4. VOTING QUESTION:
1. Is innate, some people come into this world with a natural capacity
to lead
2. Could be learned, you could learn and grow and stretch your
knowledge in order to be a fantastic leader
3. Both, some people are, indeed, born leaders and tend to get even
better as they go along
Are leaders born or made, what do think about
leadership?
6. Characteristics X – Autocratic Y – Laissez-faire Z - Democratic
Assumptions
People are bad, weak, irresponsible,
incapable of solving any problem of the
organization.
People are good, responsible, capable of
self-direction, moving forward, growing and
improving.
The man is just emotion. He uses
intelligence and reasoning.
Behavior Close control No control, tendency to laissez – faire Totally selective, rational
Ways of interaction Competence - Accuracy Cooperation and Solidarity Interaction
Supervisory Style Reductive X Evolutionist Y Rational Z
Situations Management (importance as
leader)
Total, it is irreplaceable and essential
None, (s)he sacrifices him(her)self on behalf
of the rest.
Total
Importance of Supervisee None Total Total
Importance given to the Organization Some because (s)he is the Organization.
Some, because the employees are the
Organization
Total
Information Management Confidential Open Rational
Dealing with problems and conflicts Search the responsible to expose him/her Search the responsible to save him/her Avoids recurrence
Modality Competing - Accuracy Accommodating /Avoiding Collaborating/ Compromising
7. CONFLICT MANAGEMENT
Advantages
Shows the situation in a way that can be confronted and solved
Develops problem clarification
Increases possibilities of involvement
Allows more spontaneity to communication
Increases personal growth
Improves interpersonal relationships
Helps to increase productivity
Helps to be more effective
9. A. COMPETING
The person tries to satisfy his/her concerns, sometimes at the expenses of others. This
modality is directed towards power, since all necessary means are used to reassert the
individual position: debate capacity, punishments, etc.
This competing modality can also means “defend your own rights”, defend a correct
argument or just care about winning.
Uses
• When a fast and crucial action is vital. For instance an emergency.
• For important matters, when it is necessary to implement measures such as costs
reduction, regulations, discipline, etc.
CONFLICT MANAGEMENT
10. B. ACCOMMODATING
The person tends to neglect his/her interests in order to satisfy the interests of others.
This modality includes yield, please, selfless generosity, obedience, when it would be
preferred not to do it.
Uses
• When you are not right, to allow the adoption of a better position, to learn from others and
to demonstrate that you are reasonable.
• When the matter is much more important for the other person than for you, with the
purpose of satisfying the needs of others, as a good will gesture to keep a cooperative
relationship.
• To strengthen personal reputation according to other issues of importance to you.
• When competition could be detrimental for your cause, when you loose and are
displaced.
• When it is more important to preserve harmony and avoid breakdown.
• To contribute to personal development, allowing them to experiment and learn from their
own mistakes.
11. C. AVOIDING
The person does not immediately deal neither with his/her concerns nor the concerns of
the other party. He/she does not confront the conflict. It could be a diplomatic
withdrawal, a postponement till a better opportunity or to simply move away from a
threatening situation.
Uses
• When it is a trivial matter of temporary importance, or when there are more important
issues.
• When you perceive a small opportunity of satisfying your needs, when you feel almost no
power, or you feel frustrated by something difficult to change. For instance, certain
national policies.
• When the potential damage of facing the conflict is greater than the benefit of solving it.
• To allow things to calm down, to reduce tension and regain composure and perspective.
12. D. COLLABORATING
Implies the intention to work with other people to find a solution that completely satisfies
the needs of everyone. It means to go deep in the situation to identify the concerns of
people involved and search alternatives. It could be to analyze a disagreement in order
to learn from the perspective of others and solve some conditions that otherwise will
have them competing for resources; or a confrontation and subsequent search of a
creative solution to an interpersonal problem.
Uses
• To find out an integrationist solution when the reasons of both parties are too important.
• When your goal is learning. For instance, to prove your presumptions, or to understand
other people’s points of view.
• To combine ideas of people with different perspectives of a certain problem.
• To obtain greater commitment by adding the interest of the other person in a decision that
implies agreement.
13. E. COMPROMISING
The purpose is to find out a convenient and mutually acceptable solution that satisfies
both parties. It is an intermediate position between competing and accommodating.
Addresses the problem in a more direct way than avoiding but without going so deep as
collaborating. It could mean to share differences, exchange concessions or search a
prompt intermediate position.
Uses
• When goals are important, but not worthy of effort or when there is a potential breakdown
that exists in the most affirmative ways.
• When two adversaries with the same power are strongly committed to objectives mutually
selective or they are in a negotiating situation.
• To obtain temporary agreements on complex matters.
• To find prompt solutions do to lack of time.
• As an alternative modality when collaborating or competing have not been successful.
15. VOTING QUESTION:
1. Not at all important
2. Somewhat important
3. Important
4. Very important
5. Critical
How relevant can be emotional intelligence for a
leader's success?
21. Be here now
Be at the service of others
Let go of emotions
Meditate
Habits
Strengthen attitude, calmness and gratitude
TIPS TO MANAGE
EMOTIONAL INTELLIGENCE
23. VOTING QUESTION:
• Flawless execution
• Confidence
• Doing more with less
• Turn fear into commitment
Superior results are directly related to leadership and
emotional intelligence, which of these four factors is
more important to get them?
