EMOTIONAL INTELLIGENCEEMOTIONAL INTELLIGENCE

WORKSHOP

Presenter: Dr. Maynard Brusman

Learning ObjectivesLearning Objectives

l Discuss a workable definition of Emotional Intelligence in leadership.

l Understand the five domains of Emotional Intelligence.

l “EI” Exercise to explore personal strengths and vulnerabilities related to EI.

l Develop an EI Action Plan resulting in improved self-management & career transition success.

Emotional Intelligenceis the ability to…is the ability to…

l recognize our own feelings and those of others, motivate ourselves, and manage emotions well in ourselves and in our interpersonal relationships.

RESEARCHRESEARCH

l Up to 90% of the difference between outstanding and average leaders is linked to emotional intelligence. EI is twice as important as IQ and technical expertise combined, and is four times as important in overall success.

l Research by the Center for Creative Leadership found the primary cause of derailment in executives involves deficits in emotional competence.1. Change 2. Teamwork 3. Interpersonal Relations

WHY DEVELOP WHY DEVELOP EMOTIONAL INTELIGENCE?EMOTIONAL INTELIGENCE?

l More than 50% of employees lack the motivation to keep learning and improving.

l Four in 10 people cannot work cooperatively.l 70% of all change initiatives fail because of

people issues – inability to lead, lack of teamwork, unwillingness to take initiative, and inability to deal with change.

Hay Group

EI vs. IQEI vs. IQEI key to success in the EI key to success in the

business worldbusiness world

l EI is the ability to bring people together and motivate them.

l EI is the trust to build productive relationships.l EI is the resilience to perform under pressure.l EI is the courage to make decisions.l EI is the strength to persevere through

adversity.

EI vs. IQEI vs. IQ

l Ei is the vision to create the future.l EI is a skill. Skills can be learned.l Employees in an emotionally intelligent

company empowered to contribute fully.l Emotionally intelligent organization

creates innovative products & services, and exceptional customer loyalty.

Five Competencies of Emotional Five Competencies of Emotional Intelligence at WorkIntelligence at Work

l Self-Awareness-Ability to recognize and understand your moods, emotions, and drives, as well as their effect on others.

l Self-Regulation-Ability to control impulses and moods.

lMotivation-Passion to pursue goals with energy.l Empathy-Awareness of others’ feelings. l Social Skill-Proficiency in managing

relationships.

SECOND THAT EMOTIONSECOND THAT EMOTION

l Relationships determine who owns the future.

l Successful organizations hire based on EI competencies.

The Peter Principle and EIThe Peter Principle and EI

l People are frequently promoted to their level of incompetence.

l Individuals are often promoted because of their technical expertise, when the needed skills are managing people.

l The technical expert can become a poor boss.

EI GREMLINSEI GREMLINS

l Fearl Avoid Conflict and Challengel Negative Internal Dialoguel Unrealistic Expectationsl Blaming Others

EMOTIONAL AWARENESSEMOTIONAL AWARENESS

l Recognize which emotions you are feeling.

l Become aware of the connection between your feelings, thoughts and actions.

l Recognize how feelings affect performance.

l Guided by values.

HOW EMOTIONALLY HOW EMOTIONALLY INTELLIGENT ARE YOU?INTELLIGENT ARE YOU?

Quiz

EMPATHYEMPATHY

l Starts with self-awareness.l The ability to see things from the other’s

point of view.l You can recall some of the same feelings.l Sharing and identifying with emotional

states.

EMPATHYEMPATHY

l According to Goleman, empathy represents the foundation skill for all the social competencies important for work.

1. Understanding others2. Service orientation3. Developing others4. Leveraging diversity5. Political awareness

EMPATHY QUESTIONSEMPATHY QUESTIONS

1. “Can you say more about that?”2. “Really? That’s interesting. Can you be more

specific?”3. “I wasn’t aware of that. Tell me more.”4. “I’m curious about that…let’s discuss this in

more depth.”5. “Let me see if I understand you correctly…

here is what I heard you say…”6. “How do you feel about that? What are some

of your concerns?”

SELFSELF--ASSESSMENTASSESSMENT

l Aware of strengths and weaknessl Reflective, learn from experiencel Open to feedbackl Seek continuous learning and self-

development

KNOW YOURSELF KNOW YOURSELF EXERCISEEXERCISE

lWhat is a current challenge that leads to emotional tensions?

lWhat feelings does that situation trigger?lWhat thoughts trigger those feelings?lWhat are some new ways to build

relationship in this situation?lWhat positive outcome can be generated?

ACTION PLAN:ACTION PLAN:

l Identify 3 strengthsl Identify 3 growth areasl Develop a plan to improve specific skilllMove action forward with a coach

UNLEASHING OUR UNLEASHING OUR POTENTIALPOTENTIAL

“Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness,

that frightens us.”Nelson Mandela

Dr. Maynard Dr. Maynard BrusmanBrusmanConsulting Psychologist & Executive CoachConsulting Psychologist & Executive Coach

Working Resources P .O. Box 471525 San Francisco, California 94147 Tel: 415-546-1252E-mail: mbrusman@workingresources.comWeb Site: http://www.workingresources.comSubscribe to Working Resources Newsletter:http://www.workingresources.comVisit Maynard's Blog:http://www.workingresourcesblog.com