In recent years, a growing number of students have approached me for migration certificates or recommendation letters to leave the country and study abroad. To the questions, ‘Why do you want to leave your parents and homeland and go abroad? Why don’t you study in Nepal?’, they had answers or counter questions that explained the thought process behind their decision.
What most leaders seem to struggle with is, though they know the traits of great leadership, they are unable to attain them. How can leaders consistently grow to balance their IQ and EQ? How to redress the emotional impulses within and choose constructive behaviors?
Intelligence Quotient (IQ) can make you the top ranker in school, help you write a well-researched thesis, and make you a great analyst and critic of theories. Still, IQ does not necessarily get you a passing mark in teamwork, empathy, or social connections. But Emotional Quotient (EQ)—the ability to understand and manage the emotions of oneself and others—does. The role of EQ in leadership roles has been established through the theory of Resonant Leadership.
Leadership was traditionally known as a person’s ability to acquire followers. Traits like charisma, chivalry, negotiation, loyalty, and heroism drew the portrait of an effective leader, and the tribal cultures of the early centuries lived by it. In the past, nations believed in the Great Man theory—leaders are born, not made.
We have reached an age where digital detoxing needs to be made a part of a person’s life in order to live a mentally healthy life. Detoxing refers to taking a temporary break from an unhealthy habit. Digital detoxing has become a need for those who excessively use social media and the internet.
When a car's engine isn’t serviced in time, it emits harmful smoke. The dark side of leadership is the story of leaders who take the leadership role too personally and emit the toxicity of what is personal in them. The leader with loaded dark shades of personality finds the workplace a platform to unveil their toxicity.
The term ‘phubbing’ was added to the Oxford dictionary to define a new behavior of the mobile era. Phubbing, a combination of ‘phone’ and ‘snubbing’, refers to being engaged on the phone, ignoring the presence of the person you are with. Phubbing is not just the behavior of an individual alone; it has evolved into an ugly face of social dysfunction.
Organizational leaders influenced by political leadership are susceptible to an array of system failures and chaos, which eventually collapse the organizational culture and create a poor workplace environment. This is because political leadership is meant for the general masses while organizational leadership is for a structured system.
What sets a leader apart as an ideal one has been a debated topic among scholars. Leadership researchers ask a series of questions on the various aspects of leadership. Can there be an ideal leadership style that works for all organizations? What is the personal mastery in a leader that stands out as inspirational? A certain leadership trend seems to run in the genes of certain people who are in a leadership position. So what? Does that limit others from becoming great leaders?
A holistically formed leader is able to understand the people with immense compassion and yet not get driven by emotions. He/she is able to read the scenario and make decisions following the ethical standards and, importantly, carries no grudge or ill-feeling against anyone due to a disagreement in the organization.