Leadership Styles For Leading Teams

Leading with Leadership Intelligence

The model of effective leadership should have a three-component structure: universal competencies, variable competencies, and dynamic competencies. Knowing the goal set for the leader and analyzing the conditions of the social situation at all levels, a certain number of critical intellectual abilities can be identified. The value of different leadership intelligence is that they affect the organization’s overall success at different levels. The empathetic quality of a leader encourages the development of stronger bonds amongst team members (Issah, 2018). Social and cultural intelligence allows for achieving the most favorable conditions for interaction development in culturally diverse teams. They require a more sensitive awareness of the situation from the leader and orientation in building contact lines between various participants in the working and organizational process.

Understanding other people’s emotions and being able to account for their emotional reactions are traits of a leader who possesses social intelligence. This is due to six competencies: empathy, the ability to grow and support talented people, knowledge of the organization, the ability to perceive other cultures, appreciation of diversity, and focus on customers and consumers (Issah, 2018). Intelligence is particularly important for managers because to fully realize the potential of employees, competent and competent management is necessary. A leader who has emotionally endeared to the team is able to influence the staff more effectively and achieve the desired results (Alotaibi et al., 2020). Such facts are explained by the fact that successful people are capable of effective interaction with other people based on emotional connections. For effective professional activity, it is necessary not only to generate ideas but also to present them to others.

Indicators of Intelligent Leadership

The presence of leadership intelligence affects various performance indicators of the organization, positively influencing various aspects: emotional, cultural, and motivational. The activity indicator indicates the levels of psychophysical and socio-psychological activity of employees. It is worth noting that in the presence of leadership intelligence, employees experience job satisfaction (Heimann, 2020). This is reflected in various indicators and general respect for colleagues and managers. Each group contains a core of personnel workers, around which the rest of the personnel is concentrated. All this subsequently affects the organization’s harmony, which affects the stability and strength of interpersonal interactions. The harmony of the people in the group speaks about the well-established organizational and psychological mechanisms of their activities and is a prerequisite for the cohesion and compatibility of the members of the organization (Alotaibi et al., 2020). Thus, the listed factors of the organization’s effectiveness appear as its socio-psychological characteristics that ensure the achievement of goals, obtaining the necessary result, and increasing the productivity of individual and joint work.

Social and Organizational Consequences

The lack of leadership with intelligence in the organization has negative consequences. This is the need to create a bureaucratic control system combined with a system of rewards and punishments and the lack of enthusiasm and attitude among employees to be active (Issah, 2018). Such an enterprise is not safe from the point of view of personnel security. The leader takes on a great responsibility on which the entire organization’s success depends. Well-developed leadership intelligence allows for the analysis of many variables inherent in the organizational structure of any organization (Alotaibi et al., 2020). Accordingly, their absence leads to the fact that employees may face various problems and misunderstandings.

This is especially evident in culturally diverse teams, where the leader needs to consider the interests of entirely different parties. The ability to competently assess the reality and essence of corporate ethics allows the manager to achieve significant success (Alotaibi et al., 2020). However, in a situation where leadership intelligence is not sufficiently developed, the manager may experience difficulties with the fact that he will not find the correct use of motivational and social tools to improve the functioning of the organization (Heimann, 2020). All this leads to the destruction of social ties between employees, reducing their interest in their work. In the future, this negatively affects the team’s cohesion and the entire organization’s success.

Increasing Emotional Intelligence Organization Wide

One of the primary ways is team building with the help of corporate parties and joint pastimes. Joint celebrations of professional dates, birthdays, and New Year’s help to distract from work and learn more about each other (Issah, 2018). It is not necessary to spend a lot of money, rent recreation centers or expensive restaurants. On the other hand, attention and understanding of how the team is organized and how employees interact with each other should be paid (Heimann, 2020). Various paired or group projects can be organized to develop leadership intelligence in the organization.

The leader’s task in this situation is the correct distribution of employees. This will allow colleagues to get to know each other better, increasing the degree of their interaction and interconnectedness. Emotions are crucial to any team’s ability to function stably. If a person is depressed, poorly motivated, and does not find a common language with colleagues, then the work will suffer (Heimann, 2020). Therefore, the organization must always have additional opportunities for interaction between employees outside the workspace (Issah, 2018). This will allow colleagues to look at each other differently, as they will have the opportunity to approach various work and personal issues in a more informal setting.


Alotaibi, S. M., Amin, M., & Winterton, J. (2020). Does emotional intelligence and empowering leadership affect psychological empowerment and work engagement? Leadership & Organization Development Journal, 41(8), 971–991.

Heimann, N. (2020). Achieving executive presence: Integrating the seven dimensions of leadership intelligence. Leader to Leader, 2020(96), 58–64.

Issah, M. (2018). Change leadership: The role of emotional intelligence. SAGE Open, 8(3), 215824401880091.