THE DEVELOPMENT OF EMOTIONAL INTELLIGENCE

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The second component is self-regulation, which is the Ability to Control or redirect disruptive impulses and moods, is the propensity to suspend judgment (Goleman, 1998). Thus, a person who is able to regulate itself can always maintain a better approach to problems and can handle better relationships with others because you will know how to respond to any situation aside impulses. People who achieve high levels of self-regulation generally develop high levels of trustworthiness and integrity, they are people who can be controlled in any situation and know how to act in front of others without ever going over others; usually these people are comfortable with ambiguity, since despite the ambiguity of the situations are able to understand and control their impulses, which allows them to have a better argument against situations and allows them to reach better solutions; Finally, they are open to change and generally do not startle for any new situation, but on the contrary, know how to take measures against these changes and make the best of them. Thus, the third component refers to motivation, which is defined as a passion to work for reasons that go beyond money or status, is a propensity to pursue goals with energy and persistence (Goleman, 1998); people with this ability develops a strong drive to achieve, are optimist and have great organizational commitment; this allows them to be strong people in any situation and their attitude to other people manage to reach goals and achieve higher goals.

The fourth component is empathy, this is defined as the ability to understand the emotional makeup of other people, is the skill in treating people according their emotional reactions (Goleman, 1998); this ability enables people are expertise in building and retaining talent, have a cross-cultural sensitivity and develop the ability to service to clients and customers; thanks to empathy a person can understand others and find a better way to treat them, recognizing the emotions of others and working on them to make everyone feel heard and important part of the organization. And finally, the fifth component refers to social skills, which are defined as the proficiency in managing relationships and building networks, is an abitur to find common ground and build rapport (Goleman, 1998); have developed this component allows the person to surround not only a circle of friends, but have a network of people with different skills and will serve in the process of leadership to unite the best in different areas to solve problems, create new things or achieve goals in the company, having these social skills are needed four components above and this will be comprehensive and effective leaders; People who develop these skills become Effectiveness in leading change, are persuasiveness and are expertise in building and leading teams.

In conclusion it is important for companies to form leaders, which implies not only develop cognitive or intellectual, it is necessary that companies worry about forming emotional intelligence of employees at all levels and thus achieve comprehensive leaders who have all the mentioned components, and thus achieve more efficient organizations giving better handling. Emotional intelligence is vital in a good leader and not only allow great results in organizations can also change the lives of people on a personal level, because not only will become organizational leaders will be leaders in all the circumstances presented to them allowing form great leaders and great people.