emotional intelligence
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Emotional Emotional IntelligenceIntelligence
A Leader’s A Leader’s PrimerPrimer
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Feelings are indispensable for rational decision making. They are like a compass, they guide us in the right direction.
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Three Competency Domains
1. Technical Skills
2. Cognitive Abilities
3. EI Abilities
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Studies* show: For all levels of jobs, EI
competencies are twice as effective as IQ in determining an individual’s success rate.
The higher the level of a position in an organization, the more EI seems to matter.
Executive Leaders show an 85% correlation between EI competency and success.
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EI Competencies Self-Awareness Self-Management Social Awareness Relationship
Management
EI
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Self-AwarenessKnowing one’s internal states, preferences,
resources and intuitions
Emotional Self-Awareness
Accurate Self-Assessment
Realistic Self-Confidence
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Knowing one’s internal states, preferences, resources and intuitions
Emotional Self-Awareness – Recognize your own inner signals, note how decisions and values match
Accurate Self-Assessment – Know your real limits and strengths, be graceful in learning, know when to ask for help
Realistic Self-Confidence – Be willing and able to play to your strengths, admit you have them!
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Self-ManagementManaging one’s internal states, impulses and
resources Emotional Self-Control
Transparency
Optimism
Adaptability
Innovation
Achievement
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Emotional Self-Control – Manage your own disturbing emotions, stay calm and clear-headed
Transparency – Live your values, admit mistakes, never turn a blind eye
Optimism – Roll with the punches, expect the best of everyone.
Adaptability – Flexible, nimble, fluid, comfortable with ambiguity
Innovation – Seize opportunities, or create them
Achievement – Continually learning – and teaching– ways to do things better
Managing one’s internal states, impulses and resources
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Social AwarenessAwareness of other’s feelings, needs,
concerns and the currents, networks and politics of the organization
Empathy
Organizational Awareness
Service Orientation
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Awareness of other’s feelings, needs, concerns and the currents, networks and politics of the organization
Empathy – Listen, attune, grasp other’s perspectives
Organizational Awareness – “PP”olitically and “pp”olitically astute, know the values and unspoken rules
Service Orientation – be available to your staff, serve to receive excellent service
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Relationship Management
Inspirational Influence Developing Others Change Catalyst Conflict Management Building Bonds Teamwork &
Collaboration
Awareness of one’s effect on others, ability to work effectively and efficiently with others
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Awareness of one’s effect on others, ability to work effectively and efficiently with others
Inspirational – Embody what you ask of others Influence – Be persuasive and engaging Developing Others – Cultivate people’s abilities Change Catalyst – Recognize the need for
change, challenge the status quo Conflict Management – acknowledge and
redirect Building Bonds – Cultivate the web of
relationships Teamwork & Collaboration – Be a model of
respect, helpfulness and cooperation
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Your goals… or what do you really want
Jot down three areas where you’d like to be more effective (work and / or personal life)
Prepare to discuss some of these goals with the group
Provide your insights to participants
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Self Assessment Opportunity
Self assessment available at:http://www.utne.com/azEQ.tmpl
Slideshow available at: http://www.psers.state.pa.us/ei.ppt
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EQ Self-Assessment Checklist Rate each question below on a scale of 1-5, according to how true it is of you.
1 2 3 4 5virtually never virtually always ____ 1) I am aware of the physical reactions (twinges, aches, sudden changes)
that signal a gut reaction.”____ 2) I readily admit mistakes and apologize.____ 3) I let go of problems, anger, or hurts from the past and I can move
beyond these.____ 4) I generally have an accurate idea of how another person perceives me during
a particular interaction.____ 5) I have several important things in my life that I am enthusiastic about
and I let it show.____ 6) I can easily meet and initiate conversation with new people when I have to.____ 7) I take a break or use another active method of increasing energy when
I sense that my energy level is getting low.
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Assessment Discussion
Is self-assessment a valuable tool?
How are comparisons of group scores useful?
Is it worth the time to develop “soft” skill sets?
What resources are out there for us?
Discuss these questions in groups:
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How can wewe use Emotional Intelligence Concepts
in a Leadership Context??? EIEI is our ability to acquire
and apply knowledge from our emotions and the emotions of others in order to solve problems, and live a more successful, fulfilling life.
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Issues affecting HR professionals
Brainstorm issues How can we
incorporate EI “tactics” to help us do our jobs effectively?
How can we use EI competencies to “shield” us from the traumatic energy that comes our way?
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EI Competencies Self-Awareness Self-Management Social Awareness Relationship
Management
(from Primal LeadershipPrimal Leadership Goleman, Boyatzis and McKee 2002)
EI
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A chance to question our answers
What issues do you see arising in attempting to institute an EI competency in your agency?
What value do you see in developing EI competencies for yourself and those staff who work with you?
What are your questions / concerns / comments about this presentation?
EI !EI !
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Emotional Emotional IntelligenceIntelligence
A Leader’s A Leader’s PrimerPrimer