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Social and emotional competencies are focused leadership styles that include a positive work environment and show employee engagement. However, it also shows work satisfaction and productivity that in turn increases alignment to job contentment. In an article, Resonant Leadership and Workplace Empowerment: The Value of Positive Organizational Cultures in reducing work place incivility, it found resonant leadership was a positive leadership styles that were conceptually consistent with the notion of resonant leadership and associated with improved conflict management, job security, employee health, job satisfaction and lower levels of anxiety, emotion exhaustion and stress (Laschinger, H., Wong, C., Cummings, G., Grau, A. 2014).  Resonant leaders are socially and emotionally intelligent, visionary people who lead and manage in ways that enable everyone to contribute their very best (Mckee, 2014, p. 26). Social and emotional competencies include self-awareness and self-management, social awareness and relationship management competencies. In self management, one uses emotional self control and has the ability to monitor and regulate one emotional state and emotional impulse. For example, exercising this ability, one must think before they speak when dealing with negative employee behavior. In social awareness, empathy takes place where sensing others feelings, perspectives and taking into consideration the interest of others concerns. For example, this works best when an employee is unsure of themselves and a manager senses their insecurity by the way the employee responds to assigned duties, by seeing this the manager/ leader should have empathy and right then and there encourage them that they are capable of such duty or job. In relationship management, one will coach and mentor by sensing others needs as well and calling out talents as they see them and enthusiastically encourage abilities in them; communication will also lend to listen openly and send convincing messages and lastly influence by using tactics of persuasion.  
Emotional intelligence is managed by ones emotions of self and in future have durable loyal relations with employees. One advantage to this is that these emotions shown to others affect others and will show in a followers performance for the good of the organization. It is however important to be aware of how one’s behavior is performed principally when they are leading. After all, a very successful leader that has emotional intelligence will become aware that followers can be triggered by fear or anger, although this type of trigger will not be effective in the long term and the employees will feel less engaged, and will not prove job fulfillment in the long run, nor bring upon employee engagement. In  a video, “create a culture of engagement” (Wright, 2013) provides very informative information that is useful on engaging your team and people around you, he states that “people do not leave organizations, people leave their leaders” (Wright, 2013). I find this correct because if the leader does not have the mindset to be able to adapt to behavior where they have empathy, by giving hope and encouraging their followers to do their best most likely, they are not engaging them. One important aspect is to cooperate with others and adapt to the unruly behaviors and not engage in defensiveness, because it can be subject to reduce employee retention and job satisfaction. In this, a leader must adapt to change their behaviors almost every time.  
Limbic resonance refers to the fact that emotions are contagious and a powerful driver to our feelings, thoughts and behaviors (McKee, 2014, p. 31). As discussed in Management: A focus on leaders, “we are constantly tuning into the emotional state of someone standing next to us, and it affects how we feel, what we think, and how we do” (McKee, 2014 p.31). Very true, it happens all the time, one can feel the body language from that manager that walks in the office in a very bad mood and quickly the employee stands on guard and is affected by it, hence managers and leaders need to lead with emotional intelligence first and be consistent with it and a very positive one at that.  
In self-awareness, one has the ability to understand and interpret ones own feelings through internal reflection. It includes an ability to influence and motivate people, one must know and use emotional intelligence competencies and own weakness and performance.  “Self-awareness is the heart of emotional intelligence, and emotional intelligence is at the heart of great leadership” (McKee, 2014 p.32). The best way fit to accomplish this is to control one’s feelings that affect you, by simply not letting things rule your day. For example, a manager is on their way to work and is running very late due to a thirty minute traffic jam and arrives to work very upset about this and the first person that says good morning is ignored by him/her because of how angry and upset the manager is due to this minor set back and his/her inability to control their emotions. This now makes the employee feel un worthy and believes perhaps the manager is upset with them. A great leader would not let this bother him or her and would walk in with a huge smile on their face instead of not responding at all.

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