticed that it never turns its back. I am a planner I learned from ants as it don’t get their food in the drizzly season, so it collects the food in summer well in advance. And more importantly it won't give up until it reaches its goal. If I would have to explain my learning in one line after reading this case it would be. “Be the attitude you want to be around” Tim De Tellis