5023 lect. balance leaders

7/27/2019 5023 Lect. Balance Leaders

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Todays purpose:

Introduction to emotional intelligence (EI)

concepts

Identify components ofEI

Understand applicability to work life and

leadership


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IQ vs. EQ

What is IQ?

What is EQ?


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I.Q. (Intelligence Quotient)

A number that shows the rating of a person'sintelligence. It is found by dividing the mental

age, as shown in tests, by the actual age (16 isthe largest age used) and multiplying it by 100.

Intelligence Test

Any test used to measure mentaldevelopment. Most intelligence tests include

tasks involving memory, reasoning, definitions,numerical ability, and recalling facts.


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Cognitive capacities;

Technical expertise; Educated;

Know-how; Intellect; Smarts;

Skills; Book-learning

IQ (the quotient component) tends not to

change much past our teen years.

Why?


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E. I. (as defined by World Book) the ability

to understand oneself and to empathize with

others. Ex. The phrase "emotional

intelligence" was coined ... to describequalities like understanding one's own

feelings ... and "the regulation of emotion in

a way that enhances living" (Time)


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Daniel GolemanEI refers to the capacity

for recognizing our own feelings and those

of others, for motivating ourselves and for

managing emotions well in ourselves and

in our relationships.


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Character; personality; soft skills; sociallycapable; self-confident; good communicator.

IQ gets you the interview EQ gets you the job.

MisconceptionsEIdoes not merely mean being nice.

Nor does it mean allowing free rein to yourfeelingsletting it all hang out.


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Intellectual

and

Emotional


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Neuroscience Research

Finding that intellect is based solely on theworkings of the neo-cortex (the rational brain),

the more recently evolved layers at the top ofthe brain. Emotional centers lower in thebrain, closer to the brainstem, in the moreancient sub-cortex or limbic system (the

emotional brain). These two different parts ofthe brain learn differently. Emotional centersresult in skills grounded in our evolutionaryheritage for survival and adaptation.


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Women tend to be more aware of theiremotions, show more empathy and are adeptinterpersonally.

Men tend to be more self-confident and

optimistic, adapt more easily, and handle stressbetter.

However, on the whole,men and women are generally equal

in total emotional intelligence.


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Work focused around the nature and types ofemotional competencies have evolved currentthinking around expanding the personal and

social nature of emotional intelligence.

Emotional intelligence can be learned and is

enhanced with experiences maturing.


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The Layers:

Rational Brain (thinking)cortex and neo-cortexanalytical & technical ability

Emotional Brain (feeling)limbic systemfeelings, impulses, drives

First Brainbrainstem


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The Layers:

Rational Brain (thinking)cortex and neo-cortexanalytical & technical ability

Emotional Brain (feeling)limbic systemfeelings, impulses, drives

First Brainbrainstem

How Each Layer Learns:

Rational Brain(reading, studying)

grasps concepts quickly

associations, comprehension

Emotional Brain(experiencing)motivation, extended practice,

feedback, repetition (breaking ahabit)


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Personal Competence

Social Competence


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Personal CompetenceThese competencies determine how we

manage ourselves.

Social Competence

These competencies determine how we handlerelationships.

*(from Working with Emotional Intelligence)

(Per Daniel Goleman*)


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Self-awareness

Knowing ones internal states,

preferences, resources and intuitions.

Emotional Awareness

Accurate Self-assessment

Self-confidence


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Self-regulationManaging ones internal states,

preferences and resources.

Self-controlTrustworthiness

ConscientiousnessAdaptability

Innovation


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MotivationEmotional tendencies that guide

or facilitate reaching goals.

Achievement DriveCommitment

Initiative

Optimism


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EmpathyAwareness of others feelings,

needs and concerns.

Understanding OthersDeveloping Others

Service Orientation

Leveraging Diversity

Political Awareness


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Social Skills

Adeptness at inducing desirable results

from others.

Influence

Communication

Conflict Management

LeadershipChange Catalyst

Building Bonds


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Self Awareness

Self Management Social Awareness

Relationship Management

Social

Competencies

Personal

Competencies


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Think of a leader for whom or with whom youworked - one that you would gladly work withor for again.

Think of a person in a leadership position thatyou try to avoid, or left you drained, or hopingfor more.

How would you describe these people? Howdid they make you feel?


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Through our emotionswhich are contagious


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Good Retail Experience

Friendly

Approachable

Good Listener

Caring

Knowledgeable

Took Time

Reflective

Concerned

Responsive

Above &

Beyond

Self Confident

Took Ownership

Cheerful

Helpful

Insightful

Accommodating

Personable

Good Boss

Visionary

Humorous

Kind

Appreciative

Good

communicator

Clear, precise(communication)

Hard worker

Empathetic

Good team

builder

Positive

Ethical

Results-oriented

(vs. process)


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Bad Retail Experience

Rude

Headstrong

Insensitive

Closed

Unhelpful

Unprofessional

Unconcerned

Untrained

Incompetent

Unethical

Lazy / Bored

Blame others

Smarmy

Arrogant

Condescending

Non-responsive

Bad Boss

Disrespectful

Belligerent

Demeaning

Moody

Negative

Unethical

Incompetent

Discouraging

Self-absorbed

Inconsistent

direction

Vindictive

Ego-maniac

Prideful

Manipulative

Paranoid


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Good Retail Experience

Satisfied

You were

important

Valued

Customer for life

Relieved

Pleasant

Open

Grateful

Impressed

Worthy

Validated

Happy

Equal

Encouraged

Hopeful

Special

Good Boss

Empowered

Enthusiastic

Valued

Energized

Hopeful

Confident

Safe

Relaxed

Mutual admiration

Respected

Motivated to excel


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Bad Retail Experience

Angry

Ignored

Devalued

Unimportant

Vengeful

Helpless

Unsatisfied

Disrespected

Unsafe /

Vulnerable

Used &

Abused

Frustrated

Victimized

Disappointed

Discontent

Stressed

Distressed

In shock

Disbelief

Drained

Hopeless

Bad Boss

Little, small,

demeaned

Hopeless

Stupid

Drained

Very Stressed

Angry

Fearful

Depressed

Unappreciated

Incompetent

Rebellious

Withdrawn

Uncooperative

Unproductive

Eager to

sabotage


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People with highly-developed EI are aware oftheir IMPACT.

They are acutely aware that the impact that

behaviorhas on others can be different from

what you intend or expect.

People respond to you based upon what theyperceive about your behavior, not what you

think they perceive.


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INTENT =

IMPACT


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INTENT =/= IMPACT


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Acting With Integrity

Difficult choices occur

Align choices with core values

Negative impact from being out of alignment


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Gifted individuals who are exceptionally brightcan also be remarkably ineffective andunproductive

Consider your own area of expertise- whichcomponents are intellectual and which areemotional? (Banking, Public Administration,Education, Service Providers, Engineering,Community Development, etc)

Behaviors are learned and can be unlearned


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Intellectual

Emotional


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Work ing w ith Emotional Intel ligence,

Daniel Goleman

Primal Leadersh ip, Daniel Goleman,Richard Boyatzis, and Annie McKee

The Managers Pocket Guide to

Emot ionalIntel l igence, Emily A. Sterrett


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How can we strengthen competencies that

are currently less-developed?

How does this information shape the waywe guide and interact with others?

How does our understanding of behavior

and motivations impact our EI?

How can we use this information to be

better leaders?

5023 lect. balance leaders

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