to That, that is what will distinguish the successful tomorrow. friends, colleagues, employees want to be accepted as human beings, understood and treated with respect. The necessary criteria Daniel Goleman summarizes in his book "Emotional Leadership" together in the following six points.
. 
first An exemplary, visionary appearance, when it comes to people with enthusiasm for new goals.
second An advisory expertise to support people and with the Life goals in
to bring harmony.
third An emotionally-oriented communication in order to integrate and motivate people.
4th A democratic consensus, agreeing to strengthen and identification of the environment.
5th A conducive setting to increase their own and the power of the environment and to achieve higher goals.
6th A self-conscious decision-making basis, which provides in emergency situations for clarity and certainty.
These six points form the basis of emotional competence. A fact-based leadership is able to awaken in their own lives and the people in the area of positive emotions. Who such feelings in others can arise, who transferred out of an internal security, their own passion and enthusiasm to others who can sensitively and flexibly to his fellow man is a true leader of his life.
No question no one can be perfect in all the areas listed, but those who strive to be, step by step, an emotional intelligence that understands these facets to live better and save yourself and the people in the environment leads to what we all strive, success and recognition. The opposite is unfortunately the norm.
Each year, the market research institute published the results of a Gallup poll of Germans and their attitude to work.
result: Weniger als 15 Prozent gehen mittlerweile noch gerne zur Arbeit.
Trotz Aufschwung keine zukunftsweisende Stimmung.
Bei der überwiegenden Zahl der Befragten ist der vermeintliche Aufschwung nicht angekommen. Die Folge ist eine kaum noch vorhandene Verpflichtung ihren Mitmenschen, Arbeitgebern oder Land gegenüber.
Etwa 70% der Mitarbeiter in vielen Unternehmen machen Dienst nach Vorschrift. Die übrigen haben bereits innerlich gekündigt und verhalten sich daher weitgehend kontraproduktiv.
So unwahrscheinlich pessimistisch diese Zahlen erscheinen, sie kommen in weiten Teilen der Gesellschaft und in vielen Unternehmen der Wahrheit sehr nahe.
Added to this is the ever-increasing competitive pressures in society and the business! What makes the pressure to change in person, must increase.
organizations and businesses are becoming more unmanageable structures in which people no longer feel at home. For many of the people in charge and staff to numbers and statistics have become, they have no time and often not willing to take them. The continuously expanding zero-Bock mood reflects the Gallup survey every year with great regularity.
But it's also very different.
found also in Germany our organizations and companies where the work is done with joy. The mood is good and fun to the power plant from one to the other continued. Is vice-border challenges al 
s incentive to be seen and accepted. A constructive positive approach to life, the company and the future is in such an environment be found everywhere.
In such an environment, like to put use, challenges, is perceived as pleasant and the work easy. In such companies usually have more money is earned. The innovative and economic perspectives are to be provided generally promising, because in a pleasant, congenial climate people perform better. It is easy to imagine that probably everybody in such an emotionally intelligent environment feels comfortable and is willing to raise its game. But which creates such an environment ?
Successful frameworks are not a coincidence.
found in a variety of human relationships and business we are in very similar situations in which one company success through top performance, while accounts in another frustration, anger and a high turnover in everyday life. What makes the difference?
The main cause of negative conditions, poor work attitudes and a lack of quality is found in their own and / or the lack of emotional qualities of the B 
to INTERESTED PARTIES. The lack of emotional intelligence in Germany is the main cause of the widespread low morale. A positive approach to itself and its environment is still the exception - in spite of the bestseller by Daniel Goleman, who has since published more than 12 years!
But there are role models among us and in several emotionally intelligent organizations and businesses to find. There, you understand that misunderstood hardness and expertise alone are not sufficient leadership skills. Is recognized as a leader who, due to its varied social skills Friends, colleagues and employees to win, rather than reduce their performance through domination, fear, and forced obedience to a necessary minimum.
Where are the gaps in leadership.
Our sense of duty and bring our reliability on the one hand, and our pursuit of bureaucratic organization under the heading of discipline and order us to us to behave less emotionally intelligent. In still too many companies have dominance precedence over acceptance and trust.
As a general rule it is being carried socially competent, inclusive and productive and creative employees, but in the competition and competitive strategies denkende. Es wird der harte und fachlich Kompetenteste, zum Vorgesetzten gekürt.
In Schnellkursen werden diese dann mit so genannten Führungstechniken –meist dominierenden - vertraut gemacht und auf die ehemaligen Kollegen, jetzt Untergebenen, losgelassen. Übersehen wird noch immer, dass Dominanz noch nie zu Akzeptanz geführt hat.
Bedauerlicherweise sind die wenigsten Menschen sich ihrer persönlichen emotional intelligenten Defizite im Umgang mit sich selbst und anderen bewusst. Das ist eigentlich kaum verwunderli 
ch, denn ihr Augenmerk ist selten darauf gerichtet, vielmehr arbeiten sie fast ausschließlich an ihrer fachlichen Kompetenz, wodurch sie ihre Führungsverantwortung in many cases simply overwhelmed.
Such figures give the pressures put on them, like to shine forth, often with vague and indifferent behavior. Stay on the track - if ever present - clarity, honesty and humanity. A lack of emotional intelligence also suggest practices, such as the inability to give recognition, dodging clarifying discussions and flaunted arrogance. Such practices lose confidence and these are bad people according to their environment, friends, colleagues or employees assessed.
are theoretically known relationships and emotional intelligence as food and leadership 
competence has already found widespread acceptance. Nevertheless, they are still relatively uncommon.
also Daniel Goleman has given the meantime, that the implementation in life seems to be not always easy. Too many existing experiences and practices to the contrary and undermined the test of practical application in everyday life. In any case, so long as the attention of the responsible not put his attention to a
sustainable self-management , an advanced team leadership, a successful stress management and a creative and energy-anabolic-time management.
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