sensitivity training and emotional intelligence
TRANSCRIPT
Sensitivity training is about making people understand about
themselves and others reasonably, which is done by developing in
them and
in one word is empathy. It is ability of an individual to
sense what others feel and think from their own point of view.
is ability to behave suitably in light of understanding.
1.Unfreezing the old values :-
An unstructured group of 10-15 people is formed.
Unstructured group without any objective looks to the trainer for its
guidance.
But the trainer refuses to provide guidance and assume leadership.
Soon, the trainees are motivated to resolve the uncertainty.
Then, they try to form some hierarchy. Some try assume leadership
role which may not be liked by other trainees.
Then, they started realizing that what they desire to do and realize
the alternative ways of dealing with the situation.
2. Development of new values:-
With the trainer's support, trainees begin to
and
giving each other The reasoning of the
feedbacks are discussed which
to experiment
This process constitutes
the second step in the change process of the
development of these values.
3. Refreezing the new ones :-
This step depends upon how much opportunity the
trainees get to practice their new behaviors and values at
their work place.
1) To increase understanding, insight, and self awareness about
one's own behavior.
2) To increase understanding and sensitivity about the behavior
of others.
3) Better understanding and awareness of group and intergroup
processes.
4) To increase diagnostic skills in interpersonal and intergroup
situations.
5) To increase ability to transform learning into action.
6) To improve individuals' ability to analyze their own
interpersonal behavior.
Increased awareness of own organizational role, organizational dynamics, dynamics of larger social systems, and dynamics of the change process in self, small groups, and organizations.
Changed attitudes toward own role, role of others, and organizational relationships, i,e., more respect for and willingness to deal with others with whom one
is interdependent, greater willingness to achieve collaborative relationships with others based on mutual trust.
Increased interpersonal competence in handling organizational role relationships with superiors, peers, and subordinates
Increased awareness of, changed
attitudes toward, and increased
interpersonal competence about
organizational problems of
interdependent groups or units.
Organizational improvement through
the training of relationships or groups
rather than isolated individuals.
We catch feelings from one another as if it
were a virus.”
“We unconsciously imitate the emotions we
see displayed by others.”
-Daniel Goleman
(Author of “Emotional Intelligence”,1995)
Goleman defined Emotional Intelligence as ‘Understanding one’s own feelings, empathy for the feelings of others and the regulation of emotion in a way that enhances living.
– perceiving your own emotions in the moment
– what happens when you act or do not act. Be aware of how your emotions direct your behavior
– perceiving what others are thinking and feeling. Listening & observing are key skills.
– managing interactions with others, relationship management and handling conflict. Note the impact of stress on relationships.
Helps managers handleadversity & set back
Teaches managers cope when change & uncertainty hits organisation or their personal lives.
It also provides them with the courage to push against the system to make necessary changes for their people.
It also provides them with the courage to push against the system to make necessary changes for their people.
Workplace full of employees with highly developed
EI could have a work environment where:-
Everyone’s ideas are
respected
Teams work at their
optimum
Gossip and other negative behaviors stop
Everyone encourages and
celebrates each other’s success
Integrity is valued
Work relationships are rewarding
Your potential is continually
developed
Cost-Savings from EI
Hiring employees who have high
levels of EI gives you a better chance
of hiring the right people the first time
and reduces employee turnover,
resulting in significant cost savings
Example from the experience of the US Air Force
Most successful leaders have higher developed EI than others.
One study examined 300 leading executives in 15 international
organizations. The truly exceptional performers in the group were strong
in six particular emotional competencies: drive for achievement,
leadership, team leadership, self-confidence, organizational awareness,
and influence.
However, there have been several models put forth in attempts to fully define and
describe EI. Currently, there are three main models: the Ability EI model, the Trait EI
model, and the Mixed EI model.
The Ability-Based Model
The model proposes four main types of emotional abilities:
1)Emotional Perception – an individual’s ability to recognize his own emotions and to
understand the emotions expressed in faces, voices, and pictures. This is the basic
skill involved in EI because unless you can perceive emotions you cannot manage
them.
2)Emotional Use – the ability to use emotions in order to perform other cognitive
activities.
Someone with high EI can use their emotions in order to help them think through a
situation and solve problems. She is able to use her varying moods to the best
advantage for completing required tasks.
3)Emotional Understanding – The ability to perceive the
shades of emotion that exist and how different emotions
interact with each other. This ability also includes
comprehension of how emotions may evolve across a period
of time.
4)Emotional Management – the ability to self-regulate
emotions and to regulate emotions in others. The person with
a high level of this ability can harness positive or negative
emotions and manage them in a way that facilities the
completion of required tasks.
Emotional Test (MSCEIT) uses problem-solving challenges that are emotionally
charged in order to test the participant’s ability on each of the four abilities as
well as an overall rating of EI.
The test assumes that the test taker will be responsive to social norms that are
in place in our society, and is scored by comparing the respondent’s answers to
a global sample of others who have responded.