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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?