The Importance Of Mentoring In Leadership

Goldman (1995) discusses how leaders with high emotional intelligence are able to assess, identify, and predict others emotions while being able to effectively manage their own feelings as they interact with others. Leaders who have high emotional intelligence have the abilities to motivate oneself and persist during difficult situations, they are able to control impulses or emotions, they are capable of regulating their moods, they are able to think during difficult situations as well as empathize with others. This type of leader is able to not only recognize their own emotions, but also recognize the emotions and well-being of people around them. The author describes the importance of listening to others, being self-aware, using self-regulation,

He says that mentoring is something that leaders should do throughout their career since it is not only beneficial to themselves, but it is also beneficial to the person they are mentoring. It is important to identify and groom key players and use aggressive mentoring to not only lift up your employee, but it also improves the skills of the mentor. In today’s society, he has found that it is important to spend at least one day a month mentoring your key players including people who are showing great potential. Mentoring should be done at all levels of leadership, including junior managers. Mentoring is important at all levels of management in order to develop future leaders (Flaum,

The big 5 personality traits model measures the five largest dimensions of a person’s personality. The first one is openness, which measures a person’s level of creativity as well as their desire for knowledge and new experiences (O’Neill & Allen, 2011). The second trait is conscientiousness, which determines an individual’s level of care in their life and work. If they have high conscientiousness, they are very organized and thorough they make plans and follow those plans (O’Neill & Allen, 2011). The third trait is extraversion/introversion. In addition, extroversion person is outgoing and sociable and in introversion person is quiet and work well alone (O’Neill & Allen, 2011). The fourth is agreeableness and looks at a person’s level of friendliness or kindness to others as well as their level empathy and whether or not they synthesize with others (O’Neill & Allen, 2011). The last is natural reactions and can be referred to as a person’s emotional state ability, which measures how people react to situations (O’Neill & Allen, 2011). All five of these traits have an impact on how people react in teams and how team members react to