<div class="text-justify"> The institutions, companies and/or organizations with the passing of time have been impacted by the vortex of change and therefore see their radius of action on the human resource inserted in them. This implies the imperative need to further improve the resources of the companies in order to achieve the objectives set. In this sense, taking into account the political and economic situation of the country, the organizational systems require knowledge about the strengths, opportunities, as well as weaknesses and latent threats in their environment, with the intrinsic objective of being able to expressly identify those factors that can affect the good progress of the company.

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Thus, when a company and/or organization assumes an institutionalized firmness, the various modes of behavior become largely evident to the members, so that the procedures that occur within the organization can cause success, failure or repetitive errors. In this sense, people and their behavior are key elements for the understanding of organizations. Those who have been part of them know that, if people work hard, with responsibility, initiative, creativity, cooperating with others, communicating with each other, facing conflicts, committing themselves to their work and knowing it well, this undoubtedly increases the possibility of success in business management, considering the behavior of each individual to be decisive for the generation of the main results of the organization.
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It is worth highlighting the relevance of realizing the existence of these factors in individuals, who are influenced by the perceptions of the work environment, the latter being the source of information on behaviors and their consequences. In fact, since childhood, behavior is modeled in what can or should not be done, and even more how one should act in certain situations; in the same way it happens in the organizational environment when the work environment sends messages that can affect the expectations of efficiency, results and values, made feasible through the conduction of an effective leadership.
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According to what has been described in the previous paragraphs, the action of leadership to lead workers requires certain resources, certain knowledge and certain behavior patterns. For this reason, the manager must know an innovative tool, such as Emotional Intelligence, a tool that allows to analyze in an objective way the different qualities that the members of the organization present.
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<blockquote>In this regard Goleman (2004) states the following: The balance between rational intelligence and emotions, through self-knowledge; in a kind of emotional self-awareness, self-control, adaptability and being aware of what others feel, which will improve their interpersonal relationships and better performance for their own benefit and that of the organization (p. 11). </blockquote>
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What is expressed by the aforementioned author could reflect that an adequate level of emotional intelligence will turn the manager into a being capable of guiding and stimulating concrete actions in his collaborators or followers, strengthening their integration through the formulation of a shared vision, cooperation and the development of individual competencies, in favor of a balanced level of emotional and rational maturity, in order to successfully achieve both the objectives set by the organization and the personal ones. 
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<center><strong> Reference Consulted </strong></center>
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<ul><li> Goleman, D. (2004). Emotional intelligence: why it can matter more than IQ. Nueva York: Bantan Books (Edición española: Goleman, D. (2004). Inteligencia emocional. Barcelona: Kairós) </li></ul>


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