Analyze an example of a situation in an organization where intercultural responsiveness was needed but not actualized. Provide an example of a situation where IR was needed but not actualized. Include specific details and offer a clear rationale when describing your example. Apply the emotional intelligence self-assessment and intercultural responsiveness reflection model to leadership practices within the organization, contextualizing insights within Bolman and Deal’s human resource frame.

Intercultural Responsiveness and Emotional Intelligence

Introduction
Emotional, social, and intercultural awareness are critical traits of an effective leader.

As leaders, we like to think we make logical, strategic, evidence-based decisions using facts and data. Neuroscience research, however, indicates that emotions play a significant role in that process. Becoming aware of our emotions (and those of others) as well as learning how to manage them, as Goleman’s model suggests, is essential for effective, transformative leadership.

In addition, as we seek to become more interculturally responsive leaders, it is essential that we develop our cultural awareness and sensitivity, using the principles and practices Jones and Mixon describe.

This assessment is an invitation to explore the internal and interpersonal landscapes of leadership (our emotional intelligence and intercultural responsiveness).

Preparation
As you begin to prepare this assessment, you are encouraged to do the following:

Review Goleman’s article What It Takes to Achieve Managerial Success.
Review Using Kaltura to be prepared to record your presentation.

Instructions
Record a Kaltura video of no more than five minutes in which you:

Assess your emotional intelligence strengths and weaknesses as they pertain to issues of equity and inclusion in the context of Goleman’s four facets of emotional intelligence.
Address each of Goleman’s (2014) four facets of EI to self-assess (self-awareness, self-management, social awareness, and relationship management).
Assess your personal EI strengths and areas for improvement, especially as they pertain to issues of equity and inclusion.
Analyze an example of a situation in an organization where intercultural responsiveness was needed but not actualized.
Provide an example of a situation where IR was needed but not actualized (on a team, in a department, or within the whole organizational system).
Include specific details and offer a clear rationale when describing your example.
Apply the emotional intelligence self-assessment and intercultural responsiveness reflection model to leadership practices within the organization, contextualizing insights within Bolman and Deal’s human resource frame.
Apply your understanding of EI and IR to leadership practices within your organization, contextualizing your insights within Bolman and Deal’s human resource frame.
Explain why EI and IR are essential for leaders.

Provide an example from your organization.
Communicate in a clear and well-organized manner that is free of any distractions that would detract from the information being communicated.
Address all components of the assessment and use the assessment description to guide its structure.