In the fast changing corporate world, employees need to adapt themselves and their ways of working to organizational changes. Organizations are no longer dependent only on people who voice out their opinions. The management leadership has learnt the SMART way to evaluate the performance of an individual considering various dimensions and emotional intelligence. In an era of corporate diversity, emotional competence is the trait that is most needed. The understanding and creation of ideal self is the first step towards achieving emotional competence. The next important objective is taking stock of one’s real self, a balance sheet of one’s strengths and weaknesses. Emotional intelligence plays a prominent role in intelligent decision making. Goleman (2001) found that the emotionally competent individual encounters significantly less perceived stress than the emotionally incompetent. People have different abilities when it comes to dealing with emotions just like they have different abilities in language, logic, mathematics, music, etc. The ability to use one’s emotions in a positive and constructive way in relationship with others is emotional intelligence. To appraise people and to determine the capabilities of an individual, today’s leadership is banking on emotional intelligence. The present paper examines the role of emotional intelligence in the development of an organization.

In today’s world, people who do not adapt to changes may find themselves headed for extinction. At the same time, every person should realize what his strengths and capabilities are. “In a moment of decision the best thing one can do is the right thing. The worst thing one also can do is nothing” (Theodore Roosevelt). Various prominent authors and gurus, including Peter Drucker, have stressed that self-actualization and teamwork are the backbone of a long-lasting and strong management. Having great intellectual abilities may make you a superb fiscal analyst or legal scholar, but highly developed emotional intelligence will make you a candidate for CEO or a brilliant lawyer (Goleman, 1995). Elias (1997) opines that emotional intelligence is the ability to understand and express your emotions to meet the requirements of day-to-day living, learning and relating to others. Emotional intelligence has an impact on self-efficacy through its influence on emotions involved in reacting to important workplace outcomes as highlighted by Gundlach (2003).

The term emotional intelligence draws on two simple concepts: to be intelligent or ‘applying knowledge appropriately’; and to be ‘emotionally astute’ or tuned in or ‘applying feeling appropriately’. This paper looks at the application of knowledge and feelings on a combined or balanced basis or in an emotionally intelligent way by adapting a generalized four-step model of Understand, Learn, Assess and Review:
• Understand: To understand yourself and your goals;
• Learn: Learn to adapt and control your feelings;
• Assess: Evaluate your personal ability; and
• Review: Monitor how well you apply your skills.

Knowledge Management Journal, Emotional Intelligence, SMART, Emotional intelligence, Understand, Learn, Assess, Review, Organization Development