Nowadays, business leaders and ordinary employees are now judged solely by their intelligence level or by their work and work experiences and expertise life, but also by their ability to manage their emotions. plan and how it affects the environment. This method is applied in our company to the recruitment and dismissal of personnel. However, it is not only the behavioral aspects that play a vital role, but emotional intelligence is starting to take the lead. But what is emotional intelligence and how can it influence not only interpersonal relationships but also the performance of each company? Say no to plagiarism. Get a tailor-made essay on “Why violent video games should not be banned”? Get an original essay According to Goleman, emotional intelligence can be observed as the individual's ability to identify, evaluate and control their emotions, those of others and those of others. groups. It can also be added that emotional intelligence must recognize, observe, understand and affect the emotions of other people involved in the process. In his book “Working with Emotional Intelligence,” Daniel Goleman looked at emotional intelligence in terms of its ability to influence emotional competence and incompetence. Emotional competence can be described as the process of managing emotions, detailing how to identify, understand, signify and control not only the emotions of the individual, but also respond to the emotions and interactions of the environment. Emotional competence can be observed from 2 sides: intrapersonal which describes the inner feelings and emotions of an individual and interpersonal which involves the observation of relational communication based on the emotional level. According to Goleman, emotional skills can be subdivided into categories based on personal or social skills. Speaking of personal skills, we need to pay attention to self-awareness, self-regulation and motivation which together lead to business success. In my work, personal competence plays an essential role. In the process of hiring new employees, I must have confidence in myself, especially when there is a shortage of professional teachers while the number of clients increases significantly. When interviewing new employees, I rely on my inner intuitions and internal states without paying much attention to preferences between age, culture, or professional and educational background. For example, a few days ago I interviewed two new collaborators from completely different origins, social statuses and countries but, paying attention to emotional awareness and accurate self-assessment, I chose the one who does not have a doctorate. in languages ​​but who is eager to work, who is emotionally balanced, having the perfect tactics and great experience in tutoring students of all age categories, as she will bring a new wave in our team. Speaking of self-regulation, I introduced some technical innovations into the learning process, such as combined lessons with 2-3 different students. Aware of the fact that, for example, our teachers sometimes get bored teaching basic grammar to our newcomers, I initiated the process when, for example, the same basic knowledge is given to different students during different " voice conferences” and while, for example, one takes the assessment test, another has the rules explained to him and vice versa. This helped todevelop motivation skills, both in me and in our teachers, because they receive a double price per hour and for me this has become a goal of success to increase the number of students, thus increasing the company's income, which, in turn, motivated me to involve more innovative resources, such as the implementation of the promotion system for our employees. Talking about social skills, especially empathy, which are one of the most essential in my job, when I communicate with colleagues, new clients, I am the communication link between the many departments and stakeholders, I am aware customer feelings, needs and concerns. Today's situation best describes how I try to satisfy not only customers but also our employees. In the morning I received a WhatsApp message from one of our teachers, saying that the client does not want to study, that she is screaming and wants to come to the completely new subject that she was supposed to start the following week as agreed with me . . The teacher was also very frustrated and angry because of the client. I immediately called the client and listened to the description of the situation from her perspective. The client was upset by the subject the professor suggested she talk about. And the topic was discussed with me, so I had a feeling that was one of the reasons why the customer was unhappy. I offered the client to choose the topic she would like to talk about, but her mood was not the best due to problems at work. So she just needed someone who could listen to her problems and suggest ways out of the situation. Even though I myself took the class with a student, I understood that the client needed my help, so I asked this teacher to call my student and I spent 2 hours talking to the client and trying to resolve her difficult situation with her boss, trying to develop her. Ultimately, we managed to develop a behavior strategy for the customer and she was really happy to receive such attention from our company. The teacher received the hour paid for this client and the client apologized for his incorrect behavior towards our staff. Another example of social competence is, for example, situations where I try to develop the capabilities of the team, influencing both our staff and our customers. communicate in the best possible way, trying to avoid conflict situations while as the leader of the team I build connections, cooperate with both parties and change the catalyst. The conflict management example happened last week. Our company is constantly looking for new employees, while to satisfy the growing number of customers and their needs and desires, it is quite difficult to find a highly qualified professional in our sector. So, one of our teachers gave the contacts of the person who wanted to work with us. I scheduled the interview date despite my busy schedule, but the candidate just didn't show up without warning. I thought maybe there were critical circumstances and set a new date. This time, the candidate introduced herself and during the interview via Skype, I immediately understood that the candidate was lying about her experience and professional achievements because the language level was intermediate but the candidate was. described as advanced. When answering questions about the teaching methods she uses, she talked about silly games for those preparing for IELTS, which do not fit our teaching methods. At the end of the interview, I told him that hislevel was insufficient to become a member of our team, after which I heard that she began to “spill dirt” on our company, on the staff, especially on the one who recommended her. In order to avoid further conflicts, I suggested that he try contacting another company that works in the same field but is geared towards teaching children because their approach will be best for them. She apologized for being rude and thanked him for his help. Since then, we have implemented more controls during candidate search procedures. Speaking of 5 skills most used in daily life, I can highlight empathy skills, such as understanding the feelings and emotions of employees and customers in order to provide the best professional services and avoid situations of conflict as much as possible. conflict. Another skill that is an indispensable element for me as a team leader is motivation, which is supported by a drive to succeed, because our company's goal is strongly linked not only to customer satisfaction, but also to compatible staff in almost all areas, being the leader in achieving goals. The next skill that I can highlight is the ability to resolve conflict situations because, working in the field of communication, it is essential to know all the conflict management strategies in order to support both customers and staff and prevent situations that may influence the image of our company on the market. The fourth skill is innovation, because in the 21st century computer technologies are developing extremely quickly, therefore being open to new ideas, approaches and new information is vital in my field. In addition, the implementation of new innovative and high-tech teaching methods, the use of IT supplements and the collection of new information about our market niche will help our company strengthen its position among the market leaders, providing education of the highest quality, achieving 100% customer satisfaction. Last but not least skill is leveraging diversity by cultivating opportunities through diverse people, which means I try to create a team of high-level professionals with different backgrounds, diverse experience in various fields and I give them the opportunity to develop further. , providing the best learning materials in different fields, which broadens their horizons of knowledge and practice. Among the skills I use the least are political awareness, as political and social currents do not affect our organization much and, as a global organization, we have clients and staff from all parts of the world without no political sanction. The second skill is commitment or adherence to the vision and goals of the company and the team, because we respect them from day one and remind employees of them only during big meetings. The 3rd skill is self-confidence because sometimes there are situations where even I, as a leader, need an inside look and support from my team and my surrenders. The 4th skill is accurate self-assessment, because sometimes I don't have time to pay attention to learning from experience and valuing my personal strengths and limitations. And the last skill is to be initiative and optimistic because sometimes I expect initiatives from my team members and in some critical situations there may be a lack of optimistic vision on my part because I.